Collective Bargaining Agreement between Coalition of Graduate

Collective Bargaining Agreement

between

Coalition of Graduate Employees

AFT Local 6069, AFL-CIO

and

Oregon State University

July 1, 2020 – June 30, 2024

July 18, 2022, Limited Reopener codified updates to Article 9, 11, 13, and 25

TABLE OF CONTENTS

Article

Page

Letters of Agreement

Page

1 Parties to the Agreement 2 Committee on Supervisor

Training

Recognition

Hardship Fund

Term of Agreement

Housing

Complete Agreement

Separability

No Strike or Lockouts

University Rights

Union Rights

Appointments

Work Assignment

Salary

Tuition Waiver

Summer Session

Layoff

Evaluation

Personnel Files

Discipline and Discharge

Grievance Procedures

Consultation/Labor Management

Meetings

Election Days

Jury Duty

Transportation

Expenses

Non-Discrimination and Anti-Bullying

Health and Safety

Work-Related Injuries or Illness

Statutory Compliance

Insurance

Restrooms and Locker Rooms

Sick Leave

Family Leave and Policies

Signatures

ARTICLE 1 – PARTIES TO THE AGREEMENT

This Collective Bargaining Agreement is entered into between Oregon State University

(hereinafter called the University) and the Coalition of Graduate Employees, American

Federation of Teachers Local 6069, AFL/CIO (hereinafter called the Union).

ARTICLE 2 – RECOGNITION

Section 1

The University recognizes the Union as the exclusive representative of the bargaining

unit for the purposes of collective bargaining.

Section 2

As certified by the Employment Relations Board, the bargaining unit includes all graduate

students with Graduate Teaching Assistant (GTA) or Graduate Research Assistant (GRA)

appointments, including a combination of GRA and GTA appointments, employed by Oregon

State University in a given academic year with a minimum 0.3 FTE appointment(s), until

September 2021, when the minimum FTE will become 0.35, and then in September 2022,

when the minimum FTE will become 0.38, excluding (a) supervisory employees; (b) confidential

employees; and (c) managerial employees. The University shall not create combined

appointments of less than 0.3 FTE, and less than 0.35 FTE after September 2021, and less than

.38 FTE after September 2022. Employees included in the bargaining unit, as defined here, are

hereinafter referred to as Graduate Employees in this agreement.

Section 3

Disagreements regarding an employee’s inclusion or exclusion from the bargaining

unit will be resolved through Article 18, Grievances.

Section 4

Consistent with the provisions of Article 9, Section 2, the University will give written or email

notification to employees in positions included in the bargaining unit that the position is

represented by the Union and that the conditions of their employment are covered by a

collective bargaining agreement between the Union and the University.

Section 5

If the University creates a new University-wide classification for Graduate Employees, other

than Graduate Teaching Assistants and Graduate Research Assistants, the University will

notify the Union at least thirty (30) days before the new classification takes effect.

ARTICLE 3 – TERM OF AGREEMENT

Section 1

This agreement shall become effective upon ratification by the parties and expires on June 30,

2024.

Section 2

Either party may give written notice during the period of August 1-30, 2023 of its desire to

negotiate a successor agreement. In the event that either party provides written notice of its

intent to negotiate a successor Agreement, the parties will arrange to meet within thirty (30)

calendar days to discuss ground rules for the successor negotiations including the schedule

for the exchange of proposals and the formal commencement of negotiations.

Section 3

This Agreement shall not be open during the term of agreement except by mutual

agreement of the parties or the proper use of the articles on Separability (Article 5),

Complete Agreement (Article 4), or Section 4 of this Article.

Section 4

Notwithstanding the provisions of Sections 1, 2 and 3 of this Article, either Party may elect to

reopen this Agreement for the limited purpose of negotiating up to four articles selected by

each Party. To invoke this reopener, a Party shall notify the other Party, in writing, during

December 2021. Upon such written notice being provided, the Parties will meet within thirty

(30) days to discuss ground rules for the reopened negotiations.

ARTICLE 4 – COMPLETE AGREEMENT

Section 1

Pursuant to their statutory obligations to bargain in good faith, the University and the

Union have met in full and free discussion concerning matters of “employment relations” as

defined in ORS 243.650 (7). This Agreement incorporates the sole and complete agreement

between the parties resulting from these negotiations. The Union agrees that the University

has no further obligation during the term of this Agreement to bargain except as specified

in Section 2.

Section 2

(a) The parties recognize the University’s full right to direct the work force and to issue rules,

policies, procedures and practices. Subject to the bargaining requirements of ORS 243.698,

the University may change or issue rules, policies, procedures and practices, provided they

do not conflict with specific provisions of this Agreement. The University will notify the Union

at least thirty (30) days before the effective date of any changes over which it has a duty to

bargain under ORS 243.698.

(b) If the Union believes a proposed change is subject to the ORS 243.698 bargaining

obligation, it may file a demand to bargain within fourteen (14) calendar days of notification

of the proposed change.

with the Employment Relations Board (ERB) under ORS 243.672(1).

(d) If the Board sustains the complaint, the parties shall meet to negotiate over the changes.

ARTICLE 5 – SEPARABILITY

In the event that any provision of this Agreement is at any time declared invalid by any court

of competent jurisdiction, declared invalid by final Employment Relations Board (ERB) order,

made illegal through enactment of federal or state laws, or through government regulations

having the full force and effect of law, such action shall not invalidate the entire Agreement.

The remaining provisions of the Agreement shall remain in full force and effect. The

invalidated provision(s) shall be subject to renegotiation by the parties. Such negotiations

shall commence within thirty (30) days of notification from either party to the other of their

desire to begin negotiations for the purpose of arriving at a mutually satisfactory

replacement for such provision or provisions.

ARTICLE 6 – NO STRIKE OR LOCKOUTS

Section 1

The University agrees that during the term of this Agreement, it shall not cause or permit any

lockout of employees from their work. In the event that an employee is unable to perform

their assigned duties because equipment or facilities are not available due to a strike, work

stoppage, or slowdown by any other employees, such inability to provide work shall not be

deemed a lockout and Graduate Employees shall not suffer any subsequent loss of pay or

benefits. In the event of a strike by other employees of the University, no Graduate Employee

will be required to perform work outside of their position classification.

Section 2

The Union, on its own behalf and the behalf of its officers, agents, members, and bargaining

unit employees, agrees that during the term of this Agreement, it shall neither engage in,

encourage, cause nor sanction the members of the bargaining unit to strike, honor another

union’s picket lines, or engage in sit-down, slowdown, rolling or intermittent or on-and-off

again strikes. For the purposes of this Article, a strike includes picketing other than

informational picketing consistent with the University’s Time, Manner, and Place Rules for

Speech Activities, walkout, refusal to work, mass absenteeism, slow down of any kind, any

other stoppage or interruption of work, whether done in concert or singly.

Employees engaging in such strikes or work stoppages or who honor another union’s picket

line may be subject to disciplinary action up to and including dismissal subject to the provisions

of Article 17 – Discipline and Discharge.

Section 3

Upon notification by the University to the Union that certain bargaining unit employees

covered by this Agreement are engaging in strike or other work stoppage activities in violation

of this Article, the Union shall advise such striking employees, in writing with a copy to the

University, to return to work immediately. Nothing in this article shall prevent a graduate

employee from expressing their views in their capacity as a graduate student or in an activity

outside of working hours.

ARTICLE 7 – UNIVERSITY RIGHTS

Except as specifically modified by the terms of this Agreement, the University shall retain all

rights and authority, whether exercised or not, to govern, control, and direct its operations.

These sole and exclusive rights include, but are not limited to:

(a) determine methods, means, resources, and personnel by which operations and academic

programs are to be conducted;

(b) determine administrative organization;

(d) allocate and assign work;

(e) control the use of University buildings, property, equipment, and other resources;

(f) determine admission standards and procedures;

(g) determine eligibility for and procedures and processes for awarding scholarships and

financial aid;

(h) determine academic standards, policies, and procedures;

(i) determine the application of academic standards;

(j) determine academic degree, program, and course offerings and requirements;

(k) assess academic programs and determine degree eligibility;

(l) impose academic sanctions including dismissal;

(m) impose sanctions for violation of the Student Conduct Code;

(n) hire, promote, transfer, assign, reassign, and retain employees;

(o) suspend, discharge, or take other disciplinary action against employees for just cause;

(p) relieve employees from duty due to lack of available work or other non-disciplinary

reasons.

ARTICLE 8 – UNION RIGHTS

Section 1

Graduate Employees covered by this Agreement are at all times entitled to act through a union

representative according to their Weingarten Rights and in grieving any violation of a provision

of this Agreement under Article 18.

Section 2 – Authorized Representatives

The Union will provide in writing to the Office of Human Resources a list of authorized

representatives empowered to speak and act on behalf of the Union.

Section 3 – Shop Stewards

The Union shall designate up to sixty (60) members as Stewards who are empowered to

represent Graduate Employees in grievance or disciplinary proceedings when requested by the

Graduate Employees. The Union shall provide the University with a list of current Stewards.

Stewards shall be allowed to investigate and process grievances and represent Graduate

Employees at grievance proceedings without loss of pay. The Steward shall notify their

supervisor, in advance, of the need to take leave to represent a Graduate Employee. If such

leave would interfere with the Steward’s regularly assigned tasks, the supervisor shall make

arrangements for such leave to be accommodated within forty- eight (48) hours. If such a

delay affects meeting a timeline, the parties agree to extend the timeline.

Section 4 – Release Time

The University shall provide sixty (60) hours of release time, without loss of pay, each fiscal

year, to be divided at the Union’s discretion among its officials, to attend union functions,

provided that the official has notified their supervisor in writing no less than fifteen (15) days

in advance of the leave. In the event of an emergency and with the agreement of the

supervisor, a lesser period is acceptable. No more than two (2) Graduate Employees in any one

department shall take such a leave at the same time and leaves shall not be taken more than

five (5) consecutive days. If necessary, the employing unit will arrange a substitute to perform

official duties during such leave, or the Graduate Employee will arrange to complete the work

at another time, whichever is appropriate. Substitute work will be compensated in accordance

with Article 11.

Section 5 – Union Dues

(a) The University recognizes the Union membership categories of “Member” and

“Associate Member.” Upon sixty (60) days written notice from the Union, the

University agrees to recognize new union categories of membership.

