2017 Bargaining Survey - Local 88

Introduction:

Thank you all for taking the time to complete this survey - your input is important to our union. This is the first survey you will be asked to complete but as bargaining progresses we may have more specific questions. Please watch for additional surveys and continue your valued participation. You must be a member to participate in this survey. If you're not a member and would like to join, please fill out a membership application by going to www.oregonafscme.com and click on the member sign-up button.

A question with an * requires a response

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* 1. What is your name? (Your name will be kept confidential)

First name

Last Name

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* 2. What department do you work in?

Community Justice

Community Services

County Assets

County Human Services

County Management

District Attorney

Health

Library

Non-Departmental

Sheriff's Office

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* 3. What is your job classification?

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* 4. How many Years have you worked for Multnomah County?

0-5

6-10

11-15

16-20

21-25

25+

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* 5. The Multnomah County email system is not private and can be read by management and/or audited by a third party. Please provide us a non-work email for communications during bargaining. We will only use these emails to contact you for union business.

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* 6. Core economic issues: Please rate the two elements of compensation most important to you, “1” for the most important, “2” for the second most important. Use each number only once.

	1	2
Cost of living or across-the-board salary increase	Cost of living or across-the-board salary increase 1	Cost of living or across-the-board salary increase 2
Maintaining the County's current health insurance premium contribution	Maintaining the County's current health insurance premium contribution 1	Maintaining the County's current health insurance premium contribution 2
Additional steps / longevity pay	Additional steps / longevity pay 1	Additional steps / longevity pay 2

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* 7. Please read the items listed in this Section and rank only your top 3 economic contract language priorities. Rank 1 through 3 with 1 as the most important. Use each number only once.

	1	2	3
Ensure that workers are recognized for their work and classified appropriately.	Ensure that workers are recognized for their work and classified appropriately. 1	Ensure that workers are recognized for their work and classified appropriately. 2	Ensure that workers are recognized for their work and classified appropriately. 3
Limit contracting out and ensure accountability when services are contracted out.	Limit contracting out and ensure accountability when services are contracted out. 1	Limit contracting out and ensure accountability when services are contracted out. 2	Limit contracting out and ensure accountability when services are contracted out. 3
Paid time off for community investment/service., example: working for meals on wheels during county paid time.	Paid time off for community investment/service., example: working for meals on wheels during county paid time. 1	Paid time off for community investment/service., example: working for meals on wheels during county paid time. 2	Paid time off for community investment/service., example: working for meals on wheels during county paid time. 3
Vacation accrual rates and ceiling (cap) same as management.	Vacation accrual rates and ceiling (cap) same as management. 1	Vacation accrual rates and ceiling (cap) same as management. 2	Vacation accrual rates and ceiling (cap) same as management. 3

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* 8. Do you feel that your current job duties are expanding or changing in ways that are not necessarily consistent with your job class specification?

Yes

Clear

i We adjusted the number you entered based on the slider’s scale.

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* 9. How do you feel the problems related to new or changing job duties should be best addressed?

Introducing wage differentials for more complex duties/assignments.

Revamping the contract language related to work-out-of-class pay so that eligibility is not dependent upon performing the "majority of the principal duties" of a higher classification.

Other (please specify)

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* 10. Differentials, Overtime, Premium Pay. Please rate each of the following related to compensation:

	Important	Not Important
Increasing the current shift differential rates	Increasing the current shift differential rates Important	Increasing the current shift differential rates Not Important
Creating a differential for work in a corrections setting	Creating a differential for work in a corrections setting Important	Creating a differential for work in a corrections setting Not Important
Creating a training pay differential	Creating a training pay differential Important	Creating a training pay differential Not Important
Creating a differential for positions with a culturally specific KSA	Creating a differential for positions with a culturally specific KSA Important	Creating a differential for positions with a culturally specific KSA Not Important
Increasing differentials for maintenance workers using heavy or specialized equipment	Increasing differentials for maintenance workers using heavy or specialized equipment Important	Increasing differentials for maintenance workers using heavy or specialized equipment Not Important
Clarifying and improving rules around double time pay on 2nd and 3rd day of rest	Clarifying and improving rules around double time pay on 2nd and 3rd day of rest Important	Clarifying and improving rules around double time pay on 2nd and 3rd day of rest Not Important
Clarifying and improving rules regarding the distribution of overtime	Clarifying and improving rules regarding the distribution of overtime Important	Clarifying and improving rules regarding the distribution of overtime Not Important
Clarifying and improving compensation for lead pay premium	Clarifying and improving compensation for lead pay premium Important	Clarifying and improving compensation for lead pay premium Not Important
Clarifying and improving on-call pay	Clarifying and improving on-call pay Important	Clarifying and improving on-call pay Not Important

