On September 29, 2017 Issac Dixon, Associate Vice President for Human Resources, sent out an email with a link to this page: https://www.pdx.edu/hr/classificationcompensation-study. The page contained two significant errors that would have compelled reaction from PSU-AAUP to file complaints with the Employment Relations Board if the errors were corrected and the specific statements not retracted. (The page has since been taken down.)
This is the first Unfair Labor Practice (ULP) pursuant to Public Employee Collective Bargaining Act (PECBA) was in regards to Mr. Dixon’s advising that the Classification-Compensation Study would address the employer’s requirements under HB 2005. However, when PSU-AAUP and Administration agreed to the study, we did not agree that it would address the University’s need to comply with HB 2005. Although PSU-AAUP agrees that this needs to be discussed, , PSU-AAUP did not agree that the Classification-Compensation Study would be the means to do so. Since this matter deals directly with wages, there is no question that it is a mandatory subject of bargaining.
The second ULP related to the page’s specification of how the Classification-Compensation study results would be implemented. PSU-AAUP was unaware of this implementation approach, and implementation specifications were all mandatory subjects of bargaining. Specifically, PSU-AAUP did not agree that:
- “Each existing job will be placed in a family, at a level, with an established pay range. Any new job that is created will fall into a family and established pay range,” or that
Additionally, PSU-AAUP representatives have been participating in the advisory committee meetings every step of the way. We received Mr. Dixon’s omission of our participation as disrespectful and a dismissal of our participation. This is the second occasion wherein we experienced disrespect from Mr. Dixon..
PSU-AAUP demanded the following:● immediate removal of the above statements from the webpage, ● that Mr. Dixon send, to those recipients of Friday, September 29th’s email, an email correcting the mistakes, and ● that the University comply with its agreement to enter interim bargaining at the appropriate time.