(b) The Union agrees that dues for each membership category will be either a flat dollar

amount or a single percentage of pay. An exception to the flat dollar amount or a single

rate of pay can be considered by following this process: prior to a vote on proposed

changes to Union dues, the Union shall consult with the University to determine if the

proposed changes are either impossible to implement or if implementation would pose

an excessive burden on University systems. Within thirty (30) days of the consultation,

the University may propose alternative options that meet the Union’s needs and the

Union will consider these alternative options prior to the vote.

to change membership dues deduction rates no later than the 10th of the month for

the new rate to take effect within the same month. Notice of intent to change

membership dues deduction rates filed after the 10th of the month will take effect the

following month. “Filed” for the purposes of change in membership dues deduction

rates shall mean postmarked (dated by meter or U.S. Post Office), or hand delivered

receipt.

(d) The University, upon written authorization from a Graduate Employee, will deduct

union dues from the Graduate Employee’s regular monthly salary. This authorization

shall include a statement directing the University to inform the Union of the name of

the Graduate Employee and the amount deducted each month. The amount to be

deducted shall be certified by the Union to the University. The sum of all monies

deducted shall be remitted to the Union within thirty (30) days.

(e) The University agrees that once authorized by a Graduate Employee, dues deduction

authorization will remain in effect as long as the Graduate Employee retains Graduate

Employee status; and may be revoked only upon cessation of Graduate Employee

status, or upon thirty (30) days written notice. The Union agrees that its dues deduction

authorization cards will clearly inform Graduate Employees that once authorized, dues

deductions will remain in effect as long as the Graduate Employee retains Graduate

Employee status; and may be revoked only upon cessation of Graduate Employee

status, or upon thirty (30) days written notice. The parties agree that dues will not be

deducted from pay earned for employment in a status other than as a Graduate

Employee.

(f) It is understood that notifications from the Union to start or stop dues deductions

received after the 10th of the month may take effect the following month unless the

10th falls on a Saturday or Sunday, in which case the start or stop date will fall on the

following Monday.

(g) The University will conduct an audit of Graduate Employee payroll deductions at least

once per term. In the event that membership dues are not deducted from a Graduate

Employee's paycheck, the University will pay for the full amount that it failed to deduct

and remit to the Union, and will not hold any Graduate Employee whose membership

dues were not properly deducted responsible for paying missed deductions.

Section 6 – Access

Union representatives named in Sections 2 and 3 of this article shall be allowed reasonable

contact with Graduate Employees at University facilities as long as such contact does not

interfere with safety and the normal flow of work.

Section 7 – Use of University Facilities

The Union may use University facilities for union activities according to current building use

policies applicable to non-campus groups. The Union agrees not to use any university insignia

on its event/activity promotions unless a mutually agreed upon partnership has been reached

on said event/activity. The Union is responsible for ensuring availability, making all necessary

arrangements, and paying all necessary fees.

Section 8 – Bulletin Boards

At the request of the Union, the University shall allow the use of reasonable, prominent, and

accessible bulletin board space, in each employing unit which employs Graduate Employees

for the purpose of communicating with Graduate Employees. Union material shall not be

displayed in the work area except on the authorized bulletin board space. Only those

representatives identified under Sections 2 and 3 of this article shall have authority to post

information on the authorized bulletin board space.

Section 9 – E-Mail

Union representatives and bargaining unit employees shall be allowed to use the University’s

electronic mail system for union business in accordance with the following conditions:

(a) The Union’s use of the University e-mail shall not be more restrictive than recognized

campus organizations.

(b) Use of the University e-mail system shall be on the Graduate Employee’s non-work

time.

University’s Acceptable Use Policy in effect on July 1, 2012, or as may be revised from

time to time.

(d) The Union will indemnify employer for, and hold the Employer harmless against any

lawsuits, claims, complaints or other legal or administrative actions where action is

taken against employer, union or its agents (including union staff, union officers and

stewards) regarding any communications or effect of any communications that are a

direct result of use of e-mail for union business under this article. The Oregon State

University System shall not bar the free transmission of electronic mail between union

electronic mail servers and OSU electronic mail servers.

Section 10 – Orientation

The Union will be invited to all employing unit new annual Graduate Employee orientations,

and the Union representative will be provided with a minimum of thirty (30) minutes on the

agenda. The Union representative will be informed of the time and location of their

presentation ten (10) business days beforehand, or as soon as scheduled, and will be allowed

to distribute union material.

If the employing unit does not conduct a new annual Graduate Employee orientation, a

meeting will be scheduled by the employing unit with the new Graduate Employees in the

bargaining unit and a Union representative and the employee(s) will be permitted to meet

with a union representative on work time. The new employee orientation will be scheduled for

a minimum of thirty (30) minutes.

Section 11 – Voluntary Contributions to the Union’s Committee on Political Education (COPE)

Fund

Upon written authorization from the Graduate Employee, the University will deduct a

voluntary contribution of $5.00 per month from the Graduate Employee’s salary. Such

authorization shall include a statement authorizing the University to inform the Union of the

name of the Graduate Employee requesting the deduction. The sum of all monies deducted

along with the names of the contributors shall be remitted to the Union monthly at the same

time union dues are remitted. A Graduate Employee who terminates this voluntary

contribution may not reinstate such deductions prior to the beginning of the next academic

year.

Section 12 – Information

(a) As a condition of appointment to a Graduate Employee position determined to be in

the bargaining unit, or upon reappointment of a currently appointed Graduate

Employee to a position determined to be in the bargaining unit, the Graduate

Employee will be required to sign a consent authorizing the University to disclose to the

Union the Graduate Employee’s FTE (Full Time Equivalent Fraction) and bargaining unit

status. Additionally, bargaining unit Graduate Employees will be asked to sign a release

authorizing the University to provide their salaries to the Union. These consents shall

remain in effect only while the Graduate Employee is in a bargaining unit position.

(b) The University will provide the Union with-to-date directory information. The following

directory information will be provided each month for all bargaining unit Graduate

Employees who have not suppressed their directory information: Name, current

mailing address and telephone number, email address, employing unit, campus office

building and room number, funding source type, and when available assignment as a

Graduate Teaching Assistant or Graduate Research Assistant; and, for those Graduate

Employees who have signed a consent to release, bargaining unit status, salary, student

identification number, and FTE.

Union with up-to-date directory information of Graduate Employees not in the

bargaining unit who have not suppressed their directory information.

(d) The University reserves the right to charge the Union actual costs for providing

information requested in addition to the provisions of paragraphs (b) and (c) above.

Section 13 – Indemnity

The Union agrees to indemnify and hold the employer harmless against any and all claims,

damages, suits, judgments or other forms of liability which may arise out of any action taken or

not taken by the employer for the purpose of complying with the provisions of this Article.

ARTICLE 9 – APPOINTMENTS

Section 1 – Priority

In making appointments and reappointments within a program, department, or employing

unit, the employer may give priority to returning Graduate Employees. The employer also may

give priority to candidates enrolled in that unit or in units from closely related academic areas.

The employing unit shall consider the candidate’s relevant skills and academic background.

Section 2 – Appointment Letter

Upon appointment, the employing unit must provide the Graduate Employee with an

Appointment Letter. Departments must give as much notice as possible in providing

Appointment Letters, no later than thirty (30) calendar days prior notice to the start of

employment (with the exception of Summer Session; see Article 13, Section 1). If the

Appointment Letter is not provided to the Graduate Employee thirty (30) calendar days prior

to the start of employment, the matter shall be resolved through the grievance process in

accordance with the provisions of Article 18 – Grievance Procedures of this agreement. The

parties agree that the sole and exclusive remedies available, if an adjudicator determines that

an Appointment Letter was not provided on or before thirty (30) calendar days prior to the

start of employment, without good cause, is fifty ($50.00) dollars paid directly to CGE to be

dispersed at their discretion. The Graduate Employee must receive the Appointment Letter

within seven (7) calendar days or by the start of employment, whichever comes first, provided

the employment start date has not yet passed.

The Appointment Letter shall indicate an appointment to a Graduate Assistantship. A Graduate

Employee’s assignment (e.g. whether they are a Graduate Teaching Assistant or Graduate

Research Assistant) may be changed between terms over the course of a single appointment.

The assignment as either a Graduate Teaching Assistant or Graduate Research Assistant, while

not required at the time of appointment, should be noted on the Appointment Letter for each

term the assignment is known. The assignment may be modified by updating the Position

Description in subsequent terms. Graduate Employee appointments may be split between

funding sources and duties as long as the aggregate appointment meets or exceeds the

minimum FTE up to 0.49 FTE as defined in Article 2.

Appointment Letters must include:

• Duration of appointment

• FTE and corresponding hours worked

• Salary

• Evaluation

• Benefits: tuition and fee remission, health insurance, sick leave accrual

• Inclusion in the CGE Bargaining Unit and a link to an informational packet provided by

the Union

• If known: assignment as a Graduate Teaching Assistant or Graduate Research Assistant.

If this assignment is not known at the time of the Appointment, the information will be

provided to the Graduate Employee no later than ten (10) calendar days prior to the

first day of the academic term, provided via email, and will include the name, title, and

contact information of direct supervisor.

The Employer shall post a copy of Appointment Letter templates to the Office of Human

Resources website. The Employer must notify the Union at least fourteen (14) business days

prior to the posting and when any revised templates are posted. If the Union identifies a

discrepancy, they may provide suggested language to Employee and Labor Relations

Section 3 – Position Description and Work Assignment

The Graduate Employee must be provided with their work assignment (per Article 10) and a

copy of the Position Description at least twenty (20) working days prior to the first day of the

academic term, unless the work opportunity became available less than twenty (20) working

days before the first day of the academic term in which case these materials must be provided

as soon as the work opportunity becomes available. If a Position Description is not provided to

the Graduate Employee twenty (20) working days prior to the start of the term, the matter

shall be resolved through the grievance process in accordance with the provisions of Article 18

– Grievance Procedures of this agreement. The parties agree that the sole and exclusive

remedies available, if an Adjudicator determines that a Position Description was not

provided on or before twenty (20) calendar days prior to the start of employment, is fifty

($50.00) dollars paid directly to the CGE to be dispersed at their discretion. The Graduate

Employee must receive the Position Description within seven (7) calendar days or by the start

of employment, whichever comes first, provided the employment start date has not yet

passed.

Position Descriptions must include:

• Assignment as a Graduate Teaching Assistant or Graduate Research Assistant.

• The general nature of the duties of the position

• An approximate distribution of hours expected to be allocated to specific tasks during

the employment period

• Relevant health and safety information

• Expected preparation or training

• Name, title, and contact information of direct supervisor or contact person in the unit

responsible for the Graduate Employee’s work assignment.

The Employer will provide employing units training on content and timeliness requirements

associated with work assignments and position descriptions, as well as associated fees. The

Employer will notify CGE of these trainings in advance and may review training materials and

provide input regarding the training in advance.

