Update on State Worker Vaccine Mandates and Impact Bargaining - SEIU 503

Published: September 1, 2021

Updated as of 9/1/21

This is a challenging time for State workers across Oregon. Regardless of vaccination status, workers are concerned about what the vaccine mandate will mean for them and their families. As your union, we are using this impact bargaining process to our members’ fullest advantage. We couldn’t do this without your involvement, so if you filled out the recent bargaining survey, thank you. Your input helped determine our priorities at the outset of the impact bargaining process.

Last week, we met with the State for an initial meeting to bargain the impacts of their new Vaccine Mandate policy. It was a productive meeting, and we are encouraged that management came to the table willing to engage with us over concerns our members are raising. We go back to the bargaining table again tomorrow (Thursday, 9/2), but we are already in agreement with management on some of our proposals. We will continue to fight for more and share updates as we have them. Visit this page of our website for ongoing information and updates on the State Vaccine Mandate.

So far, the State has agreed to:

• Give a grace period to employees who have begun, but not completed the vaccination process by October 18, 2021, during this period while the employee completes the vaccination process no disciplinary action will be initiated.
• Some additional sick leave hours for employees who have already been vaccinated or get vaccinated – we don’t believe they’ve gone far enough, and we’re pushing for more, but this is a start.
• Delay the complete reopening of State offices until at least January 1, 2022 in order to maintain as safe and healthy workplaces as possible.
• Provide accurate information for educational purposes to employees about COVID19 vaccines and will provide onsite vaccine clinics where feasible and information about where employees can obtain a COVID-19 vaccine near their worksite if a clinic is not feasible, as well as a use of a computer or phone to register for the vaccination.
• Create an exception process that allows for a reasonable accommodation to be made when an employee is unable to be vaccinated due to disability, medical condition, or sincerely held religious belief.

Additionally, we’re still trying to make progress on these proposals:

• Leave for vaccination side effects, and COVID illness: leave bank available for employees who need to miss work due to vaccination side effects (if vaccination begins prior to 10/18) or COVID illness (if vaccinated or has approved exception).
• Allow employees who have requested an exception on or before October 18, 2021 to complete the exception request process before facing any disciplinary action (with the option to get vaccinated rather than face discipline if the exception request is ultimately denied).
• Vaccine incentive: State will encourage PEBB to continue $100 vaccine incentive.
• Proof of vaccination: Establishes a clear process to collect proof of vaccination for current and future employees. Clarifies what information meets the requirement and also establishes that each agency has a sole person responsible for handling that information. Keeps vaccine information separate from the employee’s personnel file. Prevents management from disclosing if any employee is vaccinated.

Vaccines are safe, free and effective at reducing the spread of COVID-19, including the Delta variant. The vaccine will also reduce your chance of becoming seriously ill, being hospitalized or dying if you do get COVID-19. Bottom line, the vaccine is our best weapon in the fight to reopen Oregon. To learn more about the vaccine visit our online resource center.

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