Other (please specify)

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* 11. Issues related to inclement weather and essential employees. Please answer each of the following questions:

	Yes	No
Are you an essential employee?	Are you an essential employee? Yes	Are you an essential employee? No
Do you believe it is important to bargain additional compensation (such as a premium or differential) for essential employees	Do you believe it is important to bargain additional compensation (such as a premium or differential) for essential employees Yes	Do you believe it is important to bargain additional compensation (such as a premium or differential) for essential employees No
Is important to you for management to have clearer justifications around designating an employee as essential	Is important to you for management to have clearer justifications around designating an employee as essential Yes	Is important to you for management to have clearer justifications around designating an employee as essential No

Do you have any other issues related to inclement weather (please specify)

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* 12. Licenses, certifications, continuing education and other reimbursements. Please answer each of the following questions:

	Yes	No
Are you required to maintain a certification, license, or participate in continuing education as a mandatory requirement of your job?	Are you required to maintain a certification, license, or participate in continuing education as a mandatory requirement of your job? Yes	Are you required to maintain a certification, license, or participate in continuing education as a mandatory requirement of your job? No
Are you reimbursed for a portion or any of the associated costs?	Are you reimbursed for a portion or any of the associated costs? Yes	Are you reimbursed for a portion or any of the associated costs? No
Is it important to you that the County provide reimbursement for out of pocket costs?	Is it important to you that the County provide reimbursement for out of pocket costs? Yes	Is it important to you that the County provide reimbursement for out of pocket costs? No

Other (please specify)

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* 13. Please read the items listed in this Section and rank only your top 5 workforce equity and job security issues. Rank 1 through 5 with 1 being the highest priority. Use each number only once.

	1	2	3	4	5
Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities	Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities 1	Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities 2	Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities 3	Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities 4	Improving contract language related to work place accommodations for injured workers and workers with non-occupational disabilities 5
Creating meaningful remedies for discrimination and microaggression complaints	Creating meaningful remedies for discrimination and microaggression complaints 1	Creating meaningful remedies for discrimination and microaggression complaints 2	Creating meaningful remedies for discrimination and microaggression complaints 3	Creating meaningful remedies for discrimination and microaggression complaints 4	Creating meaningful remedies for discrimination and microaggression complaints 5
Improving transparency and fairness in the hiring and recruitment process for promotions and new hires.	Improving transparency and fairness in the hiring and recruitment process for promotions and new hires. 1	Improving transparency and fairness in the hiring and recruitment process for promotions and new hires. 2	Improving transparency and fairness in the hiring and recruitment process for promotions and new hires. 3	Improving transparency and fairness in the hiring and recruitment process for promotions and new hires. 4	Improving transparency and fairness in the hiring and recruitment process for promotions and new hires. 5
Improve job security for limited duration workers	Improve job security for limited duration workers 1	Improve job security for limited duration workers 2	Improve job security for limited duration workers 3	Improve job security for limited duration workers 4	Improve job security for limited duration workers 5
Provide better support for new employees seeking to pass probation	Provide better support for new employees seeking to pass probation 1	Provide better support for new employees seeking to pass probation 2	Provide better support for new employees seeking to pass probation 3	Provide better support for new employees seeking to pass probation 4	Provide better support for new employees seeking to pass probation 5
Improve seniority rights for transfers withing job classifications	Improve seniority rights for transfers withing job classifications 1	Improve seniority rights for transfers withing job classifications 2	Improve seniority rights for transfers withing job classifications 3	Improve seniority rights for transfers withing job classifications 4	Improve seniority rights for transfers withing job classifications 5

Other (please specify)

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* 14. Please read the items listed in this Section and rank only your top 5 miscellaneous non-economic contract language priorities. Rank 1 through 5 with 1 being the most important. Use each number only once.

