HomeMy WebLinkAboutCity Council Packet - 10/07/2025 Ties
1
CITY Cd Tigard Business Meeting
g AGENDA
TIGARD CITY COUNCIL
MEETING DATE OCTOBER 7, 2025 -6:30 p.m. Business Meeting- REVISED: Item 8 revised and
AND TIME: supplemental attachments added to items 5, 7, and 8.
MEETING Hybrid -City of Tigard -Town Hall - 13125 SW Hall Blvd.,Tigard, OR 97223
LOCATION:
PUBLIC NOTICE: In accordance with Oregon House Bill 2560, this will be a hybrid meeting where some
Council, staff or public will participate in person and some will participate remotely.
How to comment:
•Written public comment may be submitted electronically at www.tigard-or.gov/Comments by
noon the day before the meeting date.
• If attending the meeting in person, please fill out the public comment sign-in sheet at the front of
the room and come to the microphone when your name is called.
• If you prefer to call in, please call 503-966-4101 when instructed to be placed in the queue. We ask
that you plan on limiting your testimony to two minutes.
•You may comment by video through the Teams app. Go to this link to learn how to participate by
video: October 7, 2025 Council Meeting
(https://www.tigard-or.gov/Home/Components/Calendar/Event/10511/372).
Upon request,the City will endeavor to arrange for the following services:
• Qualified sign language interpreters for persons with speech or hearing impairments; and
• Qualified bilingual interpreters.
Since these services must be scheduled with outside service providers, it is important to allow as much
lead time as possible. Please notify the City of your need by 5:00 p.m. on the Thursday preceding the
meeting by contacting: City Recorder Carol Krager at 503-718-2419 (voice)/carolk@tigard-or.gov or
503-684-2772 (TDD-Telecommunications Devices for the Deaf).
SEE ATTACHED AGENDA
VIEW LIVESTREAM ONLINE: https://www.tigard-or.gov/boxcast
CABLE VIEWERS:The City Council meeting will be shown live on Channel 21 (1st Tuesdays) and Channel
28 (2nd &4th Tuesdays) at 6:30 p.m.The meeting will be rebroadcast at the following times on Channel
28:
Thursday 6:00 p.m. Friday 10:00 p.m. Saturday 7:30 p.m. Sunday 11:30 a.m. Monday 6:00 a.m.
T•i CITY Tigard Tigard Business Meeting
g AGENDA
TIGARD CITY COUNCIL
MEETING DATE OCTOBER 7, 2025-6:30 p.m. Business Meeting- REVISED: Item 8 revised and
AND TIME: supplemental attachments added to items 5, 7, and 8.
MEETING Hybrid - City of Tigard-Town Hall - 13125 SW Hall Blvd.,Tigard, OR 97223
LOCATION:
6:30 PM
1. BUSINESS MEETING
A. Call to Order
B. Roll Call
C. Pledge of Allegiance
D. Call to Council and Staff for Non-Agenda Items
2. PROCLAMATIONS AND RECOGNITION 6:35 p.m. estimated time
A. BANNED BOOKS WEEK
3. PUBLIC COMMENT 6:40 p.m.estimated time
A. Public Comment—Written
B. Public Comment— In Person
C. Public Comment— Phone-In
D. Public Comment—Video
4. CITY MANAGER REPORT 6:50 p.m. estimated time
5. CONSIDER RESOLUTION SUPPORTING BALLOT MEASURE 34-345, LIBRARY LOCAL OPTION LEVY
REPLACEMENT 6:55 p.m. estimated time
6. RESOLUTION OF NECESSITY RELATED TO EASEMENT ACQUISITION FOR THE BONITA/SEQUOIA
TRAFFIC SIGNAL PROJECT 7:00 p.m. estimated time
7. SEIU COLLECTIVE BARGAINING AGREEMENT RATIFICATION 7:10 p.m. estimated time
8. MAYORAL INTERVIEWS AND APPOINTMENT 7:20 p.m. estimated time
9. NON-AGENDA ITEMS
10. EXECUTIVE SESSION: The Tigard City Council may go into Executive Session. If an Executive
Session is called to order,the appropriate ORS citation will be announced identifying the
applicable statute. All discussions are confidential and those present may disclose nothing
from the Session. Representatives of the news media are allowed to attend Executive
Sessions, as provided by ORS 192.660(4), but must not disclose any information discussed. No
Executive Session may be held for the purpose of taking any final action or making any final
decision. Executive Sessions are closed to the public.
11. ADJOURNMENT 8:20 p.m. estimated time
AIS-5981 2. A.
Business Meeting
Meeting Date: 10/07/2025
Length (in minutes): 5 Minutes
Agenda Title: Banned Books Week Proclamation
Authored By: Rebecca Hathaway
Presented By: Mayor Pro Tern Wolf
Item Type: Proclamation
Public Hearing No
Legal Ad Required?:
Publication Date:
Information
EXPLANATION OF ISSUE
Mayor Pro Tern Wolf is being asked to issue the proclamation for Banned Books Week, October 5 - 11,
2025, by Tigard Library Program Director Jeanne Peloquin.
Banned Books Week was launched in 1982 in response to a sudden surge in the number of challenges to
books in libraries, bookstores, and schools. Typically(but not always) held during the last week of
September, the annual event highlights the value of free and open access to information and brings
together the entire book community — librarians, educators, authors, publishers, booksellers, and
readers of all types — in shared support of the freedom to seek and to express ideas.The next Banned
Books Week will be held October 5 - 11, 2025.The theme of this year's event is 'Censorship is So 1984.
Read for Your Rights'. With the escalation in attempts to ban books in libraries, schools, and bookstores
around the country, George Orwell's cautionary tale "1984" serves a prescient warning about the
dangers of censorship.This year's theme reminds us that the right to read belongs to all of us, that
censorship has no place in contemporary society, and that we must defend our rights.
ACTION REQUESTED
Mayor Pro Tern Wolf is being asked to issue the proclamation for Banned Books Week, Oct 5- 11, 2025.
BACKGROUND INFORMATION
Dates of Previous and Potential Future Considerations
September 26, 2023 was the first date that Banned Books Week was declared in Tigard.
ALTERNATIVES&RECOMMENDATION
Mayor Pro Tem Wolf could choose not to issue a proclamation for Banned Books Week. City teammates
recommend its issuance.
ADDITIONAL RESOURCES
ALA: Banned Books Week
Attachments
Banned Books Week Proclamation
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= WHEREAS,the freedom to read is essential to our democracy,and reading is among our
r' - greatest freedoms;and
' ''' WHEREAS,privacy is essential to the exercise of that freedom,and the right to privacy is I <((` '•
)` the right to open inquiry without having the subject of one's interest examined or scrutinized I +,,
by others;and i
�;�,-'. WHEREAS,the freedom to read is protected by our Constitution.and • -1.I;•
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Il'r WHEREAS,some individuals,groups,and public authonties work to remove or limit access , Z4ti
r/ to reading materials,to censor content,and to purge libranes of matenals reflecting the �,,
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`7r,•: WHEREAS,Americans still favor free enterprise in ideas and expression and can be ��- 1'':;f
g, trusted to exercise critical judgment,to recognize propaganda and misinformation and to r
y, make their own decisions about what they read and believe.and to exercise the I.i,, .'.'
•N responsibilities that accompany this freedom;and ' , µ
f •1.,:. - r WHEREAS,intellectual freedom is essential to the preservation of a free society and a I"K'4!
I' Iet f. -jcreative culture;and �`,'t.
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a 'fv'I WHEREAS,conformity limits the range and variety of inquiry and expression on which our '-
wrft.. ..', democracy and our culture depend;and - . ..
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r ' WHEREAS,the American Library Association's Banned Books Week Celebrating the �4.-..
,, ( M Freedom to Read is observed October 5-11,2025 as a reminder to Americans not to take ..r
' ?, their precious freedom for granted;and f ' '
WHEREAS,Banned Books Week celebrates the freedom to choose or the freedom to • -14
w ,.1: express one's opinion even if that opinion might be considered unorthodox or unpopular and ..!"%
fl stresses the importance of ensuring the availability of those unorthodox or unpopular
k viewpoints to all who wish to read them. I`,-•
NOW,THEREFORE,BE IT RESOLVED,that the City of Tigard celebrates the Amencan '`` `_
`a,. Library Association's • is ,
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fir-'• l BANNED BOOKS WEEK .;it
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%,"y I and be it FURTHER RESOLVED,that the City of Tigard encourages free people to read K 1(l,
: freely,now and forever. 7}
Dated this 7"+day of October,2025 1 ;`",
IN WITNESS WHEREOF,I have hereunto set my hand and caused the Seal of the City of
l Tigard to be affixed ' f
if',y• Tern .•,'�j Maureen Wolf,Mayor Pro <
I-' City of Tigard
f( •....• .§ Attest: f�..; t1
•" ' Carol A.Krager,City Recorder a,
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SUPPLEMENTAL PACKET
FOR Oct 7 .e?Qa s`
(DATE OF MEETING)
mexoct 14egn 3 fl
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Tigard"
Written Public Comment for the
October 7, 2025 Tigard City Council meeting
Name: Topic;
1. Frank Bubenik Expressed mayoral support for Jeanette
Shaw.
2. Valerie Pratt Expressed mayoral support for Jeanette
Shaw.
3. Tim Rosener Expressed mayoral support for Jeanette
Shaw.
4. John Roberts Expressed mayoral support for Yi-Kang Hu.
5. Debbi Mahilum Expressed mayoral support for Yi-Kang Hu.
6. Thao Tu Expressed mayoral support for Yi-Kang Hu.
7. Geri Francis Expressed mayoral support for Yi-Kang Hu.
8. Betsy Sellick Expressed mayoral support for Yi-Kang Hu.
9. Allen Luong Expressed mayoral support for Yi-Kang Hu.
10. Karen Emerson Expressed mayoral support for Yi-Kang Hu.
11. Van Le Expressed mayoral support for Yi-Kang Hu.
12. Easton Lee Expressed mayoral support for Yi-Kang Hu.
13. Lindsay Voorhees Transparency in Mayor appointment and City
Manager leave
14. Jack Voorhees Secure Daytime Storage for Public Works
Lawn Camper Belongings
CO
Lindsay Bartholomew
From: Maureen Wolf
Sent: Thursday,October 2,2025 9:42 AM
To: Shelby Rihala
Subject: Fw:Tigard Mayor Selection Ask
Maureen Wolf
I Mayor Pro-Tempore
City of Tigard I City Council
Tiga r CITY OF Phone: 971.435.0960
d 13125 SW Hall Boulevard, Tigard OR 97223 I tigard-or.gov
From:Frank Bubenik
Sent:Saturday,September 20,2025 6:49 PM
To:Maureen Wolf<maureen.wolf@tigard-or.gov>
Subject:Tigard Mayor Selection Ask
Dear Mayor Pro-Tempore Wolfe,
I hope this message finds you well. I am writing to respectfully ask for your support of Jeanette Shaw for
Mayor of Tigard.
I believe her past experience on council, excellent relationships with surrounding city council
members, and her connections in Salem and Washington, DC are invaluable for Tigard residents.
I believe she would bring strong leadership and positive representation to your city.
Thank you for your time and consideration.
Sincerely,
Muroa
Mayor of Tualatin
1
@..)
Lindsay Bartholomew
From: Maureen Wolf
Sent: Thursday,October 2,2025 9:46 AM
To: Shelby Rihala
Subject: Fw:Consideration for next Mayor
ea
Maureen Wolf
Mayor Pro-Tempore
City of Tigard I City Council
Tigard Phone:971.435.0960
13125 SW Hall Boulevard,Tigard OR 97223 I tigard-or.gov
•
From:Valerie Pratt
Sent:Tuesday,September 23,2025 6:46 AM
To: Maureen Wolf<maureen.wolf@tigard-or.gov>
Subject:Consideration for next Mayor
You don't often get email from11.1111.1 Learn why this is important
Dear Mayor Pro-Tempore Wolfe,
I hope you are doing well and certainly appreciate your recent efforts in helping guide the city's leadership in a
positive direction.
I am writing to respectfully ask for your support of Jeanette Shaw as Tigard's next Mayor.
Tigard faces significant challenges going forward, including fostering healthy discourse on the City Council,
creating a safe and productive workplace for staff, and, most critically, rebuilding public trust. I believe
Jeanette has the right skill set and collaborative spirit necessary to address these issues effectively.
As an elected official in a neighboring city, I also want to emphasize the importance of a mayor who is
committed to working with other regional leaders.Jeanette's ability to build strong partnerships is essential
for advocating to higher levels of government on behalf of our shared community needs.
Thank you for your time and consideration.
Kind regards,
1
1:1;,P
Valerie Pratt
Tualatin City Council President
CITY
TUALAYIN
DISCLAIMER: E-mails sent or received by City of Tigard employees are subject to public record laws. If requested, e-mail
may be disclosed to another party unless exempt from disclosure under Oregon Public Records Law. E-mails are retained
by the City of Tigard in compliance with the Oregon Administrative Rules "City General Records Retention Schedule."
2
CD
Lindsay Bartholomew
From: Maureen Wolf
Sent: Thursday,October 2,2025 9:45 AM
To: Shelby Rihala
Subject: Fw: Next Mayor of Sherwood
Maureen Wolf
I Mayor Pro-Tempore
City of Tigard I City Council
TCITY Of Phone: 971.435.0960
igard 13125 SW Hall Boulevard,Tigard OR 97223 I tigard-or.gov
From:Tim Rosener
Sent:Tuesday,September 23,2025 6:48 AM
To:Maureen Wolf<maureen.wolf@tigard-or.gov>
Subject: Next Mayor of Sherwood
You don't often get email from Learn why this is important
Hi Maureen,
Hi,
Hope all things are going well for you.
I understand that the City of Tigard will be selecting a mayor. I'm not sure what your process is,whether they
will have to do a special election or serve out Heidi's term. I wanted to share some of my thoughts as a
neighboring city that has collaborated with Tigard over the years on issues that affect us all.
I've genuinely enjoyed working with Jeanette Shaw and have great respect for her knowledge and ability to
collaborate regionally with neighboring cities,the counties, and the region. Please consider voting for Jeanette
to lead Tigard and the area into the future.
Cheers,
Tim
1
Tim Rosener E:
Mayor M
Sherwood
City of Sherwood W. www.sherwoodorecion.gov
'Luck is not merely the whimsical hand of fate, but rather the profound intersection where opportunity and preparation
harmoniously converge"
This email may contain confidential information or privileged material and is intended for use solely
by the above referenced recipient.Any review, copying, printing,disclosure, distribution, or other
use by any other person or entity is strictly prohibited and may be illegal. If you are not the named
recipient, or believe you have received this email in error, please immediately notify the City of
Sherwood at(503)625-5522 and delete the copy you received.
DISCLAIMER: E-mails sent or received by City of Tigard employees are subject to public record laws. If requested, e-mail
may be disclosed to another party unless exempt from disclosure under Oregon Public Records Law. E-mails are retained
by the City of Tigard in compliance with the Oregon Administrative Rules"City General Records Retention Schedule."
2
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Monday, September 29, 2025 3:23 PM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4359177
IP Address: 24.20.190.229
Submission Date: 09/29/2025 3:23
Survey Time: 2 minutes,34 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
John Roberts
Email
Complete Address
Tigard,OR 97224
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Mayoral Endorsement
Comments
Please see the attached endorsement for Yi as our next mayor.
Attachment Supporting Documents/Images
Yi for Mayor.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
® _
Sept. 29, 2025
Dear Members of the Tigard City Council,
As a long-term resident of Tigard and former Planning Commissioner, I am writing to express
my support for Councilor Yi-Kang Hu's appointment as Mayor of Tigard.
I had the opportunity to observe Yi's leadership firsthand during his service as Planning
Commission President. He fostered a welcoming environment where diverse opinions were
invited and respected—not only from fellow commissioners, but also from community
members and developers who came before the Commission. That spirit of inclusion and
respect for different perspectives is exactly the type of leadership our city needs in its Mayor.
In addition, Yi has demonstrated a strong commitment to responsive and effective
governance. When I raised concerns about traffic and safety on my local street, He responded
quickly as a Councilor. He worked with city management to ensure those concerns were heard
and addressed. That ability to listen, act, and deliver practical solutions reflects the kind of
accessible, community-centered leadership I value.
Tigard is at an important moment, and I believe Yi-Kang Hu has the vision, integrity, and
collaborative spirit to guide our city forward. For these reasons, I wholeheartedly support his
appointment as Mayor.
Sincerely,
John C. Roberts
MBA, Former ICF/PCC, Former ABA, FCCThai,AFIO,MENSA,WFS,et al.
Facebook Linked In X(Twitterl
/6)
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Monday, September 29, 2025 3:39 PM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4359225
IP Address: 149.22.84.45
Submission Date: 09/29/2025 3:39
Survey Time: 2 minutes,25 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Debbi Mahilum
Email
Complete Address
Tigard,OR
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Appointment of Tigard Mayor
Comments
Please see attached statement of support for Councilor Yi-Kang Hu's appointment as Mayor of Tigard.
Attachment Supporting Documents/Images
LetterOfSupport YiKangHu MayorAppointment DMahilum.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
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1
$YNE C HOD
A HI
September 28,2025
Dear Members of the Tigard City Council,
It is my honor to express my full support for Councilor Yi-Kang Hu's appointment as Mayor of
Tigard.
As a Tigard business owner, Chamber Ambassador, and Co-Chair of the Tigard Chamber's
Diversity and Community Engagement Committee, I've had the privilege of working closely with
Yi. In our committee,Yi consistently shows up with thoughtfulness, integrity, and a deep
commitment to inclusive, relationship-based outreach.Whether helping connect local businesses
with resources and City events,or bringing in the Tigard Police Department to engage in dialogue
with minority and immigrant communities,Yi approaches every effort with both care and
courage.
What stands out most is Yi's relationship-centered leadership. He listens first,seeks to understand,
and then acts in ways that make all voices feel valued. His knowledge and experience are
unquestionable, but it is his heart for the community that makes him the kind of leader Tigard
needs as Mayor.
I wholeheartedly support Councilor Yi-Kang Hu's appointment, and I am confident he will
continue to lead Tigard with vision,fairness, and compassion.
Respectfully,
Debbi Mahilum
Owner, Synergies Method Coaching
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Wednesday, October 1, 2025 11:05 AM
To: Carol Krager; Lindsay Bartholomew;Webteam; Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4363779
IP Address: 193.37.254.68
Submission Date: 10/01/2025 11:05
Survey Time: 2 minutes,6 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Thao Tu
Email
Complete Address
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Mayor Appointment
Comments
My statement in support of Councilor Yi Kang Hu's appointment as Tigard Mayor is attached.
Attachment Supporting Documents/Images
ThaoTuStatement.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
E
1
September 29th, 2025
Dear Members of the Tigard City Council,
My name is Thao Tu, and I serve as the President of the Vietnamese Community
of Oregon. I am honored to express my strong support for Councilor Yi-Kang Hu's
appointment as Mayor of Tigard.
Over the past four years, I have seen Councilor Hu show up for our community
time and time again. He attends our cultural celebrations, engages with respect,
listens with care, and follows through on commitments. His approach is not about
appearances—it is about building trust and meaningful relationships between the
City of Tigard and the Vietnamese Community of Oregon.
These qualities—respect, inclusiveness, and the ability to bridge cultures and bring
people together—are exactly what I believe Tigard needs in its next Mayor. A
Mayor should welcome dialogue, value every voice, and act in ways that unite the
city. Councilor Hu has already demonstrated he leads in this way.
For these reasons, I respectfully urge you to appoint Councilor Yi-Kang Hu as
Tigard's next Mayor. Thank you for your consideration.
Respectfully,
Thao Duc Tu
- President of Vietnamese Community of Oregon
- Vice President of Legislation Supervisory Council /Federation of Vietnamese
American Communities of the USA
Lindsay Bartholomew
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Wednesday, October 1, 2025 1:22 PM
To: Carol Krager; Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4364335
IP Address: 79.127.147.49
Submission Date: 10/01/2025 1:21
Survey Time: 3 minutes,10 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Geri Francis
Email
Complete Address
Tigard,OR 97223
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Tigard Mayor Appointment
Comments
To the Members of Tigard,Oregon City Council,It is my privilege to wholeheartedly endorse my dear friend,Yi-Kang Hu,in his bid to
serve as Mayor of Tigard,Oregon.I have known Yi for over a decade and can attest,without hesitation,to his integrity,his
dedication,and his unwavering commitment to his community.Yi does not make promises lightly,and when he gives his word,he
follows through without fail.This rare quality combined with his professional expertise as both an attorney and a scientist,gives him
a uniquely thoughtful and principled approach to leadership.Over the years,I have witnessed Yi's tireless devotion to building a
thriving community where both business and families can flourish.His vision for Tigard is one of growth balanced with responsibility,
progress grounded in fairness,and opportunity that reaches every resident.Beyond his professional accomplishments,Yi is also a
true friend.For many years we walked our dogs together in the local park nearly every day,and those conversations gave me an
even greater appreciation for his character.He listens with genuine interest,shares ideas with clarity and always seeks solutions that
benefit everyone.These same qualities are what will make him an outstanding mayor:one who listens,one who acts,and one who
always puts Tigard first.I strongly urge you to support Yi-Kang Hu in this important role.Tigard will be fortunate to have a leader of
such character,intellect,and integrity guiding its future.Respectfully,Geri Francis
Attachment Supporting Documents/Images
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
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a
Lindsay Bartholomew
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Wednesday, October 1, 2025 6:08 PM
To: Carol Krager; Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4365108
IP Address: 50.53.198.168
Submission Date: 10/01/2025 6:07
Survey Time: 2 minutes,17 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Betsy Sellick
Email
Complete Address
Tigard,OR 97223
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Appointment of Tigard Mayor
Comments
Dear Members of the Tigard City Council,My name is Betsy Sellick,and I have been Councilor Yi-Kang Hu's neighbor for more than
20 years.Over that time,I have gotten to know him not only as a neighbor but also as someone deeply invested in the well-being of
our city.Yi and I don't always see eye to eye on every issue—we hold different political views. But that has never gotten in the way
of having respectful,meaningful conversations.Yi listens carefully,engages thoughtfully,and always treats others with respect,even
when there are disagreements.That ability to hear people out,and to engage in a civil and constructive way is exactly what I believe
a Mayor should do.I have also found Yi to be a man of his word. He pays attention to details and follows through on his
commitments.He has shown integrity,compassion,and professionalism in every interaction I've had with him.That kind of
reliability builds trust,and it's the kind of leadership Tigard needs.For these reasons,I strongly support the appointment of
Councilor Yi-Kang Hu as our next Mayor. I believe he will serve Tigard with the same integrity,dedication,and respectful
engagement that he has demonstrated as both a neighbor and a community leader.Sincerely,Betsy Sellick
Attachment Supporting Documents/Images
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
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05)
Carol Krager
From: City of Tigard,OR <webteam@tigard-or.gov>
Sent: Sunday, October 5, 2025 5:55 PM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4372315
IP Address: 174.174.11.183
Submission Date: 10/05/2025 5:55
Survey Time: 41 minutes,48 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Allen Luong
Email
Complete Address
Tigard,OR 97223
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Appointment of new mayor
Comments
Please see attached statement of support for Councilor Yi-Kang Hu's Appointment as Tigard Mayor
Attachment Supporting Documents/Images
Statement of Support-Allen.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
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October 5th, 2025
Dear Members of the Tigard City Council,
As a business owner of Jeffrey Allen Gallery for more than two decades in Tigard, I take great
pride in helping to bring cultural and creative experiences to downtown Tigard.
It has meant a great deal to me to see Councilor Yi-Kang Hu not only show up at cultural events
I have helped organize, but also take the time to connect me with city resources and even state
legislative offices. Those connections have greatly helped me further my mission of expanding
cultural understanding and engagement through the arts.
Yi's visibility and presence stand out. He makes it a priority to attend events, support local
businesses and listen to community members. He recognizes that small businesses and cultural
organizations are an essential part of Tigard's identity, and that city leadership values our role in
building community.
For that reason, I am proud to support Councilor Yi-Kang Hu's appointment as Tigard's next
Mayor. He brings not only professional skill and dedication, but also the personal commitment to
show up, connect people, and lift up the diverse voices of our community.
Respectfully,
Allen Luong
Founder, Jeffrey Allen Gallery
1D
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Sunday,October 5, 2025 5:55 PM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION*City Council Public Comment Form
City Council Public Comment Form
Submission#: 4372316
IP Address: 50.38.34.76
Submission Date: 10/05/2025 5:55
Survey Time: 2 minutes,21 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Karen Emerson
Email
Complete Address
Tigard,OR 97223
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Mayoral Interviews and Appointment
Comments
Attached are my comments in support of the council appointing Councilor Hu as the next mayor.
Attachment Supporting Documents/Images
Emerson Public Comment 10072025.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
1
Dear Tigard City Councilors,
My name is Karen Emerson. I am a longtime Tigard resident, former Tigard-Tualatin school
board member, and the 2024 Tigard First Citizen. I am expressing my strong support for
appointing Councilor Yi-Kang Hu as Tigard's next Mayor.
I have worked closely with Yi on two of our city's important efforts: renewing the Public Safety
Levy in May and preparing for the upcoming bond for our Police and Public Works facility. I
have seen his leadership up close—consistent,respectful, and always focused on results.
During the levy campaign,Yi was willing to do anything needed to get out the Yes vote. He
staffed community events from the egg hunt to the farmers market and open house, spoke with
hundreds of residents,drafted and organized voter pamphlet statements, coordinated a full
Saturday of photos with off-duty officers,helped finalize printed materials, and phone-banked to
the very end. That hands-on effort helped the levy pass with nearly 80% support,and that is the
kind of engaged leadership Tigard needs right now.
Looking ahead,Yi is a natural fit to help lead the facilities bond effort from the Mayor's chair.
He understands the operational needs,the fiscal responsibilities, and most importantly,how to
engage the public with honesty and respect.
Yi has the qualities that matter in this important moment:
• Stability and trust. He asks questions to learn,he listens, and he says what he means,
and means what he says.
• Competence and work ethic. He shows up prepared with an understanding of the
issues every time.
• Inclusive leadership. He builds coalitions across neighborhoods,backgrounds,and
viewpoints in order to move Tigard forward together.
Tigard needs and deserves a Mayor who can steady the ship,restore confidence, and keep the
city focused on tangible community outcomes like public safety,housing solutions, and
economic opportunities that create a welcoming city for all. Yi has already demonstrated he can
deliver.
For these reasons, I respectfully urge you to appoint Councilor Yi-Kang Hu as our next Mayor.
Thank you for your consideration.
Sincerely,
Karen Emerson
Tigard First Citizen(2024)
Former Tigard-Tualatin School Board Member
a
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Sunday,October 5, 2025 11:36 PM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION* City Council Public Comment Form
City Council Public Comment Form
Submission#: 4372531
IP Address: 174.174.11.183
Submission Date: 10/05/2025 11:35
Survey Time: 5 minutes,14 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Van Le
Email
Complete Address
Tigard,OR 97223
Which agenda item or topic are you commenting on? (Comments are due by Monday at noon)
Appointment of Tigard Mayor
Comments
Please see attached statement in support of Councilor's Yi-Kang Hu's Appointment as Tigard Mayor
Attachment Supporting Documents/Images
Statement of Support-Van.pdf
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
o �
1
October 5th, 2025
Dear Members of the Tigard City Council,
I am grateful for the opportunity to express my support for Councilor Yi-Kang Hu's appointment
as Mayor of Tigard.
As a recent co-owner of Jeffrey Allen Gallery in Downtown Tigard, and a member of the Tigard
Chamber of Commerce's Diversity and Community Engagement Committee, I initially found the
prospect of entering the Chamber and the broader business community a bit daunting.
I am very happy to say that my interactions with Councilor Yi-Kang Hu made these experiences
much more approachable. Through all of his community commitments Yi consistently creates a
welcoming and inclusive environment. His presence eased my participation in Chamber events
and encouraged me to engage more deeply within our business community. He takes the time
to connect, listen, and ensure everyone feels a sense of belonging.
Strong communities are built on attentive and approachable leadership—qualities I value
immensely as a young business owner and one that is crucial for Tigard's future. Our city
flourishes when leaders empower new voices, champion small businesses, and cultivate an
inclusive environment where everyone is encouraged to participate. Yi-Kang Hu embodies these
essential values, and I wholeheartedly support his appointment as Tigard's next Mayor.
Respectfully,
Van Le
Co-Owner, Jeffrey Allen Gallery
0
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Monday,October 6, 2025 9:29 AM
To: Carol Krager; Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION* City Council Public Comment Form
City Council Public Comment Form
Submission#: 4373447
IP Address: 73.11.85.210
Submission Date: 10/06/2025 9:29
Survey Time: 37 minutes,39 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Easton Lee
Email
Complete Address
Vancouver,WA 98661
Which agenda item or topic are you commenting on? (Comments are due by Monday at noon)
Mayoral Appointment
Comments
My name is Easton Lee,and I am the current President of the Taiwanese Association of Greater Portland(TAGP)and an Advisor to
the Taiwanese Chamber of Commerce of Oregon(TCCO).It is my great honor to write this letter in support of Councilor Yi-Kang for
Mayor. Councilor Yi-Kang has long been a strong supporter of our local Taiwanese American community. He frequently attends our
community gatherings—such as our annual summer picnic,public speeches,cultural performances,and many other community
events. He always takes the time to engage with our members and listen to their voices. His genuine care and accessibility have left a
lasting impression on many of us.I also recall one occasion in Washington,D.C.,when Councilor Yi-Kang was visiting for the U.S.
Conference of Mayors.I was there attending the US-Taiwan Trade Advocacy Meeting of the Taiwanese Chamber of Commerce of
North America,and he stopped by to engage with our team during our advocacy efforts to strengthen Taiwan—U.S.relations.His
encouragement and his understanding of both global and local issues demonstrate the broad perspective and leadership qualities
that are essential for a Mayor.In addition,Councilor Yi-Kang often promotes the City of Tigard through our community activities.For
example,he invited members of our Chamber of Commerce to attend the Balloon Festival held in Tigard and actively promoted the
Tigard July 4th Drone Show within the local Taiwanese American community. Now,our association is even considering holding our
member gathering events in Tigard in the near future —a reflection of his successful efforts to connect our community with the city
he serves.Councilor Yi-Kang's dedication,vision,and community spirit make him an outstanding candidate for Mayor.I
wholeheartedly support his campaign and believe he will continue to serve with integrity,inclusiveness,and a strong commitment
to the public good.
Attachment Supporting Documents/Images
IMG 1050.JPEG
1
IMG 2374.J PEG
IMG 9544.JPEG
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
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Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Monday,October 6, 2025 11:32 AM
To: Carol Krager; Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION* City Council Public Comment Form
City Council Public Comment Form
Submission#: 4373993
IP Address: 73.67.148.46
Submission Date: 10/06/2025 11:32
Survey Time: 17 minutes,20 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Lindsey Voorhees
Email
Complete Address
agar ,
Which agenda item or topic are you commenting on? (Comments are due by Monday at noon)
Transparency in Mayor appointment and City Manager Leave
Comments
Council Members and Pro Tern Wolf,I am writing today to respectfully request greater transparency as the City continues to
navigate ongoing personnel matters,as well as increased community involvement in the process of appointing our next Mayor.
Residents deserve clarity regarding how public funds are being allocated,particularly with respect to the City Manager's paid leave.
A series of recent events—including the departure of the previous City Manager,the settlement following the Assistant Manager's
exit,former Mayor Lueb's resignation,and now the current Manager's administrative leave—have created an atmosphere of
uncertainty and eroded public trust.As constituents,we have a right to understand how these developments are connected as well
as the ways in which leadership intends to restore accountability and confidence within our local government.Transparency and
open communication will be essential to rebuilding that trust.Regarding the Mayoral appointment process—limiting candidates to
only ten community-submitted questions is insufficient to reflect the breadth of public interest and concern.Furthermore,while
social media posts were used to solicit questions,this week's Council meeting should also have been more widely publicized to
ensure residents understood that they had an opportunity to participate directly.The rushed and limited nature of this process has
left many Tigard residents feeling excluded and underrepresented in an important decision that will shape the future leadership of
our city.Thank you for your time and attention to this matter.
Attachment Supporting Documents/Images
Thank you,
City of Tigard
1
Carol Krager
From: City of Tigard, OR <webteam@tigard-or.gov>
Sent: Monday,October 6,2025 11:42 AM
To: Carol Krager;Lindsay Bartholomew;Webteam;Corinne Alladin
Subject: *NEW SUBMISSION* City Council Public Comment Form
City Council Public Comment Form
Submission#: 4374034
IP Address: 73.67.148.46
Submission Date: 10/06/2025 11:42
Survey Time: 5 minutes,17 seconds
You have a new online form submission.
Note:all answers displaying"*****"are marked as sensitive and must be viewed after your login.
Name
Jack Voorhees
Email
Complete Address
Which agenda item or topic are you commenting on?(Comments are due by Monday at noon)
Camping at Public Works
Comments
Dear Mayor and City Council Members,I am submitting this written testimony to express concern about a developing issue near the
Just Compassion facility involving sidewalk usage and the lack of accessible storage for individuals experiencing homelessness.It has
come to our attention that some individuals are storing their belongings along the sidewalk in a way that maintains just enough
space to meet ADA accessibility requirements.We understand this is being done deliberately,as a form of protest,due to the lack of
available storage while individuals access daytime services at Just Compassion.This situation creates challenges for sidewalk
accessibility,public safety,and overall community livability.In light of this,we respectfully request that the City encourage Just
Compassion to consider allocating funding provided by the City,to support POD-style storage at the Just Compassion site. Providing
secure storage will ease sidewalk congestion ahead of further ADA complaints,while also supporting the dignity and basic needs of
those utilizing daytime services.I ask Council to identify a timely and practical solution before the situation becomes untenable.This
may also include modifying the Time, Place,Manner City ordinance.Thank you for your attention to this matter,and for your
continued work to balance livability with compassionate support for our unhoused neighbors.
Attachment Supporting Documents/Images
Thank you,
City of Tigard
This is an automated message generated by Granicus.Please do not reply directly to this email.
1
AGENDA ITEM NO. 3.B—GENERAL PUBLIC COMMENT DATE: October 7, 2025
(Limited to 2 minutes or less, please)
This is a City of Tigard public meeting,subject to the State of Oregon's public meeting and records laws. All
written and oral testimony becomes part of the public record.The names and cities of persons who attend or
participate in City of Tigard public meetings will be included in the meeting minutes,which is a public record.
Please review the "Tigard City Council Protocol for Public Comment."
NAME&CITY YOU LIVE IN TOPIC
Please Print
Name )/'Jawv4c.—/ a iir t-z_ City / .9C' `7 wa I k grid ad( I cchom/
Please spell your name as it sounds if it will help the presiding �GY
officer pronounce:
S 4 w�
Optional: If you want a response from staff, please leave your
contact information: Check one:
Phone or email For 41 Against El Neutral ❑
Name r City —CI r -12 D
Please spell your name as it sounds if it will help the presiding
officer pronounce:Ic3 LA) of, 14+- l 14-9
�- "cA-s S
614
Optional: If you want a response from staff, please leave your
contact informati�on•D- Check one:
Phone or email CJ) LO S Q) tiKS For❑ Against Ci< Neutral ❑
Name City
Please spell your name as it sounds if it will help the presiding
officer pronounce:
Optional: If you want a response from staff, please leave your
contact information: Check one:
Phone or email For❑ Against❑ Neutral ❑
Name City
Please spell your name as it sounds if it will help the presiding
officer pronounce:
Optional: If you want a response from staff, please leave your
contact information: Check one:
Phone or email For 0 Against 0 Neutral El
MAYORAL PUBLIC COMMENT DATE: October 7, 2025
(Limited to 1 minutes or less, please)
PUBLIC COMMENT
SIGN-UP SHEETS
Sign on the following page(s)if you wish to testify before the City Council on:
MAYORAL INTERVIEWS AND APPOINTMENT
This is a City of Tigard public meeting, subject to the State of Oregon's public meeting and records
laws. All written and oral testimony becomes part of the public record and is openly available to all
members of the public. The names and city of persons who attend or participate in City of Tigard
public meetings will be included in the meeting minutes, which is a public record.
