FAQ

You are the union! A union or “labor union” is a group of workers taking collective action to improve their employment and working conditions. This action is legally protected, including communicating with coworkers, workplace organizing, collective bargaining for a contract, and political action.

The City of Portland Professional Workers Union (CPPW) is an independent union of roughly 750 city employees in the following job classifications: 

• Administrative Specialists I, II, and III
• Analysts I, II, and III
• Coordinators I, II, and III
• Financial Analysts I, II, and III
• Environmental Regulatory Coordinators
• Multimedia Specialists
• Technology Business Representatives

We voted in June 2023 to form as an independent union because of our members’ unique needs. Independence gives us 100% control as we’re not a “local” under a larger parent organization. This also means we had to build our union from the ground up and don’t have staff support yet. We are small but mighty, a member-led organization, doing this on our own!

How are public sector unions different from others?

In Oregon, public-sector unions fall under the Public Employee Collective Bargaining Act (ORS 243.650 – 243.806) or PECBA, administered by Oregon’s Employee Relations Board (ERB). Private sector unions are governed by the National Labor Relations Act (NLRA), overseen by the National Labor Relations Board (NLRB). 

One main difference between these two types of unions is that public sector employees (you!) need to sign a physical or digital union card affirming your membership, even though your job classification automatically makes your position union-represented. If you haven’t already, sign your union card here.

Public sector unions also have their own particular regulations regarding how they may bargain, and the processes that must be followed that will allow them to strike.

Unions exist to magnify the power of individual workers into collective action that can match the power of the bosses. The way that bosses treat our bargaining and perceive our strength is through the number of members who are “in good standing.” A member in good standing is a member who has signed their union card and is paying dues to support our union.

Only members in good standing can vote on actions, elect executive union positions (and run for them!), and vote whether to authorize a strike. 

Unsure if you signed? Check your latest paycheck to see if dues are being deducted or email [email protected]. 

Not ready to sign? Let us know what questions we can answer at [email protected] or reach out to a fellow union member or steward in your office or bureau.

Dues support the functioning of our union. They cover legal fees, administrative costs, materials, and member outreach. Dues help us build a strong organization, win strong contracts, and support members when needs arise.

In December 2023, card-signed union members voted overwhelmingly (91%) to create interim dues until we have a contract. Interim dues are set at a flat rate of 0.5% of gross salary, deducted automatically from your biweekly paycheck.  For most members, dues will be in the $18-22 per paycheck range. 

Interim dues are a temporary measure to raise money to fight for our first contract. Once our new contract is approved, we will move to a progressive dues structure outlined in CPPW’s constitution and bylaws. 

A progressive dues structure makes CPPW unique among other city unions. Under a progressive structure, our lowest paid members will pay less in dues than our highest paid members on a percentage basis. This is very similar to a progressive tax and is much more equitable than a flat dues percentage. Right now, our proposal will set the average dues rate across our membership at 1%. If you’d like to know more about our progressive dues structure, please check our constitution and bylaws or email [email protected].

Yes! You are allowed to talk to your coworkers about CPPW! Unionizing is a protected First Amendment right and is also protected under Oregon law. Any form of employer retaliation is against the law. You are also allowed to display pro-union signs, buttons, lanyards, and digital swag (like your Outlook photo or Teams background). Contact Annette Ramirez ([email protected]) for physical swag.

When thinking about where and how much union talk is appropriate, we use the “Babies and Baseball” rule. Any casual workplace conversation time or place in which one might make small talk about families, make social plans, or discuss sports or media, is okay to talk about union business. This includes conversations on city-owned devices or meetings over video on Teams.

You may also use City email, text messaging or Teams messaging to share information and plan meetings. You should always put text that says something like: “Union information, please read on your break,” at the beginning. Never put any information that we would not want to share with the bosses in an email, text, or Teams message. 

As a rule, we recommend using your own time (breaks, lunch, before/after work) and your own devices for any non-casual unionizing activity in the workplace. Unsure what counts as non-casual? Contact [email protected].

IMPORTANT: If you feel retaliated against by your manager or another city employee for union activity, contact our Union Stewards at [email protected] so they can advocate on your behalf.

Gather!

General membership meetings are held virtually on Teams the last Thursday of every month from 12 – 1 p.m. If you attend during work hours, be sure to use your lunch break, flex time, or other personal time. Invites go to your work email address. If you are not getting these, email [email protected].

Volunteer!

Whatever your interest, there’s a place for you to help CPPW! The more representation from our various job classifications and worksites and offices, the better.

Like outreach, event planning, and talking to your coworkers? Join the Contract Action Team (CAT)! There’s a very flexible time commitment and a lot of different ways to help. 

Want to support fellow members in the workplace? Become a Union Steward! Email Chief Steward Kevin Block for more information. 

Chat!

