Backstory first.
Contract negotiations between the City of Corvallis and AFSCME Local 2975 (the city employee union) have formally reached an impasse, which means the two sides have not reached an agreement through bargaining.
Both have now submitted their final offers to the state and have been published, beginning a state-required 30-day cooling-off period. However, negotiations and mediation can continue during that time.
It’s about 4 trillion pages of information to go through and compare. Not really, but it’s A LOT. While we believe our analysis is accurate and we double-checked, small errors are possible, though not probable. This was done with thought… because it’s important.
It’s also important to note timelines. If the dispute remains unresolved, the union would become eligible to declare a strike as early as October 9, according to the city.
The city has published its final contract offer to the union today. AFSCME Local 2975 represents around 246 city employees. The final offer provides the clearest comparison yet between the two sides as labor negotiations continue.
Both offers were submitted to the Oregon Employment Relations Board. And published. So now we can compare. And when we say compare, it’s basically just the larger issues at stake, where differences lie.
(Photo: https://afscme2975.org/)
Wage Increases
Both offers include a 2% wage or salary-schedule adjustment effective June 16, 2026, followed by a 4% cost-of-living adjustment. Together, those two increases amount to approximately 6.08% when compounded.
Under the union’s proposal, both increases would be retroactive to June 16. Under the city’s offer, the 2% salary-schedule adjustment would begin June 16, while the 4% cost-of-living increase would take effect during the pay period following contract ratification.
Opinion: A new contract represents new pay. The former and current contract does not. You both agreed to it. No retroactive pay.
Wage Increases - Part II
Both sides propose another 3% cost-of-living increase in June 2027. The larger difference in general wages arrives in June 2028, when the union is requesting a 5% increase and the city is offering 3%. If you like first-grade math, you can add 5% + 3% = 8%. Then divide by 2, which equals 4%… as a middle ground.
Opinion: Compromise. If everyone in the world found a middle ground… it’d be a better place.
Additional Compensation
The union is also seeking several forms of compensation that are not included in the city’s offer. The biggest is a $750 ratification bonus. What does that even mean? It is a one-time payment that city employees would receive if the union and city reach an agreement.
It’s kind of like getting a bonus for getting a raise… and a new contract. Form your own opinions on that one. But the city said no.
Opinion: I’ve never asked for one time bonus on top of getting a raise. Have you? Maybe I should have?
Salary step increases
The city currently has six salary steps, with employees receiving annual step increases of 5% until they reach the top of their range. The union’s proposal would add a seventh step effective June 16, 2027. Employees who had already reached Step 6 by June 16, 2026, would move to the next step, providing another 5% increase.
Opinion: Long-term employee retention can often save costs in terms of efficiency and new hire training. It also provides motivation for continued service. Agree with the Union.
Health insurance
Employees currently pay 7% of their medical and dental insurance premiums, while the city pays 93%. The union wants to retain that arrangement throughout the contract.
The city proposes changing the split to 90% paid by the city and 10% paid by employees beginning Jan. 1, 2029. According to the city, the change would cost a full-time employee approximately $26 more per month based on current premiums.
Opinon: It’s 26 bucks more a month. The city is going to pay 90% of your premiums. And they are broke. Take the 90%. Onwards.
City-declared emergency pay raise
The union is asking for a 10% pay differential for essential employees required to report to or remain at work in person during a city-declared emergency or weather-related closure. The city’s final offer does not include the hazard-pay provision.
Opinion: You choose to work for the city. For the people of this city. We’d protect them for free by volunteering our time. You want 10% more to keep us safe… and some of this is most likely overtime pay as well. This ask makes the union look bad.
There is more to the offers than discussed, but these are the larger fiscal issues.
The union’s cost summary estimates that its remaining proposals would increase costs by approximately $8.51 million over three years. The city estimates its final offer would increase costs around $7.83 million over three years.
The two totals are approximately $686,000 apart.
The two sides were scheduled to return to mediation with the state Employment Relations Board on Sept. 10.
A state-required 30-day cooling-off period follows publication of the final offers. According to the city, the union would become eligible to declare a strike as early as October 9th if the two sides do not reach an agreement.
Sorry for the rare opinions. Work together… not against each other… and this can easily be solved.
This article was written by Jesse Grant, a contributor to The Corvallis Inquirer. Feel free to send us your stories or articles to publish at: editor@corvallisnow.com
→ Donate
We’ll still keep it ad-free and paywall-free even if you don’t. 100% of donations go to expanding local reporting, giving back to community causes, and minor operating expenses. Read more about our values and mission here.
Do you have a story for The Inquirer? Email: editor@corvallisnow.com
