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New Contract Just the Start

SEIU 503 members at CODA — Comprehensive Options for Drug Abuse — have ratified a new one-year contract improving wages, benefits and working conditions — and immediately set their sights on further improvements. A record number of members voted.
"We fought harder this time and we got more," said Becky Woodward, a member of the bargaining committee. "It shows us what we can do when we're informed and organized and act like a union!

"We're going to prepare for the next round of negotiations starting today. We need to stay in touch, start meeting with State and County officials to increase funding for the work we do and service we provide, which is what we all need and deserve."

CODA is a non-profit organization dedicated to helping individuals, families and the community prevent and eliminate drug and alcohol misuse, abuse and addiction. The agency operates under the premise drug and alcohol abuse are both a cause and a result of other problems in living.

Economic items in the new contract include:
  • 2.2% COLA retroactive to 7/1/08 (New sixth Step retroactive to 7/1/08)

  • 100% of the Health Insurance increase paid ($10.75) and no cut backs for part-timers and extension of the Health Reimbursement Account

  • new Appendix with job classes matched to appropriate wage rates

  • no pay cuts for new union members from Cascadia Behavioral Services.

Among gains in working conditions are:
  • a new right to engage in interim negotiations over mandatory subjects of bargaining,

  • clearer language on utilization of holiday, retirement and accrued annual leave

  • extension to all SEIU 503 members of the right to create work/learning plans with Supervisors.

  • job openings posted for five days (up from three), and

  • a new right to apply for a vacancy in a worker’s job classification within 90 days of accepting a promotion.

The union gained these worker and union rights:
  • Management will now provide copies of personnel action forms to the Union so CODA workers can be supported in the case of unfair discipline

  • Sexual harassment allegations can be reported directly to the Deputy Executive Director or HR Director

  • Union Stewards can meet with management on paid work time.

  • New Employee Orientations where Stewards will have up to 20 minutes paid time to welcome and orient new workers to the union

  • Use of e-mail at work for Union-related activities and notices.

"We made some real gains over our last contract because we didn't give in early on, and we had your support to stick with it," Local President Vicki Tolson told members. “This is the year we continue our communication with one another; work on funding at the legislature and county levels; and be prepared when contract negotiations begin next summer."