Section 4 – Appointment Duration

Graduate Employees who are admitted to the University with an offer of support must be

appointed for an academic or fiscal year rather than term-to-term. In the exceptional case that

an appointment is made for a period less than the duration of the academic or fiscal year, the

reason must be noted on the Graduate Employee’s Appointment Letter.

In the event that a course or service must be canceled, the employing unit must reassign or lay

off Graduate Employees in accordance with Article 14. In this scenario, a Graduate Employee’s

appointment may be reduced based on operational needs or by mutual agreement.

Section 5 – Hourly Work

Employing units must use Graduate Employee appointments rather than hourly positions

where appropriate and supported by budget. Hourly Graduate Employees should not perform

the full scope of job duties that were assigned to them as a Graduate Assistant, nor should

they maintain the same level of decision-making responsibilities associated with the Graduate

Assistant role. Hourly student positions cannot include teaching duties.

Recognizing that there are a variety of scenarios where faculty members or units have the

resources and interest in appropriately providing support to graduate students that is less than

that of a Graduate Employee appointment, the University and the Union agree that hourly

positions can be used in circumstances that include (but are not limited to):

• Work which is of limited duration (grading, tutoring, field assistance, etc.) or the work is

unrelated to instructional or research duties normally performed by Graduate

Employees (whether in the department of a Graduate Employee or in another

department).

• A position which is to supplement an appointment supported by a funding source other

than Education and General funds that does not provide a stipend equal to that of a

Graduate Employee’s stipend in the unit.

• Summer session employment of graduate students.

Hourly positions shall not be used to substitute for Graduate Employee appointments when

the work and the resources are sufficient for such an appointment. The University must

provide the Union with an audit of hourly appointments as noted in Section 7.

Section 6 – Job Announcements

Each term, including summer, the Office of Human Resources will send an email to academic

and non-academic units reminding them to announce available assistantships and funding

opportunities in the Barometer, via their websites, and electronic communications.

Section 7 – Audit

The University agrees to audit appointments and positions each year to document use of

single-term appointments, graduate hourly student-worker positions, and any variances from

the agreements. The University must prepare a report of each audit, including the most recent

Summer and academic year, and send it to the Union on or before the last day of Spring Term.

The audit must include the start and end dates of all positions, the employing unit of each

Graduate Employee, the type of position (Graduate Assistantship or hourly appointment), and

the FTE for appointments or the total hours worked for hourly positions. If a unit has recurring

issues with meeting timely notice or the unapproved use of single term appointments, the

University must work with the Provost and Dean of the employing department to

ensure that a plan is in place to meet expectations for subsequent Graduate Employee

appointments.

ARTICLE 10 – WORK ASSIGNMENT

Section 1

The University reserves the right to assign and reassign Graduate Employees those duties and

responsibilities that best meet the needs of the institution based upon the qualifications and

abilities of the Graduate Employee.

Section 2

Employing units must provide notice of work assignments not less than twenty (20) calendar

days prior to the start of the term, unless the work opportunity became available less than

twenty (20) days prior to the start of the term, in which case notice shall be provided as soon

as reasonably possible. Preparation time consistent with assigned duties must be included

among the Graduate Employee’s paid duties.

Section 3

Work assignment must include:

● Course number for Graduate Employees with teaching duties

● Health and safety information specific to their assignment

● Preparation or training specific to their assignment

Section 4

Employing units must endeavor to inform Graduate Employees of available assignments and

work schedules at or near the end of the preceding employment period for Winter, Spring, and

Summer terms. Graduate Employees may indicate their preference of assignments and work

schedules, which the employing unit will consider in making assignments.

Section 5

Recognizing that Graduate Employees are also students, the employing unit will endeavor to

avoid conflicts between class and work schedules. When possible, work-related meetings

involving Graduate Employees will be scheduled during regular hours.

Section 6 – Work Space and Equipment

Employing units must provide Graduate Employees with work space and equipment

appropriate to perform their duties. The assigned work space must provide the same services

as other similar spaces within the department or building, including maintenance and custodial

services. When appropriate, employing units must also provide space for Graduate Employees

to hold private meetings with students. Employing units without adequate space must be

responsible for finding and reserving space for Graduate Employees to conduct private

meetings with students. Employing units must designate a contact person for all work space

and equipment related issues. Graduate Employees may request work space maintenance and

additional work space or equipment necessary to perform their duties (such as general work

space, secure storage for confidential files or personal items, private meeting space, and

access to telephones, computers, software, online tools, office supplies, photocopies, and

printouts) from this contact person. The request and the decision on such a request should be

made in writing.

Section 7 – University Closures

The University Appointing Authority must notify employees prior to the beginning of their

work shifts not to report to work because of closure of facilities or curtailment of work due to

inclement weather or hazardous conditions. In such cases, the university Appointing Authority

will use announcements on university websites, local radio or television stations, recorded

messages, or individual telephone contacts to notify employees of the closure or work

curtailment prior to their leaving home. Graduate employees cannot be compelled to work

when the university is closed, except by mutual agreement between the employee and their

supervisor.

Section 8 – Schedule Changes

Supervisors must make reasonable efforts to allow Graduate Employees to arrange their work

schedule allowing for fifteen (15) days leave over the academic year, taking into account the

employee’s academic program and the University’s business needs. A request for leave must

be made in writing and sufficiently in advance of the schedule change to allow for planning for

the absence. The decision on the request shall be made in writing and within a reasonable

timeframe. Such requests shall not be unreasonably denied. This language does not limit a

supervisor’s ability to permit additional schedule adjustments.

ARTICLE 11- SALARY

Section 1 – Monthly Salary Rate

The minimum full-time equivalent monthly salary rate will increase from $4040 to $4404

effective September 1, 2022 for fall term appointments.

Employment Fraction (FTE)

Minimum Monthly Salary

0.30

$1322

0.35

$1542

0.38

$1674

0.40

$1762

0.45

$1982

0.49

$2158

Employing units reserve the right to set their full-time equivalent monthly salary rate at a

higher level. The monthly salary is determined by multiplying the full-time equivalent monthly

salary rate by the employment fraction as specified in Section 3. The University shall not

reduce the monthly salary rate of bargaining unit employees reappointed in a subsequent year

within the same employing department. Beginning September 16, 2022, upon reappointment

within the same employing unit, all Graduate Employees who meet satisfactory academic

progress standards, as determined by the Graduate School and the program of academic

study, shall receive a minimum 4.75% increase starting September 2022 and a minimum 4.00%

increase starting September 2023.

Section 2 – Employment Period

Appointments can be made based on the nine-month academic year, the twelve-month fiscal

year or for other periods specified in individual cases. Each three (3) month (thirteen week)

employment period corresponds with an academic quarter as defined by Oregon State

University.

Section 3 – Employment Fraction (FTE)

Employment fractions (full-time equivalency or FTE) should be determined by the following

scale of time commitments averaged over the employment period specified in Section 2. The

use of an employment fraction indicates less than half-time effort.

Effective September 16, 2022, Graduate Employees will be appointed to a minimum FTE of

0.38. Effective September 16, 2023, Graduate Employees will be appointed to a minimum FTE

of 0.40. The minimum FTE assignment for a Graduate Employee who has sole responsibility for

teaching a lecture course and/or is listed as the instructor of record shall be 0.3 FTE for one (1)

section and 0.49 FTE for two (2) sections. Sole responsibility is understood to mean sole

responsibility for teaching and conducting of a class, serving as the primary contact for

students enrolled in the class, and evaluating and grading student work. Employment fractions

are to be based on expected weekly and overall workload during an academic quarter.

Supervisors shall review the employment fraction with their Graduate Employees at the

beginning of the Graduate Employee’s appointment to ensure mutual understanding of the

weekly work time commitment. No more than 85% of the Graduate Employee’s maximum

work hours for a thirteen- week employment period may be worked during the eleven week

academic term (where an academic term is defined in this section only as ten instructional

weeks and one week of finals). Working hours shall not fluctuate more than 50% above the

weekly average in any one (1) work week throughout the course of the employment period,

unless by mutual agreement between the supervisor and the Graduate Employee.

Workload assigned to a Graduate Employee under this article may or may not be separate

from the academic expectations associated with thesis or dissertation research. This

agreement shall not in any way be construed as imposing a limit on the amount of academic

work necessary for a student to make satisfactory academic progress toward their degree.

Graduate Employees appointed at 0.49 FTE for a 9-month academic year will not exceed two

hundred fifty-five (255) hours per quarter or a total of seven hundred sixty-five (765) hours in a

9-month duration, or one thousand and twenty (1020) work hours in a 12-month duration. The

parties agree that work is to be distributed as evenly as possible over the thirteen-week

employment period and that any work assigned before or after that 13-week period must be

mutually agreed upon by the Graduate Employee and their supervisor, and if the Graduate

Employee is required to work, then the Graduate Employee will be compensated for the

additional work at their regular salary rate.

Employment

Fraction

(FTE)

Total Work

Hours per 13

Week

Employment

Period*

Average Work

Hours per Work

Week of the 13

Week Employment

Period*

Total

Available

Work

Hours

During 11

Week

Academic

Term*

Total

Available

Work Hours

Outside of 11

Week

Academic

Term*

0.10

0.15

0.20

104

0.25

130

111

0.30

156

133

0.35

182

155

0.38

198

168

0.40

208

177

0.45

234

199

0.49

255

19.6

217

*Representation of hours is for combined appointment purposes.

Section 4 – Adjustments to Employment Fraction (FTE)

A Graduate Employee’s employment fraction is an estimate of a proportion of full-time effort

within a department or unit for the work assignments involved and shall be as determined by

the department or unit. In the event that it is demonstrated that the Graduate Employee will

exceed the assigned work hours, and therefore the employment fraction, the department or

unit will make an appropriate retroactive adjustment in salary and either reduce workload

accordingly or make an appropriate increase in FTE not to exceed 0.49 FTE. In circumstances

where it is determined that the Graduate Employee is not meeting workload demands, based

on performance, Article 15 shall be applied.

Section 5 – Substitute Work

Graduate Employees substituting for the work of another Graduate Employee under Article 30:

Sick Leave, shall be compensated at the hourly rate corresponding to the monthly minimum

salary established in Section 1 of this Article. In no case shall a Graduate Employee work over

255 hours per term. Graduate Employees may not work in excess of their available substitute

hours each term without an adjustment to their FTE and sick leave accrual.