	1	2	3	4	5
Improve process for scheduling paid time off	Improve process for scheduling paid time off 1	Improve process for scheduling paid time off 2	Improve process for scheduling paid time off 3	Improve process for scheduling paid time off 4	Improve process for scheduling paid time off 5
Increasing the amount of notice management must provide prior to changing your schedule.	Increasing the amount of notice management must provide prior to changing your schedule. 1	Increasing the amount of notice management must provide prior to changing your schedule. 2	Increasing the amount of notice management must provide prior to changing your schedule. 3	Increasing the amount of notice management must provide prior to changing your schedule. 4	Increasing the amount of notice management must provide prior to changing your schedule. 5
Improving the process for obtaining an alternative work schedule	Improving the process for obtaining an alternative work schedule 1	Improving the process for obtaining an alternative work schedule 2	Improving the process for obtaining an alternative work schedule 3	Improving the process for obtaining an alternative work schedule 4	Improving the process for obtaining an alternative work schedule 5
Improving access to teleworking	Improving access to teleworking 1	Improving access to teleworking 2	Improving access to teleworking 3	Improving access to teleworking 4	Improving access to teleworking 5
Contract language regarding workload and workload prioritization	Contract language regarding workload and workload prioritization 1	Contract language regarding workload and workload prioritization 2	Contract language regarding workload and workload prioritization 3	Contract language regarding workload and workload prioritization 4	Contract language regarding workload and workload prioritization 5
Increasing the timeline to file initial grievances from 15 to 30 days	Increasing the timeline to file initial grievances from 15 to 30 days 1	Increasing the timeline to file initial grievances from 15 to 30 days 2	Increasing the timeline to file initial grievances from 15 to 30 days 3	Increasing the timeline to file initial grievances from 15 to 30 days 4	Increasing the timeline to file initial grievances from 15 to 30 days 5

Other (please specify)

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* 15. What specific change would you make to your job that would allow you to provide services more effectively?

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* 16. Suggested contract proposals:

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* 17. Please note below what actions you are willing to take in order to ensure we are successful in this round of bargaining. Working together as a union and showing our strength at the bargaining table is essential for obtaining a fair contract. What actions would you take part in to move us towards a fair contract? Click any that apply.

Talk to coworkers and fellow union members.

Wear my AFSCME shirt or button to work every bargaining day.

Write letters to Commissioners, or Department Head on our issues.

Gather in front of work site prior to my shift with my co-workers to discuss union issues, bargaining, & next actions.

Take Solidarity breaks: Gather with co-workers to take your breaks at the same time in a highly visible place (discuss bargaining issues).

Place bargaining team signs in your car window and or work station.

The Local should host a bargaining picnic at or near your worksite and I am willing to help make it successful.

Decorate my workspace with AFSCME balloons (if I can).

Post on social media about contract campaign.

Encourage friends and family to post on social media about contract campaign.

Sign Petitions for a fair contract.

Attend the AFSCME Lobby Day at the state legislature on March 13

Please note additional ideas here.

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* 18. What organizations, community groups, advocacy groups or religious institutions do you belong to who might be allies with us or share our vision and goals?

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* 19. What community issues are you and your family passionate about?

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* 20. Communication between the bargaining team and our membership is key for a successful bargaining campaign. Would you be willing to be a liaison between the bargaining team and the AFSCME membership in your work unit?

Yes

Unsure – please contact me and let me know what this means

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* 21. How do you get your news about bargaining?

Coworkers

AFSCME Website

Social Media

Flyers at work-site

I don't get any information about bargaining

Other (please specify)

The next questions are optional demographic questions to help us find out more about our membership. If you do not feel comfortable you may skip the questions.

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* 22. What is your gender?

Male

Female

Non-binary/ third gender

Transgender

Prefer not to say

Prefer to self-describe

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* 23. Please specify your race.

American Indian or Alaska Native

Asian

Black or African American

Native Hawaiian or Other Pacific Islander

White

Multiracial

Other (please specify)

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* 24. What is your ethnicity?

Hispanic or Latino

Not Hispanic or Latino

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* 25. Additional questions:


LGBTQ	LGBTQ menu
Disabled worker	Disabled worker menu
Veteran	Veteran menu

Other (please specify)