Due to Time Constraints
City Council May Impose
A Time Limit on Testimony
MAYORAL PUBLIC COMMENT DATE: October 7, 2025
(Limited to 1 minutes or less, please)
This is a City of Tigard public meeting, subject to the State of Oregon's public meeting and records laws. All
written and oral testimony becomes part of the public record.The names and cities of persons who attend or
participate in City of Tigard public meetings will be included in the meeting minutes,which is a public record.
Please review the "Tigard City Council Protocol for Public Comment."
NAME &CITY YOU LIVE IN
Please Print
M
Name 5�qu�/ /4'/'�irie_z__ City / 19 4'
Please spell your name as it sounds if it will help the presiding officer
pronounce: 5-7/
Glyn
Name Ka,gyp �a^n 1 en y eArs City
Please spell your name as it sounds if it will help the pr ' ing officer
pronounce:
Name S5 ( VI4 L ' n Part1 �ln
City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name V I}'I\ L'E City A►"li1
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name A/Mi 41,(0-7' City your '7Ai)G(
Please spellname as it so�fid if it will helpt�O residin officer
p p g
pronounce:
Name .-- QA-^2- -‘' a City T tywA
Please spell your name as it sounds if it will help the presiding officer
pronounce:
MAYORAL PUBLIC COMMENT DATE: October 7, 2025
(Limited to 1 minutes or less, please)
This is a City of Tigard public meeting,subject to the State of Oregon's public meeting and records laws. All
written and oral testimony becomes part of the public record.The names and cities of persons who attend or
participate in City of Tigard public meetings will be included in the meeting minutes,which is a public record.
Please review the "Tigard City Council Protocol for Public Comment."
NAME &CITY YOU LIVE IN
Please Print /,►
Name/€/ 'h)/LS ex) ✓1" owy City 7`� dab
Ispellyour name as it sounds if it Jill helpthe presidingofficer
Please �� �DA
--..„pronounce: (,�-�pronounce: BDA �(��J. Qer- Y
Name City I IWA
lease spell your n e as it sounds if it will help the presiding officer
pronounce:
Name k/�(JI^ p�, City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name WkliPAtnatk \ A& ocA City 75414
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name` r (/deity
Please spell your name as it sounds if it will help the presi ing officer
,pronounce:
Name Al,OL ‘' i City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
MAYORAL PUBLIC COMMENT DATE: October 7, 2025
(Limited to 1 minutes or less, please)
This is a City of Tigard public meeting, subject to the State of Oregon's public meeting and records laws. All
written and oral testimony becomes part of the public record.The names and cities of persons who attend or
participate in City of Tigard public meetings will be included in the meeting minutes,which is a public record.
Please review the "Tigard City Council Protocol for Public Comment."
NAME&CITY YOU LIVE IN
Please Print
Name ID/, ‘ City Of'flGC'I
Please spell your name a14QA't.-\
it sounds if it will help the presiding officer
pronounce:
LCIY‘
Name City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
Name City
Please spell your name as it sounds if it will help the presiding officer
pronounce:
SUPPLEMENTAL PACKET
FOR to Opa .r
(DATE OF MEETING)
Oct. 7, 2025 /tead aloud 6 /cue/ic
L'Au mixt .
Good evening. I'm Kim Young, Council President of the City of Sherwood.
When I heard Jeanette Shaw was being considered for the Mayoral appointment in
Tigard, my first thought was: this is exactly what the region needs right now.
Our communities don't exist in isolation. Whether we're addressing homelessness,
transportation, housing affordability, or economic development, these challenges cross
city boundaries. Solving them requires leaders who can build bridges, not walls.
Jeanette Shaw is that kind of leader.
I've worked with Jeanette on regional issues, and what strikes me most is her
collaborative approach. She doesn't come to the table with a predetermined agenda or
territorial mindset. She listens, she builds consensus, and she understands that good
solutions require partnerships across jurisdictions. She has the relationships and the
respect necessary to get things done regionally—and that matters tremendously.
Beyond collaboration, Jeanette brings something equally important: stability. Regional
work requires consistency and follow-through. When challenges arise—and they will—
you need leaders who stay calm, think clearly, and keep moving forward. Jeanette is
steady in crisis. She doesn't panic or shift positions based on political pressure. She
remains focused on solutions.
Tigard is fortunate to have this opportunity. Jeanette Shaw has the collaborative spirit,
the regional relationships, and the steady leadership our communities need. She will be
an excellent partner for Sherwood and all our neighboring cities.
I strongly support Jeanette Shaw's appointment as Mayor of Tigard.
SUPPLEMENTAL PACKET
FOR 10 I 1 I was
Lindsay Bartholomew (DATE OF MF.FTTNC)
Alundq 1tonn 3 G
From: Robert Vang
Sent: Tuesday,October 7, 2025 7:21 PM
To: Carol Krager
Cc: Lindsay Bartholomew
Subject: City Council - Public Testimony Call In Caller Details 110/07/2025
Hi Carol and Lindsay,
Here's the information of the caller who called in tonight for the Mayoral Public Comment:
Jenny Wihtol
Thanks,
Robert Vang
n City of Tigard
Network Administrator
TIGARD
13125 SW Hall Blvd.
Tigard,OR 97223
www.tigard-or.gov
DISCLAIMER: E-mails sent or received by City of Tigard employees are subject to public record laws. If requested, e-mail
may be disclosed to another party unless exempt from disclosure under Oregon Public Records Law. E-mails are retained
by the City of Tigard in compliance with the Oregon Administrative Rules"City General Records Retention Schedule."
1
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AIS-5978 5.
Business Meeting
Meeting Date: 10/07/2025
Length (in minutes): 5 Minutes
Agenda Title: Consider Resolution Supporting Ballot Measure 34-345, Library Local Option Levy
Replacement
Presented By: Mayor Pro Tern Wolf
Item Type: Motion Requested
Resolution
Public Hearing No
Legal Ad Required?:
Publication Date:
Information
EXPLANATION OF ISSUE
Mayor Pro Tern Wolf prepared a resolution supporting the Washington County Cooperative Library
Services (WCCLS) Local Option Levy, Ballot Measure 34-345. This item was brought to council on
September 9, 2025 and Council requested that this item be brought back to them on October 7, 2025.
ACTION REQUESTED
Council is asked to consider the resolution of support.
BACKGROUND INFORMATION
The Washington County Cooperative Library Services (WCCLS) was created in May 1976 to serve all the
residents of Washington County and its cities.The current local option levy that expires in June 2026
funds approximately 45%of the WCCLS library revenue to city and community libraries. Cities benefit
immensely from this cooperative arrangement and the funding this levy provides.
ALTERNATIVES&RECOMMENDATION
The City Council may elect to take no position, or may choose to oppose the levy.
ADDITIONAL RESOURCES
N/A
Attachments
Resolution
Supplemental-WCCLS LEVY
CITY OF TIGARD, OREGON
TIGARD CITY COUNCIL
RESOLUTION NO. 25-
A RESOLUTION OF THE CITY OF TIGARD SUPPORTING THE REPLACEMENT OF THE WASHINGTON COUNTY
COOPERATIVE LIBRARY SERVICES (WCCLS) LOCAL OPTION LEVY, BALLOT MEASURE 34-345
WHEREAS,the Washington County Cooperative Library Services(WCCLS)was created in May 1976 to serve
all the residents of Washington County and its cities. The current local option levy will expire in June 2026,
funding that provides approximately 45% of the WCCLS library revenue to city and community libraries.
Cities benefit immensely from this cooperative arrangement and the funding this levy provides. Regardless
of where you live in the county, anyone can have full access to the books, services and special reading
programs for children and adults provided by every public library; and
WHEREAS,all residents of the cities and county benefit from this service by having access to books,eBooks,
and multiple special programs for youth and adults;and
WHEREAS, libraries serve as safe and positive community gathering points for everyone; and
WHEREAS,the Mayor and City Council want to express their support of Ballot Measure 34-345 and call upon
voters in the cities and county to do the same.
NOW,THEREFORE, BE IT RESOLVED by the Tigard City Council that:
SECTION 1: The Mayor and City Council support the passage and replacement of the Washington
County Cooperative Library Services Local Option Library Levy, Ballot Measure 34-345 on
the November 4, 2025 ballot.
SECTION 2: This resolution is effective immediately upon passage.
PASSED: INTRODUCED AND APPROVED by the Tigard City Council at their
regular meeting this 7th day of October 2025.
Mayor- City of Tigard
ATTEST:
City Recorder-City of Tigard
RESOLUTION NO. 25-
Page 1
SUPPLEMENTAL PACKET
FOR Q1- 2 rn-
(DATE OF MEETING)
Ada l-teirn
Tigard
WCCLS LEVY INFORMATION
Council Meeting October 7, 2025
On October 7, Council may consider a resolution supporting the WCCLS Levy. Staff wanted to provide an
update on the WCCLS allocation methodology conversation that could be helpful to the Council before
considering a resolution.
• It is highly unlikely that the funding methodology will be finalized before the November election.
o An update on the timeline—the Board of County Commissioners met Thursday, October 2 and
informally supported the latest methodology and requested a few minor changes.
o The Board will consider the methodology and choose whether to formally support the
methodology next week on Tuesday, October 7.
o After that,the partners will reconvene for a vote on the methodology.
o After partners vote to support a methodology, it will go back to the Board as a
recommendation, and the Board will take formal action to adopt the methodology.
• The current, supported methodology grants Tigard a 5% increase on its base allocation.This
commitment to keeping all libraries whole was something that library partners advocated for, and the
County adjusted the base methodology to meet this request. Throughout the methodology process,
the County and WCCLS partners have engaged in a collaborative and respectful process with a shared
aim of improving the entire system.
• The WCCLS levy funds about 20%of Tigard Library's operational costs.
AIS-5934 6.
Business Meeting
Meeting Date: 10/07/2025
Length (in minutes): 10 Minutes
Agenda Title: Resolution of Necessity Related to Easement Acquisition for the Bonita/Sequoia
Traffic Signal Project
Authored By: Courtney Furman
Presented By: Principal Engineer Furman & Project Coordinator Brickey
Item Type: Motion Requested
Resolution
Public Hearing No
Legal Ad Required?:
Publication Date:
Information
EXPLANATION OF ISSUE
This action requests Council approve a Resolution of Necessity to acquire permanent and temporary
easements for the SW Bonita Road-SW Sequoia Parkway Signal Project.
ACTION REQUESTED
Adopt the Resolution of Necessity.
BACKGROUND INFORMATION
The intersection of SW Bonita Road and SW Sequoia Parkway is an existing 3-way intersection.The
intersection is currently controlled by a stop sign on Sequoia Parkway.The project plans to install a
traffic signal to improve safety and traffic flow. Other improvements include crosswalks,ADA-compliant
curb ramps, and stormwater drain updates.
In order to construct the project as designed, additional right-of-way and ancillary easements may be
required.The project is expected to be constructed in the summer of 2026.
Dates of Previous and Potential Future Considerations
This project is funded through Washington County's Major Streets Transportation Improvement
Program (MSTIP), and was adopted by the Washington County Board in October 2016 as part of the
MSTIP 3e project list. On June 4, 2024, the Washington County Board approved a contract with Fehr&
Peers for engineering design and construction services.
Public Involvement
An online open house was hosted in April 2025. Feedback was mixed. Most comments acknowledged
the need to improve safety and relieve congestion during rush hour, but also did not prefer the
installation of a traffic signal in relatively close proximity to the existing signals at Bonita Road/72nd
Avenue and Bonita Road/Bangy Road. Many commenters suggested the alternative of limiting SW
Sequoia Parkway to right-in/right-out turning movements only.
Impacts (Community, Budget, Policies and Plans/Strategic Connection)
This project is identified in the Tigard Transportation System Plan Update, adopted in January 2022
(AT-10, Urban Upgrades and Active Transportation Bonita Road Improvements).
This project supports Tigard's Strategic Plan to "create a well-connected, attractive, and accessible
pedestrian network" (Strategic Priority 2) by designing improvements that include a new protected
crossing.
The Bonita/Sequoia Intersection Traffic Signal Project is listed as CIP Project No. 95069 in Tigard's
Adopted FY26 Budget.
The resolution of necessity will allow easement acquisition through eminent domain if needed.The
intent with each property owner is to obtain the easements through negotiation.
ALTERNATIVES& RECOMMENDATION
Council could elect to not adopt the Resolution of Necessity, which would potentially limit property
acquisition and would restrict the ability for the project to install the necessary public improvements.
ADDITIONAL RESOURCES
N/A
Attachments
Bonita-Sequoia Presentation Slides
Resolution of Necessity
Exhibit 1-Washington County Declaration of Necessity
Bonita Road/Sequoia Parkway Traffic
Signal Project
Resolution of Necessity for Easement Acquisition
City Council Meeting
October 7th, 2025
' Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Project Overview
• Project funded by Washington
County Major Streets
Transportation Improvement Plan
'ETZ- (MSTIP)
---__ L� '®gyp fl •ci = -- • Project includes traffic signal,
,..
'wow crosswalks, ADA ramps and
. _ stormwater
---- CEO® - • Safety and operations improvement
LICI� y .�..- - .�8 : ,. W a • Online open house in April 2025
-� o=��-- • Construction expected to start in
-.-` ; summer of 2026
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�� a�.a.�o. �a "•••w��ow w.swaiow eawn
Ain I:7 Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Right-of-Way Plans
et',SO110,:,f
PRELIMINARY 6msw7/IOWARO • ODOT
n117„�,,, relinquished ROW to City
"'"�"2ND"L2 of Tigard for project in
w„rs v _ y. — . July 2025
• Washington County
ft) -- [ �� _ _ s•usu_s� Board of Commissioners
1 approved the declaration
92 I — — — _ TT,; onecessity in July 2025
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ti :. I _._ Necessity from City
0. Council to acquire
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Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Contact Information
Trent Brickey i ' `" ' t '
Project Coordinator � r - tt.tC
City of Tigard - _
trentb@tigard-or.gov
Courtney Furman, RE. J-------=- --w--
Principal Engineer , , ` f
City of Tigard ,
courtney.furman@tigard-or.gov . ...
Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
CITY OF TIGARD, OREGON
TIGARD CITY COUNCIL
RESOLUTION NO. 25-
A RESOLUTION DECLARING THE NEED TO ACQUIRE PROPERTY FOR THE SW BONITA ROAD
AND SW SEQUOIA PARKWAY INTERSECTION TRAFFIC SIGNAL PROJECT AND AUTHORIZING
EMINENT DOMAIN AND IMMEDIATE POSSESSION IF NECESSARY
WHEREAS, the City Charter grants the City of Tigard ("City") the authority to acquire land for
public purposes; and
WHEREAS, a project to construct a new traffic signal at the intersection of SW Bonita Road and
SW Sequoia Parkway has been identified as a priority to increase safety and improve traffic
operations; and
WHEREAS, the Major Streets Transportation Improvement Program (MSTIP) 3e project list
included Bonita Road and Sequoia Parkway Traffic Signal and was approved by Resolution and
Order 16-129; and
WHEREAS, the construction of the Bonita-Sequoia Intersection Traffic Signal Project (CIP 95069)
(the "Project") is in the public interest and is an approved capital improvement project identified
in the City of Tigard Capital Improvement Plan; and
WHEREAS, the City is authorized by ORS 223.005 et seq. and ORS 35.015 et seq.to purchase,
acquire, condemn, use, and enter upon property within or without its corporate limits as
provided for by law; and
WHEREAS, the Washington County Board of Commissioners Resolution and Order No. 25-47
declares the necessity of the acquisition of certain right-of-way, the centerlines of which are
described in Exhibit "A" of said Resolution and Order, a copy of which is attached hereto as
Exhibit "1", and
WHEREAS, Washington County Board of Commissioners Resolution and Order No. 25-47 directs
an attempt to agree with the owners as to just compensation and authorizing condemnation
proceedings to acquire said right-of-way for immediate possession and authorizing payment of
protective rents; and
WHEREAS, the Tigard City Council deems it necessary to acquire the same certain property
located along the centerlines described in Exhibit "A" of Washington County Board of
Commissioners Resolution and Order No. 25-47 in order to protect the health, safety, and
general welfare of the public.
WHEREAS, Oregon Revised Statutes Chapter 368.016 requires city consent for road project
undertaken by a county within a city.
Resolution No 25-
NOW, THEREFORE, BE IT RESOLVED by the Tigard City Council that:
SECTION 1: Pursuant to ORS 368.016, the City of Tigard consents to Washington County
taking all actions contemplated by Washington County Board of Commissioners
Resolution and Order No. 25-47 and authorizes such actions regarding said
project within the City's jurisdiction.
SECTION 2: The Tigard City Council hereby finds and declares the construction, operation,
maintenance, repair and improvement of certain streets and other public right-of
-way located within the City's limits in Washington County, Oregon described in
Exhibit "A" of Washington County Board of Commissioners Resolution and Order
No. 25-47 attached hereto as Exhibit 1 and incorporated herein by this reference
is needed and required; and
SECTION 3: The described real property is required and in the public interest for safe and
efficient operation, as may be reasonably necessary in order to accommodate
project design; and
SECTION 4: The improvements to said real property will be planned, designed, located and
constructed in a manner that will be most compatible with the greatest public
benefit and the least private injury or damage; and
SECTION 5: Based upon the above findings, which are incorporated herein by reference, the
Tigard City Council concurs with the findings of Washington County Board of
Commissioners Resolution and Order No. 25-47 and authorizes Washington
County to proceed with such acquisition of through negotiation or condemnation
as necessary.
SECTION 6: This resolution is effective immediately upon passage.
PASSED: This day of 2025.
Mayor-City of Tigard
ATTEST:
City Recorder-City of Tigard
Resolution No 25-
GtO��`hly COG
32
ogios..< AGENDA ITEM
oREGO� WASHINGTON COUNTY BOARD OF COMMISSIONERS
Reference No: RO 25-46
Meeting Date: July 15, 2025 Status:APPROVED
Agenda Category: CONSENT AGENDA CPO:4M
Department(s): Land Use &Transportation
Presented by: Stephen Roberts, Director of Land Use &Transportation
Approve Declaration of Necessity and Protective Rent Payments for Right-of-
Agenda Title: Way Acquisition for the SW Bonita Road-SW Sequoia Parkway Signal Project
(100700)
REQUESTED ACTION:
Approve the attached Resolution and Order authorizing staff to acquire the necessary right-of-way and
protective rent payments for the SW Bonita Road-SW Sequoia Parkway Signal Project.
SUMMARY:
The intersection of SW Bonita Road and SW Sequoia Parkway is an existing 3-way intersection in the
city of Tigard.The intersection is currently controlled by a stop sign on Sequoia Parkway.The project
plans to install a traffic signal to improve safety and traffic flow. Other improvements include
crosswalks,ADA-compliant curb ramps, and stormwater drain updates.
In order to construct the project as designed, additional right-of-way and ancillary easements may be
required. Right-of-way acquisition for the project will follow Oregon Department of Transportation
(ODOT)guidelines and policies adopted by the Board.
There may be opportunities to acquire right-of-way for the project, which may require protective rent
payments.Accordingly,the Board is requested to approve protective rent payments for this project as
necessary, which has been done on other similar projects.
A Resolution and Order has been prepared for the Board, which would allow the County to acquire the
right-of-way and easements by condemnation, if necessary.
The project is expected to be constructed in the summer of 2026.
ADDITIONAL INFORMATION:
Community Feedback(Known Support/Opposition):
An online open house was hosted in April 2025. Feedback was mixed. Most comments acknowledged
the need to improve safety and relieve congestion during rush hour, but also did not prefer the
installation of a traffic signal in relatively close proximity to the existing signals at Bonita Road/72nd
Avenue and Bonita Road/Bangy Road. Many commenters suggested the alternative of limiting SW
Sequoia Parkway to right-in/right-out turning movements only.
Legal History/Prior Board Action:
This project was included in the MSTIP 3e project list adopted by the Board in October 2016
(Resolution &Order 16-129).
On June 4, 2024,the Board approved a contract with Fehr& Peers for engineering design and
construction engineering services (Minute Order 24-136).
This project is identified as TRN-000033 (Bonita Road and Sequoia Parkway Traffic Signal) in the 2025-
2030 Capital Improvement Plan adopted by your Board on May 6, 2025 (Minute Order 25-85).
Budget Impacts:
This project is funded through the MSTIP 3e funding cycle.The estimated total project cost is
$1,600,000.Adequate funds are included in the proposed FY 2025-26 budget for work expected to be
completed in the current fiscal year.
ATTACHMENTS:
Resolution Order 25-46- Bonita Rd-Sequoia Prkwy Signal Project
Bonita Rd-Sequoia Prkwy Signal Project- Ex.A: Centerline Description
Bonita Rd-Sequoia Prkwy Signal Project- Map
Approved by the
Washington County Board of Commissioners
also serving as the governing body of Clean Water Services and all other County Districts
0/14tip/ al'iljaA)
Angie Aguilar,Alternate Clerk to the Board
July 15, 2025
Date Signed
1 IN THE BOARD OF COUNTY COMMISSIONERS
2 FOR WASHINGTON COUNTY, OREGON
3 In the Matter of Declaring the Necessity and )
Purpose for Acquisition of Certain Right-of-Way )
4 for the Bonita-Sequoia Signal Project, Directing ) RESOLUTION AND ORDER
an Attempt to Agree With Owners as to )
5 Compensation; Authorizing Condemnation ) No. 25-47
Proceedings to Acquire the Said Rights-of-Way; )
6 and Authorizing the Payment of Protective Rent. )
7
8 The matter having come before the Washington County Board of Commissioners at its
g regular meeting of July 15, 2025; and
10 It appearing to the Board that funding has been approved for an improvement project for
11 the Bonita-Sequoia Signal Project, Project No. 100700 ("Project"), which provides for the
12 construction of the proposed improvements; and
13 It appearingto the Board that the Board of Commissioners has authority under ORS Chapter
14 35 to acquire right-of-way by purchase or condemnation proceedings; and
15 It appearing to the Board that it is consistent with the powers and purposes of County
16 government, and necessary for the continued growth, safety and welfare of the community, that
17 the Project be constructed and that the necessary right-of-way and easements be acquired; and
18 It appearing to the Board that the proposed construction of the Project is planned and
19 located in a manner which is most compatible with the greatest public good and causes the least
20 private injury; it is therefore
21 ///
Page 1 - RESOLUTION AND ORDER
WASHINGTON COUNTY COUNSEL
155 N FIRST AVENUE,SUITE 250,MS#24
HILLSBORo,OR 97124
PHONE(503)846-8747-FAX(503)846-8636
1 RESOLVED AND ORDERED that it is necessary for the preservation of the public health, safety
2 and welfare of Washington County that the County, in connection with the construction of the
3 Project, immediately start the acquisition process for the necessary right-of-way and easements for
4 the Project, through exercise of the power of eminent domain; and it is further
5 RESOLVED AND ORDERED that the right-of-wayand easements to be acquired are described
6 as follows:the centerline is described in the attached Exhibit"A";the width of right-of-way will be in
7 accordance with the current Washington County Transportation Plan; ancillary easements including
8 slope, sidewalk, utility, wetland mitigation, storm water treatment, storm water detention, and
9 temporary construction purposes;together with such incidental additional right-of-way at
10 intersections,and due to topography or other project-level refinements and features identified as
11 necessary for safe and efficient operation, as may be reasonably necessary in order to
12 accommodate project design;and any uneconomic remnants, as determined by appraisal; and it is
13 further
14 RESOLVED AND ORDERED that the Department of Land Use & Transportation and the Office
15 of County Counsel are authorized to retain real estate appraisers and negotiators,said appraisals to
16 be prepared under the auspices of the Office of County Counsel and submitted to said Office for
17 initiation of proceedings as described below; and it is further
18 RESOLVED AND ORDERED that the Department of Land Use & Transportation is authorized
19 to make protective rent payments in conjunction with acquisition of the subject property, when
20 determined to be feasible and economically advantageous to the Project; and it is further
21 ///
Page 2 - RESOLUTION AND ORDER
WASHINGTON COUNTY COUNSEL
155 N FIRST AVENUE,SUITE 250,MS#24
HILLSBORO,OR 97124
PRONE(503)846-8747-FAx(503)846-8636
1 RESOLVED AND ORDERED that the Department of Land Use & Transportation shall in good
2 faith attempt to negotiate an agreement as to just compensation with affected property owners,
3 but the Board recognizes that there is a reasonable likelihood that formal litigation will be necessary
4 for a substantial number of properties and, therefore, hereby authorizes the Office of County
5 Counsel to file complaints in condemnation and take said other steps as it determines are necessary
6 for the immediate possession and condemnation of the right-of-way described herein.
7 DATED this 15th day of July 2025.
8
9 BOARD OF COUNTY COMMISSIONERS
FOR WASHINGTON COUNTY, OREGON
10
11
CHAIR KATHRYN HARRINGTON
12 /,� -n
13
Omit
(. a,v
RECORDING SECRETARY
14
15
16
17
18
19
20
21
Page 3 - RESOLUTION AND ORDER
WASHINGTON COUNTY COUNSEL
155 N FIRST AVENUE,SUI IE 250,MS#24
HILLSBORO,OR 97124
PHONE(503)846-8747-Fax(503)846-8636
EXHIBIT"A"
LEGAL DESCRIPTION
SW BONITA ROAD(CR 2379 T/J)
CENTERLINE
CITY OF TIGARD,WASHINGTON COUNTY, OREGON
A CENTERLINE LOCATED IN THE NORTHEAST AND SOUTHEAST QUARTERS OF THE NORTHEAST
QUARTER OF SECTION 12,TOWNSHIP 2 SOUTH, RANGE 1 WEST OF THE WILLAMETTE MERIDIAN,
WASHINGTON COUNTY,OREGON, BEING MORE PARTICULARLY DESCRIBED AS FOLLOWS:
BEGINNING AT A 3/4" IRON PIPE WITH 3" BRASS DISK IN MONUMENT BOX SET IN SN 20596,
MARKING THE INTERSECTION OF SW 72ND STREET AND SW BONITA ROAD,SAID MONUMENT BEING
AT CENTERLINE STATION 17+61.06;
THENCE SOUTH 89°23'26" EAST ALONG THE CENTERLINE OF SW BONITA ROAD A DISTANCE OF
544.77 FEET TO A 5/8" IRON ROD WITH ALUMINUM CAP SET IN THE PLAT OF "PACIFIC CORPORATE
CENTER",SAID MONUMENT BEING AT CENTERLINE STATION 23+05.83;
THENCE SOUTH 88°25'40" EAST ALONG SAID CENTERLINE A DISTANCE OF 694.17 FEET TO THE
TERMINUS OF SAID CENTERLINE,SAID TEMINUS BEING AT CENTERLINE STATION 30+00.00.
BEARINGS ARE BASED ON SURVEY NO. 34907,WASHINGTON COUNTY SURVEY RECORDS.
REGISTERED
PROFESSIONAL
L D SURV R
OR ICON
JULY '•, 2024
ANTHONY D. CHENIER
102903PLS
RENEWS: DEC 31. 2025
Page 1 of 1
D.9JL JK
WASHINGTON COUNTY Vicinity Map
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Dept.of Land Use&Transportation Iv
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AIS-5987 7.
Business Meeting
Meeting Date: 10/07/2025
Length (in minutes): 10 Minutes
Agenda Title: SEIU Collective Bargaining Agreement Ratification
Authored By: Laura Gomez
Presented By: Human Resources Director Gomez
Item Type: Motion Requested
Resolution
Public Hearing No
Legal Ad Required?:
Publication Date:
Information
EXPLANATION OF ISSUE
The City Council will consider the union member ratified SEIU Collective Bargaining Agreement(CBA)
beginning July 1, 2025 to June 30, 2028.
ACTION REQUESTED
Staff recommends the adoption of the attached Resolution approving the negotiated and union
member ratified SEIU CBA and recommends approving the authorization for the City Manager to sign
the CBA.
BACKGROUND INFORMATION
In October 2024, SEIU submitted a Letter of Intent to bargain beginning March 2025.The first meeting
with SEIU was held in April 2025 regarding logistics and Request for Information.The first day of team
bargaining began on May 8, 2025, and after 10 bargaining sessions, a CBA tentative agreement was
reached between the management bargaining team and the SEIU bargaining team on September 18,
2025 with union member ratification the following week.The CBA expiration date is June 30, 2028.
ALTERNATIVES& RECOMMENDATION
Council may elect not to approve the negotiated terms of the SEIU CBA.
ADDITIONAL RESOURCES
N/A
Attachments
SEIU CBA FINAL
SEIU CBA REDLINE
Presentation
Resolution
Supplemental -SEIU 2025 CBA Costing
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF TIGARD
and
SEIU LOCAI, 503/OPEU, LOCAL 199
EXPIRES JUNE 30, 2028
Table of Contents
PREAMBLE 1
ARTICLE 1—RECOGNITION 1
ARTICLE 2—SAVINGS CLAUSE 2
ARTICLE 3—EMPLOYEE RIGHTS 2
ARTICLE 4—MANAGEMENT RIGHTS 2
ARTICLE 5—UNION SECURITY 3
ARTICLE 6—UNION RIGHTS 4
ARTICLE 7—CITY SECURITY 6
ARTICLE 8—SENIORITY,PROBATIONARY PERIOD,POSTING,PROMOTIONS,AND
RECLASSIFICATION 6
ARTICLE 9—HOURS, OVERTIME,AND PREMIUM PAY 9
ARTICLE 10—HOLIDAYS 14
ARTICLE 11—VACATION 15
ARTICLE 12—BENEFITS 17
ARTICLE 13—SALARIES 19
ARTICLE 14—TRAVEL, TRAINING AND REIMBURSEMENT 20
ARTICLE 15—SICK LEAVE 22
ARTICLE 16—OTHER LEAVE 24
ARTICLE 17—LAYOFF 25
ARTICLE 18—INVESTIGATIONS,DISCIPLINE AND DISCHARGE 27
ARTICLE 19—PERSONNEL RECORDS 28
ARTICLE 20—CONTRACTING AND SUBCONTRACTING OF WORK 29
ARTICLE 21—GRIEVANCE PROCEDURE 30
ARTICLE 22—CITY CLOSURE 32
ARTICLE 23—TERM OFAGREEMENTAND REOPENING 33
APPENDIX A—SALARY SCHEDULES 34
APPENDIX B—BUILDING INSPECTOR DIFFERENTIAL 37
APPENDIX C—LABOR AND MANAGEMENT COLLABORATION COMMITTEE(LMC) 38
APPENDIX D—COMMERCIAL DRIVERS LICENSE IMPACT OF LOSS 39
APPENDIX E—SAFETYAND WORKING CONDITIONS 41
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-i
PREAMBLE
This Agreement is entered into as of ratification by both parties of the collective bargaining agreement by
SEIU Local 503/OPEU,hereinafter referred to as the"Union," and the City of Tigard,hereinafter referred
to as the "City," for the purposes of collective bargaining. It is the purpose of this document to set forth the
full Agreement between the above-mentioned parties on matters relating to employment relations.
The City and the Union acknowledge that during the negotiations which resulted in this Agreement,each had
the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not
removed by law from the area of collective bargaining,and that the understandings and agreements arrived at
by the parties after the exercise of that right and opportunity are set forth in full in this Agreement.
Therefore,the City and the Union,for the life of this Agreement,each voluntarily and unqualifiedly waive the
right,and each agrees that the other shall not be obligated to bargain collectively with respect to any subject
or matter referred to or covered in this Agreement or with respect to any subject or matter not specifically
referred to or covered in this Agreement,even though such subject or matter may not have been within the
knowledge or contemplation of either or both of the parties at that time that they negotiated this Agreement.
The parties agree however that this language does not apply to City policies.
ARTICLE 1—RECOGNITION
Section 1. Bargaining Unit:The City recognizes SEIU Local 503/OPEU "Union"as the sole and exclusive
bargaining agent,for the purpose of establishing wages,hours,and conditions of employment, for the
classifications listed in Appendix"A" for all full-time,regular employees (those employees regularly scheduled
to work forty(40) hours per week) and for all regular,part-time employees (those employees regularly
scheduled to work twenty(20) hours or more per week,but less than forty(40) hours per week).
All seasonal employees (those hired to work for a fixed period of time which is less than one year),casual,
irregular part-time (those scheduled to work less than twenty(20)hours per week),and all other employees
are excluded from the bargaining unit.Any employee employed on a temporary basis will be excluded from
the bargaining unit.It is agreed that temporary,seasonal,casual and irregular part-time employees shall not
work for more than 1,040 hours in a calendar year and must have a minimum of a 13-week break in service,
prior to returning to the City in a temporary capacity. If a temporary,seasonal,casual,or irregular part-time
employee is worked beyond the 1,040 hours in a year(without an extension on file),the City must pay the
Union equivalent dues that would be owed for all hours worked since the start date for that employee and
immediately release the employee from City service.
The City agrees that once each quarter (January,April,July,and October) the Union will be provided a
calendar year to date total hours worked report for City temporary staff.The Union agrees that when
extenuating circumstances exist,a temporary assignment may be extended for up to two months (347 hours)
with an explanation of the circumstances and advanced notice to the Union.The parties agree that the
foregoing limit on temporary employees'hours shall not apply when the temporary employee is employed as
a substitute for a regular full-time or regular part-time employee during an extended leave or period of light
duty not to exceed two (2)years or as the parties may otherwise agree.
Section 2.Non-Discrimination:This Agreement shall be applied equally to all employees represented by the
Union without unlawful discrimination for any reason.The Union shall share equally the responsibility for
applying the provisions of this paragraph.Inasmuch as both State and Federal law include mechanisms for
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 1
the resolution of discrimination issues,the Union and the City agree that the provisions of this Section shall
be used as the basis for a Step 1 through Step 3 grievance but shall not be pursued to Step 4-Arbitration,or
otherwise cited as the basis for a claim of a violation of this Agreement.
Section 3.New Classifications:The City shall notify the Union of its decision to change an existing or add a
new classification by sending a copy of the new or revised classification description to the Union.The City
shall also notify the Union of any change in job duties of an existing classification if such a change may affect
the employee's representation status.The City shall also advise the Union as to whether or not it regards the
new or revised classification or position to be within or outside the bargaining unit.If the City and the Union
cannot agree as to whether or not such new or revised classification or position should or should not be
included in the bargaining unit,the dispute shall be submitted to the Employment Relations Board.When the
parties are unable to agree as to the representation status of such new or revised classification or position,the
City shall have the option of leaving the position vacant or filling the position at a provisional wage rate until
the issue is resolved. If such a position is filled on a provisional basis and if there is a subsequent adjustment
in the wage rate,such adjustment shall be retroactive to the date that the position was filled.The Union shall
have the right to bargain over the appropriate salary ranges for any new or substantially changed classification
within the bargaining unit.
Section 4.Notice: Unless otherwise provided in this Agreement,whenever notice to the Union is required
under this Agreement,such notice shall be satisfied by actual delivery of written notice or e-mail to the Local
199 Union President,Vice President,and Secretary-Treasurer and emailing SEIU Local 503 at
notice(aiseiu503.org;however,failure to email SEIU Local 503 in addition to the Union President is not
subject to the grievance procedure.The Union shall notify the City of the names of the Union President,
Vice-President,and Secretary-Treasurer after each election and/or officer change.
ARTICLE 2—SAVINGS CLAUSE
If any Article or Section of this Agreement or any amendment thereto should be held invalid by operation of
the law,or by any lawful tribunal having jurisdiction,or if compliance with or enforcement of any Article or
Section should be restricted by such tribunal,the remainder of this Agreement and addenda shall not be
affected thereby,and the parties shall enter into immediate collective bargaining negotiations for the purpose
of arriving at a mutually satisfactory replacement for such Article or Section. Further,should a federal or state
agency or court issue a decision that would result in a clause of this Agreement to be unlawful the City shall
have the right to immediately reopen and bargain the relevant Article(s) of this Agreement if applicable.
ARTICLE 3—EMPLOYEE RIGHTS
Employees shall have the right to form,join,and participate in the activities of employee organizations of
their own choosing,for the purpose of representation on matters of employee relations. Employees shall
have the right to refuse to join or participate in the activities of any employee organization.No employee shall
be interfered with,intimidated,restrained,coerced,or discriminated against by the City,by the Union,or by
any employee because of their exercise of these rights.