Employment Fraction (FTE) Maximum Substitute Hours Available per Term

Employment Fraction (FTE)

Maximum Substitute

Hours Available per Term

0.20-0.24

0.25-0.29

0.30-0.34

0.35-0.39

0.40-0.43

0.44

0.45

0.46

0.47

0.48

0.49

ARTICLE 12 – TUITION WAIVER

Section 1 – Tuition Remission

Graduate Employees appointed at a minimum 0.3 FTE, until September 2021 when the

minimum FTE will become 0.35 FTE, and then until September 2022 when the minimum FTE

will become 0.38 FTE, are exempt from payment of tuition for up to 16 credit hours, including

OSU Extended Campus (E- campus) courses taken in any quarter to which the appointment

applies. The current overload tuition will be assessed for such excess hours as set forth in the

Oregon State University Academic Year Fee Book.

Section 2 – Fee Remission

Graduate Employees appointed at a minimum 0.3 FTE, until September 2021 when the

minimum FTE will become 0.35 FTE, and then until September 2022 when the minimum FTE

will become 0.38 will have 90% of mandatory fees, as defined in the Academic Year Fee Book,

remitted each term, including Summer. If the building, bad debt, and contingency fees exceed

10% of all mandatory fees, the University agrees to remit the total amount of all other

mandatory fees. The one-time Matriculation Fee and International Student Orientation Fee

shall also be remitted. Graduate Employees appointed at a minimum FTE, until September

2021 when the minimum FTE will become 0.35 FTE, and then until September 2022 when the

minimum FTE will become 0.38 will have 100% of the ECampus distance education fee

remitted each term, including Summer.

Section 3 – SEVIS and Visa Fee Reimbursement

Graduate Employees who pay a SEVIS and/or visa fee shall be reimbursed upon request and proof of

payment unless that fee has already been paid or reimbursed by another source. The University agrees to

reimburse actual cumulative expenses (totaled over the duration of the employee’s enrollment at OSU) in

SEVIS and/or visa fees, including visa renewal fees and associated travel costs, up to a maximum of $500.

This benefit will be extended to cover a Graduate Employee’s eligible dependent or spouse/partner

(consistent with Article 28, Section 1) to cumulative expenses not to exceed $500. To qualify, a Graduate

Employee must meet the following criteria:

a.) received an official Graduate Assistant offer letter (can include pre-admit letters) at or

prior to the time the fee was incurred; and

b.) be a Graduate Employee at the time the reimbursement is requested. Instructions on

how to obtain reimbursement will be posted on the Office of Human Resources website.

Section 4 – DACA Support and Fee Reimbursement

The University is committed to ensure that all employees, regardless of immigration status, are

treated fairly and equitably. The University maintains its commitment to current and future

employees regardless of immigration status, although the Union recognizes that the University

must follow federal and state law regarding work authorization for employees.

Graduate Employees who pay a fee to establish or maintain DACA status, including renewal

fees, shall be reimbursed up to $495 upon request and proof of payment for the costs of those

fees. To qualify, a Graduate Employee must meet the following criteria:

a.) received an official Graduate Assistant offer letter (can include pre-admit letters); and

b.) be a Graduate Employee at the time the fee is assessed.

Instructions on how to obtain reimbursement will be posted on the Office of Human Resources

website.

Section 5 – Enrollment Requirement

In the administration of the above policy, Graduate Employees shall be required as a term or

condition of employment to enroll for and maintain a minimum of twelve (12) graduate credit

hours toward the degree throughout the term. However, the Dean of the Graduate School

may approve registration of undergraduate credits in a relevant program of study as meeting

the twelve (12) credit minimum. Nothing in this contract will preclude an academic advisor

from recommending additional hours as appropriate for the student’s academic program.

Section 6 – Summer Session Enrollment

Notwithstanding Section 5, during a given Summer Session, Graduate Employees may meet

the criteria for tuition remission when enrolled for a minimum of three (3) credit hours toward

the degree.

Section 7 – Establishment of Tuition

Nothing in this Article shall be interpreted to restrict Oregon State University in any manner in

the exercise of their statutory duty to establish tuition.

ARTICLE 13 – SUMMER SESSION

Section 1 - Appointments

At the discretion of the employing unit, Graduate Employees on academic-year appointments

may be offered additional appointments covering all or part of the University’s Summer

Session. The number of such appointments and their duration will be determined by the

employing unit based on the anticipated workload or enrollment for Summer Session. While

employing units have discretion over Summer Session appointments, such appointments are

encouraged where work is available. All Summer Session appointments must be in accordance

with Article 9, with the exception that Summer Session appointment letters must be received

forty-five (45) calendar days prior to the start of Summer Session, unless the employment

opportunity becomes available less than forty-five calendar days prior to the start of the

Summer Session and the reason must be noted on the Appointment Letter. Late fees shall

apply to Summer Session appointment letters per Article 9.

Section 2 - Salary

The salary and minimum FTE for Summer Session appointments must be determined according

to Article 11 (Salary), with Summer Session treated as another three (3) month (thirteen (13)

week) employment period. The minimum full-time equivalent monthly salary rate for the

Summer Session must be that of the previous academic year. The actual work duration in

Summer Session may differ considerably from the employment period; for example, a Graduate

Teaching Assistant employed at a 0.4 FTE may have their 208 working hours distributed across

a shorter duration than the typical thirteen (13) week employment period.

Section 3 - Funding Opportunities

Employing units are encouraged to create and maintain a list of summer funding and

employment opportunities.

Recognizing the variability of summer course registration, employing units may take the

following steps to establish summer appointments:

a.) Ask Graduate Employees to indicate interest in summer work in writing, including via

email, at any time during the academic year.

b.) Issue a “contingent summer offer” if they believe work will be available during the

summer, which can be made contingent on sufficient enrollment in a course or sufficient

funding for a non- instructional work.

A “contingent summer offer” does not constitute a binding employment contract until such

time as an official employment offer is extended and accepted. Employing units must notify the

Graduate Assistant (twenty-five) 25 calendar days in advance if the work assignment will not be

available, or provide an update on the status of the contingent employment offer. If the

Graduate Employee was instructed to and completed preparation toward the assigned work,

the employing unit will compensate the Graduate Employee at an hourly rate commensurate

with the work performed and that is consistent with a 0.3 FTE appointment as described in

Article 11 (Salary).

ARTICLE 14 – LAYOFF

Section 1

Layoff is defined as a separation from University employment during the period of an

employee’s appointment due to a reduction in force or a reduction in a department and shall

not reflect discredit on the employee.

Section 2

Order of layoff will be based on reasonable criteria. Layoff shall be implemented by providing

employees with as much written notice of separation as possible, but no less than fifteen (15)

days before the effective date stating the reasons for layoff.

Section 3

If layoff occurs after the first day of compensable employment in any employment period, an

affected employee shall continue to be exempt from payment of tuition per Article 12 for the

remainder of their appointment, not to exceed the end of the current academic year.

Section 4

A Graduate Employee whose position is restored after a layoff but before the conclusion of

their appointment will be reappointed to that position.

ARTICLE 15 – EVALUATION

Section 1

Each unit employing Graduate Employees has the right to conduct periodic evaluations of the

employee’s job performance. The unit may establish job performance criteria and the

frequency and format of evaluation appropriate for the employee’s work assignment.

Evaluations will be performed no less than once each academic year. Employees shall have

access to all evaluative material unless otherwise restricted by this Article. Upon appointment,

Graduate Employees shall be notified in writing of the evaluation process and criteria.

A Graduate Employee will receive an evaluation if they so request from their employing unit.

Requests for evaluation will be fulfilled during the term in which the request was made, unless

there are extenuating circumstances, in which case the evaluation will be completed as soon

as practicable. These evaluations will consist of more information than solely eSET student

evaluations.

Section 2

The evaluation may include written input provided by students, clients, or others who have

direct knowledge of the employee’s performance. If the written input includes a numerical

rating, then a summary of the average rating scores may become a part of the Graduate

Employee’s personnel file. Anonymous evaluative material may not be kept in a Graduate

Employee’s personnel file.

Section 3

The supervisor or another faculty member designated by the employing unit may also conduct

one or more site visits to the employee’s classroom or workplace for the purpose of

evaluation. Upon request by the Graduate Employee, the supervisor or a designated faculty

member will conduct a site visit to an employee’s classroom or workplace. A Graduate

Employee may request feedback from the supervisor or another faculty member designated by

the employing unit on specific performance matters at any time.

Section 4

The Graduate Employee shall be provided with a copy of the written evaluation by the

supervisor or another faculty member designated by the employing unit no more than one

month after the evaluation takes places, unless there are extenuating circumstances, in which

case the written evaluation will be provided to the Graduate Employee as soon as practicable.

Both the Graduate Employee and the supervisor (or another faculty member designated by the

employing unit) must sign the copy to be placed in the personnel file. Within thirty (30) days of

receiving the evaluation, the employee has the right to submit a written rebuttal for inclusion

in the personnel file. Rebuttals may include concerns related to the Graduate Employee’s

working conditions as outlined in this Collective Bargaining Agreement. A Graduate Employee

may submit their rebuttal to the Union and/or Employee and Labor Relations, instead of the

employing unit.

Section 5

In the event that work performance issue(s) are identified through the evaluation process, the

employer and the Graduate Employee are committed to attempting to resolve the issue. The

employing unit will include recommendations for improvement, which may include University

programs that are free of cost to the Graduate Employee. Likewise, an employing unit may

require that specific issues in the work performance be resolved within one month or once

potential remedies (e.g. engagement in an accommodations process) have been established.

ARTICLE 16 – PERSONNEL FILES

Section 1

An employee may choose to be accompanied by a representative of the Union when reviewing

material in their personnel file. In such instances, the employee shall be required to provide

written authorization for the union representative to view such material.

Section 2

All evaluative or disciplinary material relating to an employee’s employment placed in a file

shall be signed by the author and dated. This requirement does not apply to personnel action

forms and other similar material routinely placed in files for record keeping purposes. Copies

of all documents pertaining to employment related performance and evaluation of an

employee will be kept in a file maintained in the employee’s department or administrative

unit. This does not preclude the keeping of additional files in other University offices as needed

for record keeping purposes.

Section 3

No evaluative or disciplinary material reflecting unfavorably upon an employee shall be placed

in the personnel file without the signature of the employee. The employee shall be required to

sign such documents and may request the following disclaimer: “Employee’s signature

confirms only that the supervisor has discussed and given a copy to the employee and does

not indicate agreement or disagreement.” In the event that an employee refuses to sign such

document, the supervisor will note the employee’s refusal on the document and process the

document as if it had been signed. An employee has the right to submit a written rebuttal to

be placed in the file.

Section 4

An employee has the right to have placed in the file a reasonable amount of material or

information which may reasonably be expected to be of assistance in the evaluation process.

