Graduate Assistants Bargaining

Oregon State University met with CGE in a final mediated bargaining session and were able to reach tentative agreement on all remaining items in the successor bargaining agreement. 
 
The tentative agreement reflects the university’s movement to meet the union’s requested 3-year contract and included increase to salary minimums as well as additional increases for returning graduate employees in each year of the contract.
 
Below are more details of the Tentative Agreement:

• Contract effective date Sept. 16, 2024, contract end date December 31, 2027, and Letter of Agreement
  • The Letter of Agreement offers to compensate the Graduate Employees proposed increases dating back to September 16, 2024, contingent upon CGE’s commitment to direct Graduate Employees, who chose to withhold their labor, to accurately report time not worked.
     
• Increases to minimum:
  • 13% increase to salary minimums in year 1, effective September 16, 2024
     
• Returning employee increase:
  • Year 1 - 3.00 %, effective September 16, 2024
  • Year 2 - 2.85%, effective September 16, 2025
  • Year 3 - 2.75%, effective September 16, 2026
     
• Additional Increase – 2.0%, effective September 16, 2027
   
• All other graduate employee benefits including 90% employer-paid premium healthcare plans, full tuition remission, and fee remissions.

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Oregon State University met with CGE in a mediated bargaining session. OSU’s Dec. 2 offer included increase to salary minimums and commensurate adjustment to returning employee increases reflective of union’s stated priority of increasing salary minimums for lowest paid graduate employees.
 
In addition, the university maintained movement to meet the union’s requested 3-year contract, as well as an additional increase for returning graduate employees in the final year of the contract, as part of a package proposal, which requires the union to accept all provisions as a whole.
 
Below are more details of the package proposal (all provisions must be accepted as a whole):

• 3-year contract term + Letter of Agreement, contract effective date Sept. 16, 2024, contract end date December 31, 2027.
  • The Letter of Agreement offers to compensate the Graduate Employees proposed increases dating back to September 16, 2024, contingent upon CGE’s commitment to direct Graduate Employees, who chose to withhold their labor, to accurately report time not worked.
• Increases to minimum:
  • 13% increase to salary minimums in year 1, effective September 16, 2024
• Returning employee increase:
  • Year 1 - 3.00 %, effective September 16, 2024
  • Year 2 - 2.85%, effective September 16, 2025
  • Year 3 - 2.75%, effective September 16, 2026
  • Additional Increase – 1.0%, effective September 16, 2027
• All other graduate employee benefits including 90% employer-paid premium healthcare plans, full tuition remission, and fee remissions.

The parties are scheduled to return to mediation on Friday, December 6, 2024.

Oregon State University met with CGE in a mediated bargaining session. OSU’s last Nov. 25 offer included increase to salary minimums and commensurate adjustment to returning employee increases reflective of union’s stated priority of increasing salary minimums for lowest paid graduate employees.

In addition, the university moved to meet the union’s requested 3-year contract, as part of a package proposal, which requires the union to accept all provisions as a whole.

Below are more details of the package proposal (all provisions must be accepted as a whole):

• 3-year contract term + Letter of Agreement, contract effective date Sept. 16, 2024, contract end date December 31, 2027.
  • The Letter of Agreement offers to compensate the Graduate Employees proposed increases dating back to September 16, 2024, contingent upon CGE’s commitment to direct Graduate Employees, who chose to withhold their labor, to accurately report time not worked.
• Increases to minimum:
  • 13% increase to salary minimums in year 1, effective September 16, 2024
• Returning employee increase:
  • Year 1 - 3.00 %, effective September 16, 2024
  • Year 2 - 2.85%, effective September 16, 2025
  • Year 3 - 2.75%, effective September 16, 2026
• All other graduate employee benefits including 90% employer-paid premium healthcare plans, full tuition remission, and fee remissions.

 The parties are scheduled to return to mediation on Monday, December 2, 2024.

OSU and CGE met in a mediated bargaining session.  OSU’s November 22 Package proposal included:

• 4-year contract term
• Increases to minimum:
  • 10.5% increase to salary minimums in year 1
  • 1.5% increase to salary minimums in year 2
  • 1% increase to salary minimums in year 3
  • 2% increase to salary minimums in year 4 (increase reflective of no re-opener)
• Returning employee increase:
  • Year 1: 3%
  • Year 2: 2.75%
  • Year 3: 3%
  • Year 4: 4%

The parties’ next mediation session is scheduled for Monday, November 25, 2024.
 

OSU and CGE met in a mediated bargaining session. No public proposals were passed and the university and CGE were unable to reach an agreement.  

To date, the parties have met in 10 mediated bargaining sessions, with the 11th scheduled on Friday, November 22, 2024.

Oregon State University met with CGE in a mediated bargaining session. OSU’s Nov. 14 offer included:

• 4-year contract term
• Increases to Minimum:
  • 10% increase to salary minimums in year 1
  • 2% increase to salary minimums in year 3
  • 2% increase to salary minimums in year 4
• Returning employee increase:
  • Year 1 -3%
  • Year 2 -2.5%
  • Year 3 -3%
  • Year 4 -4%

Monday, November 11, 2024 Mediation Update

The university and CGE were unable to reach an agreement at the November 11 mediation session. As such, CGE has shared publicly that they intend to begin their strike (work stoppage) on Tuesday, November 12.

The university has been bargaining for a contract that both honors the important work of graduate employees and recognizes that as a steward of public funds and student tuition dollars, OSU must meet its obligation to manage resources appropriately to serve the university’s mission.

The latest proposals the university shared with CGE included a time-limited offer that expires at 5 pm on Tuesday, and the following:

• An increase of minimum salaries in year one by 10%, translating to an hourly wage of $27.93 and an additional 2% increase to the minimum salaries in years three and four, for a 14% cumulative increase to salary minimums over the term of the agreement. 
   
• Under a four-year contract for continuing graduate assistants, this offer would also provide a 4% salary increase in year one; a 3% salary increase in years two and three, and a 4% salary increase in year four, for a compounded 14.75% increase for returning graduate assistant salaries.
   
•  An increase for the Student and Exchange Visitor Program (SEVIS) and/or visa reimbursement to $700 and increase DACA reimbursement to $600.
   
• An increase of nearly 17% in the annual hardship fund to $150,000 from the current $125,000.
   
• All other graduate employee benefits including premium healthcare plans, tuition, and fee remission.