ARTICLE 4—MANAGEMENT RIGHTS
The City Manager and department heads shall exercise the sole responsibility for management of the City and
direction of its work force.To fulfill this responsibility,the rights of the City include,but are not limited to:
establishing and directing activities of the City's departments and its employees,determining services to be
rendered,standards of service and method of operation,including the introduction of new equipment;
establishing procedures and standards for employment and promotion;layoff,transfer,and demotion;to
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-2
discipline or discharge for just cause;determine job descriptions;determine work schedules and assign work,
and any other rights,except as expressly limited by the terms of this Agreement. In all matters not specifically
limited by this contract, the City shall have a clear right to make and to implement decisions in all such areas
on a unilateral basis.All such decisions and actions shall not be subject to the contract grievance procedure or
other claim of a violation of this Agreement.
ARTICLE 5— UNION SECURITY
Section 1. Payroll Deductions
(a) Upon written or electronic request from an employee,monthly Union dues plus any additional
voluntary Union deductions shall be deducted from the employee's pay and remitted to the Union.
All applications or cancellations of membership shall be submitted by the employee to the Union,
and at least one of the following:Local 199 President,Vice-President or Secretary-Treasurer.Any
written applications for Union membership and/or authorizations for Union dues and/or other
deductions or dues cancellations which the City receives will be promptly forwarded to the Union,
the Local 199 President,Vice President and Secretary Treasurer.The Union will maintain the written,
and/or electronic records and will provide copies to the City upon request;audio records must be
provided in a standard file format or certified transcription. Prior to the city making such deductions
and remitting payment to the Union,the Union must provide electronic copies of the signed
authorization forms to the city.
(b) A file containing new authorizations or changes in authorizations for employee Union deductions will
be submitted by the Union to the City electronically by close of business on the business day
immediately preceding the tenth (10th) of each month.The City agrees that new or changed payroll
deduction authorizations submitted within the above timelines shall be made for the month in which
such list is submitted.
(c) The City will not be held liable for check off errors but will make proper adjustments when notified
of errors as soon as is practical.
(d) For all deduction authorizations received on or before the tenth (10th) of the month,deductions
shall be made for the month in which the application is submitted.If the City receives a request to
rescind,the City shall forward such request to SEIU through the FIT process with email
notifications to SEIU's membership department. If the Union shows,within ten(10)calendar days,
an applicable agreement that prevents revocation under ORS 243.776 and/or ORS 292.055 or other
state or federal applicable laws or rules,then the Union shall inform the employee of those results.
Absent documentation from the Union within the time frame,showing a bar to revocation,the City
shall process the employee's request.In addition to general indemnification,the Union will
indemnify,defend,and hold the City harmless against any claim made or any suit initiated against the
City as a result of any City action taken pursuant to the provisions of this Section. Copies of all such
requests for dues cancellation shall be transmitted to the Union.
(e) The aggregate deductions of all employees,together with an itemized statement,shall be remitted to
the Union's Salem headquarters no later than the tenth (10th)day of the month following the month
for which the deductions were made.The itemized listing of Union positions shall reflect the
following:
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 3
a. Employee ID Number
b. Employee First and Last Name
c. Membership Status
d. Department
e. Job Classification
f. Hourly Rate of Pay
g. Dues Detail
h. Changes (including hire/separation and effective date)
i. Home Address
j. Home Phone
k. Date of Hire
1. FTE
m. Work Email Address
n. Work Extension Number
(f) The City agrees to automatically adjust the dues amount for employees whose salaries increase or
decrease during the term of this Agreement.
Section 2. Indemnification:The Union will indemnify,defend,and hold the City harmless against any claim
made and against any suit instituted against the City as a result of any City action taken pursuant to the
provisions of this Article.
ARTICLE 6— UNION RIGHTS
Section 1. Meetings with the City:A Union steward or other Union representative and employees who are
directly involved in a particular grievance shall be allowed to attend meetings with representatives of the City
without loss of regular pay.The Union shall advise the City as to which employee or employees will attend
any such meeting when the time of the meeting is set,and it shall be the responsibility of each individual
employee to provide a minimum of twenty-four(24) hour advance notice whenever possible of the meeting
to their immediate supervisor.The City reserves the right to change the time of any meeting that unduly
disrupts City operations.
Section 2. Union Access:The City agrees that Union representatives shall be afforded reasonable access to
nonworking spaces for the purpose of contract administration,provided such access does not interfere with
the performance by City employees of their duties.Non-working spaces are break rooms,conference rooms
or like facilities which are not in use.The Union representative shall be responsible for notifying the
supervisor of such use before the meeting time to ensure that the space is available at the specified time.
Section 3. Negotiations:The negotiating team of the Union,to be comprised of not more than five (5)
employees,shall be permitted to attend negotiation meetings with City representatives without loss of regular
pay,based on work time lost,when such negotiations are scheduled during the regular work hours of the
involved employees. Some flexing of schedules will be allowed at the discretion of management,based on
operational needs,but will not be guaranteed. In addition to the above-provided time off for negotiations,the
Union's bargaining team shall be allocated a thirty(30)-hour leave pool to be used among the bargaining team
members for negotiation preparations and related activity during the course of negotiations.Team members
desiring to use all or a portion of the leave pool shall request the time off at least forty-eight(48) hours in
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-4
advance and will record their time as "Union Business Leave (UBL)."The parties agree that there may not be
more than two (2) employees from the same department on the Union's negotiating team.
Section 4. Bulletin Boards:The City agrees to furnish and maintain suitable bulletin board space in
convenient places to be used by the Union.The Union shall limit its posting of notices and bulletins to such
bulletin boards.The City agrees that the Union may utilize the inter-office electronic mail system as another
form of communication between employees.The Union agrees that the e-mail system will not be used to
discuss negotiations or to transmit confidential material such as grievance information.The Union agrees to
restrict the use of e-mail to activities not prohibited by the contract.
Section 5. Personnel Policies:The City shall submit a copy of any proposed revisions to the City's Personnel
Policies and Procedures Manual to the Union for comment before such revisions are adopted.
The Union shall be provided a copy of any work rules or other written memoranda that are distributed to all
employees in the City or to all employees of a department of the City.The City shall maintain an up-to-date
general Policies and Procedures Manual which shall be available in the Human Resources office.Written
departmental policies and procedures will be made available in the department.
Section 6. Stewards:The Union will provide the City with a current list of designated union stewards.If the
Union fails to provide current steward names,no City time shall be granted for unnamed stewards.Time
spent by stewards under this Article will be recorded and reported to the immediate supervisor by the steward
as the time is incurred.If a steward fails to maintain or provide proper records of time spent,no further City
time shall be granted.Reasonable time off during a steward's regular work hours will be granted without loss
of compensation,seniority,leave accrual,or any other benefits in accordance with the Public Employees
Collective Bargaining Act(ORS 243.798).
Section 7.Leadership Meetings:The City Manager and the Union President shall meet quarterly for the
purpose of maintaining open communication between the parties.These meetings are not intended to replace
or supplement bargaining between the parties and shall not include discussion of mandatory subjects of
bargaining.
Section 8.New Employee Orientation:The City will schedule up to thirty(30) minutes during an SEIU
employee's new hire orientation to allow a Union Representative,Union Steward,or Officer time to provide a
Union orientation.The City shall notify the Union President through a calendar invite. Orientations are
typically scheduled every other week.It shall be the Union's responsibility to provide an available
Representative,Steward,or Officer at the scheduled time and they may attend on paid time during their
normal work hours.
Section 9. Union Delegate Leave: Official Union General Council delegates and members of the Union's
Statewide Board of Directors shall be allowed to use accrued vacation leave or be granted a leave of absence
without pay to attend the Union General Council Meeting.Leave for this purpose shall not exceed three (3)
days in any twelve (12) month period. Such leave shall be subject to supervisory approval through the same
process as other requests for time off.
Section 10. Union Professional Development Leave: Short leaves of absence without pay may be applied for,
subject to the City's operational needs and at the sole discretion of the City, for employees in the bargaining
unit to pursue professional development opportunities with SEIU. Such leaves shall not exceed two weeks in
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 5
length. Operational impacts,potential for overtime,impacts on a work unit and potential employee
development benefits to the City shall all be considerations prior to approving such a leave. Employees in a
paid status less than a 30-hour equivalent FTE,shall pay the prorated costs of employee benefits.
ARTICLE 7—CITY SECURITY
The Union agrees that during the term of this contract its membership will not participate in a strike,work
stoppage,sympathy strike,slowdown,or other interruption of work.Any violation of this Article shall be
grounds for disciplinary action up to and including discharge.There shall be no lockout of employees during
the term of this Agreement.
ARTICLE 8—SENIORITY, PROBATIONARY PERIOD, POSTING,
PROMOTIONS,AND RECLASSIFICATION
Section 1.Determining Seniority: For the purpose of this Agreement, seniority shall be defined as an
employee's length of continuous service with the City from the most recent date of hire in a regular,full-time
or regular,part-time bargaining unit position.No employee who has accrued seniority as of the date of this
Agreement will lose seniority by reason of this provision. Employees will continue to accrue seniority and
other time-based benefits when they are out on protected leaves. Employees out on unprotected,unpaid
leaves of absence for two work weeks or longer will not accrue seniority when out on leave but will retain the
seniority they had before going on leave. Such leaves of absence shall result in adjustments to the employee's
end-of-probation date,merit eligibility date,leave accruals,and other time-based benefits.
Section 2. Probationary Period:
(a) New Employee:The probationary period shall be six (6)months for all new employees.By mutual
agreement of the City and the Union,an extension of the probationary period for a maximum of
three (3)months may be implemented. During the probationary period,an employee may be
discharged at the sole discretion of the City without any reasons or cause being shown.
(b) Promoted Employees:A newly promoted employee (defined as an employee appointed to a position
in a classification which has a higher maximum salary rate than their current classification)will be
subject to a probationary period of six (6) months from the effective date of the promotion or
transfer.By mutual agreement of the City and the employee,the probationary period may be
extended for a maximum of an additional three (3) months. During a promotional probationary
period,an employee will continue to be considered a regular employee,will continue to accrue
seniority,and shall be protected in discipline and discharge procedures on the same basis as other
regular employees.
If the employee's promotional probationary period is unsuccessful,the employee may return to their
previous classification or position,or to some other classification or position for which the employee
is qualified in the same pay range and department if there is no vacancy in the employee's previous
classification or position,at the sole discretion of the City.Written notice to the employee of the
reasons for the action shall be provided. During the first sixty(60) days of their probationary period
in the new job,employees shall have the right to return to their previous classification at their
request.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-6
(c) Transferred Employees: A newly transferred employee(defined as an employee appointed to a new
assignment which has the same maximum salary rate as their current present classification)will be
subject to a probationary period of three(3) months from the effective date of the transfer.By
mutual agreement of the City and the union,the probationary period may be extended for a
maximum of an additional three (3) months.During a post-transfer probationary period,an
employee will continue to be considered a regular employee,will continue to accrue seniority.
If the employee's post-transfer probationary period is unsuccessful or at the request of the employee,
the employee may return to their previous classification or position within their original department,
if such vacancy exists.
(d) Reclassification:Employees filling positions that are reclassified by the City will not be subject to a
probationary period unless otherwise indicated prior to the effective date of the reclassification.
During such a reclassification probationary period an employee shall be returned to their previous
classification or position,or to some other classification or position for which the employee is
qualified in the same pay range and department if there is no vacancy in the employee's previous
classification or position,at the sole discretion of the City.
Section 3.Job Posting:
(a) Interviewing Priority:All bargaining unit employees in good standing and not the subject of a disciplinary
process will be interviewed for open bargaining unit positions if(1) they have applied within the initial 7-
day posting period,and(2) they are qualified to perform the essential functions of the position.
(b) Hiring Priority. Internal applicants who are qualified for the position will be considered first for any open
bargaining unit position. In any case where applicants for a position possess experience,credentials,and
qualifications that are equal,the deciding factor in awarding the position will be City employment.In the
event that two City employees apply for a position and possess experience,credentials,and qualifications
that are equal,the deciding factor in awarding the position will be seniority. For purposes of this article,
"qualified"shall mean that the applicant possesses the requirements and has demonstrated the
knowledge,skills and abilities to perform the essential functions as defined in the position description
and classification.
(c) Layoff and Recall Priority:Any employees on layoff status with recall rights shall be given interview
priority as described above.
(d) ADA/Workers'Comp Exceptions:This section shall not apply to placements involving employee
accommodations under the ADA,Workers'Compensation,or related return-to-work arrangements.
This Article shall be interpreted in a manner that complies with state and federal law;in the event of a
conflict,the City shall be entitled to follow state and federal law.
All bargaining unit positions intended to be filled,will be posted electronically for at least seven(7) calendar
days prior to the application deadline.As appropriate,the City may also post bargaining unit positions on
physical bulletin boards.These electronic postings shall satisfy the posting requirement and serve as evidence
of having posted a position,should there be a challenge.This subsection shall not apply to transfers,recall of
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-7
employees'subject to layoff and/or to ADAAA/Worker's Compensation accommodations or returns from
ADAAA/Worker's Compensation related leaves.
Section 4. Promotions or Classification Transfer:The parties agree that the most qualified applicant for a
promotional opportunity or classification transfer will be given preference in filling any such vacancy.
Employees shall be given full consideration for all promotional opportunities or classification transfers,if
they meet the qualifications.In cases where two (2) current City employees are considered,in the judgment of
the City,to be equally qualified for a promotion,the promotion or classification transfer shall be given to the
employee who has the greatest seniority.At the time of the promotion,an employee shall be placed at the
starting rate for the job,minimum of at least five percent(5%)pay increase,provided that if the promoted
employee has been acting in capacity in that position for a period of three (3) months or more,at the time of
the promotion,the employee will be paid no less than the differential they were receiving while acting in
capacity.The promoted employee's pay rate shall not,however,exceed the established pay range for the
classification to which they are being promoted.Any employee who is interviewed for a position,and who is
not selected,shall upon request,be entitled to a meeting with their supervisor and a representative from
Human Resources to discuss actions they might take to become a more viable candidate for future openings.
Section 5. Reclassification:If an employee has good reason to believe that the duties of their position are no
longer consistent with the classification to which they are assigned,a classification review request may be
submitted in writing to the employee's supervisor.The classification review request shall detail the specific
changes in job duties that have occurred since the effective date of this Agreement or the specific
inconsistencies that exist between their job duties and current classification. If the matter is not resolved
between the employee and supervisor,the employee may within thirty(30) days following the employee's
written classification review request submit a written classification review request to the department head.
The City shall have thirty(30) days to review and respond to a classification review request and shall have an
additional thirty(30) days if an outside consultant is to be retained for the purpose of reviewing the request.
Wage adjustments which may result from this process may involve either an increase or a reduction in the
employee's compensation,in no case retroactive for more than thirty(30) days previous to the date the
written classification review request is submitted to the supervisor under this Section 5.No classification
review request may be submitted by an employee during the period of their probationary service with the
City.An employee's merit review date will not be changed by reason of reclassification under this Section 5.
The foregoing shall not be construed as preventing the City from exercising its right to transfer employees,to
assign job duties,to define and redefine the job duties of any position,and upon its own initiative to reclassify
positions pursuant thereto.
When a position is reclassified,the incumbent who is subject to the reclassification shall be paid as follows:
(a) If the new classification has a higher maximum rate of pay,the employee shall be paid the minimum
rate of the new classification or their current rate of pay plus five percent(5%)whichever is greater.
(b) If the new classification has a lower maximum rate of pay,the employee shall receive their existing
rate of pay but shall not be eligible for cost-of-living increases until such time as the established
maximum pay rate for the new classification exceeds their rate of pay,not to exceed thirty(30)
months.If the reclassification is a result of employee request or in lieu of layoff the employee will be
paid the applicable rate of pay for the lower classification given the length of the employee's service.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 8
(c) If the reclassified employee has been acting in capacity in that position for a period of three(3)
months or more,at the time of the reclassification,the employee will be paid no less than the
differential they were receiving while acting in capacity.
All reclassifications shall be effective upon the first of the month following the month in which the
reclassification request was submitted to the City.No grievance regarding an employee's classification
assignment may be filed until after the provisions of this Section have been exhausted.If a grievance
regarding an employee's classification assignment is pursued to arbitration,the arbitrator shall be bound to
the standards contained in this Section in making their determination.
ARTICLE 9—HOURS, OVERTIME,AND PREMIUM PAY
Section 1.Work Week,Work Day and Work Schedule:The"work week",shall be defined as seven(7)
consecutive days commencing at the start of the employee's work schedule.
A"work day"shall be defined as a recurring twenty-four(24) hour period commencing at the start of the
employee's work schedule.
A"work schedule,"consistent with the operating requirement of the City,shall be a 5-8,4-10,9-80,flexible
or part-time as follows:
(a) A"5-8"work schedule shall consist of five(5) consecutive days of eight(8)work hours each work
week.
(b) A"4-10"work schedule shall consist of four(4) consecutive days of ten (10)work hours each work
week.
(c) A"9-80"work schedule shall consist of four(4) days of nine (9) hours each,followed by one (1) day
of eight(8) hours with every other week being a day off on the fifth (5th) day.
(d) An alternative work schedule shall consist of fixed hours other than a 5-8,4-10,or 9-80 schedule.
(e) A"flexible"work schedule shall be equal in total hours worked during the work week to that of a"5-
8"employee but remains variable with regard to the number of work hours per day or work days per
week.Such work schedule shall not be in effect unless agreed upon in advance by the individual
affected employee and the City.Assignments which the City expects to work a flexible schedule will
be identified as such.An employee's acceptance of such assignments constitutes the employee's
voluntary agreement to a flexible schedule.
(f) "Regular part-time"employees shall be scheduled to work a portion of any of the above- specified
schedules.
(g) Job Sharing: As long as the City maintains a policy allowing job sharing,employees shall be eligible
to participate in the City's program.The application of the policy,however,shall not be subject to
the grievance procedure.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 9
Section 2. Overtime:The City and the Union agree to waive the application of ORS 653.268 and shall utilize
the following provisions in determining compensation for overtime:
All authorized work shall be compensated at the rate of time-and-one-half for work under the following
conditions:
(a) Employees assigned to a 5-8 schedule shall receive overtime for any work after eight(8) hours on any
workday,and for any mandatory work performed on the sixth (6th)or seventh (7th) day of the
employee's work week.
(b) Employees assigned to a 4-10 schedule shall receive overtime for any work after ten(10) hours on
any workday and for any mandatory work performed on the fifth (5th),sixth (6th),or seventh(7th)
day of the employee's work week.
(c) Employees assigned to a 9-80 schedule (consisting of four(4) days of nine (9) hours each, followed
by one (1) day of eight(8) hours with every other week being a day off on the fifth (5th)day) receive
overtime for work time required outside their regularly scheduled work day hours (9 or 8 based on
the day within the schedule) and for any work required to be performed on their regularly scheduled
days off.For FLSA purposes,the work week begins at the halfway point of the eight-(8) hour day
and runs for seven(7) calendar days,establishing each week as a forty(40) hour work week.
(d) Employees assigned to a flexible work schedule shall receive overtime credit for all authorized work
hours that exceed forty(40) hours per work week.
All overtime pay shall be computed to the nearest one-quarter(1/4) hour.Under no conditions will overtime
be paid twice for the same hours worked.
Section 3. Payment of Overtime and Compensatory Time: Overtime that is not scheduled as compensatory
time off during the pay period in which it is worked shall be paid in cash or,if authorized by the City and
agreed to by the employee,be accrued as compensatory time off to the extent such is allowed by law.The
time shall be scheduled upon the employee request,consistent with the operating needs of the City and in
accordance with the Fair Labor Standards Act.The parties agree that the City will not be obligated to
schedule compensatory time off and that such a request will be deemed to be unduly disruptive if the request
would cause the City to incur overtime to cover the requested time off. Compensatory time off accrual shall
be capped at no more than a total of sixty(60) hours.Any time banked over the sixty(60) hour maximum
shall be paid in cash.All accrued compensatory time shall be paid in cash upon termination of employment
with the City.Overtime does not pyramid with other hourly pay premiums except for bilingual pay,
wastewater certification pay,and night shift premium.
Section 4.Extended Schedule Situations: Employees who work sixteen(16) hours or more in a rolling 24-
hour period will be compensated at double time for any hours beyond sixteen (16) hours and shall have at
least eight(8)hours' off duty prior to returning to work unless an emergency is declared by the City Manager
or designee.
'The off-duty rest is not paid time,it is instead treated like a schedule change,in cases of having already worked beyond
16 hours,employees will not have the option to work or use paid leave for that time.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 10
Section 5. Shift Change Premium:If an employee's regularly scheduled work hours are changed with less
than five(5) calendar days'advance notice,those hours upon the first day of the modified schedule that fall
outside of the originally scheduled hours shall be paid at the overtime rate.The provisions of this Section
shall not apply if the change in work hours is at the request of the employee,is the result of an emergency or
unforeseeable circumstance,such as inclement weather,or if Section 15 of this Article applies.
Section 6. Call-Back: Any employee who has completed their work day and departed the City's premises upon
completion of said day and is then physically called back to work more than two (2)hours before the start of
their next normal shift will receive a minimum of two (2) hours pay at time-and-one-half of the employee's
regular rate of pay.In the event such a call-in occurs less than two (2) hours prior to the start of the
employee's next normally scheduled shift,the employee shall receive overtime pay until the start of their
regular shift,at which time they will begin receiving compensation at their regular straight-time rate.
If an employee is called back to work more than once during the same twelve (12) hour period,each distinct
callback shall qualify for the two (2) hour minimum compensation.
If an employee is physically called back to work between the hours of 9:00 p.m. and 5:00 a.m. and performs
work for four(4) or more hours and the employee is scheduled to work the following calendar day,the
employee shall be able to flex up to four(4) hours off duty at the beginning or end of their shift on the
following calendar day based on the employee's need, subject to Director approval,which shall not be
unreasonably withheld.Whenever possible,no employee shall be required to work without a minimum of
eight(8) hours of off-duty rest following the end of a callback shift,unless waived by the employee.If an
employee works four(4) or more hours of call back time,all hours worked within an employees'rest window
are to be compensated at time and one half.
Section 7.Acting in Capacity:When an employee is notified in writing that they will be assigned for a limited
period (40 consecutive work hours or more) to perform substantially all the duties of the higher-level
assignment outside the scope of their regular job duties that employee shall be paid premium pay of five
percent(5%). All paid leave taken during the acting in capacity assignment will be paid at the employee's
regular rate of pay.
The parties agree to strive to encourage and provide on-the-job training for employees.An employee
performing duties out of their classification for training and developmental purposes shall be so informed in
writing,and it shall be mutually agreed to by the supervisor and the employee.The notice shall state the
purpose and length of assignment.During the training,there shall be no extra pay for the work.A copy of
the notice shall be placed in the employee's file.
Section 8. Building Inspector Differential:The parties agree to the attached Appendix B.
Section 9. Bilingual Premium:
(a) Purpose:This section supersedes the July 15,2024 Memorandum of Understanding("MOU") and any
other prior agreements on bilingual premium pay. It affirms the City's and Union's shared commitment
to equity in public service delivery and fair compensation for employees providing multilingual support.
The City shall designate specific positions that shall be eligible to receive a three percent(3%)bilingual
premium added to their base rate of pay,subject to the limitations and eligibility criteria described below.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 11
The City will use the following criteria when designating positions: those positions that require public contact
and continual eliciting and explaining information in a City designated language,or those that are in a work
location where there is a demonstrated need for that language in providing services to the public.The City
shall have the right to limit or change the number of positions eligible for the bilingual premium based on
actual need.To be eligible for the bilingual premium,employees in the eligible positions must demonstrate
proficiency in the designated language at an intermediate level.Testing to substantiate continued proficiency
will be required once every two (2)years.The City will develop a testing/certification process to enable
employees to demonstrate such proficiency to the satisfaction of the City.
The City may determine which languages may qualify based on a demonstrated need and changes in the
demographic make-up of the City's service population.
The City,in its sole discretion,may designate specific bilingual-required positions that qualify for an
additional 2.5%incentive(total 5.5%). All positions designated as of the effective date of this Agreement as
bilingual required positions shall receive this enhanced incentive.
Notwithstanding above,employees in non—bilingual-required positions may receive an additional 2.5% (total
5.5%bilingual premium) if certified in a designated language and regularly and frequently performing duties
comparable to a bilingual-required position (20%or more). Requests,with sufficient supporting
documentation,must be submitted to HR and the department director for review within thirty(30) days;
approved incentives are retroactive to the first payroll after the request date.
Section 10.Water/Wastewater Certification Incentive:Bargaining unit employees assigned to water
distribution or wastewater collection,who obtain and maintain specific job-related certifications beyond those
required for their job classification,and/or who participate in the voluntary PW on-call/SCADA program,
shall receive incentive pay as follows:
Water Distribution Certification/Wastewater System Operator Certification (collections) Level II 1.0%
Water Distribution Certification/Wastewater System Operator Certification (collections) Level III 2.0%
Water Distribution Certification/Wastewater System Operator Certification (collections) Level IV 3.0%
The Water Distribution Certification must be issued by the Oregon Health Authority. The Wastewater
System Operator Certification for Collections must be issued by the Oregon Department of Environmental
Quality.
Section 11.Public Works On-Call and SCADA Programs:Public Works bargaining unit employees who
participate in the Public Works On-Call and/or SCADA programs shall receive(at a minimum) the following
compensatory time or overtime pay at time and one half:
A. Total of one (1) hour for each weekday
B. Total of two (2) hours for each weekend day
C. Total of four(4) hours for each recognized holiday,and the Day After Thanksgiving
As noted above,the standard base on-call pay is nine (9) hours at the one and a half times the employee's rate
for on-call weeks. The first three(3) hours of pay shall be considered inconvenience pay for being on call.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 12
The remaining hours paid shall be considered compensation for actual hours worked from home while on-
call during the on-call week. Time worked from home by the on-call employee beyond those hours during
the on-call week shall be recorded as additional overtime on the employee's time sheet.
Section 12.SCADA Compensation:The employee who is voluntarily assigned to monitor SCADA,and holds
a Level II,II,IV Water Distribution Certificate will receive an additional three percent(3.0%)incentive pay
for the assigned week,excluding leave time.
Section 13.Library On-Call Programs:
Part-time regular Library employees are eligible to accept on-call shifts within their job classification.
Employees with regular schedules under 29 hours per week are eligible to work additional hours up to a
maximum of 58 total hours per pay period. Employees with regular schedules of 30 or more hours per week
are eligible to work additional hours up to a maximum of 80 hours per pay period.Employees may not work
more than 40 hours per week under this provision.
Library employees may request to be included in an on-call list by division.
Additionally,regular part-time employees will be eligible for inclusion on the on-call list for shifts outside of
their job classification for which they meet the minimum qualifications.
Minimum qualifications will be reviewed by Human Resources on a quarterly basis to establish an eligible list
of candidates who are interested and qualified for the Acting In Capacity on-call opportunities.The purpose
of running a quarterly review and application is to give employees the opportunity to work towards meeting
the minimum qualifications of the desired job classification and be considered for the Acting In Capacity on-
call opportunities.All participants in the Library's on-call programs will adhere to the requirements of on-call
employment.
At this time,the 5%Acting In Capacity premium pay does not apply because the time employees will act in
capacity performing duties outside of their regular scope of duty is on an irregular and infrequent basis.The
current HRIS system does not allow for having one employee in two positions at one time and therefore the
parties agree to a 10%premium pay for each hour worked while participating in the Acting In Capacity on-
call program for participating employees.
For shifts scheduled monthly in advance of planned absences,regular part-time employees will receive
highest priority for at least one shift.
For shifts posted on short notice for unplanned absences,shifts will be offered and assigned to regular part-
time and on-call employees on a first-come, first-served basis.
Section 15:Shift Differential Pay:Employees shall be eligible for an additional two dollars ($2.00)per hour
pay when assigned to a night shift.Night shift is defined as one which begins at 8:00pm or later and lasts
more than four(4) hours.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 13
ARTICLE 10—HOLIDAYS
Section 1. General Holidays.The City of Tigard shall observe the following paid holidays:
New Year's Day
Martin Luther King Jr.Day
Presidents'Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
28 hours of floating holiday(3.5 days of floating holiday)
If a holiday falls on a Saturday,it will be observed on the previous Friday;if it falls on a Sunday,it will be
observed on the following Monday. Employees not scheduled to work on the day a holiday falls,will arrange
with their supervisor to mutually schedule an alternative day off before the holiday within the same pay
period the holiday falls or within thirty(30) days after the holiday.
Regular full-time employees shall receive eight(8) hours pay for each of the holidays listed above,provided
the employee works the scheduled day before and the scheduled day following the holiday unless the
employee is on paid leave status.
For Library employees,holidays will be observed on the actual day the holiday falls.Employees not scheduled
to work on the day a holiday falls will arrange with their supervisor to mutually schedule an alternative day off
within thirty(30)days.
Employees required to work on any of the observed holidays (or actual holidays for Library employees)listed
above,shall be compensated for all hours worked at the rate of time-and-one-half with a minimum guarantee
of two (2) hours work in addition to the holiday pay.Time-and-one-half pay does not apply to employees
who work on actual holidays when those holidays occur on a Saturday or Sunday unless the hours worked
cause the employee to work more than forty(40)hours in the workweek.
Section 2. Scheduling of Floating Holidays:It is the responsibility of an employee who accrues a floating
holiday under Section 1 to schedule the holiday time off at a time that is mutually agreeable to the employee
and their supervisor prior to the end of the fiscal year. Any accrued,but unused floating holiday time will be
lost at the end of the fiscal year.
Section 3. Holidays for Part-Time Employees:For part-time employees,if the holiday occurs on an
employee's regularly scheduled day off,the employee will arrange with their supervisor to mutually schedule
an alternative day off before the holiday within the same pay period in which the holiday falls or within thirty
(30) days after the holiday.The employee will not be cashed out for the holiday or allowed to take the holiday
time off beyond the thirty-day period. If operational needs permit,the City will allow part-time employees an
opportunity to modify their work schedule and work additional hours during a holiday week to provide for a
full paycheck without having to use vacation time or other earned leave and without incurring overtime.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 14
Section 4. Part-Time Holiday Benefits: Holiday benefits for regular,part-time employees (twenty(20) hours
per week or more) shall be prorated based on FTE,provided the employee has worked an average of twenty
(20) hours per week in the preceding calendar month and is in paid status for their scheduled day before and
day after the holiday. In the first month of employment,average hours worked per week will be determined
on the basis of weeks worked in the month,fractional weeks excluded.
ARTICLE 11— VACATION
Section 1.Accrual: Full-time employees shall accrue vacation days at the following rates:
Service Monthly Equivalent
Time Accrual Annual Accrual
0 to 6 No monthly One-time 40
months and successful accrual. 40 hours credited hours
completion of probationary upon completion of
period probationary period.
After 6 10.0 120 hours/year
months hours/month
After 5th 12.0 144 hours/year
anniversary hours/month
After 10th 14.5 174 hours/year
anniversary hours/month
After 15th 16.0 192 hours/year
anniversary hours/month
After 20th 18.0 216 hours/year
anniversary hours/month
After 25th 20.0 240 hours/year
anniversary hours/month
Part-time employees shall accrue vacation on a prorated basis based on FTE.
Maximum accrual limit is 260 hours.No employee shall accrue vacation beyond this limit.It is the employee's
responsibility to plan vacation usage to avoid reaching this cap.
Section 2. Utilization:
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 15
(a) The City and the employee shall mutually schedule vacation time,giving do consideration to
operational needs,employee preference,and seniority.
(b) Once scheduled,there will be no vacation scheduling bumping.
Section 3.Vacation Cash-Out: Upon written request by an employee and approval by the Department Head,
in each fiscal year,an employee may convert up to a total of eighty(80) hours of accrued vacation time into
pay.Requests under this Section 3 may only be made up to twice per fiscal year. Payout of accrued vacation
time is subject to the following conditions:
(a) The employee has taken at least forty(40) hours of vacation leave during the same fiscal year(not
required to be consecutive).
(b) The employee maintains a minimum balance of forty(40) hours in their accrual bank.
(c) Provisions are prorated for part-time employees based on FTE.
Section 4. Payout Upon Separation or Death:All regular employees shall be paid out for any unused accrued
vacation leave upon separation. In the event of death,payment shall be paid to the employee's estate or
designated beneficiary.
Section 5. Cancellation of Approved Vacation:
(a) The City may only cancel approved vacation due to emergencies that create an abnormal workload or
other uncontrollable circumstances. Cancellations must be in writing.
(b) Unrecoverable transportation or lodging deposits,provided the employee notified the City of same at
the time that the vacation was cancelled,and the City does not rescind the cancellation,will be paid
by the City if the employee produces proof of such unrecoverable deposits.
Section 6. Hardship donations.The City will allow employees to make donations of accumulated vacation
leave into a"leave bank."Vacation leave may also be donated to a specific employee,if the eligible recipient
gives Human Resources permission to disclose the employee's name at the time of the donation request.For
the purpose of this Agreement,the hardship leave donations will be administered under the following
stipulations:
(a) The recipient and the donor must be regular employees of the City.The parties agree that
management employees may donate to the leave bank or a specific employee on a voluntary basis;
the same will be true in reverse.
(b) The City shall not assume any tax liabilities that would otherwise accrue to the employee.
(c) Requests to receive hardship leave must be accompanied by medical documentation (or have a
FMLA/OFLA certification on file)verifying eligibility of an employee's and/or family member's
serious health condition that will leave the employee off work for at least a month.
• For health conditions requiring intermittent leave,a doctor's note anticipating a need of at
least one (1)month of leave over a twelve(12)-month period for the serious health
condition would also qualify;however,donated leave must still be taken in blocks of forty
(40) consecutive hours or more per(g) below(prorated equivalent for part-time staff) or in
smaller increments,when on a regular,consistent,and predicable schedule.
(d) Each application for donated vacation hardship leave will be reviewed and approval granted or
denied on a case-by-case basis by Human Resources.The City retains the right to require periodic
(monthly or otherwise based on the law) certification to verify eligibility.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 16
(e) Donations shall be credited at the recipient's current regular hourly rate of pay.
(f) Donated hours will be directed to a vacation donation hardship leave bank for access by any regular
employee meeting the criteria for requesting a hardship leave as referenced in this policy or time may
be donated to a specific employee,if the request for donation is specific to an individual or
individuals.
(g) To be eligible to receive hardship donations,employees must have:
• Maintained an average of at least forty(40) hours of sick leave over the preceding twelve (12)
months and have exhausted paid leave accruals;OR
• Been unable to maintain the leave accruals due to the employee's own serious health
condition or that of a family member in the prior twelve(12)-month period and have
exhausted paid leave accruals;
(h) For those employees eligible to access the leave bank,the City will notify the Union President of any
request for hardship leave,as long as the employee requesting the leave consents to such notification,
in writing.The notification shall include the status of the hardship leave bank. Donations made to a
specific individual will be used on a first-come/first-used basis and will not be removed from the
donator's vacation leave bank until and unless there is a documented need. Donor's leave shall only
be available to the recipient during the specific medical incident under which it was granted (EG if
granted for a broken arm and not all used,it does not remain available for a new medical incident a
few weeks later,such as a broken ankle).
(i) Unused donated hours to the leave bank shall be carried over from year-to-year and shall not lapse.
For employee-specific donations,unused hours will remain with the donor and will not be otherwise
carried over.
(j) The recipient of donated hours shall only be eligible for up to 100%wage replacement from all
sources,including Paid Leave Oregon.
ARTICLE 12—BENEFITS
Section 1. Life Insurance:The City shall provide each employee with a$50,000 group term policy and will pay
one-hundred percent(100%) of the premium.Employees become eligible for life insurance effective the first
day of the month following the start date.
Section 2. Medical and Dental Insurance:The City agrees to provide employees a choice between
(a) Regence Plan Copay B and/or Kaiser Copay B,including vision insurance(or most similar
replacement plans)including the alternative care option,most closely matching the current plans,
contingent upon CIS'minimum enrollment requirements and plan availability.
Employees are eligible for health and dental benefits effective the first day of the month following the
employees'start date. Coverage shall include domestic partners in accordance with Article 12,Section 12.
The City agrees to provide dental coverage options from:
(a) Willamette Dental;
(b) Delta Dental;and
(c) Kaiser Dental;
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 17
(d) Or substantially equivalent coverage for each employee and all enrolled dependents including
domestic partners,subject to CIS enrollment requirements and plan availability.Employees are
eligible for health benefits effective the first day of the month following the start date.
