Collective Bargaining

During my four years as President, our last two collective bargaining agreements have secured approximately 21% in compounded wage increases, with eligible members potentially receiving approximately 26% when the new top step takes effect in 2027. When we consider additional improvements in leave cash-out options and other negotiated benefits, the overall value of these agreements extends well beyond those wage increases.

For an employee who qualifies for the new top step and takes full advantage of the available leave conversion and cash-out provisions, these improvements can represent a combined compensation value of approximately 33% when compared with annual base pay. This is an illustrative comparison that includes both wage increases and the cash-equivalent value of accrued leave that members now have greater flexibility to access.*

To be fair about how those increases were achieved, some resulted from statewide cost-of-living adjustments negotiated through a process involving other labor organizations. OSPOA cannot claim sole credit for those COLAs. Nevertheless, our bargaining efforts have helped secure substantial improvements for the membership.

Members can now cash out qualifying holiday leave above the established bank threshold, convert up to 50 hours of eligible sick leave annually into their Oregon Savings and Growth Plan accounts, as well as benefit from the compounding interest associated with that conversion, and cash out up to 40 hours of vacation without first having a leave request denied.

Most of our specialty positions have either received incentives for the first time or increases to incentives already in place. We also negotiated a new $300 equipment reimbursement benefit for Patrol Troopers, allowing them to purchase additional work-related items that aren't issued by the Department. Whether it's cold-weather clothing, personal equipment, or other practical items, Troopers have the flexibility to decide what best meets their individual needs.

Another important accomplishment was establishing the Retiree Medical Trust (RMT). This was something that was discussed for decades. We finally got it done, providing members with an additional way to prepare for healthcare expenses in retirement.

We also negotiated the Hire Back Program, creating an opportunity for eligible retirees to return to OSP employment while receiving retirement benefits.

For lateral hires, we secured recognition of qualifying prior employment experience when determining vacation accrual rates.

Not every proposal has been successful, and not every compensation issue has been resolved. There will always be areas where we need to improve.

But I believe our record demonstrates meaningful progress across wages, leave benefits, specialty compensation, retirement planning, and career opportunities.

These accomplishments required the work of our bargaining representatives, Association leadership, legal counsel, and members who contributed ideas and priorities throughout the process.

Again, I don't claim to be solely responsible for the contracts we've achieved over the last four years. No President can make that claim. But if we had failed and produced dismal contracts, the membership would certainly hold the leadership accountable.

If I asked you who gave away shift differential, I bet many of you could name that President. But I doubt many could name the members of his bargaining team. :)

I believe leadership comes with accountability, both for the successes and the failures. I'm proud of what we've accomplished together, and I believe our bargaining record deserves consideration.

* The approximately 33% figure is an illustrative comparison of wage growth and the potential cash-equivalent value of expanded leave benefits, not a uniform increase in base wages or a precise additive calculation. Leave percentages are based on a 2,080-hour work year and represent accrued leave value rather than newly earned compensation. Individual eligibility and benefit utilization vary. The new top step becomes effective in February 2027.