As a reminder, please feel free to review the FAQ page or visit the Graduate Assistants Bargaining website for additional updates.
 

Oregon State University met with CGE in a mediated bargaining session. OSU’s Nov. 8 offer included:

• 4-year contract term
• Increases to Minimum:
  • 10% increase to salary minimums in year 1
  • 2% increase to salary minimums in year 4
• Returning employee increase:
  • Year 1 -4%
  • Year 2 -2%
  • Year 3 -2%
  • Year 4 -3%

OSU-CGE Mediation Update: October 28, 2024

Following submission of the parties’ “last, best, and final offers” to the Employee Relations Board (ERB), the Coalition of Graduate Employees (CGE) and OSU have continued to meet during the 30-day “cooling off” period to continue collective bargaining mediation.  

Generally, during the mediation process, proposals shared for the purposes of mediation and the discussions that occur at the bargaining table remain confidential to facilitate candid and often difficult conversations. For that reason, OSU has not shared detailed bargaining updates while the mediation process has been ongoing.

In the most recent mediation session, OSU presented the union with a formal bargaining proposal, which the university indicated was offered not as a confidential “mediation proposal,” but as a formal package proposal that may be shared by either party. The proposal was submitted as a “package,” which means that the offer includes elements that respond to concerns raised by CGE and others raised by the university. The below is a comparison of the university’s most recent formal proposal, compared to the union’s last formal offer, submitted to the state ERB in October.  Any additional offers that have been made during the mediation process are considered confidential and not listed here.

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The university has not yet officially received CGE’s intent to strike, which cannot be provided until the end of the 30-day “cooling off” period on November 1, Given the university’s commitment to the bargaining process and reaching an agreement with CGE, we have chosen to conduct two additional mediation sessions on November 8 and 11, the latter of which falls on Veteran’s Day, a holiday generally observed by OSU employees. However, given CGE’s publicly declared intent to begin withholding labor as early as November 12 unless an agreement is reached, we are acting with urgency to reach an agreement.

We fully recognize the contributions of our nation’s veterans and the continuing service of U.S. active-duty military personnel across the world. As valued members of the OSU community, we appreciate their service. While it is not ideal to hold a mediation session on a holiday, the university bargaining team is actively working toward agreement on a contract with CGE and is hopeful the additional mediation sessions will help facilitate a workable resolution.

The university’s offer includes an 8% increase in salary minimums and annual increases for returning graduate employees. OSU’s offer increases the university’s spending on graduate employee salaries by a compounded 16.22% over the proposed 5-year term of the agreement. This amounts to an estimated $7,280,153 increase over the university’s current spending of $44,878,156.

In addition to salaries, OSU currently provides graduate employees with an additional $46,780,457 in tuition/fee reimbursements, remission, and employer contributions to health insurance.

[Note: Costing estimates based on OSU actual calculations with OSU proposed 5-year term for direct comparison, and for this reason deviate from CGE final offer estimates]

Following CGE’s declaration of impasse on September 25, both OSU and CGE have presented their “last, best, and final offers” to the Employee Relations Board (ERB).  Now that those offers have been submitted, the 30-day “cooling off” period begins.  The parties have two mediation sessions scheduled during this time and OSU looks forward to reaching an agreement on the contract.

OSU’s offer submitted to the ERB can be found here. The university’s offer includes an 8% increase in salary minimums and annual increases for returning graduate employees. OSU’s offer increases the university’s spending on graduate employee salaries by a compounded 16.22% over the proposed 5-year term of the agreement. This amounts to an estimated $7,280,153 increase over the university’s current spending of $44,878,156.

In addition to salaries, OSU currently provides graduate employees with an additional $46,780,457 in tuition/fee reimbursements, remission, and employer contributions to health insurance.  

CGE’s offer submitted to the ERB can be found here. The union’s offer includes a 50% increase to salary minimums and annual increases for returning graduate employees.

The parties are scheduled to return to mediation on Monday, October 14 and have a follow-up session scheduled for Monday, October 28.
 

Through mediation, Oregon State University has worked hard to address issues raised by the Coalition of Graduate Employees (CGE) and remains committed to work toward a contract that is sustainable and honors the important work of Graduate Employees. The university also recognizes that as a steward of public funds and student tuition dollars, OSU must meet its obligation to manage resources appropriately to serve the university’s mission.

At this time, CGE has declared impasse, which means that the formal mediation timeline has closed. Next steps include the parties submitting what’s known as their “last, best, and final offers”. Once those offers are submitted, there is a 30-day “cooling off” period, during which, negotiations may continue. OSU is hopeful to continue negotiations throughout this process to the extent CGE is willing and looks forward to reaching agreement on the contract.

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The OSU and CGE bargaining teams met for a final, full-day bargaining session in advance of moving to mediation.

The parties were able to reach tentative agreement on Article 21 - Jury Duty, maintaining current contract language. The parties also came to tentative agreement on Article 19 - Labor Management Meetings, with OSU’s agreement to set a date for any labor management meeting requested by the union, within 14 days of the request, though the date may fall outside the 14-day period.

The OSU bargaining team also passed a response to Article 13 - Summer Session, which accepted the concept that the minimum full-time equivalent salary base rate for summer session must be at least that of the previous academic year when employees return to work within the same employing unit and/or perform the same work.
  
CGE also passed counter proposals on nearly all outstanding articles that remained in their court, setting the stage for OSU to bear primary responsibility for counter proposals as the parties enter mediation on August 9.

State law requires bargaining parties to be in mediation for at least 15 calendar days. At any time after that date, either bargaining party may declare that an impasse in bargaining has been reached. If an impasse is declared, according to state labor law, both bargaining parties have seven days to file their “last, best and final offers” with the state of Oregon. After final offers are filed, a 30-day cooling off period begins, after which a union may strike if it has given the employer 10-days advance notice of its intent to strike. At any point during this process, including during or after the 30-day cooling off period, after the 10-days advance notice of intent to strike, or during an active strike, the parties may continue to negotiate.

In advance of mediation, the Employer Relations Board (ERB) requests a list of all outstanding articles. The University’s list of outstanding articles as a side-by-side comparison can be found here.

The first mediation session will be held on August 9.
 

The CGE bargaining team presented counter proposals on contract economic articles that the university bargaining team had responded to in the last bargaining session.

On July 2, following the bargaining session, CGE notified OSU of its intent to move contract negotiations to mediation.

