City of Portland Recreation Bargaining Update Thursday, August 20th, 2026

Hello REC L483 Members,

Our most recent bargaining session took place yesterday Thursday, August 20th. 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.

We reached a TA on Article 9- Overtime, maintaining current contract language.

The L483 bargaining team presented the following counter-proposals:

Article 18 Other Leaves

Bereavement – Additional 2 days of leave for necessary funeral travel time for immediate family members.

Addition of HRAR Atypical leave- this is replacing our proposal for Trauma Leave.  We believe the 2 things achieve the same objective, but would like the leave to be titled Traumatic Incident Leave in our contract.  We believe we are very close to a TA on this article.

Article 20 Safety - Sanitation

Added the Oregon OSHA heat index and a grid so the incentive pay is clear to members. We also proposed language to keep employees safe when working conditions are unsafe. The City proposed giving authority to exclude unsafe participants to supervisors and Coordinators, and we think that is a move in the right direction. 

We again proposed a packet of materials outlining resources available to an employee when they experience a traumatic event.

Rec Bargaining team proposed that the City furnish each worksite with quality security cameras, and that employees have access to those cameras to monitor and maintain safe workplace environments.

Article 22 Pay Day 

These are mostly language changes for clarification and educating members on state laws regarding underpayments.

Article 30 Discipline and Discharge

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. We continue to propose that the City will not use the stacking of dissimilar violations to meet standards of just cause. 

Article 31 Grievances, Complaints Arbitration

LiUNA continues to propose that not only the City Administrator but also the City Council President be part of the grievance process and extend the timeline to thirty-five days.

The City’s counters to Recreation 

Article 21 Union Representation -

The City maintained our proposal to 30 employees as designated representatives, but the City continues to push for lower Union City Paid leave hours. It is apparent the City doesn't understand how much work our stewards do and seem to want to restrict that advocacy.

What’s Next?

We next meet with the City on Thursday, September 10th, at 11am.  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 the 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.  

4. Attend a Union event! Check out events this weekend below.

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