Join the CPPW Discord to share thoughts, questions, and union news with your coworkers without any managers around. This is a great way to connect with folks in your bureau and across the city for the latest information affecting union members. Visit our guide to using the CPPW Discord or email Chief Steward Kevin Block to get access.

Display!

Show your support for our union by putting up signs, placards, or other pro-union materials in your personal workspace. Wear and put up union swag! To change your profile picture to a union logo, or add a union backdrop to your Zoom and Teams, find links to digital swag here. For physical materials like lanyards, buttons, or t-shirts, email Annette Ramirez so we can get them to you!

Follow!

Subscribe to our email list using the left-hand column on this website.

Follow us on Instagram @CPPWunion

Where are we in the process?

Since March 2024, we have been in the direct bargaining phase with the City of Portland. This is the phase where both parties meet to review proposals for at least 150 days. We have passed the required 150 days.

More on bargaining and the proposals put forth by your bargaining team and the city on our Bargaining page here. For a general overview of the process and where we are, view the graphic below:

What are our priorities?

The main things we are bargaining and fighting for in our first contract are:

• Clear and consistent compensation – not the system we have now where we are the first ones to get passed over for raises.
• Respect and protections – not the system we have now where we are the easiest staff to lay off and use to fix budget gaps.
• Flexibility – not the system we have now where the flexibility you have is entirely based on your supervisor.
• A voice – not the system we have now where decisions are made without our input or where our input is taken but not acted on.

Learn more about our Bargaining team and read updates on our Bargaining page here.

Will my schedule, work location, or leave options change? 

During bargaining, the City cannot make any unilateral changes to our established practice of hours, wages, or working conditions until a contract is finalized. Under state guidelines, this is protected through what’s known as a “status quo” clause.

Until our first contract is finalized, the City is required to bargain all proposed changes with our union. 

During this period, you are still eligible for all leave options in the HRARs, including management leave.

What are my rights?

Until our first contract is ratified, CPPW members are working under all of our existing work rules and HRARs. This period is called, status quo. During status quo, the City may not change individual or group of workers’ job classification, pay or working conditions without first bargaining with our union.

The one thing that has changed is that you have the right to union representation in the event that you are threatened with discipline or are a party to an investigation. See below about rights around discipline.

When should I contact a steward?

Stewards are sworn union officials whose job is to represent their fellow workers, defend their interests and ensure their rights are upheld according to either status quo rules or a collective bargaining agreement (contract).  

The most common reason to contact a steward is if you have a problem with your boss or you believe you may be about to be disciplined. But stewards are also the first point of contact for any questions you have about the union.

Find a list of stewards here. Contact [email protected] if none are listed for your bureau or office.

What are my rights around discipline?

If you believe you are about to be disciplined or are informed that you are a party to an HR investigation (either as a witness or the target) you have the right to have a union steward present in that meeting. This is called your Weingarten Rights. 

If a boss calls you into a meeting and you have reason to believe that the discussion may lead to disciplinary action you need to say: 

If this [discussion | meeting | call] could in any way be related to being disciplined or terminated, or affect my working conditions, I exercise my Weingarten Rights and hereby request that my steward be present. Without their presence I choose not to participate in this [discussion | meeting | call].

At that point the manager or supervisor should end the discussion and schedule another time where your steward (and almost certainly an HR representative) can attend.

If they do not respect your wishes, you must still comply and have the meeting. To not do so would be insubordination, and is a separate offence. However, this would constitute unfair labor practices and CPPW would have strong grounds to have the results of that meeting reversed.

What’s a strike?

A strike is when workers exercise their ultimate power; to withhold their labor. Strikes are designed to demonstrate that the City doesn’t work without us. They are the final step of bargaining that has reached an impasse. Strikes are an essential tool to winning strong contracts and workplace protections. All labor unions have very little power if our bosses do not believe that we will go on strike.

When would CPPW go on strike?

IMPORTANT: We are subject to a legally-mandated timeline for striking (see bargaining graphic above). We are not currently on strike or at a point where we would vote to authorize or schedule a strike in our bargaining process.

If the City refuses to agree to a strong contract, we may decide that a strike is our best option for winning the compensation, protections, and flexibility that we deserve. 

A strike is a serious endeavor. Your executive board and bargaining team will lead the organization through the process – which would include lots of education, information, pre-strike actions, and a formal strike vote by members in good standing.

All these elements are designed to make the City and the community understand that we would rather bargain and work to keep the City functioning, but we will strike if needed.

Reminder: only members who have signed their union card and are in good standing may vote to authorize a strike. A strike can’t happen without our membership and can’t ever be mandated by the Executive Board or a minority of members.

What if other unions go on strike? 

You may have heard about other city unions—DCTU and AFSCME—talking about preparing for strikes in 2025. State and federal laws prohibit other unions from striking to support their fellow striking workers (sympathy strikes). We support our union siblings and will offer support in whatever ways we can.