The union subsequently filed a request for mediation with the state of Oregon Employee Relations Board (ERB).

State law requires bargaining parties to be in mediation for at least 15 calendar days. At any time after that date, either bargaining party may declare that an impasse in bargaining has been reached. If an impasse is declared, according to state labor law, both bargaining parties have seven days to file their final and best offers with the state of Oregon. After final offers are filed, a 30-day cooling off period begins after which a union may strike if it has given the employer 10-days advance notice of its intent to strike. At any point during or after the 30-day cooling off period, after 10-days advance notice of intent to strike, or during an active strike, the parties may continue to negotiate.

Currently, economic proposals offered by CGE and the university greatly differ. As estimated by the university bargaining team, CGE’s salary proposals would increase university operating expenses by a total of $55 million to $78 million (depending upon the varying salaries provided to eligible graduate employees) over the term of a possible six-year labor contract. This would constitute a 143%-205% increase in amount of the overall university personnel budget for graduate employees over the proposed term of the contract, which would continue on an ongoing basis.

CGE has proposed that the current minimum salary paid to graduate employees be increased from a full-time equivalent rate of $4,404 per month to $8,808. This proposal would increase the current 12-month annual minimum full time equivalent wage for graduate employees from $52,849 to $105,696. The university bargaining team believes this proposal would individually increase operating costs from $13.9 to $36.8 million over six years.

CGE has also proposed that beginning in September 2025, minimum salaries paid graduate employees would increase 8% each year over the life a new labor agreement. The university bargaining team estimates that this proposal would individually cost an additional $18 million over the life of a six-year contract.

CGE also proposes an 8% across-the-board salary increase for returning graduate employees from their most recent appointment. This proposal would individually cost an estimated $22.9 million over the term of a six-year contract.

CGE has also proposed that the university provide:

• $750,000 per year for graduate employees who do not have summer jobs. The request is not tied to any work performed.
• $3,000 per child per term for graduate employees who are parents, as reimbursement of childcare expenses incurred.
• Reimbursement for on-campus parking fees incurred by a graduate employee.
• Funding annually for 12 FTE CGE employees to conduct union business.
• The construction of 100 housing units for graduate employees.
• A relocation stipend of $5,000 to $12,000 for graduate employees joining the university.
• The expansion of the graduate student hardship fund by an additional $150,000 each year of the contract.

At the June 27 bargaining session, CGE offered a counter proposal related to these proposals reducing the proposed salary minimum increase by 2%, while adding the above-referenced request for $750,000 to be provided to CGE by OSU each summer for graduate employees who do not have summer jobs, without a commensurate work requirement.

In contrast to these proposals, OSU’s initial economics counter proposal provided at the June 6 bargaining session sought to engage in conversation around proposals to increase the salaries of graduate employees based upon graduate employees’ advancements in experience associated with degree progress and employment experience and impact. The OSU bargaining team suggested concepts such as wage increases to be provided graduate employees for where they are in their academic progression (e.g., admitted to master’s degree program, admitted to doctoral degree program, or for an all-but-dissertation doctoral candidate).

While CGE’s bargaining team comments offered at the bargaining table have consistently accused the university of not engaging in collaborative discussion or working to resolve issues raised by CGE, OSU remains committed to work toward a contract that is sustainable and honors the important work of graduate employees.

The university also recognizes that as a steward of public funds and student tuition dollars, the university must meet its obligation to manage it resources appropriately to serve the mission of the university.

Of note, the university also communicated to the CGE bargaining team that graduate employees’ overall compensation includes more than merely a salary.

For example, even while working part-time at no more than 0.49 FTE, graduate employees receive their tuition fully paid for by the university. The university also provides health insurance benefits for graduate employees even though they work at less than a half time FTE. A majority of graduate employees’ student fees also are paid for by the university. And other employment benefits are provided graduate employees.

Of all graduate students pursuing a degree at OSU, about one third of those students hold graduate employee appointments. The university believes that graduate student work at OSU is not intended to be full-time permanent employment, but provides teaching, research and other work experiences that supplement a graduate student’s educational experience while also earning part-time wages that offset some living expenses and other costs incurred while enrolled.

The university values the work of its graduate employees and prioritizes competitive pay commensurate with work performed. The university bargaining team offered initial economic counters with the intent of working with CGE to discuss compensation, in hopes of working through those elements collaboratively. While CGE responded to this request for engagement by moving to mediation, it is the hope of the OSU bargaining team that mediation sessions can provide a positive forum to reach resolution on outstanding items.

The next bargaining session, pending assignment of a mediator by the ERB, will be held on July 26.

The parties met on Thursday, June 6, to continue collective bargaining negotiations.

During the bargaining session, the university bargaining team provided multiple counterproposals related to eight articles in the collective bargaining agreement.

The bargaining teams were able to reach tentative agreement on Article 27 - Statutory Compliance, incorporating reference to Oregon Paid Family and Medical Leave (OPFML) statute within the contract, similarly to the Family Medical Leave Act (FMLA) and the Oregon Family Medical Leave Act (OFMLA). The university bargaining team also provided counterproposals related to:

