Contract Action Team

The Contract Action Team is a group of members that take action in the workplace to support bargaining.

Contract Action Team is open for members – we want at least one team member in every bureau!

What you’ll do:

  • Get early information and insider scoop on bargaining issues;
  • Check in with your coworkers & let people know that you are a point of contact for the union;
  • Host in-person or virtual office hours where coworkers can stop by and ask questions, get swag, sign a card (Donut lunch or Break Room Coffee Chat or Virtual Open House to talk about particular bargaining issues). You’ll always have support from another CAT member or a bargaining team member!;
  • Help get content (pics, etc) for social media;
  • Help coordinate actions – hand out buttons, share virtual background with colleagues, ask people to take bargaining surveys.

Why this is important:

  • The only way – only way! – to win a strong contract is to have an active and engaged membership. You would be a part of engaging people to stay informed and take action on issues that matter to our careers, our families, and our future.
  • The Bargaining Team needs support. It’s a big job to bargain the contract, we need other folks who are in all parts of the City to help communicate about what the team is doing and give feedback on crucial contract issues.
  • This is a way to participate in the union that is fun, social, and time limited. You don’t need a ton of time to be a great CAT member!

Interested?​​

Email [email protected] or [email protected] 

Bargaining 101


How this process works in 6 simple steps

  1. Team Building: Build a Bargaining Team! CPPW members elected a 9 member (+ 1 alternate) bargaining team from around the City to represent the whole membership at the table. See your bargaining team here. Then, hire a lawyer to support the bargaining team during negotiations – CPPW’s lawyer is Katelyn Oldham. Done and done!
  2. Scheduling and Agreements: Set ground rules with the City and schedule bargaining meetings – this happened on January 24th.
  3. Negotiations & Action: Each side exchange proposals and caucuses to negotiate at meetings – this will happen during meetings scheduled between March – July 2024. Union members are encouraged to participate in this process by attending bargaining sessions, offering testimony of your experiences, taking bargaining surveys to prioritize issues, and taking action to show the City how committed we are to winning a strong contract. The #1 way to get a strong contract is to have powerful action by the members during negotiations.
  4. Assess: The initial bargaining period is legally a minimum of 150 days, after that we see where we are at and what needs to happen. If needed, both sides can agree to continue bargaining or the process can go to mediation.
  5. TA: Tentative agreement is reached. The City send the tentative agreement to City Council for approval and CPPW sends it to our membership for a vote (you must be card signed member to vote!)
  6. Ratification Vote: When the the majority of membership (and City Council) vote to approve the tentative agreement – our first contract is ratified!

Bargaining Priorities

Top bargaining priorities.

Our contract is inspired and informed by you! Surveys sent out to the members last year and in March 2024 gathered critical info on what is important to our union members.

The people are our power, and we need your continued involvement to win this contract!

Do you want to observe this process? Email us at [email protected] to join in person during a bargaining session or submit an accommodation request to observe virtually.

Top Bargaining Priorities

Key issues that we’re fighting for at the bargaining table

  1. Increased Wages: COLAs and step pay increases (these occur regularly over the length of your employment and are not merit based) are the best methods of sustaining living wages during employment with the City of Portland. We’ll be fighting for these benefits for all of our members.
  2. Classifications: Members want clarity and accountability when it comes to ambiguous classifications. We’re advocating for a contract that keeps employees protected from working out of class and classifications that have clearly defined responsibilities.
  3. Flexible Work Schedules: We’re fighting for a contract that allows members to work when and where is best for them and their programs! Some members are fully in person because of the nature of their jobs, some are fully remote, most are currently hybrid. We want a contract that supports flexible work schedules and locations. We are competent, trusted professional that can accomplish our goals, connect with our team, and do our work from where ever makes for sense you and your program.
  4. SuccessFactors: We’re saying no to SuccessFactors tied to merit increases. Instead we’re opting for COLAs and step pay increases (#1 above), and instead using SuccessFactors as a tool for developing clear work goals and regular work check ins. We deserve feedback, check ins, and clear expectations from our managers.
  5. Overtime and Management Leave: Are you working overtime? Do you want access to overtime? You should be fairly compensated and get premium pay when you work more than your assigned hours! Management Leave is an important benefit to members, so we’re focusing on a creating a similar leave banks that is equitable and accessible to all members when they meet the expectations of their roles.

All About Dues

Update (3/15/2024) – Great News! The City has finished processing our demand for interim dues and dues will begin being deducted from member’s paychecks on 3/21/2024.

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A Message from Your Union Treasurer 

Dues graphic.

Hello Union Siblings! 

Dues are a crucial part of having a strong union – they allow us to pay for needed expenses, maintain an infrastructure, get the trainings we need to fight at the contract table, and have the resources to exercise our power. Most importantly, dues allow us all to contribute to building this union together.  

Dues also generate a lot of questions! Let’s take a minute and dig into dues together.   

What are CPPW dues right now? 

In early December, with a vote of 91% in favor, the CPPW membership voted to institute flat interim dues of 0.5% of gross monthly salary as a temporary measure to raise money to fight for our first contract. 

Why aren’t dues being taken out of my paycheck? 

In late December, CPPW alerted the City that they should begin a dues paycheck deduction from all signed members in good standing as of 1/4/2024. Unfortunately, key City administrators say they need additional information from us in order to start the process. At the same time, those City administrators have not shown up to the scheduled meetings where we are supposed to be answering their questions. It is our legal right to fund our organization with interim dues from paycheck deductions. We will continue to press on this matter and will escalate as necessary to get this process going. 

If the City is not taking any dues now, will there be any retroactive dues? 

No. The CPPW membership will not be penalized for the City’s failure to deduct dues in a timely fashion.  

Why do we need interim dues? 

Traditional dues are implemented as part of a final contract with an employer. In the meantime, interim dues are essential to CPPW’s success in bargaining. Interim dues will pay for legal fees, administrative costs, printing, communications, technology, training fees, and more. A dues paying membership also demonstrates to the City that CPPW’s people support the union effort and are ready to back up that support with action! 

What will dues be once we have a contract? 

CPPW has designed a Progressive Dues structure which makes dues both affordable and equitable. This dues structure was codified in the Constitution and Bylaws, specifically Bylaw 2.  

What are progressive dues?  

Progressive Dues are a more fair and equitable dues structure where every person’s base, pre-tax wages are divided into brackets which correspond to a specific dues percentage. If, for example, a member made $50,000 or less annually their dues would be 0%, the next bracket ($50,000-$75,000) pays 1.45% on that $25,000 and so on. 

To put progressive dues in context: 

  • Average CPPW Wage is $102,500 – dues at this wage would amount to .93% (less than 1% of your base wages) 
  • Highest CPPW wage is $163,321 – dues at this wage would amount to 1.75% 

How does this compare to other Unions? 

  • AFSCME 189’s dues are a flat rate of 1.77% for all members. 
  • ProTec 17’s dues are a flat rate of .85% for all members. 

How can I find out what my dues will be within the Progressive Dues structure? 

CPPW has created a table to illustrate the dues percentage which corresponds to each income bracket. There’s a lot of great information in the table, this is what you’ll be looking at: 

  • Column 1: Annual Salary 
  • Column 2: Hourly Rate 
  • Column 3: Corresponding Dues Percentage 
  • Column 4: Amount of Dues Per Pay Period 
  • Column 5: Total Amount of Dues Per Year  

CLICK HERE to view the Progressive Dues wage table where you can look up your dues amount. 

If you have questions please do not hesitate to reach out to treasurer Chris Gustafson at: [email protected]