Latest Mediation Session
The City of Portland and AFSCME met in mediation again on Tuesday, Oct. 14.
City's Updated Proposal
The City presented an updated proposal offering several new assurances for AFSCME-represented IPR employees impacted by the transition to the new Oversight System, including:
- Six months advance notice of proposed hiring for the new Office of Community-based Police Accountability (OCPA) within the new Oversight System
- Guaranteed internal interviews with the new OCPA Director for all IPR members prior to external candidates
- Access to the City's Priority Reemployment Program, which gives IPR members priority consideration for vacancies throughout the City
- For IPR members who choose layoff, 30 days paid administrative leave prior to the effective layoff date
These assurances are in addition to guaranteeing placement into an existing position or creating positions performing substantially equivalent work with a substantially equivalent pay range for IPR member who opts not to apply for or does not receive a job offer with the OCPA.
View the City's updated proposal
AFSCME's Updated Proposal
AFSCME shared two packages as mediation proposals.
Package A advanced their proposal from the last mediation session, which includes increased wage scales and severance offers, as well as language for direct placement of IPR employees into the OCPA.
Package B includes 1% across-the-board increases for each year of the contract, six-month severance offers, 40 hours of vacation sell-back, 2% longevity premium at 10 years, and increased wage scales. With this package, the OCPA Director can decline to place an IPR employee into a similar position within the OCPA, but only if the Director determines the employee does not meet the minimum qualifications.
AFSCME indicated that either package must be accepted in full or their proposal reverts to their original final offer.
View AFSCME's updated proposal
Updated City-Calculated Projected 3-Year Personnel Costs (Excluding Health Benefits)
| City Proposal (continuation of status quo) | IPR Supposal Package A (starts on page 1) | IPR Supposal Package B (starts on page 6) | |
|---|---|---|---|
| Base Wages | $3,835,871 | $3,967,548 | $4,063,020 |
| Longevity | - | - | $43,796 |
| Vacation Buy-Back | - | - | $71,032 |
| Training Differential | - | - | - |
| Retention Bonuses | $115,500 | - | - |
| Severance | - | $668,965 | $349,178 |
| Wage-driven benefits | $1,548,477 | $1,893,758 | $1,839,535 |
| COLA Adjustments | $265,411 | $344,169 | $326,185 |
| Professional Development Fund | $15,000 | $15,000 | $15,000 |
| Projected Personnel Costs 7/1/25-6/30/28 | $5,780,259 | $6,889,440 | $6,707,746 |
View the City's final offer submitted to the ERB in September
View AFSCME's final offer submitted to the ERB in September
The City of Portland and AFSCME entered mediation in August, following a strike-authorization vote by the 11 AFSCME-represented IPR members. AFSCME declared impasse and submitted their final offer on Sept. 11, triggering the 30-day cooling-off period.
The union could issue a 10-day notice to strike at any time.
The current labor agreement expired June 30.
The City remains committed to reaching a fair agreement and supporting employees through this process. The next mediation session is scheduled for Nov. 4.
The City's bargaining is anchored by five guiding principles:
- Respect: Honor employees' service and expertise by providing fair compensation, benefits and working conditions.
- Workforce competition: Attract and retain a talented, diverse workforce.
- Financial stewardship: Make the most of taxpayers' resources to make Portland safe, healthy and livable.
- Shared responsibility: Ensure that all employees share equitably in the impacts of economic factors outside the City's control.
- Rules and regulations: Follow laws and best practices for labor negotiations.
Planning is underway to ensure essential services will continue in the event of a strike.