Section 5

No reference to a grievance shall be placed in a departmental personnel file nor shall

reference to a grievance be considered in evaluation of an employee.

Section 6

The employee shall have access to all written evaluations placed in the personnel file, with the

exception of letters of reference that the employee requests of the unit head or of present or

past supervisors of the employee’s work at Oregon State University and that the employee has

designated as confidential with the concurrence of the writer.

ARTICLE 17 – DISCIPLINE AND DISCHARGE

Section 1

The parties recognize the authority of the employer to impose discipline, up to and including

dismissal, for just cause. Discipline may take the form of written reprimands, reduction in

duties, reassignment, suspension without pay, and dismissal. Disciplinary action must be

conducted in private and imposed in accordance with the principles of progressive discipline.

Section 2

Prior to imposing a disciplinary action, the University will advise the Graduate Employee of the

charges and complaints that potentially give rise to such action. The Graduate Employee will

be provided an opportunity to refute the charges or to present extenuating circumstances. A

Graduate Employee is entitled to representation by a Union representative at investigatory

meetings which may result in discipline, if they so choose. The Union will make a

representative available to attend an investigatory meeting within two (2) business days.

Section 3

All forms of discipline will be issued to the Graduate Employee in writing. Such written notice

will state the level of discipline being imposed and the charges and complaints which give rise

to the disciplinary action. All such written notices will include the following disclaimer:

“Employee’s signature indicates only that the supervisor has discussed this material with the

employee, and they have received a copy. The employee’s signature does not indicate

agreement or disagreement with its content.” Graduate Employees will be required to sign

disciplinary notices containing this disclaimer.

Section 4

Within thirty (30) days of receiving a notice of discipline, the Graduate Employee may provide

a written rebuttal to be placed in their file with the notice of discipline.

Section 5

Upon written request from the Graduate Employee, warnings and disciplinary notices must be

removed from their file after two (2) years. Disciplinary notices may be removed sooner if, in

the judgment of the head of the employing unit in which the Graduate Employee works, the

head of Employee and Labor Relations, or their designee, if the Graduate Employee is

appointed to a different department, or the Graduate Employee’s performance and conduct

warrants such removal. In the event that the head of the employing unit is the employee’s

supervisor, the Graduate Employee may forward the request to the head of Employee and

Labor Relations, or their designee.

Section 6

A Graduate Employee who alleges that disciplinary action was without just cause may file a

grievance under the provisions of Article 18. It is understood that a Graduate Employee’s right

under this Agreement to grieve disciplinary action applies only to the Graduate Employee’s

performance and conduct as an employee. Graduate Employees dismissed from their work

assignment must be provided written notification describing the reason for the termination.

Graduate Employees may not grieve under this Agreement decisions to impose sanctions for

academic reasons or violations of the Student Conduct Code.

Section 7

Graduate Employees who lose student status shall have no right to continued employment and

shall be considered to have resigned from their appointment. Graduate Employees who lost

status for non- disciplinary reasons (e.g. visa issues) will be reinstated to an existing

appointment contingent upon reestablishment of student status; however, the University does

not guarantee reinstatement under any conditions.

Section 8 – Reinstatement of Job Duties Upon Return from Leave

Upon return to an existing appointment, Graduate Employees who return to work after taking

protected leave will be reinstated to a position at an equivalent or higher salary and FTE as

their previous position. Whenever possible, Graduate Employees will be given the same

position they previously held upon return to an existing appointment.

Section 9

Retaliation for filing a grievance under this Agreement by supervisors and employing units

against a Graduate Employee is not tolerated by the University or the Union. Any Graduate

Employee who feels they have been treated unfairly or retaliated against for having previously

filed a grievance and are subject to a later “disciplinary action” may report this concern to the

Office of Equal Opportunity and Access or seek to redress this through the grievance

procedure provided in this Agreement.

ARTICLE 18 – GRIEVANCE PROCEDURES

Section 1

(a) Grievances are defined as acts, omissions, applications, or interpretations alleged to be

violations of the terms or conditions of this Agreement.

(b) All grievances shall be processed in accordance with this Article which shall be the sole

and exclusive method of resolving grievances. Grievances may be filed with Union

representation or, consistent with statute, Graduate Employees may present grievances

to the employer and have such grievances adjusted without union intervention, provided:

1) The adjustment is not inconsistent with the terms of this Agreement; and 2) The Union

has been given an opportunity to be present at meetings which may result in adjustment

to the grievance.

knew or should have known of the facts giving rise to the alleged grievance. If a grievant

can demonstrate in writing an earnest attempt to resolve a potential grievance informally

within the thirty (30) calendar days of the date the grievant or Union knew or should

have known of the facts giving rise to the alleged grievance, the employer may grant an

extension of the grievance timeline to forty-five (45) calendar days. In the event that the

deadline for filing a grievance, submitting a grievance response, or appealing a grievance

response falls on a Saturday, Sunday, or University holiday, such action will be considered

timely if it is taken by 5:00 p.m. on the following business day (Monday – Friday).

(d) Grievances shall be reduced to writing, stating the specific Article(s) alleged to have been

violated, a clear explanation of the alleged violation, a statement that it is a grievance

being filed under Article 18, the remedy sought and to whom the response should be

directed. Once filed, neither the grievant nor Union shall expand upon the original

written grievance.

(e) Time limits specified in this Article shall be strictly observed, unless the parties mutually

agree to extend them. If agreed to, extensions of time limits shall be stipulated in writing.

(f) “Filed” for purposes of all grievances shall mean postmarked (dated by meter or U.S. Post

Office), or the actual date of receipt. Grievances received after close of regular business

hours shall be considered received on the following business day.

(g) If at any step of the grievance procedure the University fails to issue a response within

the times specified, the grievant or Union may file the grievance at the next step.

(h) If the Union or grievant fails to file the grievance at the subsequent step within the time

specified, the grievance will be considered withdrawn and cannot be resubmitted.

(i) Grievances involving multiple Graduate Employees from multiple departments shall be

filed initially at Step 3.

(j) At the request of either party, a meeting between the Union and the University’s

representative will take place at any step of the grievance procedure. If a meeting is held

at the request of the Grievant and/or the Union, any time limit for the Employer’s

response set forth below shall begin with the date of the meeting.

Section 2

The parties acknowledge the benefit of resolving grievances at the lowest possible step. Prior

to filing a grievance under this Article, Graduate Employees are encouraged to address issues

informally with their supervisor or other University representative with authority to resolve

the specific issue. Use of this informal process will not alter timelines required to file a formal

grievance.

Step 1: Should a grievance not be resolved informally, or should a grievant decide not to use

an informal process, a formal grievance shall be filed with the direct supervisor. The

supervisor shall respond with reasoning explained in writing within thirty (30) calendar

days. Should the supervisor also be the Grievant’s academic advisor, the grievance shall

be filed at Step 2. The parties agree that all Step 1 grievance settlements shall not violate

this agreement as non-precedential and shall not be cited by either party or their agents

or members in any arbitration or fact-finding proceedings now or in the future. Step 1

grievance settlements shall be reduced to writing and signed by the Grievant and the

supervisor. Actions taken pursuant to Step 1 settlement agreements shall not be deemed

to establish or change practices under the Collective Bargaining agreement.

Step 2: Should a grievance not be resolved at Step 1, the Graduate Employee or Union may file

the grievance with the appropriate head of the administrative unit in which the Graduate

Employee works (Chair, School Head, Center Director, Dean) within fifteen (15) calendar

days from receipt of the Step 1 response or if a response was not received within thirty

(30) days from when the response was due. The head of the administrative unit or their

designee shall respond with reasoning explained in writing within fifteen (15) calendar

days.

Step 3: Should the grievance not be resolved at Step 2; the Graduate Employee or Union may

file the grievance with the Provost or their designee within thirty (30) calendar days from

the date on which the employee or Union receives the Step 2 response or if no response

was received within fifteen (15) days from the date the response was due. Grievances

filed with the Provost or their designee shall be responded to with reasoning explained in

writing within fifteen (15) calendar days. Should a grievance not be resolved at Step 3,

the Union may request arbitration.

Section 3

To advance a grievance to arbitration:

(a) The Union must notify the University of its decision to arbitrate within twenty-one

(21) calendar days of receipt of the Step 3 response or if no response was received

within twenty- one (21) days from when the response was due.

(b) Within fifteen (15) calendar days from the Union’s notification of intent to arbitrate,

the Union will notify the Federal Mediation and Conciliation Service (FMCS) of the

dispute and request a list of arbitrators that shall be specifically limited to Oregon,

Washington, and Idaho arbitrators. The parties shall attempt to reach agreement on a

permanent panel of arbitrators and a process for using such arbitrators. In the

absence of agreement on such a panel and process, the current selection process will

be retained and the Union will request a list of five (5) arbitrators from the

Employment Relations Board. The parties will then alternately strike names, one at a

time. The party striking the first name will be determined by the flip of a coin. The last

remaining name shall be the arbitrator selected to hear the current grievance.

arbitrability. Such issues if raised must be heard prior to hearing the merits of the

grievance advanced to arbitration. The parties may mutually agree to allow the

arbitrator to take procedural issues under advisement and to proceed with the

hearing on the merits. If the arbitrator rules the grievance is non-arbitrable, they shall

not issue a ruling on the merits.

(d) If either party request that post-hearing briefs be filed, the arbitrator shall set the

date for submission of those briefs.

(e) The parties agree that the decision and award of the arbitrator shall be final and

binding. The arbitrator shall have no authority to rule contrary to or change any of the

terms of this Agreement.

(f) The arbitrator shall have no authority to hear or decide any grievance relating to an

academic decision or judgment concerning the employee as a student. The arbitrator

shall have no authority to reinstate an employee who is no longer a student or

otherwise does not meet the criteria to be a Graduate Employee.

(g) All fees and expenses of the arbitrator shall be paid by the party not prevailing in the

arbitration.

Section 4

If a Graduate Employee feels that they have been harassed, discriminated, or retaliated

against, the employee should report the incident to the University Office of Equal Opportunity

and Access (EOA). Under these conditions, the Graduate Employee may choose to request a

Union representative to assist in reporting the incident and attending any meetings the

Graduate Employee may have with EOA. A Graduate Employee may provide the Union with a

copy of an outcome letter, when applicable.

Should the Graduate Employee choose to file a formal grievance alleging discrimination,

retaliation, or harassment, the grievance must be filed at Step 3 of the grievance process, with

a copy being submitted to Employee and Labor Relations. The matter will be sent to the

University Office of Equal Opportunity and Access.

