Following several months of contract negotiations, the City and AFSCME 189 met three times in mediation. In August, members voted to authorize a strike—prior to reaching 150 days of bargaining and ahead of the first mediation session. The current labor agreement expired June 30.
AFSCME 189 issued 10-day strike notice Oct. 22, informing the City of its intent to strike beginning Nov. 5 if an agreement is not reached. The City will ensure essential services continue.
IPR employees organized in 2021 in anticipation of the rollout of Portland's new Oversight System. In the new Oversight System, the Office of Community-based Police Accountability (OCPA) and the Community Board for Police Accountability (CBPA) will assume oversight of independent police investigations and discipline. The Independent Police Review and the Citizen Review Committee will be phased out once the work initiated within the current system is completed.
The City remains committed to reaching a fair agreement and supporting employees through this process. The next mediation session is scheduled for Friday, October 31st.
City's Current Proposal
The City's most recent proposal offered several assurances for AFSCME-represented IPR employees impacted by the transition, including:
- Six months' advance notice of proposed hiring for OCPA positions
- Guaranteed internal interviews with the new OCPA Director prior to external candidates
- Priority consideration for vacancies throughout the City for IPR members
- 30 days paid administrative leave prior to the effective layoff date for IPR members who choose layoff
- Guaranteed placement into an existing position or new position performing substantially equivalent work with a substantially equivalent pay range for any IPR member who opts not to apply for or does not receive a job offer with the OCPA
AFSCME's Current Proposals
AFSCME shared two packages as mediation proposals. Package A included:
- Increased wage scales and 1-year severance offers
- Language for direct placement of IPR employees into the OCPA
Package B included:
- 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
- Increased wage scales.
- Language that the OCPA Director could decline to place an IPR employee into a similar position within the OCPA, but only if the Director determined the employee did not meet the minimum qualifications
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.