Memorandum of Agreement

Memorandum of Agreement Implementation Terms October 23, 2015


The Portland Community College Classified Federation and Portland Community College (the College) have reached a tentative labor agreement for the term of July 1, 2015 through June 30, 2019. Subject to ratification by the Classified Federation membership and subject to the approval of the College Board of Directors, the parties agree to the following terms:


I.                   Range Increases

2015 - 2% effective June 21, 2015

2016 - 2% effective June 21, 2016


New salary schedules will be reflected in Appendix A for 2015 and Appendix B for 2016. Retroactive adjustments in 2015 will not be applied for employees who terminate on or before November 19, 2015.


II.                One-Time Lump Sum for Employees at Top Step

1.      4% split 2% for each of two years, effective June 21, 2015 and June 21, 2016.

2.      The lump sum will apply to Classified employees who are at the top step in the preceding fiscal year (2014-15 for the 2015-16 lump sum and 2015-16 for the 2016-17 lump sum) and payments will be based on the employee’s annual base rate of pay as of June 20 of the applicable year (2015 or 2016).

3.      The lump sum will apply to employees with a work start date on or before June 20 of the applicable year (2015 or 2016).

4.      The lump sum will be pro-rated for part-time employees based on the authorized job FTE as of June 20 of the applicable year (2015 or 2016).

5.      Employees who terminate on or before November 19, 2015 are not eligible for the 2015-16 lump sum payment. Employees who terminate on or before June 20, 2016 are not eligible for the 2016-17 lump sum payment.

6.      The College will process payment of the 2015 lump sum on the December 1, 2015 pay day and the 2016 lump sum on the August 1, 2016 pay day.

7.      The lump sum payments will be included in either a monthly or bi-weekly payroll check and will be subject to tax withholding as required by law.


III.             Steps


Effective June 21, 2015 and June 21, 2016, step movement. Retroactive adjustments in 2015 will not be applied for employees who terminate on or before November 19, 2015.


15.5      Annual Salary Increases


15.51   In Year 1 and Year 2 of this Agreement, employees who are not on initial, promotional or disciplinary probation shall move to the next step of the pay grade for their classification, as identified in Appendix A for Year 1 and Appendix B for Year 2. The effective date of the annual increase shall be the first pay period in a fiscal year unless the employee has been on a leave of absence in accordance with Article 15.71.


IV.                Benefits


A.                 Health Insurance

2015 - Increase Caps by 4%

2016 - Increase Caps by 4%


The College shall pay the following maximum amount per month (Caps) toward payment of combined health, dental, prescription and vision care plan premiums as follows:

College Paid Caps for 2015-2016 (eff. 12/1/15)

College Paid Caps for 2016-2017 (eff. 10/1/16)

Employee                                $702

Employee + Spouse                 $1286

Employee + Children               $1196

Family                                     $1516

Employee                                $730

Employee + Spouse                 $1338

Employee + Children               $1244

Family                                     $1577


B.                 Paid Parental Leave

The College will match up to two weeks of paid leave provided the employee has and uses two weeks of his/her own paid leave.


C.                 Early Retirement

Two-year window for eligibility regardless of hire date if 20 years of service and age eligibility is met.  See Article 20.4 below.


20.42      Effective July 1, 2015 for a two-year window through June 30, 2017, an employee who has completed 20 consecutive years of full-time employment with the College and who meets all other requirements of the Early Retirement provision of Article 20.41 above, regardless of date of hire, shall be eligible for this benefit.


20.43    Effective July 1, 2015, an employee eligible for the Early Retirement provisions of Article

20.41 or 20.42 above, who elects to retire prior to June 30, 2017, will be eligible to receive as a lump sum, an amount equal to an additional $130 for each month in which they will receive the $270 per month payment.


V.                 Term of Agreement

Four years with reopener in two Reopener Topics:

     Wages and Benefits

     Parking Fees

         Standards for Professional Behavior

     Early Retirement


VI.              Contractual Reviews

Job Title

Current Grade Level

New Pay Grade Level




Public Safety Officer



Spec/Facilities Operations Maintenance I



Spec/Facilities Operations Maintenance III



Transit Service Operator




Implementation of Grade Level Changes:      The above changes in grade level will be implemented in accordance with Article 15.61 effective June 21, 2015. The resulting increase will be applied after step movement occurs effective June 21, 2015.


VII.           Miscellaneous


A.     Changes to the probationary period in Article 13 will be effective November 21, 2015.


B.     The Standards for Professional Behavior will be printed on the inside front cover of the Classified Agreement and the new complaint form will be posted online.


Criminal Background Checks


Upon ratification of the 2011 Classified Agreement, the College shall conduct criminal background checks on current employees who apply for or are reclassified into positions where the College has previously conducted criminal background checks on new hires.