• Article 3 – Term of Agreement. OSU’s bargaining team passed a counter to CGE’s proposal related to the length of the agreement. CGE’s initial proposal included a four-year agreement. The OSU bargaining team noted that with current and forecasted economic downturn circumstances, extending the agreement to a six-year term would be mutually beneficial for employees for stability and sustainability.
• Article 11 – Salary. OSU’s bargaining team began a conversation around restructuring salary compensation to reflect the nuance of assigned and performed work, and the skill and experience that an employee provides. In asking CGE to engage in further discussion related to what this compensation structure might look like, the OSU bargaining team noted that inside and outside of the educational structure, the type of job structure and compensation of a position often will acknowledge the degree(s) attained by an employee, as well as the relative skill and experience needed in a role. The OSU bargaining team’s proposal reflected an initial offer designed to build salary minimums and salary progression related to those minimums where an employee is for example, 1) admitted to and pursuing a Master’s Program; 2) admitted to a Doctoral Program; or is 3) a Doctoral Candidate (All But Dissertation). The university bargaining team looks forward to further discussion on what this compensation structure might look like as the university sees value in recognizing the additional skill and experience that correlates to a graduate employee’s path with the university.
• Article 12 – Tuition Remission. The university bargaining team passed a counter proposal related to CGE’s proposal to replace the terminology of “tuition remission” with the wording “tuition waiver.”  OSU’s position is that the language relating to how tuition is accounted for is related to broader accounting and operational practices and the process of calculating and maintaining tuition and determining remission process is a management right, and in particular, a statutory obligation the university must maintain as a state-funded entity.
• Article 22 – Transportation. The OSU bargaining team provided a counter to CGE’s proposal related to parking, restoring a bulk of the original contract language with an accompanying explanation that the Department of Transportation and Parking Services is a self-funded auxiliary unit, which does not receive state funding or funding from student tuition.
• Article 28 – Health Insurance. The university bargaining team remains committed to OSU’s values in ensuring that graduate employees remain covered with appropriate health insurance and recognizes the challenges associated with managing health plan requirements and seeking to serve employee needs. The OSU bargaining team returned a counter proposal restoring language relating to equivalent health plan waiver, as well as language that provided access to additional information and reasoning when a waiver request is denied.
• Article 30 – Sick Leave. OSU declined language that would have created an independent sick leave pool, with additional recognition that employees may donate sick leave and receive sick leave donations within the collective bargaining agreement as proposed by the union. The OSU bargaining team accepted language that codified OSU’s long-standing practice that the use of sick leave should not lead to retaliation and recognizes the role of the collective bargaining agreement in underscoring this commitment.
• Article 32 – Stability. The university bargaining team responded to a CGE proposal which incorporated elements of multiple letters of agreement (LOAs) into one new article proposal.  These letters of agreement included language relating to the creation and implementation of an economic hardship fund as well as language relating to housing supports. The OSU bargaining team declined to incorporate these separate and distinct letters of agreement within the collective bargaining agreement as a stand-alone article, but provided counter proposal language that would revive the letters of agreement and allow the parties to continue to address needs in both areas.

The CGE bargaining team also provided a new proposal related to Article 6 – No strike or Lockout. CGE’s proposal would have the impact of waiving the contractual restriction on strikes and allow CGE to declare a strike while covered by an active collective bargaining agreement when: 1) the union determines that there is an issue that presents serious and immediate risk to a graduate employee, 2) if OSU fails to carry out a remedy in a grievance or arbitration, and/or 3) a dispute is in the grievance or arbitration process. The university bargaining team asked if the proposed language related to a current issue or a specific matter that the union was looking to address indicated that there was no current or specific matter at issue here. The OSU bargaining team indicated that there are grievance and other contract remedies related to all three elements presented by CGE, including the bargaining agreement’s Health and Safety Article and Grievance Article, both of which are currently open for bargaining at this time.

The bargaining teams will return to negotiations at their next scheduled meeting on June 20 and 27. The parties have been actively working to identify additional dates for bargaining that meets the bargaining parties’ scheduling needs so that they may continue to engage in further discussion.
 

The parties met on Thursday, May 16, to continue collective bargaining negotiations.

The university bargaining team provided multiple counterproposals during the bargaining session, in the interest of progressing negotiations, in recognition of the significant breadth of open articles for discussion, and in looking forward to continued engagement with the union bargaining team in this significant work at the bargaining table.

• The university bargaining team provided a counterproposal related to Article 2 (Recognition), maintaining the university’s position that graduate fellowships do not include a commensurate work requirement and as such, graduate fellows are not considered employees for labor purposes. The OSU bargaining team also again noted that hourly employees are not appropriate additions to the contract as they do not perform the full scope of job duties assigned to a graduate assistant, and do not maintain the same level of decision-making responsibilities associated with the role of a graduate assistant.
• The university bargaining team provided a counterproposal related to Article 14 (Layoff), declining to expand the definition of layoff to include time between academic years when there is no active appointment. OSU’s position is that graduate appointments are for the term set in the appointment letter and that this article applies only to separation during an employee’s active and/or existing appointment, after the employee has started their first day of employment. OSU also declined to expand tuition remission to a timeline beyond the term of an employee’s appointment as expansion of providing a tuition remission would be in excess of what an employee would have been entitled to had they been able to otherwise complete their appointment.
• The university bargaining team provided a counterproposal related to Article 18 (Grievance Procedures), again declining to supplant the role of the Office of Equal Opportunity and Access (EOA) by creating at OSU’s expense an additional, external entity contracted to perform the same or similar function that EOA already serves. As previously indicated, OSU is not inclined to undermine EOA’s critical role in investigating allegations of harassment, discrimination or retaliation. The OSU bargaining team also declined CGE’s proposed strike of language separating an employee’s student status from their employee status within the contract. Issues of academic standing, academic standards, and procedures relating to degree programs are not terms of employment and are not appropriate for an employment grievance under the CBA. The university maintains an established process for academic grievance separate from an employment grievance.
• The university bargaining team provided a counterproposal related to Article 19 (Labor Management Meetings). OSU’s counterproposal accepted many elements previously proposed to be included or stricken from the article by the CGE bargaining team. OSU believes that labor management meetings are intended to be collaborative opportunities for the parties to discuss matters of importance and fostering collaboration.
• The university’s bargaining team returned its first counterproposal on Article 24 (Non-discrimination and Anti-Bullying), acknowledging that discussion related to this article necessarily includes very personal matters that are relevant to individual employees’ identity and indicating that the university would like to honor the identities of employees while engaging in discussion relating to this article at the bargaining table, which conversation during bargaining does not adequately reflect.  The OSU team declined CGE proposed language incorporating the use of deadnames or incorrect pronouns within protected classifications and noted that gender identity and expression represent the overall protected status relating to these elements. The university bargaining team said that the elements proposed by CGE are actions related to an existing protected status and incongruent with the rest of the paragraph which focuses on specific protected statuses and not actions. OSU also declined the addition of caste as an enumerated protected status and clarified that OSU’s position is that caste includes birth/national origin, marital status, and familial status as hereditary class and would otherwise be included in the categories that are currently legally protected classes under Federal and State law. The OSU bargaining team noted an understanding that there may have been recent legislation presented during the 2023 Oregon State Legislature. In the event such new legislation is approved that defines and incorporates caste within enumerated protected statuses, OSU will comply with such legal obligations as defined in statute. The OSU bargaining team also proposed new language relating to trainings on anti-harassment and anti-bullying for graduate employees and their supervisors. The university bargaining team did decline proposed language and deletions by CGE that would have deviated from OSU’s legal obligations relating to engaging in the interactive process with respect to ADA or accessibility accommodations as well as CGE’s proposed language that the university proactively notify employee’s supervisors of an employee’s name changes. The OSU team indicated that employee self-determination is a critical value of the university and that self-determination includes an employee’s right to determine whether they would like to notify their supervisors of a change to their name.
• The university’s bargaining team returned a counterproposal on Article 25 (Health and Safety), accepting language proposed by CGE that sought to expand an employee’s field training, training on handling of machinery or tools, and proposed additional language supporting an employee’s ability to consult with their supervisor when there are or are anticipated to be hazardous conditions at a worksite that might impair an employee’s ability to perform their assigned work. The university bargaining team accepted and reframed language relating to remote work agreements when an employee is unable to work due to worksite conditions. The OSU bargaining team also declined additional language that was overly expansive relating to specific utilities, but acknowledged an obligation to provide and reasonably maintain appropriate utilities in University controlled workplaces. The OSU bargaining team declined language proposed by CGE that would have created two additional full-time therapy positions as well as requiring group therapy to be offered. The OSU bargaining team reminded the union that OSU recently expanded access to mental health care through the Lyra program, which affirms OSU’s commitment to supporting employees’ mental health needs. The Lyra program already includes many of the elements requested in CGE’s prior proposal, including therapy and support beyond insurance coverage, as well as group therapy, skills, training, workshops, etc.  Such resources are available on OSU’s HR website.
• Finally, the university’s bargaining team returned a counterproposal on Article 26 (Work-related Injuries or Illness) in which OSU restored language CGE proposed to delete that indicates the university will make a good faith effort to accommodate an employee’s needs related to workplace injuries or illness. The OSU bargaining team affirmed that accommodations related to workplace injury are navigated through the worker compensation process and Americans with Disabilities Act (ADA) accommodations process administered through the Office of Equal Opportunity and Access (EOA).