City Contributions are based on the insurance plans selected by each full-time employee working—thirty (30)
hours or more per week.The City shall contribute as follows: •
(a) Effective January 1,2026 the City's payment toward both medical plan options with dental will be
ninety(90%) of the cost of the plans. Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
(b) Effective January 1,2027,the City's payment toward both medical plan options with dental will be
ninety(90%) of the cost of the plans.Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
(c) Effective January 1,2028,the City's payment toward both medical plan options with dental will be
ninety(90%) of the cost of the plans.Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
Section 3. Payroll Deduction: Any insurance premiums paid by the employee in accordance with the
foregoing provisions shall be paid by the employee via payroll deduction.This Agreement authorizes the City
to make payroll deductions consistent with this Article 12,Section 2 with or without the employee's
individual authorization.
Section 4. Insurance Reopener: If each of the various Medical Insurance pan options offered by the City
experience rate increases in year two or three of the Agreement,in excess of eleven percent(11.0%),then the
parties agree to a ninety (90)day mid-term bargaining period under the statue,as a reopener of this Article,
Article 12—Benefits.
Section 5. Disability Insurance:The City agrees to provide disability/salary continuation insurance at sixty-six
and two thirds percent(66-2/3%) of base salary,not to exceed$4,000 per month,to provide coverage after
sixty(60) days of disability.
Section 6.Retirement:During the term of this Agreement and after six months of continuous service with the
City, the City shall continue to contribute ten percent (10%) of each employee's gross pay to that employee's
established 401(a) retirement account. The normal retirement age allowing for in-service distribution for the
401(a) retirement plan is fifty-nine and a half(59 '/a) years.
Section 7. Flexible Spending Account:The City shall continue to provide a Flexible Spending Account,but
reserves the right to cancel such access should the excise tax provisions of the ACA place the City in jeopardy
of being charged for the program on an individual or citywide basis.The City agrees that should the program
be canceled it would only impact medical flex and not the employee pre-tax insurance contribution or the
dependent care flex. It would occur at the start of a calendar year with not less than thirty(30) days notice to
the union.
Section 8. Part-Time Employees:Employees who are regularly scheduled to work thirty(30)or more hours
per week shall receive all benefits specified in Sections 1 through 2 and 5 through 7 above.Employees who
are regularly scheduled to work less than thirty(30) hours but twenty(20)hours or more shall receive a City
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 - 18
contribution equal to fifty percent(50%)of the cost of such benefits if the employee elects to pay an equal
amount via payroll deduction.
Section 9. Carrier Selection:The City reserves the right to provide the insurances and other benefits outlined
above through a carrier of its choice. The City shall notify the Union of any changes in insurance carrier or
other carriers at least thirty(30) days prior to the change.
The parties agree that all insurance and other benefits are subject to the terms and conditions of contracts
and/or agreements between the City and the insurer(s).
Section 10.VEBA:To help offset the cost of premium contributions or other health insurance expenses
elected by the employee,the City will contribute$1,000 annually($83.33 per month) to a VEBA account on
behalf of each bargaining unit member enrolled in a City-provided medical plan. Employees who are not
enrolled in a City-provided medical insurance plan will have restrictions on the use of any new funds
contributed to the VEBA,consistent with legal requirements. Employees who waive City coverage shall
continue to receive the contribution of$1,000 annually,consistent with IRS and VEBA guidelines.
Section 11. Deferred Compensation:New employees hired on or after January 1,2020 shall be automatically
enrolled in the 457(b)deferred compensation plan and contribute one percent(1%)of their compensation to
the plan. Contributions shall be automatically directed to the default plan as determined by the Plan
Governance Committee. Employees may opt out of the program,change their contribution amount,or
redistribute their investment strategy at their discretion in accordance with plan rules.
The City,on behalf of employees with ten (10) or more completed years of service,will match employee
contributions up to one percent(1%) of base monthly salary into the deferred compensation account as set
up and directed by the employee. Upon completion of fifteen (15) years of service,the City's matching
contribution shall increase to a total of up to one and one-half percent(1.5%). Contributions made by the
City shall begin on the first payroll following December 1 of the year in which the employee reaches the years
of service milestone (10 and 15 respectively).If the employee notifies Payroll anytime on or after their
anniversary date,the contributions will start within 30 days following notification.No contribution by the
City shall be retroactive.
Section 12. Oregon Registered Domestic Partnerships:In accordance with ORS 106.340,Oregon Registered
Domestic Partnerships ("ORDPs") are granted all the same rights,benefits,and responsibilities as marriage.
ORDPs are available to couples of any sex as of January 1,2024.
ARTICLE 13—SALARIES
Section 1. Wage Rates:
(a) Effective July 1,2025,the salary range in steps for each classification shall be as set forth in
Appendix A reflecting an across-the-board increase to wages by the amount of two point eight
percent(2.8%)
(b) The City recognizes that inflationary pressures in the past few years led to wage increases lagging
behind CPI-W,West Urban Index (annual average) by approximately 2%.The Union recognizes
the fiscal challenges that currently exist. In turn,the parties agree that in years two and three of
the Agreement it is appropriate to include a one percent(1.0%)wage increase above CPI-W,
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 19
West Urban Index (annual average) subject to the limitations and maximum cap described
below:
• Effective July 1,2026,increase wages across-the-board by the amount of the percentage
change in the CPI-W,West Urban Index (annual average) plus one percent(1%)with a
minimum increase of one percent(1%) and a maximum increase of five percent
(5%).Effective July 1,2027,increase wages across the board by the amount of the
percentage change in the CPI-W,West Urban Index (annual average)plus one percent
(1%)with a minimum increase of one percent(1%) and a maximum increase of four
percent(4%).
(c) The City will conduct a comprehensive classification and compensation study of all SEIU
positions by the end of this agreement. Once completed,The City will provide the Union with a
copy of the final report.
Section 2. Probationary Step:New employees shall be hired within the range established for their
classification and advance five percent(5%) upon successful completion of their probationary period.
Section 3. Evaluations:
(a) During the first year of employment,employees will be evaluated in writing after the first six(6)
months.Thereafter,employees will be evaluated consistent with City policy. Employees may be
evaluated more frequently at the discretion of the supervisor.The results of an evaluation shall be
reviewed with the employee and the employee may within seven (7) days thereafter attach written
comments or objections to the evaluation.An evaluation shall not be subject to the grievance
procedure.
(b) All periodic salary increases within the salary range established in Appendix A shall be contingent
upon satisfactory performance as indicated in an employee's written performance evaluation.An
employee who has received no periodic salary increase within the applicable salary range as a result of
an evaluation of less than satisfactory performance may file a written grievance under Article 21
(Grievance Procedure)within seven (7)days following notice of no increase.
(c) A seven(7) step salary schedule,with five percent(5%) increments between annual steps beginning
upon successful completion of the probationary period and annually hereafter is set forth in
Appendix "A." Movement on the salary schedule is conditioned upon satisfactory performances as
set forth in Section 3(b) hereof.
ARTICLE 14— TRAVEL, TRAINING AND REIMBURSEMENT
Section 1. Mileage Reimbursement: Employees authorized to use their personal vehicle in the performance of
official City duties,shall be reimbursed at the standard IRS-allowed rate.
Section 2. Expense Reimbursement:Whenever overnight travel outside the City is required,the City shall
reimburse employees for necessary and reasonable receipted meal,lodging,and other expenses,consistent
with state and federal tax laws and City Policy.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-20
Section 3.Training:
(a) Mandatory Training:In addition to receiving expense reimbursement,mandatory training time shall
be paid for as hours worked,in accordance with the FLSA.Travel time,provided no overnight stay is
involved,shall also be paid for as hours worked.
This provision shall also apply to training which is necessary in order to acquire or maintain a
required certificate or license following the employee's date of employment by the City.
(b) Voluntary Training: Training that is not mandatory may be with or without pay reimbursement of
expenses and tuition costs at the discretion of the City,and in accordance with the FLSA. Such
training or course work may also be subject to such other conditions and restrictions as the City in its
discretion may specify.The employee shall be advised at the time that the training is approved as to
whether the training is considered mandatory or voluntary training.
Section 4.Tuition Reimbursement:The City will reimburse an employee for one hundred percent(100%) of
the cost of tuition and fees for courses conducted outside the employee's regular working hours.The course
must be directly related to the performance of the employee's job.Employees requesting tuition
reimbursement must apply for approval from their department director prior to the registration deadline for
the course,consistent with the city's training and education policy. Reimbursement is subject to the approval
of the department director within budgetary constraints,with consideration given to balancing training
resources across a department and consistent with federal and state tax laws and city policy.The employee
must show evidence of a"C" or better or passing(when no grade is used) or must reimburse the City of all
costs advanced to the employee for the course.
(a) If the class taken was related to the employee's current position,and the employee is separated from
the City service for any reason except involuntary dismissal within one (1) year of the date of the
reimbursement,it shall cause fifty percent(50%) of the amount reimbursed within such year to be
deducted from the employee's final paycheck.
(b) If the class taken was related to reasonable promotion or transfer opportunities,and the employee is
separated from City service for any reason except involuntary dismissal within one (1)year,it shall
cause one hundred percent(100%) of the amount reimbursed to be deducted from the employee's
final paycheck. If the employee terminates for any reason except involuntary dismissal within two (2)
years,it shall cause fifty percent(50%) of the amount reimbursed to be deducted from the
employee's final paycheck. Educational courses which are only offered during regular working hours
may be approved by the department head provided time off can be conveniently arranged and
arrangements can be made to make up time off the same week.
Section 5. Clothing Reimbursement:The City will provide a clothing reimbursement for department
approved clothing to employees in classifications listed in this section,not to exceed two hundred dollars
($200)per fiscal year. Employees must submit actual receipts prior to being reimbursed for clothing.
Employee classifications qualifying for this clothing allowance are:
a
Job Classification Clothing Boot Boot Allowance Frequency
Allowance Allowance
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 -21
Fleet Maintenance Technician 200.00 250.00 Annually(if directed to wear)
Facilities Maintenance Tech I/II/Senior 200.00 250.00 Annually(if directed to wear)
Inspector I/II/Senior 200.00 250.00 Every 2 yrs (if directed to wear)
Engineering Tech I/II/Senior(limited field
work) 100.00 250.00 Every 2 yrs (if directed to wear)
Engineering Tech I/II/Senior(50+%field
200.00 250.00 Annually(if directed to wear)
work)
Utility Worker I/II/Senior 200.00 250.00 Annually(if directed to wear)
Customer Field Worker/Senior 200.00 250.00 Annually(if directed to wear)
Environmental Program Coordinator 200.00 250.00 Every 2 yrs (if directed to wear)
Project Coordinator 100.00 250.00 Every 2 yrs (if directed to wear)
Water Utility Technician I/II/Senior 200.00 250.00 Annually(if directed to wear)
Code Compliance Officer 100.00
1.Boot Allowance may only be used for reimbursement of receipts related to safety-toed boots as noted in
Section 6 of this Article. Clothing allowance,however,may be used,in part,for reimbursement of boot
receipts in excess of the$250.00 allowance provided above.
2.Boot Allowance per Section 6 of this Article is only applicable to employees within the job classifications
identified above and only for individual positions within the classification that are directed to wear safety-
toed boots.
By mutual agreement between the Union and the City,the parties may add job classifications,on a temporary
basis,to the chart above,which would allow the impacted employees to receive clothing and/or boot
allowance as agreed based on the assigned job duties.
Any employee who is hired after July 1st of any year shall be eligible for a prorated clothing reimbursement
based upon that portion of the year that remains to be worked before the next July 1st.
The clothing reimbursement provided under this provision shall be applicable only to reimburse eligible
employees,on presentation of receipt,for outer garments worn in the course of their duties.If a new
employee voluntarily leaves the employ of the City within the first six(6) months of employment,the
employee shall be required to reimburse the City for clothing allowance received during the probationary
period.
Section 6. Boot Reimbursement:All employees who are directed to wear steel-toed footwear on the job shall
be reimbursed upon the purchase of approved steel-toed footwear,receipt required,annual maximum: two
hundred fifty dollars ($250).This reimbursement may be used for repair,receipt required,reimbursement
limited to actual cost of repairs. Employees who are directed to wear steel-toed footwear may combine the
steel-toed boot reimbursement and clothing allowance,receipts required.
ARTICLE 15—SICK LEAVE
Section 1. Accrual: Regular full-time employees shall receive forty(40) hours of sick leave front-loaded each
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-22
year and then 2.16 hours of sick leave for each full pay period worked.Part-time employees shall accrue sick
leave prorated based on F1'h.There shall be no limit on the amount of sick leave that an employee may
accrue.
Section 2. Utilization: Accrued sick leave shall be available for use on regularly scheduled workdays in which
employees are unable to work because of their own illness or injury or that of a covered family member.
In the event an employee needs to utilize sick leave,the employee shall notify the supervisor as soon as
possible of the expected absence and the nature and expected length thereof.
An employee may also use sick leave where there is an illness in their family which necessitates making
arrangements for the ill relative. For the purpose of this Section,members of an employee's family shall
mean: (a)immediate family(spouse,parents,children [including step-children,foster or court-appointed
children],individuals for whom the employee has legal guardianship,siblings);(b)registered domestic partner;
and (c) other relatives and dependents domiciled in the employee's household.
Section 3. Workers'Compensation:When on-the-job injuries are covered by Workers'Compensation,the
City will provide to the employee payment of regular net salary up to ninety(90) calendar days following a
medical authorization for temporary disability(time loss).
Payment of Workers'Compensation time-loss benefits will be received directly by the City.Should an
employee receive a check for Workers'Compensation time-loss benefits,they shall endorse the check and
give it to the Finance Director for deposit by the City. Sick leave will not be charged to the employee for
injuries covered by Workers'Compensation. For the first ninety(90) days of Workers'Compensation time
loss,the City shall continue to make the same contribution to all benefit programs specified in Article 12-
Benefits,as would have been made if the employee had worked their regularly scheduled hours of work.
Following the exhaustion of the ninety(90)calendar days,any approved time loss would be covered
through the Worker's Compensation carrier at state compensatory rate for covered claims. Employees
would have the option to use leave accruals to off-set any reduction in net pay including,sick leave,
compensatory time,holiday and/or vacation and benefits would be prorated accordingly.
Section 4. On-Call Duty: Employees who use sick leave shall not be required to work in an on-call capacity
on the same day of their sick leave;however,at the employee's discretion and with supervisor approval,the
employee may choose to work if they feel physically and mentally fit to do so.
Section 5. Sick Leave Abuse:The abuse of sick leave shall be grounds for denial of sick leave for the period of
time involved and shall in addition be grounds for disciplinary action. It is recognized that patterns of
recurring sick leave utilization in relation to weekends and holidays,when not verified by a written physician's
certification of illness or injury,may be evidence of sick leave abuse.
Section 6. Physician's Certificate: Sick leave benefits shall not be paid for any absence that is for forty(40)
consecutive work hours or more unless the employee presents a written physician's statement upon return to
duty.
For absences of less than forty(40) consecutive hours,the City may require a written physician's certification
of illness.When verification is required for absences of less than forty(40) hours,the City will reimburse the
employee for any out-of-pocket physician expenses that result.
Section 7.Termination: Sick leave has no cash value upon termination of employment.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 23
Section 8. Retirement: Employees who retire from City service shall receive an additional retirement plan
contribution equal to fifty percent(50%) of the cash value in wages of all accrued sick leave.At the
employee's discretion,the employee may donate up to 40 hours of their sick leave into the leave donation
bank(this donation reduces the 50%retirement plan contribution by the value of 40 hours).An employee
shall be considered to have retired from City service if they are sixty-two (62) years old at the time of
retirement or have thirty(30) or more years of service with the City.
ARTICLE 16—OTHER LEAVE
Section 1. Bereavement Leave: In the event of a death in the employee's family or of an individual of
significant personal relationship to the employee,employees will be granted up to forty(40) hours or prorated
based on FTE of paid time off,as bereavement leave;bereavement leave hours need not be taken
consecutively. For the purpose of this Article,an employee's family shall mean spouse,parent,children,step-
children,step-parent,brother,brother-in-law,sister,sister-in-law,mother-in-law,father-in-law,son-in-law,
daughter-in-law,grandparents,grandchildren and any other person who is a dependent of the employee or
any other family member defined under the Oregon Family Leave Act(OFLA). OFLA entitles eligible
employees up to two weeks of unpaid bereavement leave per death.The first week of bereavement leave will
be paid pursuant to this Article;additional leave may be charged to accrued vacation,sick,comp time,or
leave without pay.Bereavement leave will under this Section run concurrent with OFLA and/or Oregon Sick
Leave when applicable and must be taken within 60 days of the death of the family member.
Section 2.Jury and Witness Duty: Employees shall be granted up to three(3) months leave with pay for
service on a jury or when under court subpoena as a disinterested witness,provided the employee shall seek
all fees due to them for jury or witness duty,and turn said fees over to the City,except for cases where such
reimbursement is only for meals and/or mileage.The City will refund any amounts turned over which are
designated as reimbursement for meals or mileage.
Should the employee's regular schedule be other than a day shift,the City shall reschedule the employee to a
day shift for the duration of the employee's jury service.The City shall not incur any liability for adjusting the
shift of the employee on jury duty or for adjusting any other employee's shift to comply with this Article. No
more employees than reasonably necessary will be adjusted to fill in for the shift of the employee on jury
duty.
Upon being excused from jury or witness duty for any day,an employee shall immediately contact their
supervisor for assignment for the remainder of that workday. For employees not regularly scheduled on day
shift,the workday will be considered to have started when the employee reports for jury or witness set-vice,or
when the employee reports for work,whichever is earlier. Employees will not be paid for travel time except
to travel from work to court or return from court to work during the employee's regular work hours,or any
hours short of eight(8) hours which are not served at court. Overtime will not be paid for any time served
beyond eight(8)hours a day.If the employee is dismissed before 5:00 p.m. and the supervisor determines
they do not need to report back to work,vacation,floating holiday or comp time may be used for the rest of
the day.The employee's time sheet must reflect time of arrival,time off for lunch and time of release by the
court.The parties mutually agree that this paid benefit is provided due to the unique circumstances
surrounding jury/witness duty leave,the limited circumstances in which it arises and its direct impact on the
local community in which the parties live.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-24
Time off from work for appearances in court and other proceedings other than as provided above,shall be
charged to accrued vacation time,floating holiday,or compensatory time,or,if no accrued paid leave is
available,leave without pay.Requests under this Paragraph shall be subject to 10 business-days notice to the
Department Director.
Section 3. Leave of Absence: A regular employee who has completed their probationary period may be
granted a leave of absence without pay for up to twelve (12)months when the work of the employee's
department will not be seriously jeopardized by their absence and when there is good cause for the leave.
Requests for such leave must be in writing and must establish reasonable justification for the approval by the
City.Benefits,sick leave and service credits (including actions related to merit adjustments,leave accruals, and
other time-based benefits or compensation) shall not continue to accrue for any period in which an employee
is on unpaid leave status under this Section 3.Any leave of absence requests that are denied shall receive a
written explanation at the time of the denial.
Section 4. Military Leave:Leaves of absence on a paid or nonpaid basis shall be as provided by ORS and the
Veteran's Reemployment Rights Law,Title 38,USC,Chapter 43.
Section 5. Family Medical Leave:The City agrees to abide by the applicable provisions of state or federal law
regarding family medical leave,as set forth in City policy.
ARTICLE 17—LAYOFF
Section 1. Notice:A layoff is defined as an involuntary separation from the City for reasons that do not
reflect discredit upon the employee.The affected employee and the Union shall be given written notice of a
layoff at least sixty(60) calendar days before the effective date.
(a) The notice shall include:
1. The reason for the layoff;
2. Impacted classification(s);
3. Available bumping options;and
4. Option for one session with HR director(or their designee),to review the notice.
Section 2. Order of Layoff: If a layoff is implemented,employees shall be laid off in inverse order of their
seniority within the classification,and within the department,affected by the layoff.Before any regular full-
time or regular part-time employee in a given classification may be laid off,all seasonal,casual and irregular
part-time employees who are working in the same classification and department shall be laid off.
Seniority shall be as defined in Article 8,Section 1.For any employee to be affected either by layoff or
bumping,the City will review the employee's personnel file to determine if the employee's listed seniority date
needs to be adjusted by a period of unprotected unpaid leave.Bumping rights shall be based upon the
employee's adjusted seniority date. If two(2) or more employees have equal seniority,the employee to be laid
off shall be determined by lot.
Prior to the issuance of any layoff notice,the City will explore reasonable alternatives to layoff,including:
1. Redeployment to vacant positions for which the employee is qualified;
2. Voluntary reduction in hours or job sharing;
3. Internal budge reallocations or reassignments within the department or City-wide.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 -25
Section 3. Bumping Rights: In the event of a layoff;any employee who has been notified of a layoff shall,
within ten (10) calendar days following notice of layoff,have the right to displace the least senior employee in
the same or lower-paying classification provided they are fully qualified to perform the work of the lower-
paying classification.An employee shall be considered qualified to perform the work of such lower
classification if they meet all of the job qualification requirements specified in the current classification
specification for the classification in question.Any employee who exercises their bumping rights shall serve a
probationary period of three(3) months. During such probationary period the City shall have the right to lay
the employee off if the employee is not performing the job in an adequate manner.
If an employee wishes to waive their right to displace an employee in a lower classification and thereby be
subject to layoff;that employee shall so notify the City in writing within ten (10) calendar days of their receipt
of notice of the layoff.When an employee bumps to a lower classification,as provided for above,they shall
be placed at the maximum rate for the new classification or the employee's current salary rate,whichever is
lesser. For purposes of this Article,non-bargaining unit employees regardless of prior service in the
bargaining unit shall have no right to bump into a bargaining unit position.
Seniority Transparency and Application.
(a) The city shall maintain a City-wide seniority list for all represented employees,based on hire date as a
regular bargaining unit employee.The list shall be:
1. Updated at least quarterly;and
2. Made available to the Union within a reasonable period of time upon request.
Section 4. Recall Rights and Protections:If a position opening occurs in the classification that the employee
was employed in at the time of layoff,that employee,provided they have the greatest seniority of any
employee on layoff from that class shall be offered the position.
An employee will remain on the layoff list and be eligible for recall for fifteen(15)months.The City shall
notify a laid off employee of a position opening by email and certified letter,return receipt requested,to their
address of record as maintained in the employee's personnel file.It shall be the employee's responsibility to
ensure that their current mailing address,personal email address,and phone numbers are on file at the time
the recall occurs.The employee shall have five(5) days from the receipt,or return by the post office,of such
notice to notify the City in writing of their intent to return within ten(10) days of the date of receipt of such
notice. If the employee fails to so respond to a recall notice within the time herein specified,or if they refuse
an offered position,all rights to recall shall be terminated.
Employees returning from layoff shall have previously accrued sick leave and seniority reinstated but shall not
receive such benefits for the period of the layoff. Recalled employees shall serve a ninety(90)-day
probationary period,unless returning to a former work division in the same or lower classification.
Section 5. Priority Over Contractors and Consultants:Prior to hiring external consultants,contractors,or
temporary workers to perform bargaining unit work,the City shall:
• First offer the opportunity to laid-off employees with recall rights,in order of seniority;
• Compensate them at their previous rate of pay or higher if new duties warrant it.
The Order of Layoff,as defined by Section 2,above,shall not be construed to prohibit the City from calling
in consultants with specialized skills and/or certifications on a temporary basis,to perform tasks that cannot
be performed by remaining City employees.The City agrees that in the event it needs such consultants,the
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 -26
City will attempt to use an employee on layoff status to perform the work on a temporary basis before
bringing in a non-employee,provided the employee on layoff status is available when the City needs the work
performed and possesses the specialized skill(s) and/or certifications required for the work. If more than one
laid off employee meets all of the requirements of the temporary position,bargaining unit seniority shall be
the determining factor.
Section 6. Severance Pay:In the event of layoff,any employee with more than five(5)years of service with
the City shall receive one (1) month's severance pay upon layoff.
If an employee who receives payment under this Section is recalled within six (6) months,they shall be
permitted to take up to nine(9) months to repay the City for money received under this Section.
Section 7. Layoff Due to Generative Artificial Intelligence("Al"or"AI technology"): In the event of City
adoption of AI technology which,because of a lack of qualifications of employees,is likely to result in layoff
of employees,the employer shall meet with the Union,at its request,to discuss training opportunities and
other methods which might exist to reduce the impact on employees.The City shall maintain transparency
regarding the implementation of any artificial intelligence (AI) technology that has the intended purpose of
eliminating a position(s) covered by this Agreement.In the event that the City implements AI. technology
that results in the elimination of a position(s) covered by this contract,the provision of this Article will apply.
Nothing in this provision is intended to limit the bargaining or contractual rights under the PECBA or any
other provision of this Article.
ARTICLE 18—INVESTIGATIONS, DISCIPLINE AND DISCHARGE
Section 1.Investigatory Interview:The employee will be provided at least twenty-four(24)hours'notice of an
investigatory interview along with the alleged conduct and applicable policy violation(s),and such notice shall
include the employee's right to Union representation during the interview. In matters of a more complex
nature,where the Union or the employee can show good cause for needing additional preparation time,they
may request to the Human Resources Department for up to a forty-eight(48)-hour extension prior to the
investigatory interview.
Section 2.Just Cause: Disciplinary actions taken against employees shall be limited to the following:written
reprimand,disciplinary probation,reduction in pay or other monetary assessment,demotion,suspension,or
discharge.Nothing in this agreement shall preclude an employee and the City from entering into a last chance
agreement.Disciplinary action shall be for just cause only and will not be taken against an employee without
procedural due process as herein defined,except as follows:
Discharge or demotion during a probationary period (Article 8),and demotion that is in lieu of a layoff
(Article 17)or that is a bona fide reclassification shall not be the basis for a claim of a violation of this Article.
No disciplinary material shall be placed in the employee's personnel file that does not bear either the signature
of the employee indicating that they have been shown the material or a statement by the employee that they
have been shown the material and has refused to sign it.A copy of such material shall be furnished to the
employee.An employee may include an explanatory statement in the file in answer to any reprimand or other
disciplinary documents.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-27
However, the above shall not apply if timely personal service is not practicable. In such a circumstance,the
City shall send a copy of the disciplinary material by registered letter to the last known address to the
employee at the time the material is placed in the file.In addition,the registered return receipt shall be placed
in the personnel file. Written reprimands which are more than four(4) years past the effective date shall only
be used to show patterns of conduct or to support an employee's understanding of workplace rules or
conduct.
All counseling materials and memos that are cautionary,derogatory or critical in nature,but less severe than a
written reprimand shall be placed in the supervisor's file only,and not the official personnel file.
Material placed in the personnel record of an employee without conforming with the provision(s) of this
Article will not be used by the City in any disciplinary proceedings involving the employee.If the City has
reason to reprimand an employee,it shall be in a manner that is least likely to embarrass the employee before
other employees and the public.
Section 3. Suspension Pending Investigation:An employee may be immediately suspended pending an
investigation and completion of the due process steps if their continued presence on the job would constitute
a safety hazard to themselves or to other employees or be potentially disruptive to City operations.
Such suspension may be without pay,however,if after the investigation the employee is reinstated without
being disciplined,the employee shall receive all lost pay and benefits for the period of the suspension.No
employee shall be suspended for more than three(3)weeks for the purpose of investigation pending further
discipline.Notwithstanding the above,the period of suspension may be extended for the duration of an
active criminal investigation and/or prosecution.
Section 4. Due Process:Due process shall require the following:
(a) Before the City notifies the employee of disciplinary action pursuant to part(b) of this Section,the
employee will be served with a written notice and provided an opportunity to respond as follows:
1. The employee shall be advised that disciplinary action is being considered.
2. The specific charges or performance deficiencies will be identified.
3. The employee will be advised of their right to meet with the supervisor with or without
Union representation and respond to the charges.
(b) At or after the above-referenced meetings/response and such additional investigation as may be
deemed appropriate by the supervisor has been completed,the supervisor shall make their decision
and provide written notice thereof to the employee.
ARTICLE 19—PERSONNEL RECORDS
Section 1. File Access:Each employee and each former employee shall have the right to review the contents
of their own personnel file.At their option,they may request to be accompanied by a Union representative of
their choosing or give the Union representative written permission to inspect and make copies of file
materials.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-28
Access to an employee's personnel file shall be limited to only the individual employee or former employee
involved,their designated representative,such supervisory and/or confidential employees of the City who are
assigned to review and maintain personnel files,provided such limitations on access do not conflict with state
public records law.The provisions of this Section 1 shall be inapplicable to any portion of an employee's
personnel file which may be subpoenaed by a court of law,introduced as evidence in any arbitration
proceeding,or which is subject to disclosure under public records law.
The employee shall have the right to receive a copy of the materials in their personnel file in full or part.
Except when otherwise authorized by the employee,in writing,no information from the employee's
personnel file shall be reproduced or released for use outside of the City except verification of employment,
employment dates,job title,and pay range and public records requests.
Section 2. Removal of Material from File:Upon employee request,and subject to Human Resources
approval,letters of reprimand may be removed from an employee's personnel file three (3) years after they
have been placed in the employee's file.The parties understand that the City may retain such records outside
of the personnel file for purposes complying with its obligations under State archives law and for purposes of
demonstrating notice and timing of prior communications with employees.
Section 3. Placement of Material in File:At the request of the employee,all letters and materials of
commendation shall,subject to Section 2 of this Article,become a part of the employee's personnel file and
the employee shall be furnished a copy of all such material at the time it is placed in the personnel file.
Section 4. Performance Evaluations: Employees shall have at least 24(twenty-four) hours to read their
performance evaluation prior to reviewing the evaluation with their supervisor.
ARTICLE 20—CONTRACTING AND SUBCONTRACTING OF WORK
Notwithstanding the provisions of ORS. 243.650 to 243.782,the Union recognizes that the City shall have
the right to make and to implement decisions relative to the contracting and subcontracting of work as it may
determine;however,before the City may contract work presently and regularly performed by members of the
bargaining unit and provided such contracting will result in the layoff or demotion of current members of the
bargaining unit,the following shall occur:
1. The Union shall be notified in writing at least seventy(70) calendar days in advance of the
proposed implementation of such subcontracting. Such notification shall include a detailed
analysis of the likely impact on the bargaining unit,and shall also outline the projected
financial impact and other considerations that the City has deemed are pertinent to its
deliberations to contract or subcontract work.
2. Upon receipt of such notice,the Union shall have twenty(20) calendar days in which to
notify the City of its desire to meet and discuss the subcontracting.The Union may propose
changes in existing work rules,benefits,and/or wage rates in order to compete more
effectively with the contractors or subcontractors and/or the Union may propose alternative
staffing arrangements that it believes would reduce the impact of the contracting or
subcontracting.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-29
3. The City shall not finalize a decision to contract or subcontract such work until after it has
afforded the Union the opportunity to meet as provided above.The City shall give full
consideration to all timely Union proposals before a decision is finalized. If such work is to
be contracted or subcontracted,the City agrees to transfer or demote employees to any
available vacant positions rather than lay off employees whenever it is feasible to do so;
provided the employee meets the minimum qualifications with respect to education and
work experience for the position to which they are transferred or demoted,and provided
that no employee rights or benefits under Article 17—Layoff are abridged. A demotion shall
be defined as involuntary reassignment to a new classification with a lower paying maximum
salary rate.
ARTICLE 21—GRIEVANCE PROCEDURE
Contract Interpretation:If there is a question about the interpretation of the language of the CBA,then the
Local 199 President and Director of Human Resources (or their designees) must come to a mutually
agreeable interpretation.If the parties are unable to come to a mutual agreement,then the issue may be
grieved.
Whenever possible,bargaining unit members should first attempt to resolve issues informally with their
immediate supervisor,consulting with the Union as needed.
For the purpose of this article,a union representative is considered to be a union steward or staff member of
SEIU 503. For the purposes of the steps defined in this article,parties should generally meet at each step of
the process.Employees may request union representation at any step in the grievance process.
Section 1. Procedure:To promote better relations,the parties agree to settle any disputes as to the meaning of
interpretation of this contract by the following procedures: (Any time limits or steps,.specified in the grievance
procedure,may be waived by mutual written agreement of the parties.)
All responses,after the step 1 filing,and advancements in the grievance process are due within fourteen (14)
calendar days of the previous submission. When responses are not received within fourteen(14) calendar
days of submission,grievances may be advanced to the next step unless the parties have agreed upon a waiver
of the time limits.
Action Deadline* Action
Employee/Union knows or should have known 21 days File step 1 grievance
about a breach of Agreement
Step 1 grievance filed 14 days Supervisor response due
Supervisor responds or fails to respond 14 days File step 2 grievance
Step 2 grievance filed 14 days Department head response due
Department head responds or fails to respond 14 days File step 3 grievance
City Manager responds or fails to respond 14 days Notify of intent to submit to arbitration
*All deadlines in this Article shall be calculated beginning on the first business day that falls on a Monday
through Thursday following the date the grievance is submitted.
Step 1:Immediate Supervisor.The Union,or any employee with notice to the Union,may claim a breach of
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-30
this Agreement in writing to the employee's immediate supervisor within twenty-one (21) calendar days from
the occurrence thereof,or the employee's knowledge thereof.The notice shall be completed on the approved
Official Statement of Grievance form and shall include:
(a) A statement of the grievance and relevant facts;
(b) Provision of the contract violated;
(c) Remedy sought
The supervisor or designee shall respond to the grievance in writing within fourteen(14) calendar days,with a
copy to the Union.
Step 2:Department Head.If after fourteen(14) calendar days,the grievance remains unresolved,the
grievance may be submitted within fourteen(14) calendar days to the department head with copy to the
Human Resources Director.The department head or designee may meet with the aggrieved party,who may
request Union representation at the hearing.The department head or designee shall respond to the grievance
in writing within fourteen(14) calendar days,with a copy to the Union.
Step 3: City Manager. If,after fourteen (14) calendar days from the date of submission of the grievance to the
department head, the grievance remains unresolved,the grievance may be submitted within fourteen (14)
calendar days to the City Manager or designee,who shall meet with the aggrieved party and Union
representatives and shall respond to the grievance in writing within fourteen(14) calendar days,with a copy
to the Union.
Step 4: Arbitration. If the grievance is not resolved within fourteen (14) calendar days from submission of the
grievance to the City Manager,the Union may notify the City of its intent to submit the matter to an
arbitrator within fourteen (14) calendar days from the time the grievance response was received or due.The
arbitrator shall be selected by mutual agreement of the parties.If the parties cannot agree on an arbitrator
within twenty-five(25) calendar days of the submission of the grievance to the City Manager,they shall be
chosen in the following manner:
(a) A list of eleven(11) Oregon/Washington arbitrators from the Oregon Employment Relations Board
shall be requested and the parties shall alternately strike one (1) name from the list until only one (1)
is left.The Union shall strike the first name.The one(1)remaining shall be the arbitrator.
(b) The arbitrator shall render a decision in writing within thirty(30) days of the close of the hearing.
The powers of the arbitrator shall be limited to interpretation of this Agreement,determining
whether a specific provision of this Agreement has been violated,and establishing an appropriate
remedy provided such remedy is within the scope of this Agreement.The decision of the arbitrator
shall be binding on both parties.
(c) The cost of the arbitration shall be borne by the losing party.Each party shall be responsible for the
costs of presenting its own case to the arbitrator.
Section 2. Failure to Meet Time Limits or Steps: Failure to submit the grievance in accordance with these
time limits without such waiver shall constitute abandonment of the grievance.A grievance may be
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-31
terminated at any time upon receipt of a signed statement from the Union or the employee that the matter
has been resolved.
If at any step of the grievance procedure the City fails to issue a response within the time limits set forth in
this Article,the grievance shall automatically advance to the next step of the grievance procedure unless
withdrawn by the grievant or the Union.
Section 3. Calculation of Time: For purposes of this Article,time shall be calculated on the basis of calendar
days unless otherwise expressly indicated. When a timeline due date falls on a Saturday,Sunday,or other day
in which the City is officially closed,the due date shall be extended to the following business day in which the
City is open.
ARTICLE 22—CITY CLOSURE
Section 1.When,in the judgment of the City,weather or other hazardous conditions require the closing of
City offices after employees report to work,employees shall be paid for the remainder of their shifts.