The Provost of their designee will confirm receipt of the Step 3 grievance within fifteen (15)

days. The Provost of their designee will issue a ruling on the Step 3 grievance within sixty (60)

days after the receipt of the grievance. If a grievance is filed pursuant to this Article, this shall

serve as the exclusive remedy for claims under the Agreement and the Graduate Employee

may not seek a separate resolution of similar claims through the University Office of Equal

Opportunity and Access.

Section 5

This article does not apply to issues of: academic standing, academic standards, policies, and

procedures or their implementation or application; or academic degree, program, and course

offerings and requirements. Such grievances are covered by the Graduate School Academic

Grievance Policy.

ARTICLE 19 – CONSULTATION/LABOR MANAGEMENT MEETINGS

Section 1

The Union and the Associate Vice Provost of Academic Employee and Labor Relations or their

designee agree to meet on a monthly basis or at the request of either party to discuss matters

pertinent in the implementation or administration of this Agreement or other mutually

agreeable matters. The request for such meetings shall contain a recommended agenda of

items to be discussed. Each party may have up to five (5) representatives at such meetings.

Additional representatives may be allowed upon mutual agreement of the parties. Matters

related to grievance(s) or arbitration shall be handled pursuant to Article 18.

Section 2

The parties agree that such meetings shall not constitute or be used for the purpose of

negotiations.

Section 3

Any resolution or agreements made as a result of these meetings shall be reduced to writing

and signed by the parties.

ARTICLE 20 – ELECTION DAYS

International Graduate Employees who wish and/or are required to vote in their national

elections and can only do so at the consular agency, must provide the employing department

with both reasonable advance notice and documentation. The employing department will

arrange the work to allow the Graduate Employee adequate travel time to the nearest

consular agency where the Graduate Employee may vote.

ARTICLE 21 – JURY DUTY

When jury duty service interferes with the work assignment of an employee, the employee

shall be entitled to leave with pay for such time. The employee shall immediately notify their

supervisor upon being summoned as a juror. To the extent possible, the employee shall

attempt to schedule jury duty around work assignments. The employee may keep any money

paid by the court for such service. The University reserves the right to petition for removal of

the employee from jury duty if, in the University’s judgment, the operating requirements of

the University would be hampered. Upon dismissal from jury service, the employee shall

immediately return to their normal duties.

ARTICLE 22 - TRANSPORTATION

Section 1 – Parking

Graduate Employees may choose to have their parking permit charged as a payroll deduction.

The payroll deduction shall be taken equally from the employee’s Fall Term paychecks,

beginning in October.

Section 2 – Liability

The Union shall indemnify and hold the University harmless against any and all claims,

damages, suits or other forms of liability which may arise out of any action taken or not taken

by the University for the purpose of complying with the provisions of Section 1 of this Article.

Section 3 – Campus Transportation

The University will continue to assess the operating hours of campus transportation, such as the

Beaver Bus service(s), and seek feedback from Graduate Employees regarding which routes

need to be expanded.

Section 4 – Transportation Committee

OSU’s Transportation Committee will include a Graduate Employee selected by the Union.

ARTICLE 23 – EXPENSES

Section 1 – Travel and Mileage

The University and the Union agree that reimbursement for travel and/or mileage will

be in accordance with policy and rates established in the Financial Administrative

Standard Operating Manual (FASOM) or its successor. The employer will give the Union

at least thirty (30) days’ notice of any proposed changes to FASOM which directly

affect travel and/or mileage reimbursement.

Section 2 – Immunizations

The employing department or program will pay or reimburse employees for

immunizations required to perform the functions of their jobs as specified in writing by

the department or program.

ARTICLE 24 – NONDISCRIMINATION AND ANTI-BULLYING

Section 1

Neither the University nor the Union shall discriminate nor tolerate discrimination on the basis

of age, color, disability, gender identity or expression, genetic information, marital status,

national origin, race, religion, ethnicity, sexual orientation, veteran’s status, or any other

protected class under State or Federal Law.

All allegations or reports of discrimination or bullying involving Graduate Employees (including,

but not limited to, harassment and sexual harassment) should be reported as outlined in

Article 18 Section 4.

Section 2

Neither the University nor the Union will discriminate nor tolerate discrimination against a

Graduate Employee on the basis of union membership or non-membership. The University and

the Union will work together to provide and promote equal access to all Graduate Employee

benefits.

Section 3

Grievances alleging violations of Section 1 of this Article can be grieved only at Step 3 of the

grievance article and are not subject to arbitration. Unresolved discrimination grievances may

be submitted to the Bureau of Labor and Industries or the Equal Employment Opportunity

Commission.

Section 4

The Office of Equal Opportunity and Access (EOA) will engage with requests for

accommodation within fifteen (15) business days with communication being provided to the

requesting Graduate Employee. In order to best accommodate the Graduate Employee’s

request, EOA may ask for supporting medical documentation. If the Graduate Employee is

unable to provide medical documentation, EOA and the Graduate Employee will work on an

alternative method to identify a reasonable accommodation in accordance with state and

federal law governing disability accommodations.

Section 5

In instances where a Graduate Employee alleges retaliatory conduct from a supervisor for any

reason, the Graduate Employee may file a new grievance over that retaliation per guidelines in

Article 18.

Section 6

Graduate Employees who request a change in name using the University’s “name-in-use”

policy will have their requested name-in-use be uniformly and automatically applied to all

University-controlled documents, course catalogues, email accounts, etc. where their name is

used. The Union recognizes that there are documents that the University must maintain

consistent with state and federal law and that the University does not control all aspects of

those documents.

ARTICLE 25 – HEALTH AND SAFETY

Section 1 - Mechanical, equipment, and workplace safety

The University acknowledges an obligation to provide a safe and healthy environment for its

employees and agrees to do so in accordance with any and all applicable local, State and

Federal laws pertaining to occupational safety and health.

(a) Training: The department shall see that Graduate Employees are properly instructed

and supervised in the safe operation of any machinery, tools, equipment, process or

practice which they are authorized to use or apply during the course and scope of their

employment and in the proper handling of dangerous or toxic substances. OSU will

develop and assign annual required training on anti-harassment and anti-bullying for

Graduate Employees and their supervisors. A CGE representative will be invited to

review these trainings and make recommendations for the appropriateness of these

trainings.

Training will be provided to the employee without loss of pay and costs shall be covered

by the Employer. Time spent in required trainings will be counted as hours worked in the

employment period.

(b) Field Training: If the Graduate Employee’s work assignment includes off-campus field

work, the supervisor shall see that the Graduate Employee is properly trained not only in

the safe operation of all equipment, but also in appropriate field safety, including sexual

harassment training, first-aid, and emergency contact protocols. The anti-harassment

and anti-bullying training as described in Article 25, section 1 (a), shall be required of

Graduate Employees and supervisors, and must include a module specific to field based

work. Time spent in required trainings will be counted as hours worked in the

employment period.

Graduate Employee, all necessary personal protective equipment (PPE) required for the

safe and healthy execution of their duties, including work in the field, as well as training

in the proper use of any issued PPE. For Graduate Employees participating in field work,

this may include emergency contact equipment appropriate to the work that is being

performed.

(d) Worksite Conditions: As determined by the university’s designated official, if there are

hazardous conditions (e.g., severe weather or fire) at a field location or the primary job

location that impedes the Graduate Employee’s ability to perform the assigned work, a

Graduate Employee will consult with their supervisor and the applicable University

resources for further guidance. In some instances, a Remote Work Agreement may be

utilized if deemed an appropriate alternative by the supervisor.

A Remote Work Agreement may be utilized if a Graduate Employee is unable to work in

person and if the work can effectively be performed remotely and is consistent with

OSU’s appointment, payroll, and employment law processes and obligations.

(e) If, after reporting to the supervisor that a specific substance, task or assignment may

jeopardize personal health or safety, correction is not made, that employee may refuse

to perform such activity without penalty until the appropriate health or safety office has

reviewed the situation and made a finding. The University shall notify the Union of each

determination that is made. In the event of extraordinary hazards that impose

impending harm to an employee, the employee may cease work before contacting their

supervisor without penalty; however, employees must report such extraordinary

circumstances immediately when it is safe to do so for the appropriate health or safety

office to review the situation and make a finding.

If a Graduate Employee disagrees with the determination of a particular health and

safety office regarding a workplace safety complaint, the Graduate Employee may

challenge the determination by filing a grievance per Article 18.

(f) Utilities: The University acknowledges an obligation to provide and reasonably maintain

appropriate utilities in University controlled workplaces, and agrees to do so at no cost

to the Graduate Employee. Graduate Employees who believe necessary utilities in their

workspace are not provided or maintained appropriately, should contact their

immediate supervisor.

Section 2 - Safety and health committees

Oregon State University commits to maintaining a position for a CGE representative on the

University health and safety committee and convening the committee.

ARTICLE 26 – WORK-RELATED INJURIES OR ILLNESS

Section 1

An employee injured on the job or who contracts a disease or illness as a result of work

performed and/or the work environment shall notify their supervisor as soon as practical after

the incident giving rise to the injury or after becoming aware of the disease or illness. The

employer shall provide necessary forms and reasonable assistance for the employee to file a

Workers’ Compensation claim. The employee shall provide the University’s workers’

compensation insurance carrier with all information and documents necessary to process their

claim.

Section 2

When, upon advice of their physician, an employee requires modified work or a modified work

schedule due to an on-the-job injury or work-related disease or illness, the University will

make a good faith effort to accommodate the employee’s needs. Upon request of the

employer, the employee shall provide a certification from their treating physician confirming

the need for modified work or a modified schedule.

Section 3

An employee who is unable to work due to an on-the-job injury or work- related disease or

illness, shall be accorded all rights of applicable statutes and regulations. Upon the treating

physician’s certification that the employee is able to return to their job, the employee shall be

returned in accordance with all applicable statutes and regulations.

ARTICLE 27 – STATUTORY COMPLIANCE

The University agrees to comply with provisions of relevant statutes governing Unemployment

Insurance, Social Security, Workers’ Compensation, the Public Employee Collective Bargaining

Act (PECBA), the federal Family Medical Leave Act (FMLA), Medicare, and the Oregon Family

Leave Act (OFLA). To the extent that these statutes provide the University with discretion in

their interpretation and application, the University reserves such discretion and the Union

reserves the right to grieve the interpretation.

ARTICLE 28 – INSURANCE

The University agrees to continue providing access to health insurance for Graduate

Employees as defined in this Article.

Section 1 – Mandatory Enrollment

The parties agree that enrollment in a health insurance plan is required by the University as a

condition of appointment. The University will enroll all Graduate Employees with an

appointment of 0.3 FTE or greater in the University health insurance plan prior to the start of

the Graduate Employee’s appointment or reappointment during either the academic year or

Summer Session. Graduate Employees are required as a condition of employment to be

enrolled in the University health insurance plan unless they submit a waiver request and

receive approval as outlined in Section 2 of this article.