The CGE bargaining team also provided new proposals as detailed below:

• Article 27 (Statutory Compliance) CGE’s initial proposal on Article 27 included minimal proposed changes to incorporate reference to Oregon Paid Family Medical Leave (OPFML) within the article.
• Article 30 (Sick Leave) CGE provided an initial proposal relating to sick leave with a few proposed upkeep and language changes, as well as substantive proposed changes relating to Oregon Paid Family Leave (OPFML) process and the creation of a leave pool for graduate employees. The union indicated that their proposal relating to sick leave considered recent changes to Oregon paid leave laws, and OPFML in particular.
• Article 31 (Family Leave and Policies) The union provided a proposal that the union again indicated was prepared with consideration for recent changes to OPFML. The union proposal also included substantial language changes incorporating process and procedure relating to OPFML application as well.

The university bargaining team looks forward to further review of the proposals presented by CGE in the broader context of interpreting and implementing recent changes related to Oregon paid leave laws.

The bargaining teams will return to negotiations at their next scheduled bargaining session on June 6, with a note that the parties have been actively working to identify additional dates for bargaining that meets scheduling needs so that the bargaining teams may continue to engage in further discussion on these and other articles that have been presented to date.
 

The parties met on Thursday, April 25, to continue collective bargaining negotiations.

The university bargaining team provided a counterproposal related to Article 8 (Union Rights). OSU’s counterproposal declined the union’s proposed addition of 12 full-time FTE releases per academic year, which CGE indicated would be administered by the union and funded by OSU for the purpose of performing work related to union business, operations, and administration. The OSU bargaining team indicated that the university does not have an interest in funding positions specifically designated to provide union administration labor.

The OSU bargaining team also said that CGE has not indicated how the existing agreement for the university to provide 60 hours of paid release time does not meet current needs.  The university bargaining team also declined language proposed by CGE that would automatically reapply dues deductions when a graduate student employee moved back and forth between a non-represented and represented position within CGE’s prevue.  Notification of union status is generally a process that includes the union sharing authorization card lists with OSU and member enrollment is generally done by the union directly, with the employer receiving such notification by the union. OSU’s position is that it remains incumbent upon the union to acquire authorization cards from the employee directly, when an employee is appointed to a new position represented by the union.

The university’s bargaining team also provided a counterproposal related to Article 9 (Appointments), which declined significant newly proposed language from CGE that expanded on the union’s last proposal by adding reference to additional appointment types including hourly positions and Graduate Research Fellows.  In general, when a party to a labor agreement, such as CGE or OSU, submits a new proposal that expands the intent of the originally submitted language in a given article, the proposal is considered regressive and not permitted under existing labor law and applicable guidelines. As previously communicated to CGE, the OSU bargaining team said that graduate fellows are not considered university employees for payroll and employment purposes. Instead, fellowships are recognized nationally as being granted to acknowledge and support outstanding graduate students in pursuit of their advanced degree objectives. Graduate fellowships provide financial support to graduate students without an employment requirement. The university’s bargaining team also noted that hourly employees do not perform the full scope of job duties that are assigned to a Graduate Assistant, nor does an hourly employee maintain the same level of decision-making responsibilities associated with the role of a Graduate Assistant, and therefore are not appropriate additions to the labor contract.

The OSU team concluded the meeting presenting articles with a renewed counterproposal on Article 10 (Work Assignments), again declining the addition of a financial penalty for a late work assignment received by a Graduate Employee. The collective bargaining agreement presently assigns a $50 penalty for a late appointment letter and/or position description without good cause.

CGE provided a counterproposal on Article 14 (Layoff) that again proposed to classify layoff for graduate employees as any separation of employment during the period of an appointment, between academic terms or between academic years.  The proposal also incorporated language extending tuition waivers for graduate employees subject to layoff to remain in effect for an additional four consecutive academic terms, including the first term for which a graduate employee is no longer employed.

The union bargaining team re-submitted proposed language for Article 18 (Grievance Procedures), that previously had been declined by OSU, again requesting the university to expand from thirty (30) days the grievance timeline to ninety (90) calendar days following an occurrence giving rise to a grievance. The proposal also revived previously proposed language relating to the arbitration timeline and process, and relating to information requests and the University Office of Equal Opportunity and Access (EOA) investigation and reporting process. As proposed, the CGE language would have the impact of removing EOA from its role to investigate reported instances of harassment, discrimination, or retaliation, and assigning investigation of those reports to a third-party contracted advocate. The CGE proposal also again struck language excluding issues covered by the Graduate School Academic Grievance Policy. The university’s bargaining team believes that striking this language has the impact of conflating matters that would be covered under the Graduate School Academic Grievance Policy with matters that relate to an individual’s employment status already covered within the collective bargaining agreement. OSU’s position is that it is necessary for the status of a student and an employee status to remain separate, with separate rights and processes relating to whether an individual is navigating an issue associated with their employment status or their status as a student.