Employees receiving regular pay during an office closure must be available during their regular work shift and
complete any work that can be reasonably accomplished from home,consistent with policy 62.0—City
Closures and Modified Operations.
Section 2. Employees required to work onsite despite city office closures will be credited with compensatory
time off on a one-to-one basis for hours worked after other employees were sent home.
Section 3. If weather or other conditions become hazardous during the workday,employees may choose to
go home prior to the end of their shift,after notifying and receiving approval from their supervisor or
designee. Employees may use their eligible paid leave accruals or leave without pay.
Section 4.The City may notify employees not to report to work onsite prior to the beginning of the work
shift because of inclement weather or hazardous conditions. For employees unable to work remotely,this
leave will be considered time worked.When the closure is for morning only,employees will be expected to
report for whatever remains of their shift once the city is reopened. Employees who fail to report and/or
request and receive permission to not report will use their eligible paid leave accruals or leave without pay for
the full day.
Section 5.When extreme weather or other conditions make physically coming to work dangerous,employees
shall be excused from reporting to work after notifying and receiving approval from their supervisor or
designee. Employees unable to work remotely may use their eligible paid leave accruals or leave without pay.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 - 32
ARTICLE 23— TERM OFAGREEMENTAND REOPENING
This Agreement shall be effective and shall remain in full force and effect through the 30th day of June 2028.
This Agreement shall automatically be renewed from year to year thereafter unless either party shall notify the
other in writing no later than October 1,of the final year of the Agreement that it wishes to modify the
Agreement.
CITY OF TIGARD SEIU Local 503/OPEU Local 199
Brent Stockwell,City Manager Joe LeBlanc,Bargaining Strategist
Date: Date:
Laura Gomez,Human Resources Director Ken Ross,Local 199 President
Date: Date:
Sabrina Hiatt,Bargaining Team Micah Newsome,Bargaining Team
Date: Date:
Eric Kong,Bargaining Team Maria Nguyen,Bargaining Team
Date: Date:
Sambo Kirkman,Bargaining Team Aaron Tensen,Bargaining Team
Date: Date:
Halsted Bernard,Bargaining Team Andy Karlinger,Bargaining Team
Date: Date:
Ron Murchison,Bargaining Team
Date:
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-33
APPENDIX A-SALARY SCHEDULES
2025-2026 SEIU SALARY SCHEDULE
t - - CITY OF TIGARD ii_
SEIU UNION Salary Schedule
EKecdve:July 1,2025
Range# Step 3 Step_ Step 6 Step
1516 Hourly 18A415 19.36 20.331r 21.3483 22.4157' 23.5365 24.7133f
UBRARY AIDE 'Annually 38,358.32 40,276. 42,290.04 44,404.36 48,624.76 48,955.92 51,403.5
Pay Period 1,475.32 1,549. 1,626.54 1,707.86 1,793.26 1,882.92 1.977.0
1522 Hourly 213864 22.4557' 23.5785 24.7575 25.9953 27.2951 28.6599
ACCOUNTING ASSISTANT I' Annually 44,483.66 46,707.96 49,043.28 51,495 60 54,070 12 56,773.68 59,612.54
ADMINISTRATIVE SPECIALIST I' Pay Period 1,710.91 1,796.46 1,886.28 1,980.60 2,079.62 2,183.61 2,292.79
COURT CLERK I•
I524 Hourly 22.4691 23.5926 24.7722 28.0109 27.3114 28.6770 30.11081
REPROGRAPHICSSPECIAUST• Annually 46,735.78 49,072.66 51,526.28 54,102 62 58,807.68 59,848.16 62,630.3
Pay Period 1,797.53 1,887.41 1,981.78 2,080.87 2,184.91 2,294.16 2,408.86
1525 Hourly 23.0309 24.1824 25.3915 26.6611 27.9942 29.3939 30.8635
UBRARY ASSISTANT Annually 47.904.22 50.299 34 52 814 32 55 455 14 58,228 04 61,139.26 64,196.08
Pay Period 1.842.47 1 934 59 2 031 32 2,13289 2,239.54 2,351.51 2.469.08
1526 Hourly 23 6067 24.7869 26.0263 27 3276 28 6941 301287 31 6352
RECORDS TECHNICIAN* Annually 49.102.04 51.556 70 54.134 60 56 841 46 59,683 78 62,667.80 65 801 32
Pay Period 1.888 54 1,982 95 2 082 10 2 186 21 2 295 53 2,410 30 2.530.82
1528 Hourly 24.8017 28.0418 27 3439 28 7111 301488 31 8540 33.2387'
ADMIN SPECIALIST II Annually 51 587.64 54.166.84 56.875.26 59 719 14 62,704 98 65,840.32 69.132.44
COURT CLERK II Pay Period 1 98414 2.083 34 2 187 51 2,296 89 2 411 73 2 532 32 2.658.94
1529 Hourly 25.4217 213.89281 28 0275 29 4289 30 90031 32 4453 34 0671
ACCOUNTING ASSISTANT II Annually 52 877 24 55.520 92111 58.297 20 81 212 06 64,272 54 87 488 12 70.860 o6J11
CUST SERVICE FIELD WORKER Pay Period 2,033 74 2.135 4 2.242 20 2,354 31 2,472 02 2 595 82 2.725 41
PERMIT TECH ASSISTANT
SR UBRARY ASSISTANT
U11UTY WORKER I
1530 Hourly 26.0573 27.36 28.7282 301646 31.6728 33.2565 34.91
FACIUTIES MAINTENANCE TECH I Annually 54.199 08 58.909 59 754 76 62 742 42 65 879 32 69.173 52 72.632
Pay Period Z084 58 2 188. 2 298 26 2,413 17 2,533 82 2,660.52 2.793.54
Updated(RATIFICATION DATE)2025
Includes 2.8%COLA effective 7/1/2025
Some rounding of numbers may appear
'Position not currently filled
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 2025-2028-34
CITY OF TIGARD
SEIU UNION Salary Schedule
Effective:July 1,2025
Range# Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
1531 Hourly 26.7088 28.0441 29 4464 30.918r 32.4647 34 0879 35 7923
UTIUTY WORKER II Annually 55,554.20 58,331.78 61,248.46 64,311.00 67,526.68 70,902.78 74,447 88
Pay Period 2,136 70 2,243 53 2 355 71 2,473 50 2.597 18 2 727 03 2 863 38
1532 Hourly 27.3765 28.7452 30.1826 31.6917- 33.2763 34 9401 36.6871
FACIUTIES MAINT TECH II Annually 56,943.12 59.790.12 62,779.86 65,918.84 69,214.60 72,675.46 76,309 22
PROGRAM SPECIAUST Pay Period 2,190.12 2,299 62 2.414.61 2,535 34 2,662 10 2,795.21 2,934 97
SR ADMIN SPECIAUST
SR COURT CLERK
1533 Hourly 28.0609 29 4639 30.9371 32.4840 34.1082 35 8136 37 6042
SR ACCOUNTING ASSISTANT Annually 58,366.62 61,284.86 64,349.22 67.566.72 70,945.16 74,492.34 78,216 84
SR CUST SVC FIELD WORKER Pay Period 2,244 87 2.357 11 2 474 97 2,598 72 2,728 66 2 865 09_ 3 008 34
WATER UTIUTY TECH I
1535 Hourly 2948"5 30.9555 32 5033 34.1285 35 8348 37 6267- 39.5080
CMMS SPECIALIST Annually 61,321 52 64,387 44 67,606 76 70,987.28 74,536.28 78,263.64 82,176.64
PERMIT TECH Pay Period 2.358 52 2,476 44 2.600 26 2,730.28 2,866 78 3.010 14 3,160.64
PURCHASING SPECIALIST
RECORDS MGMT SPECIALIST
1536 Hourly 30.2185 31.7294 33.3159 34 9817 36 7307 38.5673 40.4957
GIS TECH II Annually 62,854.48 65,997.10 69,297.02 72,762 04' 76 399.96 80,219.88 84,231.16
Pay Period 2,417.48 2,538.35 2,665 27 2 798 54 2 938 46 3,085 38 3,239.66
1937 Hourly 30.9739 32.5226 34 1488 35 8562 37.6491 39.5315 41.5081
BUILDING INSPECTOR I Annually 64,425.66 67,647.06 71 029 40 74,581 00 78,310 18 82,225.52 86,336.90
CODE COMPLIANCE OFFICER Pay Period 2,477.91 2,601.81 2,731 90 2,868.50 3,011.93 3,162.52 3,320.65
ENGINEERING TECH II
FLEET MAINTENANCE COORDINATOR
LIBRARIAN
SR FACIUTIES MAINT TECH
SR UTIUTY WORKER
WATER UTIUTY TECH II
Updated(RATIFICATION DATE)2025
Includes 2.8%COLA effective 7/1/2025
Some rounding of numbers may appear
*Positron not currently filled
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025.2028-35
CITY OF 11GARD
SEIU UNION Salary Schedule
Effective:July 1,2025
Range# Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
1S39 Hourly 32.5421 341691 35.8776 37.6715 39.5550 41.5327 43.6094
SR PERMIT TECH Annually 67,687.62 71,071.78 74.625.46 78,356.72 82,274.40 86,388.12 90 707.50
Pay Period 2,603.37 2,733 53 2,870 21 3 013 72 3,164.40 3 322 62 3 488 75
IS40 Hourly 33.3555 35.0233 36.7745 38.6132 40 5439 42.5711 44.6996
GRAPHICS DESIGNER Annually 69,379.44 72,848.36 76,490.96 80,315.56 84,331.26 88,547.94 92,975.22
INFORMATION TECHNOLOGY SPECIALIST" Pay Period 2,668.44 2,801 86 2,941 96 3,089 06 3.243 51 3,405.69 3,575.97
IS41 Hourly 34.1894 35 8989 37.6939 39.5788 41.5575 43.6354 45.8171
SR ENGINEERING TECH Annually 71,113.90 74.669.66 78,403.26 82,323.54 86,439.60 90,761.58 95,299.62
SR LIBRARIAN Pay Period 2,735.15 2,871 91 3,015 51 3,166.29 3,324.60 3,490.83 3,665.37
SR WATER UTILITY TECH
Hourly 35.0442 36.7964 38.6362 40.5681 42.5964 44.7282 46.9625
PLANS EXAMINER Annually 72,892.04 76,536.46 80,363.40 84,381.70 88,600.46 93,030.60 97,682.00
SR GRAPHIC DESIGNER Pay Period 2,803.54 2,943.71 3,090.90 3,245.45 3,407.71 3,578.10 3,757.00
043 Hourly 35.9203 37.7163 39.6022 41.5822 43.6813 45.8444 48.1386
BUILDING INSPECTOR II Annually 74,714.12 78,449.80 82,372.68 86,491.08 90,815.40 95,356.30 100,124 18
Pay Period 2,873.62 3,017.30 3,168.18 3,326.58 3,492.90 3,667.55 3,85093
(S44 Hourly 36 8'83 38.6592 40.5922 42.6218 44.7528 46 9905 49.3401
ENVIRONMENTAL PROG COORDINATOR Annually 76,581 96 80,411.24 84.431.88 88,653.24 93,085.72 97,740.24 102,827.46
GIS ANALYST II Pay Period ' 2,945.46 3,092.74 3,247.38 3 409 74 3.580.22 3,759 24 3,947.21
PROJECT COORDINATOR
(S47 Hourly 39.6492 41 6317 43.7133 45.8990 48.1940 50 8038 53.1338
SR BUILDING INSPECTOR Annually 82,47044 86,594.04 90,923.56 95.469.92 100,243.52 105,255.54 110,518 20
SR GIS PROGRAMMER ANALYST Pay Period 3,171.94 3,330 54 3,497 06 3,671 92 3 855 52 4 048 29 4,250 70
SR PLANS EXAMINER
IS48 Hourly 40 6405 42 6728 44.8082 47 0465 49 3988 51.8888 54.4621
SR ENVIRONMENTAL PROGRAM COORDINATOR* Annually 84,532.24 88,759.06 93,197.00 97,856 72 102,749.40 107,887.00 113,281 4
Pay Persod 3,251.24 3,413 81 3.584 50 3.763 72 3,951.90 4,149.50 4,356 9
Updated(RATIFICATION DATE)2025
Includes 2.8%COLA effective 7/1/2025
Some rounding of numbers may appear
'Position not currently filled
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 2025-2028-36
APPENDIX B—BUILDING INSPECTOR DIFFERENTIAL
Building Inspector II&Senior Building Inspector Building Inspector I Plans Examiner Sr Plans Examiner
A-level Plumbing A-level Electrical A-level Structural& Residential Structural& 1&2 Family Plans Examiner A-level Plans Examiner(FLS)
Mechanical Mechanical
Base Requirements
Residential Plumbing Residential Electrical Residential Structural A-level Structural&
&Mechanical Mechanical
A-level Structural& A-level Structural&
Mechanical Mechanical A-level Electrical Residential Electrical A-level Electrical A-level Electrical
A-level Electrical A-level Plumbing A-level Plumbing Residential Plumbing A-level Plumbing A-level Plumbing
Residential Structural& Residential Structural& A-level Structural&
Residential Electrical A-level Plans Examiner(FLS)
Items eligible for Mechanical Mechanical Mechanical
$100/month each
A-level and Residential
Residential Electrical Residential Plumbing Residential Plumbing A-level Electrical Structural&Mechanical
A-level and Residential A-level and Residential
Structural&Mechanical Structural&Mechanical A-level Plumbing
NONE NONE NONE NONE Residential Electrical Residential Electrical
Items Eligible for
$75/month bonus Residential Plumbing Residential Plumbing
each
Residential Structural&
Mechanical
Items eligible for NONE NONE NONE Manufactured Home Manufactured Home NONE
$50/month each Installation Inspector Installation Inspector
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-37
APPENDIX C—LABOR AND MANAGEMENT COLLABORATION
COMMITTEE(LMC)
The parties agree to continue this collaborative program designed to explore the effectiveness of
labor/management meetings between department management and Union representatives. The parties
therefore agree as follows:
1. The city departments listed below listed as item number two may choose to convene or continue
departmental labor/management committees.
2. The departmental committees may be formed from the following departments:a.Library;b. Public
Works;c. CD/Finance/Central Services,along with a City-wide committee.
3. Each departmental committee will consist of up to three members of management and one Human
Resources member,and up to three SEIU union members from the department.
4. The City-wide committee will consist of up to five(5) members of management and on Human
Resources member,and up to five(5) SEIU Union members.The management representatives will be
selected by the City and the employee representatives will be selected by the Union.
5. Each departmental committee will meet as needed bi-monthly for a period of up to one-and-a-half hours
for the purpose of working collaboratively toward solutions to current workplace issues,including safety
concerns,for improved efficiency and productivity,and for effective,two-way communication and
respectful working relationships.
6. The City-wide committee will meet as needed quarterly for a period of up to one-and-a-half hours for the
purpose of working collaboratively towards solutions across departments that impact bargaining unit
employees.
7. The departmental committees by mutual agreement may set alternative meeting schedules or make other
changes,including canceling meetings,as mutually agreed by the committee members.
8. Employee representatives of the committees will be compensated for their time spent in committee
meetings with management.
9. The departmental committees will have no authority to modify the collective bargaining agreement,
discuss active grievances,or engage in bargaining over mandatory subjects.
10. Either party may re-evaluate the collaboration program on a yearly basis.This program may be modified,
canceled,and/or extended beyond the length of this Agreement,only by mutual agreement.
11. Either party may call for a LMC meeting to be scheduled,no more than once every other month for
department specific LMCs and no more than quarterly for the City-wide LMC.This request cannot be
denied.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028- 38
APPENDIX D—COMMERCIAL DRIVERS LICENSE IMPACT OF LOSS
Employees in positions requiring the possession of a commercial driver license (CDL) are expected to
maintain the CDL.An employee holding such a position who is unavailable for work in that position while
recovering from injury or illness may be placed temporarily on a light duty assignment(if available) or on
leave where a temporary light duty assignment is not available. Such temporary reassignment or leave would
not impact the employee's classification.However,an employee who is unavailable for work in that position
for six (6) months or more may be impacted.
To maintain operational efficiency,it is necessary that a sufficient number of employees in Utility Worker
positions who have a CDL.When a Utility Worker II is unable to or chooses not to maintain the CDL,that
employee may request to be reclassified to Utility Worker I,if the division is able to maintain operational
efficiencies with the change in classification,subject to approval by the supervisor and Public Works Director.
Such employee would remain in the Utility Worker I classification until they regain the qualification to work
as Utility Worker II (CDL is reinstated)and/or unless they were bumped out of the Utility Worker I
classification.The impact of the change in classification would be consistent with the voluntary demotion
process.
If too many staff lost their CDLs,such that operational efficiencies were negatively impacted,then the
process to determine which staff would be allowed to reclassify down into a Utility Worker I and/or remain
in the Utility Worker I classification would be as follows:
• First priority would be given to employees with accepted workers'compensation medical conditions (EG
on the job injuries). If more than one staff was so situated,bargaining unit seniority would be the
determining factor between the staff,should it be necessary.
• Second priority would be given to employees with personal medical conditions preventing them from
maintaining a CDL.Again,if more than one employee was so situated,bargaining unit seniority would be
the determining factor should it be necessary.
• When an employee's loss of a CDL is related to a medical condition,the City would engage in the
interactive process with that employee,consistent with the ADA and Oregon law,to determine whether
transfer to an open position not requiring a CDL would be reasonable (such as other vacant positions
within the City where the employee might be capable of performing the essential functions with or
without reasonable accommodation).If no such transfer position is available,then a medical layoff would
be the next step.Employees who are subject to such a medical layoff will then have rights consistent with
other laid off employees per Article 17,including recall rights for a period of 12 months following
separation;where the medical condition is work-related,such an employee may also have reinstatement
or reemployment rights under state workers'compensation laws.
• When an employee's loss of CDL is related to a non-medical situation,the employee may voluntarily
demote into a lower-level vacant position for which the employee meets the minimum qualifications. If
no such position is available,then the employee is laid off.
The Senior Utility Worker job classification also requires the maintenance of a CDL and therefore
Seniors would also potentially be allowed to reclassify down to a Utility Worker I should the CDL be lost
under the same rules as those listed above,so long as it could be accommodated operationally. However,
once the CDL was reinstated,a former Senior would not necessarily be allowed to return to the former
Senior position and might instead be moved up to a Utility Worker II.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028 -39
• In a case where medical reasons caused the loss of the CDL and the employee has been reclassified to a
Utility Worker I,where the medical reason was work related,and where the employee was able to
reinstate the CDL within three years of the date of injury,then reinstatement to the former Senior
position would be permitted. In such cases any promotion would need to be rolled backward. 2
• In a case where medical reasons caused the loss of the CDL,where the employee has been reclassified to
a Utility Worker I and where the medical reason was non-work related,if the CDL is lost for more than
six (6) months,then the former Senior would not be allowed to return to the Senior classification,but
would be moved to a Utility Worker II upon reinstatement of the CDL.
• When an employee in a Senior Utility Worker position loses a CDL related to a medical condition but no
Utility Worker I position is available,the City would engage in the interactive process with that employee,
consistent with the ADA and Oregon law,to determine whether transfer to an open position not
requiring a CDL would be reasonable(such as other vacant positions within the City where the employee
might be capable of performing the essential functions with or without reasonable accommodation).If
no such transfer position is available,then a medical layoff would be the next step.Employees who are
subject to such a medical layoff will then have rights consistent with other laid off employees per Article
17,including recall rights for a period of 12 months following separation;where the medical condition is
work-related,such an employee may also have reinstatement or reemployment rights under state workers'
compensation laws.
2 Current Workers'Compensation law requires that should an employee be accommodated into another role and then
recover such that they could again fulfill the essential functions of the formerly held position,that reinstatement to the
former position is required.Thus,any promotion of other staff that occurred in the interim,would need to be undone,
the impacted staff would be treated as a bump down.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-40
APPENDIX E—SAFE7YAND WORKING CONDITIONS
The City recognizes its responsibility to provide a safe working environment for its employees and agrees to
abide by all standards of safety and health in accordance with applicable City policies and state and federal
laws.No employee shall be disciplined or discriminated against for reporting a safety concern in good faith.
Subject to the terms of Appendix C,safety issues may be brought to the city-wide and/or department specific
Labor Management Committee(s).The City retains all management rights as provided by PECBA and this
Agreement.
4872-3646-8534,v.1
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-2028-41
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
CITY OF TIGARD
and
SEIU LOCAL 503/OPEU,LOCAL 199
I EXPIRES JUNE 30,20252028
Table of Contents
PREAMBLE 1
ARTICLE 1—RECOGNITION 1
ARTICLE 2—SAVINGS CLAUSE 2
ARTICLE 3—EMPLOYEE RIGHTS 2
ARTICLE 4—MANAGEMENT RIGHTS 2
ARTICLE 5—UNION SECURITY 3
IMIIIIIIMEIMI 4
ARTICLE 7—CITY SECURITY 6
6
9
IIMIIIIIMMI 14
16
IIMIMMI 19
IMIIIIMMili 21
ARTICLE 14—TRAVEL, TRAINING AND REIMBURSEMENT 22
24
1 . 25
27
MIIIII 29
ARTICLE 19—PERSONNEL RECORDS 30
31
32
ARTICLE 22—CITY CLOSURE 34
35
10.11111 36
43
=1.11.11.11111.111111.111.1111 —•
APPENDIX D—COMMERCIAL DRIVERS LICENSE IMPACT OF LOSS 45
MIIIMINEIMINIIIIMM 47
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222Q0-266-2028-i
PREAMBLE
This Agreement is entered into as of ratification by both parties of the collective bargaining agreement by
SEIU Local 503/OPEU,hereinafter referred to as the"Union,"and the City of Tigard,hereinafter referred
to as the"City,"for the purposes of collective bargaining.It is the purpose of this document to set forth the
full Agreement between the above-mentioned parties on matters relating to employment relations.
The City and the Union acknowledge that during the negotiations which resulted in this Agreement,each had
the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not
removed by law from the area of collective bargaining,and that the understandings and agreements arrived at
by the parties after the exercise of that right and opportunity are set forth in full in this Agreement.
Therefore,the City and the Union,for the life of this Agreement,each voluntarily and unqualifiedly waive the
right,and each agrees that the other shall not be obligated to bargain collectively with respect to any subject
or matter referred to or covered in this Agreement or with respect to any subject or matter not specifically
referred to or covered in this Agreement,even though such subject or matter may not have been within the
knowledge or contemplation of either or both of the parties at that time that they negotiated this Agreement.
The parties agree however that this language does not apply to City policies.
ARTICLE 1-RECOGNITION
Section 1.Bargaining Unit:The City recognizes SEIU Local 503/OPEU"Union"as the sole and exclusive
bargaining agent,for the purpose of establishing wages,hours,and conditions of employment,for the
classifications listed in Appendix"A"for all full-time,regular employees(those employees regularly scheduled
to work forty(40)hours per week)and for all regular,part-time employees(those employees regularly
scheduled to work twenty(20)hours or more per week,but less than forty(40)hours per week).
All seasonal employees(those hired to work for a fixed period of time which is less than one year),casual,
irregular part-time(those scheduled to work less than twenty(20)hours per week),and all other employees
are excluded from the bargaining unit.Any employee employed on a temporary basis will be excluded from
the bargaining unit.It is agreed that temporary,seasonal,casual and irregular part-time employees shall not
work for more than 1,040 hours in a calendar year and must have a minimum of a 13-week break in service,
prior to returning to the City in a temporary capacity.If a temporary,seasonal,casual,or irregular part-time
employee is worked beyond the 1,040 hours in a year(without an extension on file),the City must pay the
Union equivalent dues that would be owed for all hours worked since the start date for that employee and
immediately release the employee from City service.
The City agrees that once each quarter(January,April,July,and October)the Union will be provided a
calendar year to date total hours worked report for City temporary staff.The Union agrees that when
extenuating circumstances exist,a temporary assignment may be extended for up to two months(347 hours)
with an explanation of the circumstances and advanced notice to the Union.The parties agree that the
foregoing limit on temporary employees'hours shall not apply when the temporary employee is employed as
a substitute for a regular full-time or regular part-time employee during an extended leave or period of light
duty not to exceed two(2)years or as the parties may otherwise agree.
Section 2.Non-Discrimination:This Agreement shall be applied equally to all employees represented by the
Union without unlawful discrimination for any reason.The Union shall share equally the responsibility for
applying the provisions of this paragraph.Inasmuch as both State and Federal law include mechanisms for
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-1
the resolution of discrimination issues,the Union and the City agree that the provisions of this Section shall
be used as the basis for a Step 1 through Step 3 grievance but shall not be pursued to Step 4-Arbitration,or
otherwise cited as the basis for a claim of a violation of this Agreement.
Section 3.New Classifications:The City shall notify the Union of its decision to change an existing or add a
new classification by sending a copy of the new or revised classification description to the Union.The City
shall also notify the Union of any change in job duties of an existing classification if such a change may affect
the employee's representation status.The City shall also advise the Union as to whether or not it regards the
new or revised classification or position to be within or outside the bargaining unit.If the City and the Union
cannot agree as to whether or not such new or revised classification or position should or should not be
included in the bargaining unit,the dispute shall be submitted to the Employment Relations Board.When the
parties are unable to agree as to the representation status of such new or revised classification or position,the
City shall have the option of leaving the position vacant or filling the position at a provisional wage rate until
the issue is resolved.If such a position is filled on a provisional basis and if there is a subsequent adjustment
in the wage rate,such adjustment shall be retroactive to the date that the position was filled.The Union shall
have the right to bargain over the appropriate salary ranges for any new or substantially changed classification
within the bargaining unit.
Section 4.Notice:Unless otherwise provided in this Agreement,whenever notice to the Union is required
under this Agreement,such notice shall be satisfied by actual delivery of written notice or e-mail to the Local
199 Union President,Vice President,and Secretary-Treasurer and emailing SEIU Local 503 at
notice(aseiu503.org•however,failure to email SEIU Local 503 in addition to the Union President is not
subject to the grievance procedure.The Union shall notify the City of the names of the Union President,
Vice-President,and Secretary-Treasurer after each election and/or officer change.
ARTICLE 2—SAVINGS CLAUSE
If any Article or Section of this Agreement or any amendment thereto should be held invalid by operation of
the law,or by any lawful tribunal having jurisdiction,or if compliance with or enforcement of any Article or
Section should be restricted by such tribunal,the remainder of this Agreement and addenda shall not be
affected thereby,and the parties shall enter into immediate collective bargaining negotiations for the purpose
of arriving at a mutually satisfactory replacement for such Article or Section.Further,should a federal or state
agency or court issue a decision that would result in a clause of this Agreement to be unlawful the City shall
have the right to immediately reopen and bargain the relevant Article(s)of this Agreement if applicable.
ARTICLE 3—EMPLOYEE RIGHTS
Employees shall have the right to form,join,and participate in the activities of employee organizations of
their own choosing,for the purpose of representation on matters of employee relations.Employees shall
have the right to refuse to join or participate in the activities of any employee organization.No employee shall
be interfered with,intimidated,restrained,coerced,or discriminated against by the City,by the Union,or by
any employee because of their exercise of these rights.
ARTICLE 4—MANAGEMENT RIGHTS
The City Manager and department heads shall exercise the sole responsibility for management of the City and
direction of its work force.To fulfill this responsibility,the rights of the City include,but are not limited to:
establishing and directing activities of the City's departments and its employees,determining services to be
rendered,standards of service and method of operation,including the introduction of new equipment;
establishing procedures and standards for employment and promotion;layoff,transfer,and demotion;to
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 29222025-2926-202S-2
discipline or discharge for just cause;determine job descriptions;determine work schedules and assign work,
and any other rights,except as expressly limited by the terms of this Agreement.In all matters not specifically
limited by this contract,the City shall have a clear right to make and to implement decisions in all such areas
on a unilateral basis.All such decisions and actions shall not be subject to the contract grievance procedure or
other claim of a violation of this Agreement.
ARTICLE 5-UNION SECURITY
Section 1.Payroll Deductions
(a) Upon written or electronic request from an employee,monthly Union dues plus any additional
voluntary Union deductions shall be deducted from the employee's pay and remitted to the Union.
All applications or cancellations of membership shall be submitted by the employee to the Union,
and at least one of the following Local 199 President,Vice-President or Secretary-Treasurer.Any
written applications for Union membership and/or authorizations for Union dues and/or other
deductions or dues cancellations which the City receives will be promptly forwarded to the Union,
the Local 199 President,Vice President and Secretary Treasurer.The Union will maintain the written,
and/or electronic records and will provide copies to the City upon request;audio records must be
provided in a standard file format or certified transcription.Prior to the city making such deductions
and remitting payment to the Union,the Union must provide electronic copies of the signed
authorization forms to the city.
(b) A file containing new authorizations or changes in authorizations for employee Union deductions will
be submitted by the Union to the City electronically by dose of business on the business day
immediately preceding the tenth(10th)of each month.The City agrees that new or changed payroll
deduction authorizations submitted within the above timelines shall be made for the month in which
such list is submitted.
(c) The City will not be held liable for check off errors but will make proper adjustments when notified
of errors as soon as is practical.
(d) For all deduction authorizations received on or before the tenth(10th)of the month,deductions
shall be made for the month in which the application is submitted.If the City receives a request to
rescind,the City shall forward such request to SEIU through the FTP process with email
notifications to SEIU's membership department.If the Union shows,within ten(10)calendar days,
an applicable agreement that prevents revocation under ORS 243.776 and/or ORS 292.055 or other
state or federal applicable laws or rules,then the Union shall inform the employee of those results.
Absent documentation from the Union within the time frame,showing a bar to revocation,the City
shall process the employee's request.In addition to general indemnification,the Union will
indemnify,defend,and hold the City harmless against any claim made or any suit initiated against the
City as a result of any City action taken pursuant to the provisions of this Section.Copies of all such
requests for dues cancellation shall be transmitted to the Union.
(e) The aggregate deductions of all employees,together with an itemized statement,shall be remitted to
the Union's Salem headquarters no later than the tenth(10th)day of the month following the month
for which the deductions were made.The itemized listing of Union positions shall reflect the
following.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-3
a. Employee ID Number
b. Employee First and Last Name
c. Membership Status
d. Department
e. Job Classification
f. Hourly Rate of Pay
g. Dues Detail
h. Changes(including hire/separation and effective date)
i. Home Address
j. Home Phone
k. Date of Hire
I. FIE
m. Work Email Address
n. Work Extension Number
(f) The City agrees to automatically adjust the dues amount for employees whose salaries increase or
decrease during the term of this Agreement.
Section 2.Indemnification:The Union will indemnify,defend,and hold the City harmless against any claim
made and against any suit instituted against the City as a result of any City action taken pursuant to the
provisions of this Article.
Section 1.Meetings with the City:A Union steward or other Union representative and employees who are
directly involved in a particular grievance shall be allowed to attend meetings with representatives of the City
without loss of regular pay.The Union shall advise the City as to which employee or employees will attend
any such meeting when the time of the meeting is set,and it shall be the responsibility of each individual
employee to provide a minimum of twenty-four(24)hour advance notice whenever possible of the meeting
to their immediate supervisor.The City reserves the right to change the time of any meeting that unduly
disrupts City operations.
Section 2.Union Access:The City agrees that Union representatives shall be afforded reasonable access to
nonworking spaces for the purpose of contract administration,provided such access does not interfere with
the performance by City employees of their duties.Non-working spaces are break rooms,conference rooms
or like facilities which are not in use.The Union representative shall be responsible for notifying the
supervisor of such use before the meeting time to ensure that the space is available at the specified time.
Section 3.Negotiations:The negotiating team of the Union,to be comprised of not more than five(5)
employees,shall be permitted to attend negotiation meetings with City representatives without loss of regular
pay,based on work time lost,when such negotiations are scheduled during the regular work hours of the
involved employees.Some flexing of schedules will be allowed at the discretion of management,based on
operational needs,but will not be guaranteed.In addition to the above-provided time off for negotiations,the
Union's bargaining team shall be allocated a eerrt (45 Q)-hour leave pool to be used among the
bargaining team members for negotiation preparations and related activity during the course of negotiations.
Team members desiring to use all or a portion of the leave pool shall request the time off at least forty-eight
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 28222025-24 5-2028-4
(48)hours in advance and will record their time as"Union Business Leave(UBL)."The parties agree that
there may not be more than two(2)employees from the same department on the Union's negotiating team.
Section 4.Bulletin Boards:The City agrees to furnish and maintain suitable bulletin board space in
convenient places to be used by the Union.The Union shall limit its posting of notices and bulletins to such
bulletin boards.The City agrees that the Union may utilize the inter-office electronic mail system as another
form of communication between employees.The Union agrees that the e-mail system will not be used to
discuss negotiations or to transmit confidential material such as grievance information.The Union agrees to
restrict the use of e-mail to activities not prohibited by the contract.
Section 5.Personnel Policies:The City shall submit a copy of any proposed revisions to the City's Personnel
Policies and Procedures Manual to the Union for comment before such revisions are adopted.
The Union shall be provided a copy of any work rules or other written memoranda that are distributed to all
employees in the City or to all employees of a department of the City.The City shall maintain an up-to-date
general Policies and Procedures Manual which shall be available in the Human Resources office.Written
departmental policies and procedures will be made available in the department.
Section 6.Stewards:The Union will provide the City with a current list of designated union stewards.If the
Union fails to provide current steward names,no City time shall be granted for unnamed stewards.Time
spent by stewards under this Article will be recorded and reported to the immediate supervisor by the steward
as the time is incurred.If a steward fails to maintain or provide proper records of time spent,no further City
time shall be granted.Reasonable time off during a steward's regular work hours will be granted without loss
of compensation,seniority,leave accrual,or any other benefits in accordance with the Public Employees
Collective Bargaining Act(ORS 243.798).
Section 7.Leadership Meetings:The City Manager and the Union President shall meet quarterly for the
purpose of maintaining open communication between the parties.These meetings are not intended to replace
or supplement bargaining between the parties and shall not include discussion of mandatory subjects of
bargaining.
Section 8.New Employee Orientation:The City will schedule up to thirty(30)minutes during an SEIU
employee's new hire orientation to allow a Union Representative,Union Steward,or Officer time to provide a
Union orientation.The City shall notify the Union President through a calendar invite. Orientations are
typically scheduled every other week.It shall be the Union's responsibility to provide an available
Representative,Steward,or Officer at the scheduled time and they may attend on paid time during their
normal work hours.
Section 9.Union Delegate Leave:Official Union General Council delegates and members of the Union's
Statewide Board of Directors shall be allowed to use accrued vacation leave or be granted a leave of absence
without pay to attend the Union General Council Meeting.Leave for this purpose shall not exceed three(3)
days in any twelve(12)month period.Such leave shall be subject to supervisory approval through the same
process as other requests for time off.
Section 10.Union Professional Development Leave:Short leaves of absence without pay may be applied for,
subject to the City's operational needs and at the sole discretion of the City,for employees in the bargaining
unit to pursue professional development opportunities with SEIU.Such leaves shall not exceed two weeks in
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025-2028-5
length.Operational impacts,potential for overtime,impacts on a work unit and potential employee
development benefits to the City shall all be considerations prior to approving such a leave.Employees in a
paid status less than a 30-hour equivalent FTE,shall pay the prorated costs of employee benefits.
ARTICLE 7-CITY SECURITY
The Union agrees that during the term of this contract its membership will not participate in a strike,work
stoppage,sympathy strike,slowdown,or other interruption of work.Any violation of this Article shall be
grounds for disciplinary action up to and including discharge.There shall be no lockout of employees during
the term of this Agreement.
.==111
Section 1.Determining Seniority:For the purpose of this Agreement,seniority shall be defined as an
employee's length of continuous service with the City from the most recent date of hire in a regular,full-time
or regular,part-time bargaining unit position.No employee who has accrued seniority as of the date of this
Agreement will lose seniority by reason of this provision.Employees will continue to accrue seniority and
other time-based benefits when they are out on protected leaves.Employees out on unprotected,unpaid
leaves of absence for two work weeks or longer will not accrue seniority when out on leave but will retain the
seniority they had before going on leave. Such leaves of absence shall result in adjustments to the employee's
end-of-probation date,merit eligibility date,leave accruals,and other time-based benefits.