A Graduate Employee may choose to enroll their partner, children, or family in the University

health insurance plan. The enrollment form must be submitted to University Human Resources

within the first thirty (30) days of the start of the appointment. Unless there is a break in the

Graduate Employee’s health insurance coverage, all previously enrolled dependents will be

automatically enrolled in the subsequent term for which the Graduate Employee is eligible for

health insurance, including Summer Session. If a family member should not be reenrolled, the

Graduate Employee must submit a new enrollment form to University Human Resources

within the first thirty (30) days of the start of the appointment, or before May 1st for Summer

Session.

Section 2 – Waiver of Enrollment

A Graduate Employee may waive enrollment in the University health insurance plan by

providing proof of enrollment in another plan that is deemed equivalent or better by

University Human Resources.

Equivalent or better is defined as a health insurance plan that includes medical, pharmacy,

vision, and dental coverage and meets or exceeds the exact level of coverage that is offered on

the plan provided by the University.

If an otherwise equivalent plan does not include dental coverage, the Graduate Employee can

apply for a waiver of medical/vision and enroll in dental-only coverage at the Graduate

Employee’s cost. A Graduate Employee must submit a completed waiver application form,

insurance identification card, and full summary of benefits to University Human Resources

within 30 days of the start date of their position.

Graduate Employees who receive a denial of their request for a waiver will be notified of the

following:

• The reasons that their plan is not considered equivalent

• Contact information for the Union

• The opportunity to discuss the decision with University Human Resources and

their chosen Union representative, with a member of Employee and Labor

Relations present.

Section 3 – Premiums and Contributions

a) Effective September 16, 2019 through September 15, 2024, the University shall

contribute 90% of the cost of the ‘Graduate Employee only’ insurance premium and half

the administrative fees for each month in which the Graduate Employee qualifies.

b) The University shall contribute to the cost of the enrolled Graduate Employee’s partner

or child or family premium at the same rates mentioned in Section 3(a) of this Article for

each month in which the Graduate Employee qualifies.

c) The University shall continue to contribute to the cost of the ‘Graduate Employee only’

premium and administrative fees at the same rate as the previous term for each month

in which the Graduate Employee is on approved medical leave, up to three months for

an approved continuous medical leave of absence.

d) The University shall continue to contribute to the cost of the enrolled Graduate

Employee’s Partner or child or family premium at the same rate as the previous term for

each month in which the Graduate Employee is on approved medical leave, up to twelve

(12) weeks for an approved continuous medical leave of absence.

e) The Graduate Employee’s portion of the premium is due and payable at the first of

each month during the Graduate Employee’s employment period.

f) Graduate Employees who waive coverage under the University health plan are not

eligible to receive the University’s contribution.

Section 4 – Summer Session Coverage

a) To be eligible for summer coverage, a Graduate Employee must have a Fall, Winter, or

Spring Term appointment in the current academic year and be enrolled in the Graduate

School for either the Summer Session or the following Fall Term.

b) The University shall contribute to the cost of Summer Session ‘Graduate Employee

only’ health insurance coverage at the same rates mentioned in Section 3(a) of this

Article.

c) The University shall contribute to the cost of the Graduate Employee’s partner or child

or family Summer Session coverage at the same rates mentioned in Section 3(a) of this

Article.

d) Graduate Employees enrolled on the University health insurance plan and employed

any term during the previous academic year will be automatically enrolled in Summer

Session health insurance unless they file to graduate in the Spring Term or submit a

Summer Session insurance opt-out form before May 1st.

e) The Graduate Employee’s health insurance coverage level for Summer Session will match

the coverage level during their last prior appointment period, either ‘Graduate Employee

only’, family, partner, or child, unless they make these changes by May 1st or have a

qualifying life event that allows for dependent enrollment changes to be made.

f) One-ninth of the total Summer Session health insurance for the appropriate level of

coverage will be deducted from each of the Graduate Employee’s monthly paychecks

during the academic year, beginning in October.

g) Graduate Employees who wish to opt out of Summer Session coverage must submit an

opt out form by May 1st. For all Graduate Employees who opt out of Summer Session

coverage or graduate, the Graduate Employee contribution for Summer Session

coverage that was previously deducted will be refunded in the June payroll.

h) The University will be held harmless if the Graduate Employee fails to opt-out or fails

to change their dependent enrollment information before the deadline.

Section 5 - Failure to Comply

a) Should a Graduate Employee receive health insurance coverage through the Summer

Session and not return in Fall Term, for reasons other than graduation, they can be held

responsible for reimbursing the University for the employer’s contributions.

b) If a Graduate Employee fails to provide a waiver to opt-out of health insurance by

October 1 for Fall Term, January 1 for Winter Term, April 1 for Spring Term, or May 1

for Summer Session, they will be automatically enrolled in the University health

insurance plan.

Section 6 – Plan Administration

a) The Graduate Employee health insurance plan shall be administered by University

Human Resources with advice from the joint Graduate Employee Health Insurance

Advisory Council (HIAC). The HIAC shall be comprised of three (3) Graduate Employee

members selected by the Union and three (3) members selected by the University and

shall meet at least once per academic term excluding Summer Session.

b) The University will contract with a health insurance consultant to assist with

administration of the University health insurance plan. The University will pay all costs

for the contracted consultant.

c) The Union agrees that its right to bargain future benefit contribution rates pertains only to

bargaining unit members.

Section 7 – Notice of Rate Increase

Should Graduate Employee health insurance plan rates increase more than 10% or

administrative fees increase more than 20%, the University will provide written notice to

the Union of the anticipated increase within forty-five (45) days of the receipt of the notice.

ARTICLE 29 – RESTROOMS AND LOCKER ROOMS

To create inclusive work spaces on campus, the University agrees to provide access to gender-

neutral restroom facilities. All newly constructed or renovated buildings will include at least

one gender-neutral restroom facility per building and will comply with applicable building

codes.

If there are no single-occupancy restrooms in a given building, multi-stall restrooms will be

converted from binary-gendered restrooms to gender-neutral ones, per code requirements.

Five building conversions will be completed by September 15, 2023. Remaining buildings will be

assessed for restroom conversion and a list of those which can be readily converted will be

finalized by September 2022.

Gender-neutral locker rooms must be designed to focus on the safety and privacy of our OSU

community, including Graduate Employees, and shall be utilized for the sole purpose of a locker

room, separate from staff locker rooms. This includes the gender-neutral locker rooms in Dixon

Recreation Center and the Women’s Building.

ARTICLE 30 – SICK LEAVE

Section 1 – Sick Leave with Pay

The parties acknowledge applicability of the state Sick Leave Act to Graduate Employees

represented by the Union. It is agreed by the parties that sick leave with pay for Graduate

Employees shall be determined in the following manner:

(a) Eligibility for Sick Leave with Pay. Graduate Employees shall be eligible for

sick leave with pay immediately upon accrual.

(b) Availability for Sick Leave with Pay. Sick Leave accruals will be available at the

beginning of each academic term that the Graduate Employee receives an

appointment. Accrual balances may be viewed by the Graduate Employee in

the on-line time and attendance system accessed through the EmpCenter at

mytime.oregonstate.edu.

with pay shall be included in determining the pro rata accrual of sick leave

hours provided.

(d) Accrual Rate of Sick Leave. Graduate Employees shall accrue sick leave at the following

rate per academic term:

Employmen

t Fraction

(FTE)

Sick Leave

Accrual (Hours)

.30

.31-.35

.36-.40

.41-.45

(e) Compensation Rate of Sick Leave Accrual. When a Graduate Employee uses sick

leave accruals, they will be compensated at their current rate of pay.

(f) Carry Over, Reappointment, and Restoration of Sick Leave Accruals. Up to one

hundred (100) hours of unused sick leave will be carried into the next Graduate

Employee appointment period when the next appointment occurs within five

(5) years of the end of the original appointment.

(g) Limitations on Sick Leave with Pay. Maximum accrual is fifty (50) hours in a fiscal year.

Section 2 – Utilization of Sick Leave with Pay

(a) Conditions of Use. Sick leave may be taken by a Graduate Employee when they or

their family member experiences a mental or physical illness, injury or health

condition, need for a medical diagnosis, care or treatment of mental or physical

illness, injury or health condition or need for preventative care. Sick leave may be

taken as parental leave within 12 months of the birth, adoption, or fostering of a

child. Sick leave may also be taken as bereavement within 90 days of a death of a

family member, as defined in Section 2(b). Sick leave may be taken in the event that

a lawful public health authority declares an emergency relating to the Graduate

Employee’s employment, their self-care, or the care of a family member. Sick leave

may be taken in the event that the Graduate Employee seeks legal services, law

enforcement services, or medical treatment relating to intimate partner violence,

harassment, sexual assault or stalking experienced by themselves or a family

member. In these cases, survivor services and home relocations may also be covered

by sick leave. Equal Opportunity and Access, https://eoa.oregonstate.edu/, provides

support to those experiencing these circumstances.

.46-.49

(b) Definition of Family Member. “Family member” means the spouse or partner of an

employee; the biological, adoptive or foster parent or child of the employee; the

grandparent or grandchild of the employee; the sibling of the employee; a parent-

in-law of the employee; or a person with whom the employee was or is in a

relationship with in the place of a parent.

Graduate Employee their accrued paid sick leave upon request. Requests shall be

made in writing, including electronic communication, to the Office of Human

Resources. The University will post current contract information on the Office of

Human Resources website for the unit responsible for fulfilling these requests. In the

event that the leave is not foreseeable, the Graduate Employee must make a

reasonable effort to notify their supervisor five (5) days in advance of the absence and

provide an estimated amount of time that leave is expected. In the event that the use

of the leave is unforeseeable, the Graduate Employee will notify their supervisor as

soon as reasonably possible. Requests will be made in accordance with the

expectations of the employing unit, and leave will be recorded in advance in cases of

foreseeable leave, or immediately upon the return from leave in cases of

unforeseeable leave. Leave will be recorded in the University’s online time and

attendance system in hourly increments through the EmpCenter at

mytime.oregonstate.edu.

Section 3 – Coverage for Sick Leave Use

Expectations for coverage for use of sick leave should be discussed in advance of the

use of leave between the Graduate Employee and supervisor of their employing unit.

(a) Limitations to Require a Replacement. The University must not require the

Graduate Employee to search for or find a replacement Graduate Employee

when utilizing accrued sick leave or work an alternative shift or schedule to

make up for the use of the sick time.