The CGE bargaining team also provided additional counterproposals relating to Article 19 (Labor Management Meetings) and Article 26 (Work Related Injuries or Illness), which included substantially similar language that was addressed in previous proposals.

The next bargaining session is scheduled for May 16.
 

The parties met on Friday, March 8, to continue collective bargaining negotiations.

The university bargaining team provided multiple counterproposals during the bargaining session.

•    The university bargaining team provided a counterproposal related to Article 19 (Labor Management Meetings). OSU’s counterproposal accepted many elements previously proposed by the CGE bargaining team and declined the addition of language that could create a grievance remedy relating to labor management meetings.  OSU believes that labor management meetings are intended to be collaborative opportunities for the parties to discuss matters of importance, and believes that creating a new grievance remedy within this article relating to labor management meetings does not foster such collaboration.
•    The university’s bargaining team returned a counterproposal on Article 26 (Work-related Injuries or Illness) in which OSU restored language CGE proposed to delete that indicates the university will make a good faith effort to accommodate an employee’s needs related to workplace injuries or illness.  The OSU bargaining team noted that accommodations related to workplace injury are navigated through the worker compensation process and accommodations process administered through the Office of Equal Opportunity and Access (EOA). 
•    The university bargaining team also shared the university’s counter proposal to CGE’s proposal relating to Article 18 (Grievance Procedures), declining extension of the grievance timeline from thirty (30) days to ninety (90) calendar days following an occurrence giving rise to a grievance. The university also declined  CGE’s proposed deletion of language that requires a grievance to be limited to the original subject of the grievance and not expanded upon once it is filed. The OSU bargaining team also proposed language in alignment with other university collective bargaining agreements that, in the event of arbitration, narrows the focus of  arbitration to elements related to grievance remedies, back pay and benefits, where applicable, and maintains limitations on decisions that would interfere with employer powers, duties and responsibilities of the university that are not otherwise expressly limited within the contract.  OSU declined CGE-proposed language that would restrict the arbitration timeline; incorporate direct reference to Oregon’s Public Employee Collective Bargaining Act; and that would create an external contracted entity that must be compensated to serve in the same or similar function to EOA for response to reports of harassment, discrimination or retaliation. The OSU bargaining team asserted that the role of EOA is critical in investigating allegations of harassment, discrimination or retaliation. Relating to CGE’s proposed inclusion of issues relating to academic standing, academic standards, policies and procedures, or academic degree programs within the grievance process, the OSU bargaining team indicated that these issues are not terms of employment and are not appropriate for an employment grievance under the collective bargaining agreement.  The OSU bargaining team stated that the university maintains a separate process for academic grievances that necessarily operates outside of the collective bargaining agreement grievance process.

The CGE bargaining team also provided counter proposals relating to Article 2 (Recognition), maintaining the union’s request to include graduate fellows and graduate employees holding an hourly position within the bargaining unit.  As noted multiple times previously, graduate fellowships do not include a commensurate work requirement and as such, are not considered employees for labor purposes.  Additionally, the OSU bargaining team again noted that hourly employees do not perform the full scope of job duties assigned to a graduate assistant, and are not appropriate additions to the contract because they do not maintain the same level of decision-making responsibilities associated with the role of a graduate assistant.

The CGE bargaining team also provided counter proposals and new proposals as detailed below:

•    Article 9 (Appointments). CGE’s initial proposal on Article 9 was presented to the OSU bargaining team on Dec. 14, 2023. The OSU bargaining team responded with a counterproposal on Jan. 26. CGE’s current counterproposal expands significantly on what the union initially proposed  and was countered by OSU, to now include additional language relating to hourly employees.  The proposal also revives language OSU previously declined.
•    Article 10 (Work Assignments) The CGE bargaining team presented its counterproposal to Article 10.  The parties had discussion at the table relating to the distinction in how the university and graduate employees might navigate work when the university has issued a workplace closure (e.g., inclement weather).  Existing contract language states that a graduate employee may not be compelled to work when the university is closed, except by mutual agreement between the employee and their supervisor.  CGE proposed to strike the language permitting an employee to work when mutually agreed upon by both the employee and the supervisor.  The OSU bargaining team raised concern that the language CGE proposes to strike is critical both for the supervisor to maintain workplace safety when there is a closure, but also to permit work to continue in a safe manner when an employee elects to continue to work. The current contract language recognizes the necessity of communication between an employee and the supervisor during a workplace closure so that neither employee nor supervisor may make a singular decision about the need to conduct work. 
•    Article 22 (Transportation) CGE passed an initial proposal relating to transportation, requesting that graduate employees receive reimbursement for any parking pass purchased while employed by the university, and restricting sale of daily parking passes in excess of the capacity for any zone with active term-long or annual parking permits.
•    Article 32 (Stability) The union provided a proposal for a new article that intended to incorporate two letters of agreement related to Hardship Fund and Housing into the collective bargaining agreement. The proposal instructs the university to construct 100 housing units exclusive to graduate employees and charge a per-person monthly rent not to exceed thirty (30%) percent of the minimum monthly salary of a graduate employee working at the minimum graduate employee FTE. The proposal also includes provision of a relocation stipend for graduate employees, and waiver of costs associated with eating at campus dining halls for graduate employees who are international students.  The waiver is intended to apply until the employee receives their first paycheck and successfully acquires housing. CGE also proposed increased funding for the Graduate Hardship Fund, expansion of criteria eligible for funding, and an annual audit report of Hardship Fund utilization. The proposal includes an increase of $150,000 to be added each year to the hardship fund by the university for the duration of the collective bargaining agreement beginning in September 2024. 

Per CGE’s request, the bargaining teams are working to agree on the dates for future bargaining sessions to resume in April following spring break.

The parties met on Friday, Feb. 23, to continue collective bargaining negotiations.

The university bargaining team provided a counterproposal related to Article 2 (Recognition). OSU’s counterproposal accepted many elements proposed by CGE and declined the addition of graduate fellows and hourly employees to the collective bargaining agreement. As previously noted, graduate fellows are not considered to be university employees for payroll and employment purposes. Instead, fellowships are recognized nationally as being granted to acknowledge and support outstanding graduate students in pursuit of their advanced degree objectives. Graduate fellowships provide financial support to graduate students without an employment requirement. The university’s bargaining team also noted that hourly employees do not perform the full scope of job duties that are assigned to a Graduate Assistant, nor does an hourly employee maintain the same level of decision-making responsibilities associated with the role of a Graduate Assistant, and therefore are not appropriate additions to the contract.

