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).

The University recognizes the Union as the exclusive representative of the bargaining unit for the purposes of collective bargaining.

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.

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.

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.

(c) If the University refuses to bargain, the Union may file an unfair labor practice complaint 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.

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.

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.

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.

(c) The Union will provide the Office of Human Resources written notification of its intent 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.

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:

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 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.

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. 

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)

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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 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.

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.

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 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.

(c)  Grievances shall be filed within 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. 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.

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.

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.

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.

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.

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.

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 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.

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

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.

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.

(c) Determination of Service for Sick Leave with Pay. Time worked and sick leave 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:

(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.

(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.

(c) Requests and Recording of Sick Leave Accrual Use. The University must provide a 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 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.

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.

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.

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 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.