(b) Flexible Schedules. With mutual consent between the Graduate Employee and

supervisor, the Graduate Employee may “flex” their schedule by working additional

hours or shifts in place of

using sick leave accruals.

Section 4 – Application of Sick Leave to Other Leaves

Graduate Employees may be eligible for leave under multiple University policies as a student

or as an employee, whether for their own medical condition or the condition of a family

member. A full description of the leave policies and coverages that may apply to Graduate

Employees can be found at: https://hr.oregonstate.edu/benefits/leaves/family-and-medical-

leave-act-fmla/graduate-assistantships- family-medical-leave. Eligible leaves, including but not

limited to paid sick leave under this Article, will run concurrently when coverages overlap. For

each qualifying leave, the employee must first utilize accrued and donated paid sick leave, and

then enter into unpaid leave status until they return to work.

Section 5 – Leave Donation

(a) Graduate Employees on an active appointment may irrevocably donate up to

50 hours of accrued sick leave to other Graduate Employees on an active

appointment.

(b) A Graduate Employee may receive a one (1) time donation of up to 50 hours of sick

leave, either as a donation from a single employee or as a combined donation from

multiple employees. The University shall not assume any tax liabilities that would

otherwise accrue to the employee receiving the donation. The Graduate Employee

receiving donated leave must use the leave in accordance with the provisions set forth

in Section 2 (A) of this Article. If the sick leave donation recipient fails to exhaust

donated leave for the purpose for which it was donated, the unused leave donations

shall be returned to the donating employee(s).

of Human Resources. Donated leave may be used intermittently. In cases where a

new accrual is received by the Graduate Employee during the leave period, the

Graduate Employee’s accruals will be used first, prior to the use or continued use of

donated leave.

Section 6 – Reinstatement of Job Duties Upon Return from Leave

Upon return to an existing appointment, Graduate Employees who return to work after taking

protected leave will be reinstated to a position at an equivalent or higher salary and FTE as their

previous position. Whenever possible, Graduate Employees will be given the same position they

previously held upon return to an existing appointment.

Section 7 – Access to Sick Leave Policy and Procedure

A description of the University Sick Leave Policy for Graduate Employees in the bargaining unit

will be displayed on the University’s Human Resources website. The University will include

information on the Leave policy during all of the University-offered orientations for new

Graduate Employees.

Section 8 - Nondiscrimination

Use of sick leave accruals under the provisions set forth in this article are

protected under Article 24- Nondiscrimination.

ARTICLE 31 – FAMILY LEAVE AND POLICIES

Section 1 – Family Leave

All eligible Graduate Employees may take up to twelve weeks of a continuous block of leave

from an active appointment as parental leave or to care for their own serious health condition

or that of a family member. Qualifying events for this leave include the birth, adoption, or

fostering of a child. Starting October 1, 2020, the Employer will cover the time with pay three

(3) weeks at the Graduate Employee’s current FTE. The Graduate Employee will have access

to a continuation of benefits for the duration of their family leave for both paid and unpaid

leave. To be eligible for family leave, a Graduate Employee must be on a current appointment

or have been on an appointment in the term immediately prior to the leave of absence.

Employing units will not intentionally decrease or terminate the assistantship of a Graduate

Employee seeking family leave as a means of reducing the Graduate Employee’s access to

family leave benefits. Graduate Employees who take family leave will be guaranteed an

appointment at or above the same FTE and funding amount upon their return to a current

appointment.

Section 2 - Consultation and Notification

The administration agrees that the current Medical and Family Leave policy which pertains to

Graduate Employees will not be substantially changed without consultation with CGE.

Additionally, CGE may provide input regarding the policy, including recommending

modifications for consideration by the policy-makers.

All Graduate Employees seeking Medical and Family Leave will be informed that they may

request a CGE advocate to help them through the process at any point. Office of Human

Resources will also provide this information to any Graduate Employee currently on

Medical and Family Leave.

On behalf of Coalition of Graduate Employees: On behalf of the Employer:

7/2/2020 | 17:43:01 PDT

Erin Abernethy, Co-Lead Negotiator Heather Horn, Lead Negotiator

7/2/2020 | 14:48:37 PDT

Associate Vice Provost Employee & Labor Relations

7/2/2020 | 17:43:35 PDT

Emalydia Flenory, Co-Lead Negotiator

7/2/2020 | 17:14:51 PDT

Aneeq Ahmed Stephanie Bernell

Associate Dean, Graduate College

7/2/2020 | 16:46:35 PDT

7/6/2020 | 09:38:19 PDT

Alexandra Avila

7/2/2020 | 16:17:05 PDT

7/6/2020 | 08:45:48 PDT

Farallon Broughton Sherman Bloomer

7/2/2020 | 15:54:58

tor

Budget

and

Resource

Planning

Patrick Carilli

7/2/2020 | 15:48:53 PDT

7/5/2020 | 12:59:24 PDT

Hazel Daniels Eric Kirby

Associate Dean, Academic Programs in CEOAS

7/2/2020 | 17:13:01 PDT

Sarah Erickson

7/2/2020 | 17:26:04 PDT

7/5/2020 | 20:59:07 PDT

Nicholas Fisher Linda Nye

Human Resources Officer

7/2/2020 | 21:24:32 PDT

David Glennon

7/3/2020 | 07:51:15 PDT

7/6/2020 | 08:06:58 PDT

Lzz Johnk Cory Vieira

Senior Employee and Labor Relations Officer

7/3/2020 | 11:18:10 PDT

Zoe Juozapaitis

7/2/2020 | 17:49:32 PDT

7/6/2020 | 19:07:28 PDT

Erin Kanzig Edward Feser

7/3/2020 | 14:37:27

ost

Nicole Metildi

7/2/2020 | 14:58:38 PDT

7/7/2020 | 08:08:16 PDT

Gabrielle Miller F. King Alexander

President

7/2/2020 | 15:49:48 PDT

Jon Ruff Nathan Waugh

8/26/2022 | 17:15:47 PDT

8/19/2022 | 17:22:22

8/27/2022 | 00:15:28 PDT

8/27/2022 | 10:51:43 PDT

8/29/2022 | 15:17:32 PDT

9/1/2022 | 08:47:04 PDT

9/1/2022 | 10:32:09 PDT

9/1/2022 | 12:59:41 PDT

7/5/2020 | 12:43:09 PDT

Limited Reopener Ratified on July 18, 2022

On behalf of Coalition of Graduate Employees: On behalf of the Employer:

Ryan Chave Trina Young, Lead Negotiator

Int. Asst. Director Employee and Labor Relations

PDT

John Stepanek Sherman Bloomer

8/22/2022 | 11:10:42 PDT

Associate Vice President, Budget and Resource Planning

8/22/2022 | 11:22:43 PDT

Christian Solorio Stephanie Bernell

Associate Dean, Graduate School

8/22/2022 | 11:23:22 PDT

Zoe Thompson Jessica Beck

Assistant Dean, Graduate School

8/29/2022 | 15:44:05 PDT

Tilottama Chatterjee Carol Millie

8/22/2022 | 12:27:51 PDT

PDT

Senior Employee and Labor Relations Officer

8/22/2022 | 13:11:08 PDT

Edward Feser

Provost

Paige Reynolds Rebecca Johnson

Interim President

8/23/2022 | 09:27:22 PDT

Joachim Schuder

Jerry Sun

9/1/2022 | 12:58:46 PDT

Cassidy Wagner

Brandi Whiteman

8/31/2022 | 12:20:22

Felisha Imholt

DocuSign Envelope ID: 9C40BD59-B5BD-45B2-9AF0-003621BBFEC8

LETTER OF AGREEMENT: COMMITTEE ON SUPERVISOR TRAINING

The University and the Union align in their mutual commitment to prevent harassment and

discrimination while supporting the care and success of Graduate Employees. Both parties

recognize the value of training, seminars, and workshops to increase capacity for liberatory and

anti-oppression work. The parties will form a committee, composed of two representatives

from the Coalition of Graduate Employees and two representatives from the University, with

the purpose of recommending objectives and outcomes that emphasize capacity building for

prevention, support and care. The target audience of these trainings will be the supervisors of

Graduate Employees. The committee must be formed within three (3) months of the

ratification of the Collective Bargaining Agreement and shall strive to make a recommendation

within six (6) months of the ratification of the Collective Bargaining Agreement.

LETTER OF AGREEMENT: HARDSHIP FUND

The University will create a dedicated hardship fund to assist graduate students, including

those who hold a Graduate Employee position, who are experiencing unexpected financial

hardship. This fund is provided to help graduate students with demonstrated financial need.

The CGE may provide input on eligibility criteria. This hardship fund will be established starting

Academic Year 2021-22 and administered on an ongoing basis through the Graduate School

who will keep the names of all award recipients anonymous. In the first year, the University

will provide $50,000 for the fund and will evaluate need and utilization in subsequent years. If

there are sufficient qualifying requests, at least fifty percent of the funds will be awarded to

applicants who also hold graduate employee appointments. Effective September 16, 2022, the

University shall increase the Hardship Fund by $75,000. Eligibility for these funds for Graduate

students facing unexpected and immediate economic hardship that significantly affects their

academic progress in their current degree program at Oregon State University includes, but is

not limited to: housing insecurity, employment accessibility, health emergencies, unexpected

family situations, access to academic materials/resources, childcare expenses, etc.

All degree seeking graduate students are eligible to apply for the Hardship Fund in Summer

term, if they were enrolled in the previous Spring term and are registered for a minimum of

three credits in the Fall. Graduate students who receive a hardship award may choose to have

the funds applied first to their student account balance and receive the remaining funds

directly, or may choose to receive the full award amount via check or direct deposit.

LETTER OF AGREEMENT: HOUSING

For the term of this Agreement (July 1, 2020 through June 30, 2024), the Parties agree to form

a joint committee consisting of two representatives from the Coalition of Graduate Employees

and two representatives from the University with the sole purpose of reviewing housing needs

and challenges on and near all OSU campuses, including Corvallis, Bend, Portland, and

DocuSign Envelope ID: 9C40BD59-B5BD-45B2-9AF0-003621BBFEC8

Newport. Topics within this purview shall include, but are not limited to: OSU housing policies;

institutional support to OSU employees who require housing assistance; OSU's expansion and

growth priorities and their impacts on housing; and OSU lobbying efforts at all levels of

government (city, county, state, and federal). The Associate Vice Provost of Academic

Employee and Labor Relations shall constitute the joint committee within three months of the

ratification of this Agreement.

Any recommendations proposed by the joint committee will be considered by the University

but will not alter any terms of the Parties’ bargaining agreement.