The university’s bargaining team accepted language in CGE’s proposed Article 14 (Layoff) expanding the notice timeline to thirty (30) days in the event of a layoff as opposed to extending an appointment, where work and/or budgetary support exist for the duration of an academic term or academic year. The university bargaining team also declined CGE’s proposed language expanding tuition remission for graduate employees subject to layoff to include four consecutive academic terms following a layoff, regardless of when the layoff occurred in the course of the employee’s appointment.

The CGE bargaining team shared its first bargaining proposal seeking changes to Article 18 (Grievance Procedures), requesting OSU to expand from thirty (30) days the grievance timeline to ninety (90) calendar days following the occurrence giving rise to a grievance. The proposal also included proposed language relating to the arbitration timeline and process, and added new language relating to information requests and the University Office of Equal Opportunity and Access (EOA) investigation and reporting process. As proposed, the CGE language would have the impact of removing EOA from the investigation role in reported instances of harassment, discrimination or retaliation, and assigning investigation of those reports to a third-party contracted advocate. The CGE proposal also struck language excluding issues covered by the Graduate School Academic Grievance Policy. The university’s bargaining team believes that striking this language has the impact of conflating matters that would be covered under the Graduate School Academic Grievance Policy with those that are covered relating to individual’s employment status under the collective bargaining agreement. OSU’s position is that it is necessary for the status of a student and an employee status to remain separate, with separate rights and processes relating to whether an individual is navigating an issue associated with their employment status or regarding their status as a student.

The CGE bargaining team also provided additional counter proposals relating to Article 19 (Labor Management Meetings) and Article 26 (Work Related Injuries or Illness).

The next bargaining session is scheduled for March 8.
 

The parties met on Friday, Feb. 9, to continue collective bargaining negotiations. The university bargaining team provided a counter proposal related to Article 10 (Work Assignments). OSU’s counter proposal aligned with the university’s counter proposal relating to Article 9 (Appointments), both of which center on clarifying appointment letter and work assignment timelines and processes. CGE’s prior proposal relating to Article 10 sought more details to be included in graduate assistant work assignments, and added a fee to be charged the university associated with a late work assignment in addition to the previously sought increase to fees relating to late appointment letters and late position descriptions. 

The university’s bargaining team accepted language in CGE’s proposed Article 10 that a graduate employee may not be compelled to work during university closures and offered clarifying context for a graduate employee’s ability to choose to work when the university is closed while such work may not be compelled.

The CGE bargaining team shared its first bargaining proposals seeking changes to Article 2 (Recognition), requesting OSU to expand the bargaining unit to include graduate students in hourly positions and graduate fellows. Of note, graduate fellows are not considered employees for payroll and employment purposes as fellowships are recognized nationally as a means to acknowledge and support outstanding graduate students in pursuit of their advanced degree objectives.  Graduate fellowships provide financial support to graduate students without a commensurate service requirement.

The CGE bargaining team also provided additional proposals, shown below, all of which the university will provide a response to in future bargaining sessions.

•    Article 17 (Discipline and Discharge): Seeking to formalize a discipline and discharge process for graduate employees that would require the university to issue discipline within fourteen (14) days of the occurrence of any event that gives rise to such discipline; requires any rebuttal to discipline of any graduate employee become part of the evidentiary record for consideration during disciplinary hearings or reviews; changes process to permit an employee to file a grievance alleging misconduct in the disciplinary process; and maintaining student status for any graduate employees on academic leave. 
•    Article 14 (Layoff): With primary focus revolving around expanding tuition remission in the event of a layoff to include four consecutive terms, including the first term in which the graduate employee is no longer employed, regardless of whether the employee had started work in the position.

The next bargaining session is scheduled for Feb. 23.
 

The parties met on Friday, Jan. 26, to continue collective bargaining negotiations. The university bargaining team provided a counter proposal related to Article 9 (Appointments). OSU’s counter proposal centered on clarifying appointment letter timelines and processes. CGE’s prior proposal related to Article 9 sought more details to be included in the appointment letters and an increase in the fees associated with a late appointment letter, which may limit an employing unit from offering additional FTE opportunities based on increases in enrollment and available funds, due to the additional administrative burden and restrictive language of the article as proposed by the union.
The CGE bargaining team shared initial bargaining proposals related to:
•    Article 8 (Union Rights): Requesting OSU fund 12 FTE release position appointments per academic year of up to 0.49 FTE each to conduct union business during the course of the year.  This is in addition to the current release time that is paid by OSU that includes sixty (60) hours per fiscal year for union representatives to conduct union business. The proposal also included language that would remove the requirement that an employee reauthorize their union dues deduction when returning to the bargaining unit from a non-represented position.
•    Article 24 (Nondiscrimination and Anti-bullying): Requesting that OSU expand current non-discrimination contract language beyond legal protections to include caste, pronouns and non-preferred names in OSU’s definition of discrimination, bullying and harassment behaviors. The proposal also seeks to create an affirmative obligation for OSU to assist an employee in filing a Bureau of Labor and Industries (BOLI) or Equal Employment Opportunity Commission (EEOC) complaint against the university, among other items.
The CGE bargaining team also provided an initial proposal on Article 25 (Health and Safety) which  primarily focuses on worksite conditions, utilities and mental health resources; and Article 26 (Work-related Injuries or Illness).
The next bargaining session is scheduled for Feb. 9.
 

The parties met on to continue collective bargaining negotiations. The university bargaining team provided counter proposals related to Article 1 (Parties to the Agreement) and the parties were able to reach tentative agreement reflecting limited changes to how the parties would be referenced throughout the contract.

 The university bargaining team also provided a counter proposal related to Article 21 (Jury Duty), maintaining language permitting the university to petition the court for permission to allow an employee to be excused from jury service if the operating requirements of the university would be hampered. The ultimate decision on whether an employee is excused from jury duty remains with the court.

The university bargaining team shared one initial proposal related to Article 19 (Labor Management Meetings), with language intended to clarify the purpose and function of Labor Management Meetings.  Labor Management Meetings are not intended to be a forum in which the university and CGE engage in bargaining activity, but instead are meetings to address general issues of concern at the lowest level possible and build a positive relationship.