Section 2.Probationary Period:
(a) New Employee:The probationary period shall be six(6)months for all new employees.By mutual
agreement of the City and the Union,an extension of the probationary period for a maximum of
three(3)months may be implemented.During the probationary period,an employee may be
discharged at the sole discretion of the City without any reasons or cause being shown.
(b) Promoted Employees:A newly promoted employee(defined as an employee appointed to a position
in a classification which has a higher maximum salary rate than their current classification)will be
subject to a probationary period of six(6)months from the effective date of the promotion or
transfer.By mutual agreement of the City and the employee,the probationary period may be
extended for a maximum of an additional three(3)months.During a promotional probationary
period,an employee will continue to be considered a regular employee,will continue to accrue
seniority,and shall be protected in discipline and discharge procedures on the same basis as other
regular employees.
If the employee's promotional probationary period is unsuccessful,the employee may return to their
previous classification or position,or to some other classification or position for which the employee
is qualified in the same pay range and department if there is no vacancy in the employee's previous
classification or position,at the sole discretion of the City.Written notice to the employee of the
reasons for the action shall be provided.During the first sixty(60)days of their probationary period
in the new job,employees shall have the right to return to their previous classification at their
request.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20242025-202 -2028-6
(c) Transferred Employees: A newly transferred employee(defined as an employee appointed to a new
assignment which has the same maximum salary rate as their current present classification)will be
subject to a probationary period of three(3)months from the effective date of the transfer.By
mutual agreement of the City and the union,the probationary period may be extended for a
maximum of an additional three(3)months.During a post-transfer probationary period,an
employee will continue to be considered a regular employee,will continue to accrue seniority.
If the employee's post-transfer probationary period is unsuccessful or at the request of the employee,
the employee may return to their previous classification or position within their original department,
if such vacancy exists.
(d) Reclassification:Employees filling positions that are reclassified by the City will not be subject to a
probationary period unless otherwise indicated prior to the effective date of the reclassification.
During such a reclassification probationary period an employee shall be returned to their previous
classification or position,or to some other classification or position for which the employee is
qualified in the same pay range and department if there is no vacancy in the employee's previous
classification or position,at the sole discretion of the City.
Section 3.Job Posting.
(a} [nterviewine 'ri nry: I argaining unit employees in good standing and not the subject of a disciphnar
process will be interviewed for open bargaining unit positions if(1)they have applied within the initial 7-
dav posting period.and(2)they are qualified to perform the essential functions of the position.
(b) Hiring Priority,Internal applicants who are qualified fur the position will be considered first for any open
bargaining unit position.In any case where applicants for a position possess experience.credentials.and
qualifications that are equal.the deciding factor in awarding the position will be City employment.In the
event that two City employees apply for a position and possess experience,credentials.and qualifications
that are equal.the deciding factor in awarding the position will be seniority For purposes of this article-
"qualified"shall mean that the applicant possesses the requirements and has demonstrated the
knowledge.skills and abilities to perform the essential functions as defined in the position description
and classification.
(c) Layoff and Recall Priority;Any employees on layoff status with recall rights shall he Oven interview
priority as described above.
Id) ADA/Workers'Comp Exceptions:This section shall not apply to placements involving employee
Accommodations under the ADA.Workers'Compensation.or related return-to-work arranPements
This Article shall be interpreted in a manner that complies with state and federal law;in the event of a
conflict.the City shall be entitled to follow state and federal law.
All
bargaining unit positions intended to
be filled.will be electronically for at least seven(7)calendar days prior to the
application deadline.As appropriate.the City may also post bargaining unit positions on physical bulletin
boards.This-These electronic posting shall satisfy the posting requirement and serve as evidence of having
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-292&2028-7
posted a position,should there be a challenge.This subsection shall not apply to transfers,recall of
employees'subject to layoff and/or to ADAAA/Worker's Compensation accommodations or returns from
ADAAA/Worker's Compensation related leaves.
Section 4.Promotions or Classification Transfer:The parties agree that the most qualified applicant for a
promotional opportunity or classification transfer will be given preference in filling any such vacancy.
Employees shall be given full consideration for all promotional opportunities or classification transfers,if
they meet the qualifications.In cases where two(2)current City employees are considered,in the judgment of
the City,to be equally qualified for a promotion,the promotion or classification transfer shall be given to the
employee who has the greatest seniority.At the time of the promotion,an employee shall be placed at the
starting rate for the job,minimum of at least five percent(5%)pay increase,provided that if the promoted
employee has been acting in capacity in that position for a period of three(3)months or more,at the time of
the promotion,the employee will be paid no less than the differential they were receiving while acting in
capacity.The promoted employee's pay rate shall not,however,exceed the established pay range for the
classification to which they are being promoted.Any employee who is interviewed for a position,and who is
not selected,shall upon request,be entitled to a meeting with their supervisor and a representative from
Human Resources to discuss actions they might take to become a more viable candidate for future openings.
Section 5.Reclassification:If an employee has good reason to believe that the duties of their position are no
longer consistent with the classification to which they are assigned,a classification review request may be
submitted in writing to the employee's supervisor.The classification review request shall detail the specific
changes in job duties that have occurred since the effective date of this Agreement or the specific
inconsistencies that exist between their job duties and current classification.If the matter is not resolved
between the employee and supervisor,the employee may within thirty(30)days following the employee's
written classification review request submit a written classification review request to the department head.
The City shall have thirty(30)days to review and respond to a classification review request and shall have an
additional thirty(30)days if an outside consultant is to be retained for the purpose of reviewing the request.
Wage adjustments which may result from this process may involve either an increase or a reduction in the
employee's compensation,in no case retroactive for more than thirty(30)days previous to the date the
written classification review request is submitted to the supervisor under this Section 5.No classification
review request may be submitted by an employee during the period of their probationary service with the
City.An employee's merit review date will not be changed by reason of reclassification under this Section 5.
The foregoing shall not be construed as preventing the City from exercising its right to transfer employees,to
assign job duties,to define and redefine the job duties of any position,and upon its own initiative to reclassify
positions pursuant thereto.
When a position is reclassified,the incumbent who is subject to the reclassification shall be paid as follows:
(a) If the new classification has a higher maximum rate of pay,the employee shall be paid the minimum
rate of the new classification or their current rate of pay plus five percent(5%)whichever is greater.
(b) If the new classification has a lower maximum rate of pay,the employee shall receive their existing
rate of pay but shall not be eligible for cost-of-living increases until such time as the established
maximum pay rate for the new classification exceeds their rate of pay,not to exceed thirty(30)
months.If the reclassification is a result of employee request or in lieu of layoff the employee will be
paid the applicable rate of pay for the lower classification given the length of the employee's service.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-8
(c) If the reclassified employee has been acting in capacity in that position for a period of three(3)
months or more,at the time of the reclassification,the employee will be paid no less than the
differential they were receiving while acting in capacity.
All reclassifications shall be effective upon the first of the month following the month in which the
reclassification request was submitted to the City.No grievance regarding an employee's classification
assignment may be filed until after the provisions of this Section have been exhausted.If a grievance
regarding an employee's classification assignment is pursued to arbitration,the arbitrator shall be bound to
the standards contained in this Section in making their determination.
Section 1.Work Week,Work Day and Work Schedule:The"work week",shall be defined as seven(7)
consecutive days commencing at the start of the employee's work schedule.
A"work day"shall be defined as a recurring twenty-four(24)hour period commencing at the start of the
employee's work schedule.
A"work schedule,"consistent with the operating requirement of the City,shall be a 5-8,4 10,9 80,flexible
or part-time as follows:
(a) A"5-8"work schedule shall consist of five(5)consecutive days of eight(8)work hours each work
week.
(b) A"4-10"work schedule shall consist of four(4)consecutive days of ten(10)work hours each work
week.
(c) A"9-80"work schedule shall consist of four(4)days of nine(9)hours each,followed by one(1)day
of eight(8)hours with every other week being a day off on the fifth(59)day.
(d) An alternative work schedule shall consist of fixed hours other than a 5-8,4-10,or 9-80 schedule.
(e) A"flexible"work schedule shall be equal in total hours worked during the work week to that of a"5-
8"employee but remains variable with regard to the number of work hours per day or work days per
week.Such work schedule shall not be in effect unless agreed upon in advance by the individual
affected employee and the City.Assignments which the City expects to work a flexible schedule will
be identified as such.An employee's acceptance of such assignments constitutes the employee's
voluntary agreement to a flexible schedule.
(f) "Regular part-time"employees shall be scheduled to work a portion of any of the above-specified
schedules.
(g) Job Sharing. As long as the City maintains a policy allowing job sharing,employees shall be eligible
to participate in the City's program.The application of the policy,however,shall not be subject to
the grievance procedure.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 26222025-2934-2028-9
Section 2.Overtime:The City and the Union agree to waive the application of ORS 653.268 and shall utilize
the following provisions in determining compensation for overtime:
All authorized work shall be compensated at the rate of time-and-one-half for work under the following
conditions:
(a) Employees assigned to a 5-8 schedule shall receive overtime for any work after eight(8)hours on any
workday,and for any mandatory work performed on the sixth(6th)or seventh(7th)day of the
employee's work week.
(b) Employees assigned to a 4-10 schedule shall receive overtime for any work after ten(10)hours on
any workday and for any mandatory work performed on the fifth(5th),sixth(6th),or seventh(7th)
day of the employee's work week.
(c) Employees assigned to a 9-80 schedule(consisting of four(4)days of nine(9)hours each,followed
by one(1)day of eight(8)hours with every other week being a day off on the fifth(5th)day)receive
overtime for work time required outside their regularly scheduled work day hours(9 or 8 based on
the day within the schedule)and for any work required to be performed on their regularly scheduled
days off.For FLSA purposes,the work week begins at the halfway point of the eight-(8)hour day
and runs for seven(7)calendar days,establishing each week as a forty(40)hour work week.
(d) Employees assigned to a flexible work schedule shall receive overtime credit for all authorized work
hours that exceed forty(40)hours per work week.
All overtime pay shall be computed to the nearest one-quarter(1/4)hour.Under no conditions will overtime
be paid twice for the same hours worked.
Section 3.Payment of Overtime and Compensatory Time:Overtime that is not scheduled as compensatory
time off during the pay period in which it is worked shall be paid in cash or,if authorized by the City and
agreed to by the employee,be accrued as compensatory time off to the extent such is allowed by law.The
time shall be scheduled upon the employee request,consistent with the operating needs of the City and in
accordance with the Fair Labor Standards Act.The parties agree that the City will not be obligated to
schedule compensatory time off and that such a request will be deemed to be unduly disruptive if the request
would cause the City to incur overtime to cover the requested time off.Compensatory time off accrual shall
be capped at no more than a total of sixty(60)hours.Any time banked over the sixty(60)hour maximum
shall be paid in cash.All accrued compensatory time shall be paid in cash upon termination of employment
with the City.Overtime does not pyramid with other hourly pay premiums except for bilingual pay.
wastewater certification pay,and night shift premium.
Section 4.Extended Schedule Situations: Employees who work sixteen(16)hours or more in a rolling 24-
hour period will be compensated at double time for any hours beyond sixteen(16)hours and shall have at
least eight(8)hours,off duty prior to returning to work unless an emergency is declared by the City Manager
or designee.
The off-duty rest is not paid time,it is instead treated like a schedule change,in cases of having already worked beyond
16 hours,employees will not have the option to work or use paid leave for that time.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 24222025-2025 2028,-10
Section 5.Shift Change Premium:If an employee's regularly scheduled work hours are changed with less
than five(5)calendar days'advance notice,those hours upon the first day of the modified schedule that fall
outside of the originally scheduled hours shall be paid at the overtime rate.The provisions of this Section
shall not apply if the change in work hours is at the request of the employee,er-is the result of an emergency
or unforeseeable circumstance,such as inclement weather,or if Section 15 of this Arucle applies.
Section 6.Call-Back:Any employee who has completed their work day and departed the City's premises upon
completion of said day and is then physically called back to work more than two(2)hours before the start of
their next normal shift will receive a minimum of two(2)hours pay at time-and-one-half of the employee's
regular rate of pay.In the event such a call-in occurs less than two(2)hours prior to the start of the
employee's next normally scheduled shift,the employee shall receive overtime pay until the start of their
regular shift,at which time they will begin receiving compensation at their regular straight-time rate.
if an employee is called back to work more than once during the same twelve(121 hour period.each distinct
callback shall qualify for the two(jl hour minimum comn ensa is
If an employee is physically called back to work between the hours of 9:00 p.m.and 5:00 a.m.and performs
work for four(4)or more hours and the employee is scheduled to work the following calendar day,the
employee shall be able to flex up to four(4)hours off duty at the beginning or end of their shift on the
following calendar day based on the employee's need,subject to Director approval.which shall not be
unreasonably withheld+Whenever possible.no employee shall be required to work without a minimum of
ht(81 hours of eefoff-duty rest following the e nd of a ctl ck shift,unless waived by the employee If an
employee works four(41 or more hours of call back time.all hours worked within an employees'rest window
arc to be compensated at time and one half.
Section 7.Acting in Capacity:When an employee is notified in writing that they will be assigned for a limited
period(40 consecutive work hours or more)to perform substantially all the duties of the higher-level
assignment outside the scope of their regular job duties that employee shall be paid premium pay of five
percent(5%). All paid leave taken during the acting in capacity assignment will be paid at the employee's
regular rate of pay.
The parties agree to strive to encourage and provide on-the-job training for employees.An employee
performing duties out of their classification for training and developmental purposes shall be so informed in
writing,and it shall be mutually agreed to by the supervisor and the employee.The notice shall state the
purpose and length of assignment.During the training,there shall be no extra pay for the work.A copy of
the notice shall be placed in the employee's file.
Section 8.Building Inspector Differential:The parties agree to the attached Appendix B.
Section 9.Bilingual Premium:
(S) Purpose:This section supersedes the July 15.2024 Memorandum of Understanding J`MOU').and any
other prior agreements on bilingual premium ray'.It affirms the City's and Uni n's shared commitment
to_equity in_pub c service delivery and fair compensation for employees providing multilingual support..
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 2422,2025-292 - 028-11
The City shall designate specificpositions that shall be eligible to receive a three percent(3%),
bilingual premium added to theiraise rate of pay.subject
to the limitations and eligibility criteria described below.
The City will use the following criteria when designating positions:those positions that require public contact
and continual eliciting and explaining information in SpaMsha City designated language,or those that are in a
work location where there is a demonstrated need for Spanis►rthat language trelslation-in providing services
to the public.The City shall have the right to limit or change the number of positions eligible for the 8.1—n4A
langetagebiljpgual premium based on actual need.To be eligible for the Spanish!anguagebiltngua(premium,
employees in the eligible positions must demonstrate proficiency in Spans►-the designated language at an
intermediate level.Testing to substantiate continued proficiency will be required once every two(2)years.
The City will develop a testing/certification process to enable employees to demonstrate such proficiency to
the satisfaction of the City.
-The City may determine that-edxrwhich languages may qualify based on a demonstrated need and changes
in the demographic make-up of the City's service population.
The City.in its sole discretion-may designate specific bilingual-required positions that qualify'for an
additional 2.5%incentive(total 5.5%).All positions designated as of the effective slate of this Agreement as
bilingual required positions shall receive this enhanced incentive
Notwithstanding above.employees in non—bilingual-required positions may receive an additional2.5%(total
5.5%bilingual premium)if certified in a designated language and regularly and frequently performing duties
comparable to a bilingual-required position(20°°or morel.Requests,with sufficient supporting
documentation,must be submitted to HR and the department director for review within thirsty j301 days.
approved incentives are retroactive to the first payroll after the request date
Section 10.Water/Wastewater Certification Incentive: Bargaining unit
employees assigned to water distribution or wastewater collection,who obtain and maintain specific job-
related certifications beyond those required for their job classification,and/or who participate in the
voluntary PW on-call/SCADA program, shall receive incentive pay as follows:
Water Distribution Certification/Wastewater System Operator Certification Level II 1.0%
(collections)
Water Distribution Certification/Wastewater System Operator Certification Level III 1-5LQ%
(collections)
Water Distribution Certification/Wastewater System Operator Certification Level IV 23.0%
(collections)
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025 2028- ;
The Water Distribution Certification must be issued by the Oregon Health Authority. The Wastewater
System Operator Certification for Collections must be issued by the Oregon Department of Environmental
Quality.
Section 11.Public Works On-Call and SCADA Programs:Public Works bargaining unit employees who
participate in the Public Works On-Call and/or SCADA programs shall receive(at a minimum)the following
compensatory time or overtime pay at time and one half:
A. Total of one(1)hour for each weekday
B. Total of two(2)hours for each weekend day
C. Total of two-ibur_(24)hours for each recognized holiday,inektdvs-and the Day After Thanksgiving
As noted above,the standard base on-call pay is nine(9)hours at the overtime one and a half tunes the
employee's rate for on-call weeks. The first three(3)hours of pay shall be considered inconvenience pay for
being on call. The remaining hours paid shall be considered compensation for actual hours worked from
home while on-call during the on-call week. Time worked from home by the on-call employee beyond those
hours during the on-call week shall be recorded as additional overtime on the employee's time sheet.
Section 12.SCADA Compensation: , ,
t e-The employee who is voluntarily assigned to monitor SCADA.and holds a Level II.II,IV Water
Distribution Certificate as-DRC will receive an additional three percent(3.0%)incentive pay for the assigned
week,excluding leave time.
Section 13.Library On-Call Programs: .
Part-time regular ltbeey-Library employees are eligible to accept on-call shifts within their job classification.
Employees with regular schedules under 29 hours per week are eligible to work additional hours up to a
maximum of 58 total hours per pay period.Employees with regular schedules of 30 or more hours per week
are eligible to work additional hours up to a maximum of 80 hours per pay period.Employees may not work
more than 40 hours per week under this provision.
Library employees may request to be included in an on-call list by division.Shift-- °`-o`4ered-,u 4wt.t!nccl
to-regular pen-time and on-call
Additionally,regular part-time employees will he eligible for inclusion on the on-call list for shifts outside of
their iob classification for which they meet the[Malin UM qualifications
Minimum qualifications will be reviewed by human-mires urcca _ounces-on a quarterly basis to
establish an eligible list of candidates who are interested and qualified for the aetiri►Aictingiss-In eapaeity-
Capacity en-on_call opportunities.-The purpose of running a quarterly review and application is to give
employees the opportunity to work towards meeting the minimum qualifications of the desired job
classification and be considered for the net-mg-Acting rn-In a reeitu-Capacity en-on-call opportunities.All
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 24222 025-24I35-2028-13
participants in the Library s on-callprograrns wiL.adhere to the rcquirsments of on call employment.
At this time,
,the 5%Acting in-In a aci premium pay does not
apply because the time employees will act in capacity performing dudes outside of ti:eir r•polar scope of duty
is on an irregular and infrequent basis.The current HRIS system does not allow for having one employee in
two positions at one time and therefore the parties agree to a 10%premium pay for each hour worked while
participating in the eeting-\cttng irrin_e*paete padly..en-Q&call pilot-program for participating
employees.
For shifts scheduled monthly in advance of planned absences.regular part-time employees will recerve
highest pnonty for at least one shift.
For shifts posted on short notice for unplanned absences-shifts will be offered and assigned to regular part-
tune and on-call employees on a first-come.first-served basis
Section 15:Shift Differential Pay:Employees shall be eligible for an additional two dollars($2.-90)per hour
pay when assigned to a night shift.Night shift is defined as one which begins at 8;00pm or later and lasts
more than four(4)hours
Section 1.General Holidays.The City of Tigard shall observe the following paid holidays:
New Year's Day
Martin Luther King]r.Day
Presidents'Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
28 hours of floating holiday(3.5 days of floating holiday)
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 29222025-2834-2028-14
�._lm e
If a holiday falls on a Saturday,it will be observed on the previous Friday;if it falls on a Sunday,it will be
observed on the following Monday.Employees not scheduled to work on the day a holiday falls,will arrange
with their supervisor to mutually schedule an alternative day off before the holiday within the same pay
period the holiday falls or within thirty(30)days after the holiday.
Regular full-time employees shall receive eight(8)hours pay for each of the holidays listed above,provided
the employee works the scheduled day before and the scheduled day following the holiday unless the
employee is on paid leave status.
For Library employees,holidays will be observed on the actual day the holiday falls.Employees not scheduled
to work on the day a holiday falls will arrange with their supervisor to mutually schedule an alternative day off
within thirty(30)days.
Employees required to work on any of the observed holidays(or actual holidays for Library employees)listed
above,shall be compensated for all hours worked at the rate of time-and-one-half with a minimum guarantee
of two(2)hours work in addition to the holiday pay.Time-and-one-half pay does not apply to employees
who work on actual holidays when those holidays occur on a Saturday or Sunday unless the hours worked
cause the employee to work more than forty(40)hours in the workweek.
Section 2.Scheduling of Floating Holidays:It is the responsibility of an employee who accrues a floating
holiday under Section 1 to schedule the holiday time off at a time that is mutually agreeable to the employee
and their supervisor prior to the end of the fiscal year.Any accrued,but unused floating holiday time will be
lost at the end of the fiscal year.
Section 3.Holidays for Part-Time Employees:For part-time employees,if the holiday occurs on an
employee's regularly scheduled day off,the employee will arrange with their supervisor to mutually schedule
an alternative day off before the holiday within the same pay period in which the holiday falls or within thirty
(30)days after the holiday.The employee will not be cashed out for the holiday or allowed to take the holiday
time off beyond the thirty-day period.If operational needs permit,the City will allow part-time employees an
opportunity to modify their work schedule and work additional hours during a holiday week to provide for a
full paycheck without having to use vacation time or other earned leave and without incurring overtime.
Section 4.Part-Time Holiday Benefits:Holiday benefits for regular,part-time employees(twenty(20)hours
per week or more)shall be prorated based on FTE,provided the employee has worked an average of twenty
(20)hours per week in the preceding calendar month and is in paid status for their scheduled day before and
day after the holiday.In the first month of employment,average hours worked per week will be determined
on the basis of weeks worked in the month,fractional weeks excluded.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 202S 2028-15
Section 1.Accrual:Full-time employees shall accrue vacation days at the following rates:
Service Monthly Equivalent
Time Accrual Annual Accrual
0 to 6 No monthly One-time 40
months and successful accrual.40 hours credited hours
completion of probationary upon completion of
period probationary period.
After 6 10.0 120 hours/year
months hours/month
After 5th 12.0_ 144 hours/year
anniversary hours/month
After loth 14.5 174 hours/year
anniversary hours/month
After 15th 16.0_ 192 hours/year
anniversary hours/month
After 20th 18.Q 216 hours/year
anniversary hours/month
After 25th 20.0 240 hours/year
anniversary hours/month
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City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20232025-202rt-2028- 16
Part-time employees shallaccrue vacation on a prorated basis based on FTE.
et
Maximum accrual limit is 260 hours.
employee shall accrue vacation beyond this limit.
twenty-(220)-haters-It shall beis the employee's responsibility t f _lr..,.rl .«t
af-+ddieir>real-vaeatientu plan vacation usage to avoid reaching this cap.
Section 2.Utilization:
,,ai The City and the employee shall mutually schedule vacation time-giving do consideration to
operational needs,employee preference,and based-on the-
employeesrequest,seniority,
jb) -Once scheduled,there will be no vacation scheduling bumping.
Section 3.Vacation Cash-Out.Upon written request by an employee and approval by the Department Head,
in each fiscal year.an employee shall-may also--be to convert a-Meek-ofup to a total of eighty(80)
hours of accrued vacation time into eeshrpay.;Requests under this Section 3 may only be made up to twice per
fiscal year.Payout of accrued vacation time is subject to the following conditions.
fa) The employee has taken at least forty(40)hours of vacation ti:ete-
ef4leave during the same fiscal year(not required to be consecutive). 11 L_
bj�T_A Qrs neeQ �e take i a - - - se. 11ia.-----f"_/ee �WTttVc
regnireel-ecrmaintains a minimum balance of forty(40)hours in their accrual
bank.
jc)__preveston Provtstons arc prorated for part-time employees based on FTE.
5ccuon 4.Payout Upon Separation or Death:
All regular employees shall be entitled-topaymrntpatd out for unused accrued vacation leave upon
separation .In the event of death,payment shall be paid to the employee's estate or
designated beneficiary. .
Section 5.Cancellation of Approved Vacation;
LaL 1 City may only cancel approved vacation
due to emergencies exeept-tnthe event-artemergeney-whtehthat creates an abnormal workload or
other Igic9ntryllable circumstances,
-, stbein
writing.
IL-Unrecoverable transportation or lodging deposits,provided the employee notified the City of same
at the time that the vacation was cancelled,and the City does not rescind the cancellation will be
paid by the City if the employee produces proof of such unrecoverable deposits.
Section 3¢.Hardship donations.The City will allow employees to make donations of accumulated vacation
leave into a"leave bank."Vacation leave may also be donated to a specific employee,if the eligible recipient
gives Human Resources permission to disclose the employee's name at the time of the donation request.For
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 220 2 5-2N2S2028-17
the purpose of this Agreement,the hardship leave donations will be administered under the following
stipulations:
(a) The recipient and the donor must be regular employees of the City.The parties agree that
management employees may donate to the leave bank or a specific employee on a voluntary basis;
the same will be true in reverse.
(b) The City shall not assume any tax liabilities that would otherwise accrue to the employee.
(c) Requests to receive hardship leave must be accompanied by medical documentation(or have a
FMLA/OFLA certification on file)verifying eligibility of an employee's and/or family member's
serious health condition that will leave the employee off work for at least a month.
• For health conditions requiring intermittent leave,a doctor's note anticipating a need of at
least one(1)month of leave over a twelve(12)-month period for the serious health
condition would also qualify;however,donated leave must still be taken in blocks of forty
(40)consecutive hours or more per(g)below(prorated equivalent for part-time staff)or in
smaller increments,when on a regular,consistent,and predicable schedule.
(d) Each application for donated vacation hardship leave will be reviewed and approval granted or
denied on a case-by-case basis by Human Resources.The City retains the right to require periodic
(monthly or otherwise based on the law)certification to verify eligibility.
(e) Donations shall be credited at the recipient's current regular hourly rate of pay.
(f) Donated hours will be directed to a vacation donation hardship leave bank for access by any regular
employee meeting the criteria for requesting a hardship leave as referenced in this policy or time may
be donated to a specific employee,if the request for donation is specific to an individual or
individuals.
(g) To be eligible to receive hardship donations,employees must have:
• Maintained an average of at least forty(40)hours of sick leave over the preceding twelve(12)
months and have exhausted paid leave accruals;OR
• Been unable to maintain the leave accruals due to the employee's own serious health
condition or that of a family member in the prior twelve(12)-month period and have
exhausted paid leave accruals;
(h) For those employees eligible to access the leave bank,the City will notify the Union President of any
request for hardship leave,as long as the employee requesting the leave consents to such notification,
in writing.The notification shall include the status of the hardship leave bank.Donations made to a
specific individual will be used on a first-come/first-used basis and will not be removed from the
donator's vacation leave bank until and unless there is a documented need.Donor's leave shall only
be available to the recipient during the specific medical incident under which it was granted(EG if
granted for a broken arm and not all used,it does not remain available for a new medical incident a
few weeks later,such as a broken ankle).
(1) Unused donated hours to the leave bank shall be carried over from year-to-year and shall not lapse.
For employee-specific donations,unused hours will remain with the donor and will not be otherwise
carried over.
(il The recipient of donated hours shall only be eligible for up to 100%wage replassititrnr from all
;ourccs.including Paid Leave Oregon.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 24222025-2031-202$-18
Section 1.Life Insurance:The City shall provide each employee with a$50,000 group term policy and will pay
one-hundred percent(100%)of the premium.Employees become eligible for life insurance effective the first
day of the month following the start date.
Section 2.Medical and Dental Insurance:The City agrees to provide employees a choice between
ja)_Regence Plan Copay B aidLor Kaiser Copay B,including vision insurance(or most similar
replacement plans)including the alternative care option,most closely matching the current plans,
contingent upon CIS'minimum enrollment requirements and plan availability.
Employees are eligible for health and dental benefits effective the first day of the month following the
employees'start date.Coverage shall include domestic partners in accordance with Article 12.Section 12,
The City agrees to provide dental in rwgee-coverage options from(e-riwier-13.efwervi
fa) -Willamette Dental,,—,
jb)_Delta Dental.;and
jc) Kaiser Dental);
j ot-QLsubstantially equivalent coverage for each employee and all enrolled dependents including
domestic partners,subject to CIS enrollment requirements and plan availability.Employees are
eligible for health benefits effective the first day of the month following the start date.
City nv-Contributions fire based on the insurance plans selected by each full-time employee
working—thirty(30)ormore hours or more per week,)The City shall contribute are ealeulaeed-as follows:
(a) Effective January 1,202,3-2026 the City's payment toward both medical plan options with dental will
be ninety(90%)of the cost of the plans.Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
jb)_Effective January 1,2024 Q2Z,the City's payment toward both medical plan options with dental will
be ninety(90%)of the cost of the plans.Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
jc)_Effective January 1,20252Q2$,the City's payment toward both medical plan options with dental will
be ninety(90%)of the cost of the plans.Any remaining difference in medical/dental insurance
premiums will be paid by the employee.
Section 3.Payroll Deduction: Any insurance premiums paid by the employee in accordance with the
foregoing provisions shall be paid by the employee via payroll deduction.This Agreement authorizes the City
to make payroll deductions consistent with this Article 12,Section 2 with or without the employee's
individual authorization.
Section 4.r-----anec Committee Insurance Reopener: If each of the various Medical Insurance pan options
offered by the City experience rate increases in year two or three of the Agreement.in excess of eleven
percent f 11.0°9) then the partic5 agrec to a..nmcty(90)day Tt.icrmbarguiaing.gctiod under the statue.as a
reopener of this Article_Article 12—Benefits
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025.24 A-2028-19
to eight PHeent-f8443-orle9s-a it4/oe lselow-clue AC A excise eep-es
one-the-mar-ittrenti-eommittee-rneelings-absent-enunta4--agreerneftc--All-tmi-ott-titembees-ef-the-eorntnittee-will-
The pafti_"imiy upon mut al agrCH cnt,intplenien-t-*change in-p ais fie...,...based.. the w........�a'9-
phfl-year tml-yam-sher»-tges bong
Section 5.Disability Insurance:The City agrees to provide disability/salary continuation insurance at sixty-six
and two thirds percent(66-2/3%)of base salary,not to exceed$4,000 per month,to provide coverage after
sixty(60)days of disability.
Section 6.Retirement:During the term of this Agreement and after six months of continuous service with the
City,the City shall continue to contribute ten percent(10%)of each employee's gross pay to that employee's
established 401(a)retirement account.The normal retirement age allowing for in-service distribution for the
401(a)retirement plan is fifty-ore-nine and a half(5559'h)years.
Section 7.Flexible Spending Account:The City shall continue to provide a Flexible Spending Account,but
reserves the tight to cancel such access should the excise tax provisions of the ACA place the City in jeopardy
of being charged for the program on an individual or citywide basis.The City agrees that should the program
be canceled it would only impact medical flex and not the employee pre-tax insurance contribution or the
dependent care flex.It would occur at the start of a calendar year with not less than thirty(30)days notice to
the union.
Section 8.Part-Time Employees:Employees who are regularly scheduled to work thirty(30)or more hours
per week shall receive all benefits specified in Sections 1 through 2 and 5 through 7 above.Employees who
are regularly scheduled to work less than thirty(30)hours but twenty(20)hours or more shall receive a City
contribution equal to fifty percent(50%)of the cost of such benefits if the employee elects to pay an equal
amount via payroll deduction.
Section 9.Carrier Selection:The City reserves the right to provide the insurances and other benefits outlined
above through a carrier of its choice.The City shall notify the Union of any changes in insurance carrier or
other carriers at least thirty(30)days prior to the change.
The parties agree that all insurance and other benefits are subject to the terms and conditions of contracts
and/or agreements between the City and the insurer(s).
Section 10.VEBA:To help offset the cost of premium contributions or other health insurance expenses
elected by the employee,the City will contribute$1,000 annually($83.33 per month)to a VEBA account on
behalf of each bargaining unit member enrolled in a City-provided medical plan. ,
employees-Employees who are not enrolled in a City-provided medical insurance plan will have restrictions
on the use of any new funds contributed to the VEBA,consistent with legal requirements.Employees who
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 26222025-2025 2028-20
waive City covera's shall continue to receive the contribution of 51.000 annually.consistent with.IRS and
VF,BA guidelines.
Section 11.Deferred Compensation:New employees hired on or after January 1,2020 shall be automatically
enrolled in the 457(b)deferred compensation plan and contribute one percent(1%)of their compensation to
the plan. Contributions shall be automatically directed to the default plan as determined by the Plan
Governance Committee. Employees may opt out of the program,change their contribution amount,or
redistribute their investment strategy at their discretion in accordance with plan rules.
The City,on behalf of employees with ten(10)or more completed years of service,will match employee
contributions up to one percent(1%)of base monthly salary into the deferred compensation account as set
up and directed by the employee.Upon completion of fifteen(15)years of service,the City's matching
contribution shall increase to a total of up to one and one-half percent(1.5%).Contributions made by the
City shall begin on the first payroll following December 1 of the year in which the employee reaches the years
of service milestone(10 and 15 respectively).If the employee notifies Payroll anytime on or after their
anniversary date,the contributions will start within 30 days following notification.No contribution by the
City shall be retroactive.
Section 12.Oregon Registered Domestic Partnerships:In accordance with ORS 106340.Oregon Registered
Domestic_artnerships("ORDPs")are granted all the same tights.benefits.and responsibilities as marriage,_
ORDPs are available to couples of any sex as of January 1.2024.
Section 1.Wage Rates:
(a) Effective July 1,20222025,the salary range in steps for each classification shall be as set forth in
Appendix A heree€{reflecting an across-the-board increase-edjesnnent to wages wrens-the-
bexertl-by the amount of five-t point erne-eight percent(5:4lS%)
,hi The City recognizes that inflationary pressures in the past few years led to wage increases lagging
behind CPI-W.West Urban Index(annual average)by approximately 2%.The Union recognizes
the fiscal challenges that currently,exist In turn.the parties agree that in years two and three of
the r\greement it is appropnate to include a one percent(1.0%)wage increase above CPI W.
West aban Index(annual average)subject to the Lmitadons and maximum cap described
below:
• Effective July 1,20242026,}Here•ism slcross-the-bond by the amount of the
percentage change in the CPI-W.West Urban Index(Annual average)plus one percent
11°o)with a minimum increase of one percent(1%)and a maximum increase of five
percent(5°o).
• Effective July 1,20242027,increase wages across the board by the amount of the
percentage change in the CPI-W.West Urban Index(annual average}plus one percent
L1°a)with a minimum increase of one_percent(1°a)and a maximum increase of four
percent(49 o).
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-292rs-2028-21
4b)1,c) The City will conduct a comsrehenstve classification and compensation study of all SD U
positions by the end of this agreement.Once completed,The City will provide the Union with a
copy of the final report
Section 2.Probationary Step:New employees shall be hired within the range established for their
classification and advance five percent(5%)upon successful completion of their probationary period.
Section 3.Evaluations:
(a) During the first year of employment,employees will be evaluated in writing after the first six(6)
months.Thereafter,employees will be evaluated consistent with City policy.Employees may be
evaluated more frequently at the discretion of the supervisor.The results of an evaluation shall be
reviewed with the employee and the employee may within seven(7)days thereafter attach written
comments or objections to the evaluation.An evaluation shall not be subject to the grievance
procedure.
(b) All periodic salary increases within the salary range established in Appendix A shall be contingent
upon satisfactory performance as indicated in an employee's written performance evaluation.An
employee who has received no periodic salary increase within the applicable salary range as a result of
an evaluation of less than satisfactory performance may file a written grievance under Article 21
(Grievance Procedure)within seven(7)days following notice of no increase.
(c) A seven(7)step salary schedule,with five percent(5%)increments between annual steps beginning
upon successful completion of the probationary period and annually hereafter is set forth in
Appendix"A."Movement on the salary schedule is conditioned upon satisfactory performances as
set forth in Section 3(b)hereof.
ARTICLE 14—TRAVEL" TRAINING AND REIMBURSEMENT
Section 1.Mileage Reimbursement:Employees authorized to use their personal vehicle in the performance of
official City duties,shall be reimbursed at the standard IRS-allowed rate.
