City of Portland Recreation Bargaining Update, Thursda August 6th, 2026

Hello Recreation Members,

Our most recent bargaining session took place yesterday Thursday, August 6th. Thank you to all the members and stewards who were able to join us in person, and virtually.  Your presence made a big impression on the City bargaining team.

The L483 bargaining team presented the following counter-proposals:

Article 7 Work Shift and Work Week

The city proposed removing a lot of premiums we have for working on scheduled days off, 6 or 7 days in a row, etc.  We countered reinstating those premiums.

Article 8 Shifts

The city proposed to discontinue the shift differential increasing every year, and wanted to remove paid lunch.  We countered to restore both.

Article 9 Overtime

The city proposed to discontinue getting a premium for working 6th and 7th day (basically premium for working your days off).  We countered to restore that premium.

Article 11 Working Out of Class

We proposed increasing the rate for EIC and including the coordinators in getting that pay upgrade when EIC.  

Article 13 Holidays 

We proposed again to receive the same amount of personal holidays (6) that other contracts receive.

Article 18 Other Leaves

We proposed again the concept of a packet of materials when an employee experiences a traumatic event, and a bank of leave to use to recover if a traumatic event happens.

Article 20 Safety and Sanitation 

We proposed, again, the idea that people can create unsafe situations.  The city insinuated that we would abandon patrons in unsafe events, and we countered that the opposite was true, even though the Safety Team directs us to do that exact thing.  We also proposed added safety measures, like additional cameras, the ability to exclude patrons, and security guards.  We had a very lengthy and good conversation where we explained and described several examples of unsafe behavior from patrons, and how we are limited in our response and ability to keep patrons safe.

Article 21 Union Representation

The Union countered increasing the number of stewards, increasing the hours stewards have available for union work, and adding language to protect stewards from losing their healthcare while on union leave.    

Wages

The Union countered with a longevity premium of 2%, and reinstating the long standing practice of the COLA being based on the CPI.  We also countered to remove the 1% minimum and 5% maximum, meaning the COLA would be whatever inflation was that year.

The City counters to Recreation 

Article 7 Standard Day Shift Hours

The City’s proposal would take away most of the long standing premiums you get when your schedule is changed, and when you work more than 5 days in a row.  For some rec employees, this would result in a huge pay cut.  The City claimed they needed to “control costs” but couldn’t give us the amount these premiums cost due to outdated and poor payroll practices, something we’ve brought to the City’s attention numerous times over the past decade.  

Article 22 Pay Day

The City proposed language from BOLI’s website regarding underpayments, something the Union had requested to be put in the contract.

Article 30 Discipline and Discharge

The City maintains that they would have no way to show progressive discipline if they can’t use violations older than 1 year.  The Union continues to advocate that employees make mistakes, and old mistakes or violations, including violations that aren’t relevant to the current situation, should not be used to stack on discipline.

Article 31 Grievances, Complaints, and Arbitration

The City continues to claim that city council plays no role in the management of City employees, yet they’ve commented that councilors “don’t like the idea of longevity pay”, and that’s why they said no to longevity pay.  The Union wants someone outside of the bureau/labor relations realm to weigh in on grievances before they are taken to arbitration, which can be costly.

What’s Next?

We next meet with the City on Thursday, August 20th, at 9am.  Please join us in person or virtually either during your break, or on your own time.  We will provide a follow-up email with an invitation link for those who need to attend virtually.

If you feel strongly about any of these proposals, have any questions, or concerns:

1. Share your feedback with your CAT member.

2. Tell your supervisor that you want the City of Portland to facilitate more access, better record-keeping, and consistent follow through to allow for better union representation; that you and your co-workers refuse to lose the annual COLA; that you and your co-workers demand a safer work environment and expect management’s supporting in centering staff safety; refuse to give up our long-standing overtime premiums; and that you and your co-workers deserve the same amount of personal holidays as other City employees.

3.  Reach out to Portland City Council and Portland’s Mayor to tell them you want to restore the COLA, see increased safety, restore long-standing premiums, and provide the same amount of personal holidays that other City of Portland contracts receive.  

How?  Check out this link for more information: https://www.portland.gov/auditor/elections/elected-city-officials#toc-city-councilors-district-no-1

Thank you,

Recreation Bargaining Team