 The CGE bargaining team shared a counter proposal regarding Article 9 (Appointment Letters) and added a new proposal for Article 10 (Work Assignments), both of which included language doubling the financial penalty to OSU for late Appointment Letters and Work Assignments, adding language to be included in the Appointment Letters and Work Assignments, and adding Union engagement with administrative training components.  The CGE bargaining team also provided an initial proposal on Article 28 (Health Insurance).

The next bargaining session is scheduled for Jan. 18.
 

The parties met on November 30 to begin collective bargaining negotiations. The OSU bargaining team provided an opening statement, acknowledging that CGE had declined to agree to bargaining ground rules. The OSU bargaining team also expressed the priorities and principles guiding how OSU will approach collective bargaining. A copy of OSU’s opening statement can be found here. OSU shared its commitment to meaningful dialogue and working toward a mutually beneficial agreement that respects the rights and desired goals of both parties involved. OSU reaffirmed priorities that reflect the overarching principles of engagement and values-based leadership that align with the university’s 2024-2030 strategic plan and foundational values including:
•    “Increase our excellence by valuing and integrating the diverse lived experiences, perspectives, and viewpoints within Oregon State and the communities we serve.”
•    “Continually adapt to and remove barriers and create equitable outcomes for communities denied access to opportunity.”
•    “Engage communities the university serves to build mutual and resilient relationships to advance shared goals.”
•    “Reckon with injustice in our institutional history and pursue reconciliation through humility and transparency.”

OSU also acknowledged the financial landscape within which the university operates, and the importance of balancing employee expectations with ensuring the long-term viability of Oregon State University for the success and accessibility of all students.

CGE also shared an opening statement and passed contract proposals relating to Article 1 – Parties to the Agreement; Article 3 – Term of Agreement; Article 11 – Salary; Article 12 – Tuition Waiver; Article 21 – Jury Duty

CGE’s proposals included, among other items:
•    Doubling the minimum full-time equivalent monthly salary rate from $4,404.00 to $8,808.00 beginning September 2024. [Note: Graduate Employees receive a proportional amount of the FTE equivalent, based on the FTE workload assigned, which is part-time between 0.38 FTE up to 0.49FTE. For calculation purposes, the full-time (1.0) FTE equivalent is used as the salary basis.]
•    Providing additional annual increases to minimum full-time equivalent salary of 8% each year of the contract beginning September 2025, or the most recent 12-month CPI-W, whichever is higher.
•    Providing additional annual increases to returning graduate employee salaries of 8% over most recent salary rate each year of the contract, or the most recent 12-month CPI-W, whichever is higher.
•    Providing adjustments to minimum FTE and substitute work.
•    Providing reimbursement of childcare expenses up to $3,000 per child per academic term.
•    Providing changes to the nature, amounts, and processes for Graduate Employee Tuition Remission.

As the OSU bargaining team understands the union’s current proposal, a graduate employee returning to employment at OSU, whose monthly salary was previously at the minimum full-time equivalent monthly salary rate of $4,404 would receive a new monthly minimum of $8,808 in September 2024, and be immediately issued an additional 8% salary increase that same month. [Note: Graduate Employees receive a proportional amount of the FTE equivalent salary, based on FTE workload assigned, which is part-time between 0.38 FTE up to 0.49FTE. For calculation purposes, the full-time (1.0) FTE equivalent is used as the salary basis, and thus used in the above example as a matter of consistency based on proposal language] In 2025, the proposed new salary minimum would be increased by 8% and then returning employees would be issued the same additional 8% salary increase upon return to employment. 

CGE has proposed a four-year contract term, which means that the proposed graduate employee salary proposal would compound annually to a total salary increase of 172.1% for the term of the contract.

OSU also passed a proposal on Article 9 – Appointments that reconciled timeline calculations between Appointment Letters, Position Descriptions, and Work Assignments. The current contract language references separate timeline calculations for when an employing unit must issue an Appointment Letter, Position Description, and Work Assignment that is often cumbersome to calculate. The University’s proposed language would use a consistent 30-calendar day calculation for each, to create clarity for both employees and supervisors on the timing of appointments for employees.
The parties will next meet on December 14 to continue bargaining discussions.
 

The parties met on November 9 to review and hopefully finalize ground rules to define how they will engage in negotiations throughout the bargaining process. Reaching agreement on ground rules is an important way to build trust and collaborative intent in advance of entering formal bargaining.

The parties had closed their last bargaining session (Sept. 19, 2023) indicating that they believed they were in substantial agreement on the few outstanding issues left to address related to ground rules, and said they intended to finalize those discussions electronically to confirm language choice in advance of the next meeting date. OSU provided the CGE with its proposed drafts electronically on Sept. 29. The CGE bargaining team elected not to provide its preferred draft language in advance, and instead presented its counter proposal at the Nov. 9 meeting. Because the CGE counter proposal included different language than discussed previously, the parties were unable to reach agreement on revised ground rules at the Nov. 9 meeting. 

The OSU team looks forward to good faith negotiations as the parties return to the table Nov. 30.

OSU and CGE bargaining teams met on the Corvallis campus Thursday, August 31, 2023 to begin discussion of ground rules and establish the parties’ agreements regarding how they will conduct the collective bargaining process. The parties worked productively and left the table prior to finalizing the ground rules to allow further discussion. OSU and CGE bargaining teams then met on the Corvallis campus Tuesday, September 19, 2023 to continue discussion and finalize ground rules prior to entering bargaining.  OSU is committed to the ground rules as a framework for reaching agreement in this successor bargaining.

The parties closed the September 19, 2023 discussion indicating at the table that they believed they were close enough to agreement on the ground rules to continue discussion electronically in anticipation of finalizing the rules in advance of the next meeting date.

While not required, collective bargaining ground rules are an important component of most bargaining processes and offer the foundation for reaching agreement. Setting and defining expectations promotes community and commonality. Ground rules cover such things as: who speaks for each bargaining team; how proposals are shared; how agreement is finalized and documented; agreements regarding deadlines; expectations for observers; and other matters.

OSU had been actively recruiting for Employee and Labor Relations team members to participate in this successor bargaining cycle and retained a Labor Relations Attorney during the recruitment process to facilitate continuity as the bargaining timeline approached.  The OSU team is now complete and includes recently hired Employee and Labor Relations team members.