Section 2.Expense Reimbursement:Whenever overnight travel outside the City is required,the City shall
reimburse employees for necessary and reasonable receipted meal,lodging,and other expenses,consistent
with state and federal tax laws and City Policy.
Section 3.Training
(a) Mandatory Training:In addition to receiving expense reimbursement,mandatory training time shall
be paid for as hours worked,in accordance with the FLSA.Travel time,provided no overnight stay is
involved,shall also be paid for as hours worked.
This provision shall also apply to training which is necessary in order to acquire or maintain a
required certificate or license following the employee's date of employment by the City.
(b) Voluntary Training. Training that is not mandatory may be with or without pay reimbursement of
expenses and tuition costs at the discretion of the City,and in accordance with the FLSA.Such
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2425-2028-22
training or course work may also be subject to such other conditions and restrictions as the City in its
discretion may specify.The employee shall be advised at the time that the training is approved as to
whether the training is considered mandatory or voluntary training.
Section 4.Tuition Reimbursement:The City will reimburse an employee for one hundred percent(100%)of
the cost of tuition and fees for courses conducted outside the employee's regular working hours.The course
must be directly related to the performance of the employee's job.Employees requesting tuition
reimbursement must apply for approval from their department director prior to the registration deadline for
the course,consistent with the city's training and education policy.Reimbursement is subject to the approval
of the department director within budgetary constraints,with consideration given to balancing training
resources across a department and consistent with federal and state tax laws and city policy.The employee
must show evidence of a"C"or better or passing(when no grade is used)or must reimburse the City of all
costs advanced to the employee for the course.
(a) If the class taken was related to the employee's current position,and the employee is separated from
the City service for any reason except involuntary dismissal within one(1)year of the date of the
reimbursement,it shall cause fifty percent(50%)of the amount reimbursed within such year to be
deducted from the employee's final paycheck.
(b) If the class taken was related to reasonable promotion or transfer opportunities,and the employee is
separated from City service for any reason except involuntary dismissal within one(1)year,it shall
cause one hundred percent(100%)of the amount reimbursed to be deducted from the employee's
final paycheck.If the employee terminates for any reason except involuntary dismissal within two(2)
years,it shall cause fifty percent(50%)of the amount reimbursed to be deducted from the
employee's final paycheck.Educational courses which are only offered during regular working hours
may be approved by the department head provided time off can be conveniently arranged and
arrangements can be made to make up time off the same week.
Section 5.Clothing Reimbursement:The City will provide a clothing reimbursement for department
approved clothing to employees in classifications listed in this section,not to exceed two hundred dollars
($200)per fiscal year.Employees must submit actual receipts prior to being reimbursed for clothing.
Employee classifications qualifying for this clothing allowance are:
Job Classification Clothing Boot z Boot Allowance Frequency
Allowance Allowance
Fleet Maintenance Technician 200.00 250.00 'Annually(if directed to wear)
Facilities Maintenance Tech I/II/Senior 200.00 250.00 Annually(if directed to wear)
Inspector I/II/Senior 200.00 250.00 Every 2 yrs(if directed to wear)
Engineering Tech I/II/Senior(limited field
work) 100.00 250.00 Every 2 yrs(if directed to wear)
Engineering Tech I/II/Senior(50+%field
work) 200.00 250.00 Annually(if directed to wear)
Utility Worker I/II/Senior 200.00 250.00 Annually(if directed to wear)
Customer Field Worker/Senior 200.00 250.00 Annually(if directed to wear)
Environmental Program Coordinator 200.00 250.00 Every 2 yrs(if directed to wear)
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-23
Project Coordinator 100.00 250.00 Every 2 yrs(if directed to wear)
Water Utility Technician I/II/Senior 200.00 250.00 Annually(if directed to wear)
Code Compliance Officer 100.00
1 Boot Allowance may only be used for reimbursement of receipts related to safety-toed boots as noted in
Section 6 of this Article.Clothing allowance,however,may be used,in part,for reimbursement of boot
receipts in excess of the$250.00 allowance provided above.
2.Boot Allowance per Section 6 of this Article is only applicable to employees within the job classifications
identified above and only for individual positions within the classification that are directed to wear safety-
toed boots.
By mutual agreement between the Union and the City,the parties may add job classifications,on a temporary
basis,to the chart above,which would allow the impacted employees to receive clothing and/or boot
allowance as agreed based on the assigned job duties.
Any employee who is hired after July 1st of any year shall be eligible for a prorated clothing reimbursement
based upon that portion of the year that remains to be worked before the next July 1st.
The clothing reimbursement provided under this provision shall be applicable only to reimburse eligible
employees,on presentation of receipt,for outer garments worn in the course of their dunes.If a new
employee voluntarily leaves the employ of the City within the first six(6)months of employment,the
employee shall be required to reimburse the City for clothing allowance received dunng the probationary
period.
Section 6.Boot Reimbursement:All employees who are directed to wear steel-toed footwear on the job shall
be reimbursed upon the purchase of approved steel-toed footwear,receipt required,annual maximum:two
hundred fifty dollars($250).This reimbursement may be used for repair,receipt required,reimbursement
limited to actual cost of repairs.Employees who are directed to wear steel-toed footwear may combine the
steel-toed boot reimbursement and clothing allowance,receipts required.
Section 1.Accrual:Regular full-time employees shall receive forty(40)hours of sick leave front-loaded each
year and then 2.16 hours of sick leave for each full pay period worked.Part-time employees shall accrue sick
leave prorated based on FTE.There shall be no limit on the amount of sick leave that an employee may
accrue.
Section 2.Utilization:Accrued sick leave shall be available for use on regularly scheduled workdays in which
employees are unable to work because of their own illness or injury or that of a covered family member.
In the event an employee needs to utilize sick leave,the employee shall notify the supervisor as soon as
possible of the expected absence and the nature and expected length thereof.
An employee may also use sick leave where there is an illness in their family which necessitates making
arrangements for the ill relative.For the purpose of this Section,members of an employee's family shall
mean:(a)immediate family(spouse,parents,children[including step-children,foster or court-appointed
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2922 2 02 5-2A3b-2028-24
children],individuals for whom the employee has legal guardianship,siblings);(b)registered domestic partner;
and(c)other relatives and dependents domiciled in the employee's household.
Section 3.Workers'Compensation:When on-the-job injuries are covered by Workers'Compensation,the
City will provide to the employee payment of regular net salary up to ninety(90)calendar days following a
medical authorization for temporary disability(time loss).
Payment of Workers'Compensation time-loss benefits will be received directly by the City.Should an
employee receive a check for Workers'Compensation time-loss benefits,they shall endorse the check and
give it to the Finance Director for deposit by the City.Sick leave will not be charged to the employee for
injuries covered by Workers'Compensation.For the first ninety(90)days of Workers'Compensation time
loss,the City shall continue to make the same contribution to all benefit programs specified in Article 12-
Benefits,as would have been made if the employee had worked their regularly scheduled hours of work.
Following the exhaustion of the ninety(90)calendar days,any approved time loss would be covered
through the Worker's Compensation carrier at state compensatory rate for covered claims.Employees
would have the option to use leave accruals to off-set any reduction in net pay including,sick leave,
compensatory time,holiday and/or vacation and benefits would be prorated accordingly.
Section 4.On-Call Duty:Employees who use sick leave shall not be required to work in an on-call capacity
on the same day of their sick leave;however,at the employee's discretion and with supervisor approval,the
employee may choose to work if they feel physically and mentally fit to do so.
Section 5.Sick Leave Abuse:The abuse of sick leave shall be grounds for denial of sick leave for the period of
time involved and shall in addition be grounds for disciplinary action.It is recognized that pattems of
recurring sick leave utilization in relation to weekends and holidays,when not verified by a written physician's
certification of illness or injury,may be evidence of sick leave abuse.
Section 6.Physician's Certificate:Sick leave benefits shall not be paid for any absence that is for forty(40)
consecutive work hours or more unless the employee presents a written physician's statement upon return to
duty.
For absences of less than forty(40)consecutive hours,the City may require a written physician's certification
of illness.When verification is required for absences of less than forty(40)hours,the City will reimburse the
employee for any out-of-pocket physician expenses that result.
Section 7.Termination:Sick leave has no cash value upon termination of employment.
Section 8.Retirement:Employees who retire from City service shall receive an additional retirement plan
contribution equal to fifty percent(50%)of the cash value in wages of all accrued sick leave.At the
employee's discretion,the employee may donate up to 40 hours of their sick leave into the leave donation
bank(this donation reduces the 50%retirement plan contribution by the value of 40 hours).An employee
shall be considered to have retired from City service if they are sixty-two(62)years old at the time of
retirement or have thirty(30)or more years of service with the City.
Section 1.Bereavement Leave:In the event of a death in the employee's family or of an individual of
significant personal relationship to the employee,employees will be granted up to one work week(forty,40,
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-202 -2028-25
hours or prorated based on FTE)oft. eea.r paid time off,as bereavement leave;bereavement leave hours
need not be taken consecutively.For the purpose of this Article,an employee's family shall mean spouse,
parent,children,step-children,step-parent,brother,brother-in-law,sister,sister-in-law,mother-in-law,father-
in-law,son-in-law,daughter-in-law,grandparents,grandchildren and any other person who is a dependent of
the employee or any other family member defined under the Oregon Family Leave Act(OFLA).OFLA
entitles eligible employees up to two weeks of unpaid bereavement leave per death.The first week of
bereavement leave will be paid pursuant to this Article;additional leave may be charged to accrued vacation,
sick,comp time,or leave without pay.Bereavement leave will under this Section run concurrent with OFLA
and/or Oregon Sick Leave when applicable and must be taken within 60 days of the death of the family
member.
Section 2.Jury and Witness Duty: Employees shall be granted up to three(3)months leave with pay for
service on a jury or when under court subpoena as a disinterested witness,provided the employee shall seek
all fees due to them for jury or witness duty and turn said fees over to the City.except for cases where such
reimbursement is only fotmcals and/or mileage.The City will refund any amounts turned over which atrc
designated as reimbursement for meals or mileage.
the City.
Should the employee's regular schedule be other than a day shift,the City shall reschedule the employee to a
day shift for the duration of the employee's jury service.The City shall not incur any liability for adjusting the
shift of the employee on jury duty or for adjusting any other employee's shift to comply with this Article.No
more employees than reasonably necessary will be adjusted to fill in for the shift of the employee on jury
duty.
Upon being excused from jury or witness duty for any day,an employee shall immediately contact their
supervisor for assignment for the remainder of that workday.For employees not regularly scheduled on day
shift,the workday will be considered to have started when the employee reports for jury or witness service,or
when the employee reports for work,whichever is earlier.Employees will not be paid for travel time except
to travel from work to court or return from court to work during the employee's regular work hours,or any
hours short of eight(8)hours which are not served at court.Overtime will not be paid for any time served
beyond eight(8)hours a day.If the employee is dismissed before 5:00 p.m.and the supervisor determines
they do not need to report back to work,vacation,floating holiday or comp time may be used for the rest of
the day.The employee's time sheet must reflect time of arrival,time off for lunch and time of release by the
court.The parties mutually agree that this paid benefit is provided due to the unique circumstances
surrounding jury/witness duty leave,the limited circumstances in which it arises and its direct impact on the
local community in which the parties live.
Time off from work for appearances in court and other proceedings other than as provided above,shall be
charged to accrued vacation time,floating holiday,orr_compensatory time,or.if no accrued paid leave is
available,-et leave without pay,Requests under this Paragraph shall be subject to 10 business days notice to
the Department Director
Section 3.Leave of Absence: A regular employee who has completed their probationary period may be
granted a leave of absence without pay for up to twelve(12)months when the work of the employee's
department will not be seriously jeopardized by their absence and when there is good cause for the leave.
Requests for such leave must be in writing and must establish reasonable justification for the approval by the
City.Benefits,sick leave and service credits(including actions related to merit adjustments,leave accruals,and
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-24424.2028-26
other time-based benefits or compensation)shall not continue to accrue for any period in which an employee
is on unpaid leave status under this Section 3.Any leave of absence requests that are denied shall receive a
written explanation at the time of the denial.
Section 4.Military Leave:Leaves of absence on a paid or nonpaid basis shall be as provided by ORS and the
Veteran's Reemployment Rights Law,Title 38,USC,Chapter 43.
Section 5.Family Medical Leave:The City agrees to abide by the applicable provisions of state or federal law
regarding family medical leave,as set forth in City policy.
Section 1.Notice:A layoff is defined as an involuntary separation from the City for reasons that do not
reflect discredit upon the employee.The affected employee and the Union shall be given written notice of a
layoff at least thirty-enesixty(4.6Q)calendar days before the effective date:
fa) The notice shall include•
l , the the reason for the layoff;
2. Impacted classiflcauion(s)•
3. end-the-Available bumping options;and
4. Option for one session with HR director(or their designee).to review the notice.,if-any,cherthe
employee-he%
Section 2.Order of Layoff:If a layoff is implemented,employees shall be laid off in inverse order of their
seniority within the classification,and within the department,affected by the layoff.Before any regular full-
time or regular part-time employee in a given classification may be laid off,all seasonal,casual and irregular
part-time employees who are working in the same classification and department shall be laid off.
Seniority shall be as defined in Article 8,Section 1.
For
any employee to be affected either by layoff or bumping,the City will review the employee's personnel file to
determine if the employee's listed seniority date needs to be adjusted by a period of unprotected unpaid leave.
Bumping rights shall be based upon the employee's adjusted seniority date.If two(2)or more employees
have equal seniority,the employee to be laid off shall be determined by lot.
Prior to the issuance of any layoff notice.the City will explore reasonable alternatives to layoff.including:
1. Redeployment to vacant positions for which the employee is qualified'
2. Voluntary reduction in hours or iob sharing:
3. Internal budge reallocations or reassignments within the department or City-wide,
Section 3.Bumping Rightt:In the event of a layoff,any employee who has been notified of a layoff shall,
within ten(10)calendar days following notice of layoff,have the right to displace the least senior employee in
the same or lower paying classification provided they are fully qualified to perform the work of the lower-
paying classification.An employee shall be considered qualified to perform the work of such lower
classification if they meet all of the job qualification requirements specified in the current classification
specification for the classification in question.Any employee who exercises their bumping rights shall serve a
probationary period of three(3)months.During such probationary period the City shall have the right to lay
the employee off if the employee is not performing the job in an adequate manner.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 26222025-2445-2028-27
If an employee wishes to waive their right to displace an employee in a lower classification and thereby be
subject to layoff,that employee shall so notify the City in writing within ten(10)calendar days of their receipt
of notice of the layoff.When an employee bumps to a lower classification,as provided for above,they shall
be placed at the maximum rate for the new classification or the employee's current salary rate,whichever is
lesser.For purposes of this Article,non-bargaining unit employees regardless of prior service in the
bargaining unit shall have no right to bump into a bargaining unit position.
Seniority Transparency and Application,
(a) The city shall maintain a City wide seniority list for all represented employees.based on hire date as a
Naar bargaining unit employee.The list shall be:
1. Updated at least quarterly:and
2. Madcitv,ailable to the Union within a reasonable period of time upon request.
Section 4.Recall Rights and Protections:If a position opening occurs in the classification that the employee
was employed in at the time of layoff,that employee,provided they have the greatest seniority of any
employee on layoff from that class shall be offered the position.
An employee will remain on the layoff list and be eligible for recall for twelve-fifteen(4215)months.The City
shall notify a laid off employee of a position opening by email and certified letter,return receipt requested,to
their address of record as maintained in the employee's personnel file.It shall be the employee's responsibility
to ensure that their current mailing address,and-personal email address,and phone numbers are-is on file at
the time the recall occurs.The employee shall have three-five(35.)days from the receipt,or return by the post
office,of such notice to notify the City in writing of their intent to return within ten(10)days of the date of
receipt of such notice.If the employee fails to so respond to a recall notice within the time herein specified,
or if they refuse an offered position,all rights to recall shall be terminated.
Employees returning from layoff shall have previously accrued sick leave and seniority reinstated but shall not
receive such benefits for the period of the layoff. Recalled employees shall serve a ninety(90)-day
probationary period,unless returning to a former work division in the same or lower classification.
Section 5.Use-e!Priority Over Contractors and Consultants:Prior to hiring external consultants.contractors.
or temporary workers to perform bargaining unit work.the City shall;
• First offer the opportunity to laid-off employees with recall nghts,in order of seniority
• Compensate them at their previous rate of pay or higher if new duties warrant it,
The Order of Layoff,as defined by Section 2,above,shall not be construed to prohibit the City from calling
in consultants with specialized skills and/or certifications on a temporary basis,to perform tasks that cannot
be performed by remaining City employees.The City agrees that in the event it needs such consultants,the
City will attempt to use an employee on layoff status to perform the work on a temporary basis before
bringing in a non-employee,provided the employee on layoff status is available when the City needs the work
performed and possesses the specialized skill(s)and/or certifications required for the work.If more than one
laid off employee meets all of the requirements of the temporary position,bargaining unit seniority shall be
the determining factor.
Section 6.Severance Pay:In the event of layoff,any employee with more than five(5)years of service with
the City shall receive one(1)month's severance pay upon layoff.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2Q22025-2825-2028-28
If an employee who receives payment under this Section is recalled within six(6)months,they shall be
permitted to take up to nine(9)months(18peyeheeksj-to repay the City for money received under this
Section.
Section 7.Layoff Due to Generative Artificial Intelligence C'AI"or"Al technology"):In the event of City
adoption of AI technology which.because o(a lack of qualifications of employees.is likely to result in layoff
of employees.the employer shall meet with the Union.at its request.to discuss training opportunities and
other methods which might exist to reduce the impact on employees.The City shall maintain transparence
regarding the implementation oLany artificial intelligence(Al)technology that has the intended purpose of
eliminating a position(s)covered by this Agreement.Qn the event that the City implements AL technolow commented MAl]:The TA says"Contract"but I thought we
that results in the elimination of a position(s)covered by this contract.the provision of this Article will apply. were using"Agreement"so I changed it and highlighted it for easy
call out.
Nothing in this provision is intended to limit the bargaining or contractual rights under the PECBA or any
other provision of this Article.
Section 1.Investigatory Interview:The employee will be provided at least twenty-four(24)hours'notice of an
investigatory interview along with the alleged conduct and applicable policy violation(s),and such notice shall
include the employee's right to Union representation during the interview. In matters of a more complex
nature,where the Union or the employee can show good cause for needing additional preparation time,they
may request to the Human Resources Department for up to a forty-eight(48)-hour extension prior to the
investigatory interview.
Section 2.Just Cause:Disciplinary actions taken against employees shall be limited to the following:written
reprimand,disciplinary probation,reduction in pay or other monetary assessment,demotion,suspension,or
discharge.Nothing in this agreement shall preclude an employee and the City from entering into a last chance
agreement.Disciplinary action shall be for just cause only and will not be taken against an employee without
procedural due process as herein defined,except as follows:
Discharge or demotion during a probationary period(Article 8),and demotion that is in lieu of a layoff
(Article 17)or that is a bona fide reclassification shall not be the basis for a claim of a violation of this Article.
No disciplinary material shall be placed in the employee's personnel file that does not bear either the signature
of the employee indicating that they have been shown the material or a statement by the employee that they
have been shown the material and has refused to sign it.A copy of such material shall be furnished to the
employee.An employee may include an explanatory statement in the file in answer to any reprimand or other
disciplinary documents.
However,the above shall not apply if timely personal service is not practicable.In such a circumstance,the
City shall send a copy of the disciplinary material by registered letter to the last known address to the
employee at the time the material is placed in the file.In addition,the registered return receipt shall be placed
in the personnel file. Written reprimands which are more than four(4)years past the effective date shall only
be used to show patterns of conduct or to support an employee's understanding of workplace rules or
conduct.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-20 l -2028-29
All counseling materials and memos that are cautionary,derogatory or critical in nature,but less severe than a
written reprimand shall be placed in the supervisor's file only,and not the official personnel file.
Material placed in the personnel record of an employee without conforming with the provision(s)of this
Article will not be used by the City in any disciplinary proceedings involving the employee.If the City has
reason to reprimand an employee,it shall be in a manner that is least likely to embarrass the employee before
other employees and the public.
Section 3.Suspension Pending Investigation:An employee may be immediately suspended pending an
investigation and completion of the due process steps if their continued presence on the job would constitute
a safety hazard to themselves or to other employees or be potentially disruptive to City operations.
Such suspension may be without pay,however,if after the investigation the employee is reinstated without
being disciplined,the employee shall receive all lost pay and benefits for the period of the suspension.No
employee shall be suspended for more than three(3)weeks for the purpose of investigation pending further
discipline.Notwithstandingthe above.the period of suspension may be extended for the duration of an
Active criminal investigation and/or prosecution.
Section 4.Due Process:Due process shall require the following:
(a) Before the City notifies the employee of disciplinary action pursuant to part(b)of this Section,the
employee will be served with a written notice and provided an opportunity to respond as follows:
1. The employee shall be advised that disciplinary action is being considered.
2. The specific charges or performance deficiencies will be identified.
3. The employee will be advised of their right to meet with the supervisor with or without
Union representation and respond to the charges.
(b) At or after the above-referenced meetings/response and such additional investigation as may be
deemed appropriate by the supervisor has been completed,the supervisor shall make their decision
and provide written notice thereof to the employee.
ARTICLE 19-PERSONNEL RECORDS
Section 1.File Access:Each employee and each former employee shall have the right to review the contents
of their own personnel file.At their option,they may request to be accompanied by a Union representative of
their choosing or give the Union representative written permission to inspect and make copies of file
materials.
Access to an employee's personnel file shall be limited to only the individual employee or former employee
involved,their designated representative,such supervisory and/or confidential employees of the City who are
assigned to review and maintain personnel files,provided such limitations on access do not conflict with state
public records law.The provisions of this Section 1 shall be inapplicable to any portion of an employee's
personnel file which may be subpoenaed by a court of law,introduced as evidence in any arbitration
proceeding,or which is subject to disclosure under public records law.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2 ,122025-2925-2028-30
The employee shall have the right to receive a copy of the materials in their personnel file in full or part.
Except when otherwise authorized by the employee,in writing,no information from the employee's
personnel file shall be reproduced or released for use outside of the City except verification of employment,
employment dates,job title,and pay range and public records requests.
Section 2.Removal of Material from File:Upon employee request,and subject to Human Resources
approval,letters of reprimand may be removed from an employee's personnel file three(3)years after they
have been placed in the employee's file.The parties understand that the City may retain such records outside
of the personnel file for purposes complying with its obligations under State archives law and for purposes of
demonstrating notice and timing of prior communications with employees.
Section 3.Placement of Material in File:At the request of the employee,all letters and materials of
commendation shall,subject to Section 2 of this Article,become a part of the employee's personnel file and
the employee shall be furnished a copy of all such material at the time it is placed in the personnel file.
Section 4.Performance Evaluations:Employees shall have at least 24(twenty-four)hours to read their
performance evaluation prior to reviewing the evaluation with their supervisor.
Notwithstanding the provisions of ORS.243.650 to 243.782,the Union recognizes that the City shall have
the right to make and to implement decisions relative to the contracting and subcontracting of work as it may
determine;however,before the City may contract work presently and regularly performed by members of the
bargaining unit and provided such contracting will result in the layoff or demotion of current members of the
bargaining unit,the following shall occur:
1. The Union shall be notified in writing at least seventy(70)calendar days in advance of the
proposed implementation of such subcontracting.Such notification shall include a detailed
analysis of the likely impact on the bargaining unit,and shall also outline the projected
financial impact and other considerations that the City has deemed are pertinent to its
deliberations to contract or subcontract work.
2. Upon receipt of such notice,the Union shall have twenty(20)calendar days in which to
notify the City of its desire to meet and discuss the subcontracting.The Union may propose
changes in existing work rules,benefits,and/or wage rates in order to compete more
effectively with the contractors or subcontractors and/or the Union may propose alternative
staffing arrangements that it believes would reduce the impact of the contracting or
subcontracting.
3. The City shall not finalize a decision to contract or subcontract such work until after it has
afforded the Union the opportunity to meet as provided above.The City shall give full
consideration to all timely Union proposals before a decision is finalized.If such work is to
be contracted or subcontracted,the City agrees to transfer or demote employees to any
available vacant positions rather than lay off employees whenever it is feasible to do so;
provided the employee meets the minimum qualifications with respect to education and
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-202.-2028-31
work experience for the position to which they are transferred or demoted,and provided
that no employee rights or benefits under Article 17—Layoff are abridged.A demotion shall
be defined as involuntary reassignment to a new classification with a ower paying maximum
salary rate.
Contract Interpretation:If there is a question about the interpretation of the language of the CBA,then the
Local 199 President and Director of Human Resources(or their designees)must come to a mutually
agreeable interpretation.If the parties are unable to come to a mutual agreement,then the issue may be
grieved.
Whenever possible,bargaining unit members should first attempt to resolve issues informally with their
immediate supervisor,consulting with the Union as needed.
For the purpose of this article,a union representative is considered to be a union steward or staff member of
SEIU 503.For the purposes of the steps defined in this article,parties should generally meet at each step of
the process.Employees may request union representation at any step in the grievance process.
Section 1.Procedure:To promote better relations,the parties agree to settle any disputes as to the meaning of
interpretation of this contract by the following procedures:(Any time limits or steps,specified in the grievance
procedure,may be waived by mutual written agreement of the parties.)
All responses,after the step 1 filing,and advancements in the grievance process are due within fourteen(14)
calendar days of the previous submission. When responses are not received within fourteen(14)calendar
days of submission,grievances may be advanced to the next step unless the parties have agreed upon a waiver
of the time limits.
Action Deadline* Action
Employee/Union knows or should have known 21 days File step 1 grievance
about a breach of Agreement
Step 1 grievance filed 14 days Supervisor response due
Supervisor responds or fails to respond 14 days File step 2 grievance
Step 2 grievance filed 14 days Department head response due
Department head responds or fails to respond 14 days File step 3 grievance
City Manager responds or fails to respond 14 days Notify of intent to submit to arbitration
•All deadlines in this Article shall be calculated beginning on the firshusiness day that falls on a Monday
throuvh Thursday following the date the grievance is submitted.
Step 1:Immediate Supervisor.The Union,or any employee with notice to the Union,may claim a breach of
this Agreement in writing to the employee's immediate supervisor within twenty-one(21)calendar days from
the occurrence thereof,or the employee's knowledge thereof.The notice shall be completed on the approved
Official Statement of Grievance form and shall include:
(a) A statement of the grievance and relevant facts;
(b) Provision of the contract violated;
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 24)2-22025-202S 2028-32
(c) Remedy sought
The supervisor or designee shall respond to the grievance in writing within fourteen(14)calendar days,with a
copy to the Union.
Step 2:Department Head.If after fourteen(14)calendar days,the grievance remains unresolved,the
grievance may be submitted within fourteen(14)calendar days to the department head with copy to the
Human Resources Director.The department head or designee may meet with the aggrieved party,who may
request Union representation at the hearing.The department head or designee shall respond to the grievance
in writing within fourteen(14)calendar days,with a copy to the Union.
Step 3:City Manager.If,after fourteen(14)calendar days from the date of submission of the grievance to the
department head,the grievance remains unresolved,the grievance may be submitted within fourteen(14)
calendar days to the City Manager or designee,who shall meet with the aggrieved party and Union
representatives and shall respond to the grievance in writing within fourteen(14)calendar days,with a copy
to the Union.
Step 4:Arbitration.If the grievance is not resolved within fourteen(14)calendar days from submission of the
grievance to the City Manager,the Union may notify the City of its intent to submit the matter to an
arbitrator within fourteen(14)calendar days from the time the grievance response was received or due.The
arbitrator shall be selected by mutual agreement of the parties.If the parties cannot agree on an arbitrator
within twenty-five(25)calendar days of the submission of the grievance to the City Manager,they shall be
chosen in the following manner:
(a) A list of eleven(11)Oregon/Washington arbitrators from the Oregon Employment Relations Board
shall be requested and the parties shall alternately strike one(1)name from the list until only one(1)
is left.The Union shall strike the first name.The one(1)remaining shall be the arbitrator.
(b) The arbitrator shall render a decision in writing within thirty(30)days of the close of the hearing.
The powers of the arbitrator shall be limited to interpretation of this Agreement,determining
whether a specific provision of this Agreement has been violated,and establishing an appropriate
remedy provided such remedy is within the scope of this Agreement.The decision of the arbitrator
shall be binding on both parties.
(c) The cost of the arbitration shall be borne by the losing party.Each party shall be responsible for the
costs of presenting its own case to the arbitrator.
Section 2.Failure to Meet Time Limits or Steps:Failure to submit the grievance in accordance with these
time limits without such waiver shall constitute abandonment of the grievance.A grievance may be
terminated at any time upon receipt of a signed statement from the Union or the employee that the matter
has been resolved.
If at any step of the grievance procedure the City fails to issue a response within the time limits set forth in
this Article,the grievance shall automatically advance to the next step of the grievance procedure unless
withdrawn by the grievant or the Union.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2825-2028-33
Section 3.Calculation of Time:For purposes of this Article,time shall be calculated on the basis of calendar
days unless otherwise expressly indicated. When a timeline due date falls on a Saturday,Sunday,or other day
in which the City is officially closed,the due date shall be extended to the following business day in which the
City is open.
ARTICLE 22—CITY CLOSURE
Section 1.When,in the judgment of the City,weather or other hazardous conditions require the closing of
City offices after employees report to work,employees shall be paid for the remainder of their shifts.
Employees receiving regular pay during an office closure must be available during their regular work shift and
complete any work that can be reasonably accomplished from home,consistent with policy 62.0—City
Closures and Modified Operations.
Section 2.Employees required to work onsite despite city office closures will be credited with compensatory
time off on a one-to-one basis for hours worked after other employees were sent home.
Section 3.If weather or other conditions become hazardous during the workday,employees may choose to
go home prior to the end of their shift,after notifying and receiving approval from their supervisor or
designee. Employees may use their eligible paid leave accruals or leave without pay.
Section 4.The City may notify employees not to report to work onsite prior to the beginning of the work
shift because of inclement weather or hazardous conditions. For employees unable to work remotely,this
leave will be considered time worked.When the closure is for morning only,employees will be expected to
report for whatever remains of their shift once the city is reopened.Employees who fail to report and/or
request and receive permission to not report will use their eligible paid leave accruals or leave without pay for
the full day.
Section 5.When extreme weather or other conditions make physically coming to work dangerous,employees
shall be excused from reporting to work after notifying and receiving approval from their supervisor or
designee. Employees unable to work remotely may use their eligible paid leave accruals or leave without pay.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025 2028-34
This Agreement shall be effective and shall remain in full force and effect through the 30th day of June
202+2028.
This Agreement shall automatically be renewed from year to year thereafter unless either party shall notify the
other in writing no later than October 1,2024of the final year of the Agreement that it wishes to modify the
Agreement.
CITY OF TIGARD SEIU Local 503/OPEU Local 199
Steve-RymcrBrent Stockwell,City Manager
MelrwtaUngetJoe LeBlanc,Exeenttve-
DireeterBargamtng Strategist
Date: Date:
Jim Gomez,Human Resources Jdl-BendeyKen Ross,Local 199 President
Dace: Date:
Helly-FentoilMtcah Newsome,Bargaining Team
Date:
)ennrferJoeMana Nguyen,Bargaining Team
Date:
Ca ly-McldrumAazan'Tenser,Bargaining Team
Date:
lin r,Bargaining Team
Date:
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-35
2022 2023 2025-2026 SEIU SALARY SCHEDULE
GTY OF ncARD I
SEW UNION Salary Schedule
Effective:July 1,2025
r. 1 lte0 1 Sier 4 .1teu Stp 6 Sip
1516 Newly 1841415 19.3031 203317' 21.3483 224157 23 24.7133
UBRARY AIDE Annually 38 358.32 40 276 42 290 04 44 404 36 46 824 76 48 955 51 403 56
Poi Perod 1 475.32 1 549 1 828 54 1 707 86 1 793 26 1 882 1 977 06
1522 Hawk 213864 22 4657' 23 5785 24 7575 25 as 27 2951 28.6699
ACCOUNTING ASSISTANT P Annually 44 483.86 48 707 96 b 043:8 51 495 60 54 070 1 06 773 86 59 612 54
ADMINISTRATIVE SPECIALIST r Pay Period 1 710 91 1 796 46 1 883 28 1 980 80 2 079 2.183 81 2.292 79
COURT CLERK Ie
Newly 224691 23 SD21 24 77226 28 01093 03114 28 677G 30.1108
REPROGRAPHICS SPECIALST• Annually 48 735 78 49 072 51 528 28 54 102 82 58 807 66 59 648 1 62 630 36
Pay Pend 1 797 53 1 887. 1 981 78 2 080.87 2 184 91 2.2941 2 408 86
'S25 Newly 23 24 1 25 3915 26 6611 27 9042 29 30.