The areas where these criminal background checks have generally been conducted are those with positions that involve working with minors or other vulnerable populations, handling cash and/or credit transactions, that are issued master keys and/or have access to restricted areas, and positions that have access to data or equipment that could be manipulated for purposes of identity theft or theft of College property, or where required by a grantor or funder, or by law. The specific areas where these criminal background checks have previously been conducted on hires include, but are not limited to, staff in the College’s child care centers, the Financial Aid Department, Enrollment Services, Workforce Development, the Public Safety Department, Facilities Management Services, Financial Services and Auxiliary Services.




Joint Committee on Insured Benefits


1.      The Joint Committee on Insured Benefits will be composed of three representatives of the Federation of Classified Employees, three representatives of the Faculty Federation, two Management/Confidential representatives and two Human Resources staff. All members of the committee shall have equal voting rights.


2.      A majority vote of the committee will be required to recommend any significant change in coverage or plan design. Any committee recommendation must be approved by the Federation Executive Councils and the PCC Board of Directors before it is implemented.


3.      The Joint Committee on Insured Benefits, may not, without the approval specified in number 2 above, add to the number of medical or dental plans offered to PCC employees (i.e., create a fifth plan alternative for employees); or, improve the benefits of any plan in a manner that increases the cost to the College for "employee only" coverage.

4.      The Joint Committee on Insured Benefits will convene at least annually to review whether significant changes in plans are warranted. Decisions to change coverage must be made by June 1st of each year to take effect at the beginning of the next plan year.


5.      The Joint Committee on Insured Benefits will have no authority to alter or change the dollar amount of the College’s maximum monthly contribution for its employees as established in the applicable collective bargaining Agreements.


6.      The Joint Committee on Insured Benefits will be responsible for working in the best interests of PCC and all its employees, communicating with constituents about the issues the committee is discussing, and supporting any committee decision by educating their constituents about it.


Signed October 10-11, 2002. Language taken directly from Classified Agreement, 7/1/2002 to June 20, 2005.


Classification Review


This Memorandum of Understanding is entered into by the College and the Federation.


In continuation of its review of the job classification system for Classified employees, and to aid in implementation of the previously agreed upon approaches to job evaluation, the College and the Federation agree to the following concepts:


1.      A classification review system will be maintained which allows employees to submit requests for classification reviews at any time based on a belief that the employee’s job duties have changed.


2.      The role of the Classification Appeals Committee (CAC) will be limited to decisions that:  a) the job is appropriately classified; b) that the job is more appropriately allocated to a different, but existing, job classification; or, c) that no existing job classification is appropriate and that the job should be re- evaluated by Human Resources. The CAC will not have authority to determine grade level placement other than through a) through c) above.


3.      Changes in the grade level placement of existing Classified job classifications will only occur as a result of selective salary adjustments through contract negotiations for a successor agreement, a contract re-opener for the purpose of negotiating selective salary adjustments, or following appropriate notice to the PCCFCE of a recommendation by Human Resources to implement such a change. In the event Human Resources recommends a change to the grade level of an existing classification, or recommends a grade level for a new classification, Human Resources will notify PCCFCE in writing and the Federation may file a demand to bargain over the proposed level in accordance with ORS 243.698.


4.      For the purpose of gathering market data, the College will rely on published surveys and/or gather data directly from comparator organizations within the appropriate labor market.  Market comparisons will be made to benchmark classifications and other jobs for which market data is available. Classifications for which market data is not readily available will be aligned to grade levels based on Whole Job Analysis (WJA) within the market framework established by the benchmarks  and other jobs for which such market data is available.


5.      As part of contract negotiations, Human Resources will review the classification and grade level of classifications identified by the Federation to determine their position relative to the market and benchmark jobs. Human Resources will recommend a grade level for each of the classifications and notify PCCFCE of the recommendation in writing. Grade level changes as a result of bargaining will be implemented according to the terms agreed upon by the parties in reaching a settlement.






Enhanced Early Retirement


If the College decides to offer an enhanced early retirement incentive window to Management/ Confidential, Faculty or Academic Professionals during the life of this Agreement, the College will also offer an enhanced early retirement incentive window to Classified staff. The early retirement incentive may vary between employee groups and there is no guarantee that the College will offer an enhanced early retirement incentive. However, if an early retirement incentive window is offered, the enhanced benefit will be for an amount at least equal to a $500 stipend and the eligibility requirements will not differ across employee groups, so Classified employees hired after 1987 will also be eligible to receive the benefit if otherwise eligible.


Signed October 10-11, 2002.  Language taken directly from Classified Agreement, 7/1/2002 to June 20, 2005.