*Ratify a collective bargaining agreement with the Professional and Technical Employees Union Local 17 relating to the terms and conditions of employment of represented employees in the bargaining unit for 2022-25

The City of Portland ordains: Section 1. The Council finds: The City and the PROTEC-17 are parties to a collective bargaining agreement (CBA) effective July 1, 2017, to December 31, 2021 (2017 - 2021 CBA). On or about September 23, 2021, pursuant to the City's obligations under ORS 243.650 et seq., representatives of the City entered negotiations for a successor CBA with PROTEC-17. On May 24, 2022, representatives from the City and PROTEC-17 signed a Tentative Agreement (Agreement), Exhibit A attached hereto and incorporated herein by this reference, regarding the terms and conditions of employment of PROTEC-17 represented employees for the period beginning January 1, 2022 and lasting until June 30, 2025 (the 2022-2025 CBA). The Agreement meets the City's bargaining interests by securing a labor agreement with PROTEC-17 through June 30, 2025 and setting wages and other terms and conditions of employment. Employees in PROTEC-17 will receive a Cost-of-Living Adjustment (COLA) of five percent (5%) effective July 1, 2022. Cost of living increases effective July 1, 2023, and July 1, 2024, will be tied to the CPI-W West - Size Class A with a minimum increase of one percent (1%) and a maximum increase of five percent (5%). Effective July 1, 2022, employees in Information Technology and Communications Engineer classifications will have their wages converted from pay grade to steps and will receive compensation as outlined in the Schedule A of the CBA. Information Technology and Communication Engineer classifications will no longer be subject to annual merit-based increases but will instead receive annual increases based on their job class anniversary date. Effective July 1, 2022, employees in twenty-nine PROTEC-17 classifications will receive targeted wage adjustments based on a market analysis. Effective July 1, 2022 progressive wage adjustments of either one percent (1%) or two percent (2%) will be provided for those employees in the non-targeted classifications. The Agreement increases the amounts paid during swing and night shifts, as well as increases the clothing allowance for employees. The Agreement provides for a City-funded comprehensive class/comp study for approximately 140 PROTEC-17 classifications. Funding for this study will be absorbed by bureaus that have PROTEC-17 positions. The class/comp study will begin in FY 22-23. The additional, and complete terms and conditions of the Agreement shall be reduced to a successor collective bargaining agreement and shall conform substantially to a form similar to Exhibit A (the 2022-2025 CBA). The Mayor, the Human Resources Director and the City Auditor shall be authorized to execute the 2022-2025 CBA with approval as to form by the assigned Deputy City Attorney. NOW, THEREFORE, the Council directs: The Agreement between the City and the PROTEC-17 attached hereto as Exhibit A is ratified by this Council. The 2022-2025 successor CBA shall be in a form similar to the existing CBA between the parties. The Mayor, the Human Resources Director, and the City Auditor are authorized to execute the 2021-2025 successor CBA between the City and PROTEC-17 relating to the terms and conditions of employment for represented employees in the PROTEC-17 bargaining unit for the period of January 1, 2022 to June 30, 2025, with approval as to form by the assigned City Attorney. This ordinance is binding City policy. Section 2. The Council declares that an emergency exists in order to avoid an unnecessary delay in the orderly implementation of the provisions of the successor CBA; therefore, this Ordinance shall be in full force and effect from and after its passage by the Council.