04 UBRARY ASSISTANT Annually 47 9 50.298 0 814 32 55 455 14 58 228 04 61 139 64 196
PayPeriod 1 8424 1 934 SS 2 031 0 2132 89 2 239 54 2.351 51 2 469
1526 Hoedy 23.6067 24 7809 26.00631 27 32741 28 6941 301267 31 8352
RECORDS TECHNICIAN' Annually 49 10204 51 558 70 54 134 R9191 56 8o59 683 78 82867 065 801 0PayPeriod 1 888.54 1 982 96 7 082 1 2188 21 2 295 53 2,410 30 2 530 82
ADMIN 8�AUST II ivy 55 166
59,719.14 9 6584 09 132 44
COURT CLERK
AP 187 083 751 .3 2 44
/529 14oudy 256217 26. 28.027`�`�`� 29.473/1 30. W. 34 0876
ACCOUNTING ASSISTANT 0 Annually 52 877 24 55 520 58 297. 81 212 06 67 486 70 883
CUST SERVICE RELD WORKER Pay Period 203374 2 2242 2.35431 2.72 2.595 yb��54 272541
PERMIT TECH ASSISTANT
SR UBRARY ASSISTANT
UTIUTY WORKER I
I5M0 Newly 268573 21 28 778Q41 301646 31 8728 33 34 9193
FACIUTIES MAINTENANCE TECH I Annually 54 19908 56909 59 7�� 62742 42 855 5.879.32 699.11705 72 2 693 04
Poi n Pod 2084 58 2 188
Updated(RATIFICATION DATE)2015
Includes 2 8%COLA offmime 7/1/2025
Some rounding of numbers may appear
•bosd)on not currently fined
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2022 20 2 5-2'.025 2028-36
CITY OF TIGARD
SEIU UNION Salary Schedule
Effective:July 1,2025
Range Step1 Set:7 Sr ry I Step4 Sz eo t Sr ern St
1S11 Hourly 26.7088 28 0441 29 4484 30.91 32 4647 34 087% 35 7923
UTIUTY WORKER II Annually r5 554 al" 58.331 78 61 248 4£ 64 311 67 578 64 7C 97L'76 74 447 86
Pay Peniod 2 136 70 2.243 55 2.355 71 2 473 2597 10 2 727(13 2,883 3u
1532 Hourly 27 3765 28 7452 301 31 6917' 33.2783 34 9401 36 6871
FACI UTIES MAINT TECH II Annually 58 943 12 59 790 12 62,779 86 65 918 84 69 214 60 72 675 46 76 309
PROGRAM SPECIAUST Pay Period 2 190 12 2 299 62 2.414 61 2 535 34 2,662.10 2 795 21` 2 934 97
SR AMAIN SPECIAUST
SR COURT CLERK
4
35 ma* 37 6042
LSR3ACCOUNT REL SIISSTAN R AAmwallyPay 58 3366386 6244 2 6 284 86 64 349 22 67 598566 7 7 70 9545 161 74 492 39 8 216 34
WATER UTILITY TECH I
1535 Hourly 29A8'5 30 9555 32 5033 341285 358348-+1 37 8287' 39
CMMS SPECIALIST Annually 61 321 52 64 387 44 67 606 78 70 987 28 74 536 28I 78 263 64 82,176 64
PERMIT TECH Pay Paned 2 358 52 2 478 44 2 600 26 2 730 28 2,866 7 3 010 14 3 160 84
PURCHASING SPECIALIST
RECORDS MGMT SPECIALIST
1536 Hourly 30.2185 31 7 33 3159 34 9817 36 7307' 38 5873 40 4957
GIS TECH II Annually 62,854 48 85 997 10 69 297 02 72 762 04 76 399 96 80 219 88 84 231 16
Pay Period 2 417 48 2,5'+a 35 2,665 27 2 798 54 2 938 48 3 085 38 3 239 66
1537 Hourly 30.97'9 5226' 34 148 22
35 8562' 37 6491 39 5315 41 5081
BUILDING INSPECTOR I Annually 64 425 t.,, .,.r.08 71 029 40 74 581 00 78 310 18 82 5 52 88 338 90
CODE COMPLIANCE OFFICER Pay Period 2 477 91 2 601 81 2 731 90 2 868 50 3 011 93 3 162 52 3 320 65
ENGINEERING TECH II
FLEET MAINTENANCE COORDINATOR
UBRARIAN
SR FACIUTIES MAINT TECH
SR UTIUTY WORKER
WATER UTIUTY TECH II
Updared)RATIFICATION DATE)2025
Includes 2 8%COLA effecrlve 7/1/2025
Some rounding of numbers may appear
'Position nor currently filled
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 220222025-2825-2028-37
CITY OF TIGARD
SEIU UNION Salary Schedule
Effective:July 1,2025
Step 1 Step 4 s, lop 6 Step 7
39 '—--- - Hourly 325421 34.1691 35 8776 37 871 395550 41 5327 43
SR PERMIT TECH Annually ei,814.a 71.671.78 74,625.48 78,356. 82 274.40 86.388.12 96 7
Pay Period 2,603.37 2.733.53 2,870.21 3.013. 3.164 40 3,322.62 3 488 7
Hourly 333555 35 0233 36.7745 38.6132 40.5439 425711 44 69961
GRAPHICS DESIGNER Annually 89,379.44 72.848 36 76.490 96 80.315 56 84 331 26 88,547 94 92 975 2
INFORMATION TECHNOLOGY SPECIAUST' Pay Period 2668 44 2 801 86 2,941 96 3 089 06 3 243 51 3 405 69 3 575 9
441 Hourly 34. 35 8 37 6939 39 5788 41 5576 436354 45 8171
SR 299 62
SR BRRARIANNG TECH AnnuPay Pe nod ly 72735 185 72 871 916 73 015 516 83 1666 54 29 �3 32244 860 �3 490 83 �3 665 37
SR WATER UTIUTY TECH
Hourly 35 0442 367 96� 38 6362 40 5681 42 593� 447 46 9825
PLANS EXAMINER Annually 72 892.04 76 536 48 80 363 40 84 381 70 88 60 9 93 030 0 97 682 00
SR GRAPHIC DESIGNER Pay Period 2,803 54 2 943 71 3 090 90 3 245 45 3 407 71 3 578 10 3 757 00
1343 Hourly 3514 12 34 9 80 3313 41 58 48 5 40 45.844458 48 4 BUILDING INSPECTOR II Annually 74 714/2 78 449 80 82 372 86 491 80 815 40 95 368 30 100 124 1
Pay Period 2,873 62 3 017 30 3 168 18 3 326 3 492 90 3 667 55 3 850 9
ENVIRONMENTAL1344 Hourly
PROG COORDINATOR Annually 76 5811 1 96 80 411 2 84 43 88 653 24 085 72 97 7740 24 102 827 46
GIS ANALYST II Pay Period 2.945 48 3 092 7 3 247 38 3 409 74 3 580 22 3 759 24 3 947 21
PROJECT COORDINATOR
S47 Hourly 39 6492 41.6317 43.71331 46 8990 48 1940 50 8D 53.1338
SR BUILDING INSPECTOR Annually 82 470 44 86 594 04 90 923 95 469 92 100 243 52 105 255 54 110 518 20
SR GIS PROGRAMMER ANALYST Pay Penod 3 171 94 3 330 54 3 497 3 671 92 3 855 52 4 048 4 250 70
SR PLANS EXAMINER
/5548 Hourly 406405 428726 44. 47. 49. 51 54.
Annually
SR ENVIRONMENTAL PROGRAM COORDINATOR' 84 532.24 88 759 06 93 197 00 97,856 102.74399841107,887 00 113.281 4
Pay Period 3 251 24 3 41381 3 584 50 3 763 3 951 4 149 50 4 356
Updated(RATIFICATION DATE)2025
includes 2 8%COLA effective 7/2/2025
Some rounding of numbers may appear
'Position not currently filled
1 City of Tigard—SEIU Local 503/OPEU Local 199 CBA 24)222025 2025 2428_-38
City of T.gird
2022-2023 Salary Schedule
5h11J Group
Ramer 84 5.ep I Step2 Seep Srq 4 4ep 5 4rp4. *eel7
315 Meath* 2,8178431 2,9587351 3106.6721 32620057 3.425.1060 3596.3612 3.776.17931
Library tide 196.4. 16.2571 17,0700 17.9231 18.8192 19.7601 33.7481 21.7850
Amea7A 33315.00 35505b))) 37.280.0003 35.144.0000 41.101.0033 43.155.0330 45314.0001
Par Pe.aJ 1.300.5709 1.765.5709 1.433.6462 1S055385 1.560.6077 1.659.E302 1.74284,2
S22 _ _ Monthly 2.267.7732 3,431.1618 3,602,1199 3.7828559 3.971.9987 441705986 4379.12861
Aecooaaag/maaar I 196.4. 18.8529 19.7955 757651 21,2240 22.9154 24.0611 252644
.Maaamr..Sp.aa3a I 96.o.h 35.214000 41,174.0000 43233.0030 45,394.0070 47,664.00)3 50,047.20)0 52.550.0)0)
Coon Clerk I Par Prad 1.503.2308 1.583.6154 1.662.8077 1.7459231 1.833.7308 1.924.6844 2.021.1530
S24 34.ed* 3,430.0716 3,6015752 3,781.6539 3.970.7366 4.169.2735 4,377.7371 4596.62401
Reprosrephree 8prn.iw Houd. 19.7E39 33.7734 21.2173 229082 24.0534 25.1563 25.5168
Am.aN 41,161.0000 43,219.0000 45,380.000 47.649.003 50,031.0030 52533003 55,159.0000
Par fn./ 1.5E3.1154 1.532.2692 1,745.3844 1.232.6538 1.924.2692 2.0315000 2,121.5003
525 Membly 3.519.1696 3,6953211 3.879.8845 4,073.8787 4.277.5726 4,491.4513 4.716.02381
Library Amram Had. 20.3029 21.3183 22.3841 23.5034 24.6784 75.9120 77.2077
4aaa64 42.230.0000 44.3420))) 46.559.00)0 48,87.0400 51.3310'00 53.897.6000 56.592.03)0
Par Avow,/ 1,6242308 1.705.4615 1.790.7208 1,8E02692 1.974.2692 2,072.9615 2,176.6154
S25 Monthly 3807.1593 3,787.5173 3,976.8931 4.175.7378 4,3845247 4,603.7509 4.833,93851
RecordrTeehmna Hord. 3).8101 21.8510 22.9438 24.0909 25.2952 24.5,01 27.884,
Ammar 43.2860000 45450.0000 47.723.0000 50.109.0(00 52.614.0030 55.245003) 58,007.0040
Par 6ea.a7 1.664.6462 1.748.0769 1.835,520) 1.977.2692 2,023.e154 2,124.0077 2231.031
329 Mua.M. 3.785.7700 3,979.2585 4,1782214 4,387.1325 4.606.4891 4,236.8136 5.078.65431
Adarmaaa.e SpmaYa II Hood. 21.8639 79572 24.1053 25.3104 265760 279048 29.J00"r
Coon.lak II Am.41r 45477.0030 47.751.0))0 501390030 52.646.0003 55.278.0030 58.042020) 60.944.0000
P,e Po..J 1749.1154 1.336 5759 1.928.4231 2.0248462. 2,176.0769 2.232.38.) 2.344.000)
529 Moa46b 3.834 5001 4,078.7?51 4282.6614 4.496.7944 4.723.6341 4,9 7.7159 520660171
,leeauseag Ara...II #96o4. 22 4106 23.5313 24.7077 25.9433 77.2404 28.6024 20.0322
Cuaoaer Sense Feld Worker Ama.N 45.014.0000 48,945.00X) 51.392.0000 53.962.0000 56.660.0100 59,493.2000 62467.0000
Permr.Teokmaa Area. 153 Peaad 1.7926462 1.882.50)0 1,976.6154 2.075.4615 1179.2303 2µ88.1923 2,402.5769
Seam labr..y Amman,
Udiry Worker I
•Poams 14m Cuo.o 8y Filled
Salary u.fan..07 01
erdu.le 9.94,,LA P. I al 4
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 243222025--2025-2028-39
City of Tigard
2022•2023 Salary Schedule
SEW Group
Range SI Seep I Step 2 Sup 3 Seep 4 seeps Seep• Seep 7
S30 Monthly 3.981.6167 4,180.6975 4.389.7324 4,609.2190 4.839.6800 5.081.6640 5,335.74721
Houfi 22.9707 24.1192 25.3255 26.5918 27.9212 29.3173 30.7832
Faofitie..Maintenance Technician l Mutually 47.779.0000 50.168.0000 52,677,0000 55.311.0000 58.076.0600 60,980.0000 64,029.0000
Pa.Pena 1.837.6538 1,929.5385 2.026.0385 2,127.3462 2.233.6923 2,345.3546 2.462_6538
831 Mourely 4,081.1551 4285.2139 4.499.4746 4,724.4483 4,960.6707 5,208.7043 5,469.13951
Engineering Technician I Houfi. 23.5452 24.722o 25.9587 27.2563 28.6192 30.0500 31.5529
Eke'Maintenance Technician Mantua 48.974.0 00 51,423.0000 53,994.0000 56693.0000 59,528.0030 62,504.0000 65,630.0000
Utifity Worker II ,Pat Peood 1,883.0154 1,977.8077 2,076.6923 2.180.5000 2,289.5385 2.404.0000 2,524.2308
S32 Moev6A 4.183.1914 4,3913510 4.611.9685 4,842.5669 5.084.6953 5338.9301 5,605.87661
Famfiaea Maearenance Technician II Houfi. 24.1337 25.3404 26.6077 27.9380 29.3346 30.8014 32.3418
Program Sue.,.s at Manually 50,198.00311 52.708.0000 54344.0W0 58.1114X100 61.016.00)0 64,067.0000 67_71.0000
Senior Administrative Speciafia P.Pnod 1,930.6923 2.027.2308 2.128.6154 2.235.0385 2.346.7692 2.4,54.1154 2,587.3462
Semen Coon Clerk
S33 Moor6/r 4,287.7771 4.5021660 4.727.2743 4,963.6380 5211.8199 5,4724109 5,746.03141
Senior Accounting Assistant Ho..dv 24.7370 25.9740 27.2726 28.6365 30.0683 31.5716 33.1500
Senior Customer Service Fiekl Worker Manually 51.453.0000 54026.0000 56,727.0000 59,564.0000 62.542.0000 65,669.0000 68,952.0000
Water Edina Tech I P.Pentad 1.978.9615 2.077.9231 2,181.8077 2.290.9231 2.405.4615 2,5M7308 2,652.0000
S34 MAW,* 4.394.9680 4,614.7164 4.845.4522 5,087.7248 53421111 5.609.2166 5,889.67751
Etigrneenrrg Attestant• flown, 25.3558 26.6236 27.9513 29.3524 30.8197 32.3611 33.9788
Mutually 82,740.0900 55,377.0000 58,145.0000 61,053.0000 04,105.0000 07,311.0030 70,676.0000
Pay Pnod 2,028.4615 2.129.8846 2,236.3462 2,348.1923 2.465.5769 2,588.8846 2,718.3077
S35 .Hoa.bi 4,504.8367 4,730.0785 4.9663825 5,214.9116 5,475.6572 5,749.4400 6,036.91201
CMMSSpeciafia Houfi. 25.9594 27.28899 28.6534 30.08.01 31.5904 33.1697 34.8284
Mechanic• Mutually 54.058.0000 56,761.0000 59.599.0000 62,5799.0000 65.708.0000 68.993.0000 72,443.0000
Permit Technician Pa.Pea.4 2,079.1538 2.183.1154 2,292.2692 2,405.8846 2,527 2308 2,653.5769 2,786.2692
Record..Management Speo.$o
Purchaeag Spee.afit
•Poston Not Currently Filled
Salary u dictum 07/01/2022
mdud,S 1%COLS Page?oil
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 222025-24;3gg-2028-40
City of Tigard
2022 2023 Salary Schedule
SEW Group
Range p Step I Step 2 Step 3 Step 4 Sups Siep 4 Sup 7
536 Monthly 4,617.45)2 4.848.3290 5.090.7455 5,3452827 5,6125469 5.893.1742 6,187.83291
015 Teebo.c.an II Houfi 26.6389 27.9712 29.3697 30.8380 323803 33.9990 35.6990
Amually 55,409.0000 55,180.0000 61,089.0000 64,143.0000 67,351.0000 70,718.000 74.254.0000
PyPenod 2.131.1154 2.237.6923 2.349.5769 2467.0385 1590.4231 2,719.9231 2,855.9231
S37 Maeda.. 4732.8995 4,969.5445 5,218.0217 5.172.9228 5,752,8689 6.040.5124 634253801
Building loapenorI Remit 27.3053 28.6707 30.1038 31.6091 33.1894 34.8490 30.5913
r--f Campfiance Officer Am,.45' 56.795.0000 59,635.0000 62,616.0000 65,747.0000 69.034.0000 71486.00)0 76,110.0000
EngincedngTechniaian II PAY Pena 2.184.4231 2.293.6538 2.408.3077 2.528.7308 2.655.1538 2.787.9231 2.927.3077
Librarian
Senor Facifiriea Admen:nee Techmnan
Senior Wiry Worker
Water Udfiry Tech II
S39 Monthly 4,972.4939 52221.1186 5,482.1745 5.756.2833 6,044.0974 6,346.3023 6.663,61741
Semen Penns Tcchmnan Hoods 28.6875 30.1216 31.6279 33.2091 34.8097 30.6135 38.4438
4mu4W 59.670.0000 62,653.0000 65,786.0000 69.075.0000 72,529.0(00 76,156.0000 79.963.0000
Pv Period 2.295.0(00 2.409.7308 2.530.2308 2,656.7308 2,789.5769 2.929.0769 3.075.500)
S40 Month* 5.,6.8089 5351.6493 5.619.2318 5,900.1934 6.195.2031 6,504.9632 6,830.21141
Graphic Dampier Howlr 29.4048 30.8750 32.4188 34.0394 35,7413 37.5288 39.4053
Intoamauon Technology Spenab. AmiaW 61,162.0000 64.220.0000 67,431.0000 70,802.0000 74.342.0000 78,060.0001 81,963.0000
Par Peood 2.352.3546 2.470.0000 2.593.5000 2.723.1538 2,859.3077 3.002.3077 3.152.4231
S41 Monrhy 5,224.2392 5.485.4512 5,759.7237 6.047.7099 6.50.0954 6,667.6002 7,000.98021
Senior EogineeringTechnician Houdv 30.1399 31.6465 33.2293 34.8909 36.6351 38.4668 40.3904
Senior librarian Amually 61691.0000 65.825.0000 09.117.0000 72.573.0000 76 201.00)0 80.011.0000 84.012.0000
Senior Water l rifiryTechnician Par Penal 2.411.1923 2.531.7308 2,658.3462 2,791.2692 2,930.807/ 3.077.3462 3,231.2308
S42 Moodily 5.354 8393 5.622.5813 5.903.7103 6.198.8958 6.508.8405 6,834.2827 7,175.9968]
Muni Eaamner Hoods 30.8,33 32.4380 34.0601 35.7630 37.5510 39.4254 41.4000
Sensor Graphic Designer Amoatlr 64,258.0000 67,471.00)0 70.845.0000 74,387.000C. 78,106.0000 82,011.0000 86.112.0000
Par Yenod 2,471.4015 2,595.0385 2,724.8077 2,861.0385 3.0040769 3.15.4.2692 3,312.0000
•POnuon Not Conendy Filed
Salary is effective 07/0]/2022
includes 5 I%COLA Page 3 o(4
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 20222025-2024-2028-41
City of Tigard
2022.2023 Salary Schedule
SEIU Group
Range it Step I Srp 2 Step 3 Step 4 Step 5 Step 6 Step 7
SO Muddy 5.488.7003 5,763.1353 6,0512921 6,353.8567 6,67L5495 7,005.1270 7,355.38331
BuiI6og Inape.or II Huth 31.6654 33.2400 34.9115 36.6567 38.4899 40.4144 42.4351
4aou4/h 65.864.0030 69,158.0000 72.616.0(00 76246.0000 80059.0000 84.620000 88.265.0000
Par Pedad 2533.2308 2,659.9231 2.792.9231 2,932.5385 3,079.1923 3,233.1538 3,394.8077
S44 iiombh' 5459314. 5.907.2280 62025894 6,512.7188 6,838.3548 7,180.2725 7,539.28611
Eomnumental Program Coordinator Routh 32.4572 34.0803 35.7841 37.5736 39.4519 41.4245 43.4957
GIS Analyst II 4mua15.' 67.511.0000 70,887.0000 74.431.0030 78.153.0000 82.060.0030 86,163.0000 90,471.00(0
P.o.rrt Coordinator Pa.'Proud 2.596.5769 2.726.4231 2.362.7308 3.005.884.5 3.156.153E 3.313.9615 3,479.6538
545 4baotbf 5,766.56992 6,054.8977 6.357.6425 6.675.5247 7:003.3009 7.359.7659 7.727.75421
immommimm•Eagioeedng Caontnation Inaprrtor• flounS a r 53.2oe8 34.9322 36.6 t88 38.5115 40.4365 424601 44.5832
4aau4h• 69,199.0(00 72,659.0000 76,292.0(00 80.105.0000 84,112.0000 88,317.0030 92,733.00(0
Par Pecod 2.661.5000 2,794.5769_ 2,934.3077 3081.000) 3,235.0769 3.396.8077 3,566.6538
S47 Mooddr 6.058.5019 6.361.4270 6.679.4983 7,013.4733 7,364.1469 7,732.3543 8,118.97201
'arnica Building Inspector Routh 34.9529 36.7015 38.5356 40.4625 42.4853 44.6096 46.8404
Neni«P1am Examiner 400ualh° 72.702.0000 76.337.0030 80.154.0000 84.162.0000 88,370.0000 92,738.0000 97,428.000)
'.r tan,GIS Programmer Amara Pay Petiod 2,796.2308 2,936.0385 3,082.8462 3,237.0000 3,398.8462 3,568.7692 3.747.2308
5.44 Mood* 63199609 6520.4589 6.846.4819 7.188.8050 7,542.2463 7.925.6586 6,321.94151
Senior Environmental Program Coo.dinator Houdr 35.8269 37.6183 39.4990 41.4740 43.5476 45.7250 48.0111
4aoua/h 74.520.0030 78.246.00)0 82.158.0000 86266.0000 90,579.0030 95,108.0030 99,863.0003
Par Peeled 2,866.1538 3,009.4615 3,159.9231 3,317.9231 3,483.8077 3,658.0000 3,840.8846
•Pommn Not Cut-tartly Filled
ealuy n eii«e•+e 07/01/2022
=dudes 5 I%COLA Page 4 a:4
City of Tigard-SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-42
Building Inspector II&Senior Building Inspector Building Inspector I Plans Examiner Sr Plans Examiner
A-level Structural& Residential Structural&
A-level Plumbing A-level Electrical Mechanical Mechanical I&2 Family Plans Examiner A-level Plans Examiner(FLS)
Base Requirements
Residential Structural A-level Structural&
Residential Plumbing Residential Electrical
&Mechanical Mechanical
A-level Structural& A-level Structural&
Mechanical Mechanical A-level Electrical Residential Electrical A-level Electrical A-level Electrical
A level Electrical A level Plumbing A-level Plumbing Residential Plumbing A level Plumbing A level Plumbing
Residential Structural& Residential Structural& A-level Structural&
Items eligible for Mechanical Mechanical Residential Electrical Mechanical A-level Plans Examiner(FLS)
$]QQFS month each
Residential Electrical Residential Plumbing Residential Plumbing A-level Electrical A-level and Residential
Structural&Mechanical
A-level and Residential A level and Residential
Structural&Mechanical Structural&Mechanical A-level Plumbing
NONE NONE NONE NONE Residential Electrical Residential Electrical
Items Eligible for
I $zee/month bonus Residential Plumbing Residential Plumbing
each Residential Structural&
Mechanical
Items eligible for Manufactured Home Manufactured Home
I $ A/month each NONE NONE NONE Installation Inspector Installation Inspector NONE
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 2025-20 -2028-43
The parties agree to continue this collaborative program designed to explore the effectiveness of
labor/management meetings between department management and Union representatives. The parties
therefore agree as follows:
1. The city departments listed below listed as item number two may choose to convene or continue
departmental labor/management committees.
2. The threrdrpartmental committees-may be formed from the following departments:a.Library;b.Public
Works;c.CD/Finance/Central Services,along with a City-wide committee.
3_Each departmental committee will consist of up to three members of management and one Human
Resources member,and up to three SEIU union members from the department.
3.A.The City-wide committee will consist of up to five(5)members of managemeru amid o i iuman
Resources member,and up to five(5)SEIU Union members.The management representatives will be
selected by the City and the employee representatives will be selected by the Union.
5. Each departmental committee will meet as needed bi-monthly for a period of up to one-and a half hours
for the purpose of working collaboratively toward solutions to current workplace issues,including safety
concerns.for improved efficiency and productivity,and for effective,two-way communication and
respectful working relationships.
6.__The_City-wide committee will meet as needed quarterly for a period of up to one-and-a-half hours for the
purpose of working collaboratively towards solutions across departments that impact bargaining unit
employees.
r-The departmental committees by mutual agreement may set alternative meeting schedules or make other
changes,including canceling meetings,as mutually agreed by the committee members.
6a_Employee representatives of the committees will be compensated for their time spent in committee
meetings with management.
79.The departmental committees will have no authority to modify the collective bargaining agreement, • Commented[AA2]:The word'departmental'wasn't in the Ti
discuss active grievances,or engage in bargaining over mandatory subjects. but in order to maintain consistency,I added that work and
highlighted it in yellow for easier callout
8:10. Either party may re-evaluate the collaboration program on a yearly basis.This program may be
modified,canceled,and/or extended beyond the length of this Agreement,only by mutual agreement.
9-11. Either party may call for as LMC meeting to be scheduled,no more than once every other month
department specific LMCs and no more than quarterly for the City wide LMC.This request cannot be
denied.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025-2028-44
APPENDIX D-COMMERCIAL DRIVERS LICENSE IMPACT OF LOSS
Employees in positions requiring the possession of a commercial driver license(CDL)are expected to
maintain the CDL.An employee holding such a position who is unavailable for work in that position while
recovering from injury or illness may be placed temporarily on a light duty assignment(if available)or on
leave where a temporary light duty assignment is not available.Such temporary reassignment or leave would
not impact the employee's classification.However,an employee who is unavailable for work in that position
for six(6)months or more may be impacted.
To maintain operational efficiency,it is necessary that a sufficient number of employees in Utility Worker
positions who have a CDL.When a Utility Worker II is unable to or chooses not to maintain the CDL,that
employee may request to be reclassified to Utility Worker I,if the division is able to maintain operational
efficiencies with the change in classification,subject to approval by the supervisor and Public Works Director.
Such employee would remain in the Utility Worker I classification until they regain the qualification to work
as Utility Worker II(CDL is reinstated)and/or unless they were bumped out of the Utility Worker I
classification.The impact of the change in classification would be consistent with the voluntary demotion
process.
If too many staff lost their CDLs,such that operational efficiencies were negatively impacted,then the
process to determine which staff would be allowed to reclassify down into a Utility Worker I and/or remain
in the Utility Worker I classification would be as follows:
• First priority would be given to employees with accepted workers'compensation medical conditions(EG
on the job injuries).If more than one staff was so situated,bargaining unit seniority would be the
determining factor between the staff,should it be necessary.
• Second priority would be given to employees with personal medical conditions preventing them from
maintaining a CDL.Again,if more than one employee was so situated,bargaining unit seniority would be
the determining factor should it be necessary.
• When an employee's loss of a CDL is related to a medical condition,the City would engage in the
interactive process with that employee,consistent with the ADA and Oregon law,to determine whether
transfer to an open position not requiring a CDL would be reasonable(such as other vacant positions
within the City where the employee might be capable of performing the essential functions with or
without reasonable accommodation).If no such transfer position is available,then a medical layoff would
be the next step.Employees who are subject to such a medical layoff will then have rights consistent with
other laid off employees per Article 17,including recall rights for a period of 12 months following
separation;where the medical condition is work-related,such an employee may also have reinstatement
or reemployment rights under state workers'compensation laws.
• When an employee's loss of CDL is related to a non-medical situation,the employee may voluntarily
demote into a lower-level vacant position for which the employee meets the minimum qualifications.If
no such position is available,then the employee is laid off.
The Senior Utility Worker job classification also requires the maintenance of a CDL and therefore
Seniors would also potentially be allowed to reclassify down to a Utility Worker I should the CDL be lost
under the same rules as those listed above,so long as it could be accommodated operationally.However,
once the CDL was reinstated,a former Senior would not necessarily be allowed to return to the former
Senior position and might instead be moved up to a Utility Worker II.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025 2025 2028-45
• In a case where medical reasons caused the loss of the CDL and the employee has been reclassified to a
Utility Worker I,where the medical reason was work related,and where the employee was able to
reinstate the CDL within three years of the date of injury,then reinstatement to the former Senior
position would be permitted.In such cases any promotion would need to be rolled backward.2
• In a case where medical reasons caused the loss of the CDL,where the employee has been reclassified to
a Utility Worker I and where the medical reason was non-work related,if the CDL is lost for more than
six(6)months,then the former Senior would not be allowed to return to the Senior classification,but
would be moved to a Utility Worker II upon reinstatement of the CDL.
• When an employee in a Senior Utility Worker position loses a CDL related to a medical condition but no
Utility Worker I position is available,the City would engage in the interactive process with that employee,
consistent with the ADA and Oregon law,to determine whether transfer to an open position not
requiring a CDL would be reasonable(such as other vacant positions within the City where the employee
might be capable of performing the essential functions with or without reasonable accommodation).If
no such transfer position is available,then a medical layoff would be the next step.Employees who are
subject to such a medical layoff will then have rights consistent with other laid off employees per Article
17,including recall rights for a period of 12 months following separation;where the medical condition is
work-related,such an employee may also have reinstatement or reemployment rights under state workers'
compensation laws.
Current Workers'Compensation law requires that should an employee be accommodated into another role and then
recover such that they could again fulfill the essential functions of the formerly held position,that reinstatement to the
former position is required.Thus,any promotion of other staff that occurred in the interim,would need to be undone,
the impacted staff would be treated as a bump down.
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025 2028-46
The City recognizes its responsibility to provide a safe working environment for its employees and agrees to
abide by all standards of safety and health in accordance with applicable City policies and state and federal
laws.Nis employee shall be disciplined or discriminated against for reporting a safety concern in good faith.
Subject to the terms of Appendix C.safety issues may be brought to the city-wide and/or department specific
Labor Management Committee(s,i,The City retains all management rights as provided by PECBA and this
Agreement
[BARGAINING NOTE:See Employer's Appendix C Proposal,provided to Union on 6/5/2025.]
4872-3646-8534,v 1
City of Tigard—SEIU Local 503/OPEU Local 199 CBA 20222025-2025-2028-47
- mak
2025-2028 Collective Bargaining
Agreement between
CITY OF TIGARD and SEIU LOCAL
503/OPEU, LOCAL 199
October 7, 2025 ■
11
1� Tigard
Requests
• Adoption of the attached resolution approving the 2025-2028
Collective Bargaining Agreement (CBA) with SEIU LOCAL
503/OPEU, LOCAL 199
• Authorization for the City Manager to sign the ratified CBA
el . Tidard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
— Bargaining Summary
• October 2024: SEIU submitted a Letter of Intent to bargain
beginning March 2025
• April 2025: First meeting with SEIU regarding logistics and
Request for Information
• May 8, 2025: First day of team bargaining
• September 18, 2025: 10th session, and reached CBA Tentative
Agreement
e Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Proposed Tentative Agreement
• 14 Articles and 4 Appendices were negotiated and updated
• Generative Artificial Intelligence was introduced to the CBA
• Both parties provided intentional considerations for
modifications and adjustments that were equitable for all City
employees
• The CBA expiration date is June 30, 2028
CITY OF
Tigard —
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Appreciation
• City Council
• SEIU Bargaining Team
Ken Ross
Micah Newsome Maria Nguyen
Aaron Tensen Andy Karlinger
• Management Bargaining Team
Laura Gomez
Sabrina Hiatt Eric Kang
Sambo Kirkman Halsted Bernard Rob Murchison
CITY OF
- Tigard
The 5 E's—Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Staff Recommendation
• Adopt the Resolution to approve the 2025-2028 Collective
Bargaining Agreement between the City of Tigard and SEIU
Local, 503/OPEU, Local 199
• Authorize the City Manager to sign the 2025-2028 Collective
Bargaining Agreement
Tid'a rd
The 5 E's-Tigard's Community Promise:Equity•Environment•Economy•Engagement•Excellence
Thank you
'lilt
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CITY OF TIGARD, OREGON
TIGARD CITY COUNCIL
RESOLUTION NO. 25-
A RESOLUTION ADOPTING AN AMENDED COLLECTIVE BARGAINING AGREEMENT BETWEEN THE CITY OF
TIGARD AND SEIU LOCAL 503/OPEU, LOCAL 199 AND AUTHORIZING THE CITY MANAGER TO SIGN
WHEREAS,the collective bargaining agreement between the City of Tigard and SEIU has been ratified;and
WHEREAS,the ratified collective bargaining agreement has been negotiated from March 2025 to September
2025,expiring on June 30, 2028;and
WHEREAS,the City Council reviewed this matter on October 7, 2025;and
WHEREAS,the City Council wishes to authorize the City Manager to sign the agreement described above.
NOW,THEREFORE, BE IT RESOLVED by the Tigard City Council that:
SECTION 1: The collective bargaining agreement between the City of Tigard and SEIU LOCAL 503/OPEU,
LOCAL 199 effective July 1, 2025 through June 30, 2028 is hereby adopted.
SECTION 2: The City Manager is authorized to sign the agreement.
SECTION 3: This resolution is effective July 1, 2025.
PASSED: This day of 2025.
Mayor-City of Tigard
ATTEST:
City Recorder-City of Tigard
RESOLUTION NO.25-
Page 1
SjJPPLEMENTAQL PTINGACKET
FOR �oI � � E
Current base case(all funds) (DATE OF MEE
(Wages and wage-based benefits $ 12,914,833 I m d,0.. I tC *1
All other items 3 years
TOTAL Contract cost no changes $ 12,914,833 $ 38,744,498
TPOA Proposal
Year 1(FY24) Year 2(FY25) Year 3(FY26) Total Contract
WAGES 2.8% 5% 4%
Current wages+ $ 12,914,833 $ 12,914,833 $ 12,914,833 $ 38,744,498
Total base Contract Cost $ 12,914,833 $ 12,914,833 $ 12,914,833 $ 38,744,498
7/1/2025 2.8%COLA $ 361,615 $ 361,615 $ 361,615 $ 1,084,846
7/1/2026 5.0%COLA - $ 663,822 $ 663,822 $ 1,327,645
7/1/2027 4.0%COLA - - $ 557,611 $ 557,611
%increase
#1 Cost increase for wages+wage-based benefits $ 361,615 $ 1,025,438 $ 1,583,049 $ 2,970,102 7.7%
Revised Contract Cost with COLA $ 13,276,448 $ 13,940,271 $ 14,497,881 $ 41,714,600 $ 2,970,102
2.8% 5.0% 4.0%
$ 361,615 $ 1,025,438 $ 1,583,049 7.7%
$ 13,940,271 $ 14,497,881
#2 Water Certification Increase by 1%
Estimated incentive $ 1,997 <-based on current salary and does not include proposed COLA
wage based benefits $ 431 %increase
Contract impact $ 2,428 0.01%
#3 Expanding bilingual Pay incentive
Estimated incentive $ 22,211 <-based on current salary and does not include proposed COLA
wage based benefits $ 4,328 %increase
Contract impact $ 26,539 0.07%
#4 Building inspector incentive increase
Estimated incentive $ 9,233
wage based benefits $ 1,826 %increase
Contract impact $ 11,059 0.03%
Total%increase estimate 7.77%
Total$increase estimate $ 3,010,128
AIS-5984 8.
Business Meeting
Meeting Date: 10/07/2025
Length (in minutes): 60 Minutes
Agenda Title: Mayoral Interviews and Appointment
Authored By: Shelby Rihala
Presented By: City Attorney Rihala
Item Type: Motion Requested
Public Hearing No
Legal Ad Required?:
Publication Date:
Information
EXPLANATION OF ISSUE
Council appointment of the next mayor to fill the vacancy created by Mayor Lueb's resignation.
ACTION REQUESTED
Based on the process Council identified at its September 23, 2025 meeting, Council will conduct
interviews and select the City's next mayor.
BACKGROUND INFORMATION
At its meeting on September 23, 2025, Council discussed options for filling the remainder of former
Mayor Lueb's vacant seat,through the end of the term, December 31, 2026. Because the election date
would be less than one year from the end of the term, a special election was not authorized by City
Charter.That left appointment as the only available option for filling the vacancy. Council also discussed
filling the seat from its current membership or from the broader community and because of the mayor's
involvement on local and regional groups and the number initiatives the City is currently working on,
Council decided the next mayor would be chosen from seated Council members. Councilor Yi-Kang Hu
and Jeanette Shaw both expressed interest in the position.
Staff solicited questions from remaining Council members, City employees, and community members.
Staff then compiled questions based on shared themes. Half of the questions will be announced publicly
and made available to the interested candidates and the other half will be confidential until the Council
interview. Public questions available on October 6, 2025.
ALTERNATIVES& RECOMMENDATION
N/A
ADDITIONAL RESOURCES
N/A
Attachments
Supplemental - Mayoral Candidate Public Questions
SUPPLEMENTAL PACKET
• CITYOF FOR o �� tio1-s
Tigard (DATE OP MEETING)
,c Q t-rco
Mayoral Candidate Questions
Council Meeting October 7, 2025
Staff solicited questions from remaining Council members, City employees, and community members.
Staff then compiled questions based on shared themes. Half of the questions are listed below
and made available to the interested candidates and the other half will be confidential until the Council
interview.
1. What should the top goals of the mayor be, and how will progress be measured?
2. What leadership experiences, policies, or achievements best demonstrate how you would serve as
mayor?
3. How can Tigard balance traffic flow and safety when making infrastructure decisions?
4. What strategies would you pursue to strengthen the local economy and support small and large
employers alike?
5. How will you promote inclusion, equity, and community safety?
eT� c,a F Council Meeting SUPPLEMENTAL PACKET
g oct. 7, 2025 FOR 16 11 ( 202S
(DATE OF MEETING)
Name: P9e,r,aa Neem g
QUESTIONS RECEIVED IN ADVANCE
MPT Wolf: What should the top goals of the mayor be, and how will progress be
measured?
Schlack:What leadership experiences, policies, or achievements best demonstrate how
you would serve as mayor?
Robbins: How can Tigard balance traffic flow and safety when making infrastructure
decisions?
YC Hellhake:What strategies would you pursue to strengthen the local economy and
support small and large employers alike?
Ghoddusi: How will you promote inclusion, equity, and community safety?
FORMS MUST BE RETURNED TO CAROL KRAGER
eTi•gard rd Council Meeting
l . g oct. 7, 2025
Name:
QUESTIONS RECEIVED DURING THE MEETING
MPT Wolf: What does leading with humility mean to you and how will you ensure
employees are empowered to have open, honest, and respectful conversations?
Schlack: How can we encourage trust between staff, leadership, and council?
Robbins: What should be Tigard's top funding priorities, and how should they be sustained
during economic uncertainty?
YC Hellhake:What immediate and long-term solutions will reduce unsanctioned
camping?
Ghoddusi: What is your approach to bridging political divides and ensuring all voices,
including conservative perspectives, are heard in Tigard government?
FORMS MUST BE RETURNED TO CAROL KRAGER