Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on July 15, 2026, from 9:00 a.m. to 4:00 p.m. for the scheduled classified bargaining session.

The parties exchanged several counterproposals and engaged in extensive discussion regarding compensation, health insurance, working conditions, union rights, payroll practices, and other contract language. The parties also discussed the significant distance between their current financial proposals and possible approaches for moving negotiations forward. 

Proposals Exchanged

NWRESD presented counterproposals on the following articles:

• Article 5 - Union Rights and Responsibilities  
• Article 6 - Payroll Deductions 
• Article 17 - Insurance  
• Article 20 - Compensation  

NWRESD reviewed a financial update.  

The Union provided counterproposals on the following articles:

• Article 11 - Grievance Procedure
• Article 12 - Working Conditions 

Key Discussion Topics 

The ESD began the session with a presentation regarding the financial environment affecting NWRESD and public education. The presentation addressed uncertainty surrounding federal funding, state revenue and budget pressures, increasing personnel and benefit costs, unfunded mandates, and the potential impact of future state and federal policy decisions.

The ESD explained that NWRESD’s funding structure differs from that of a traditional school district. A significant portion of the ESD’s funding comes from grants and purchased services that are restricted to particular programs, services, and outcomes. These funds cannot be redirected to support agency-wide compensation increases. The ESD must also consider whether increasing operating costs could make services unaffordable to component districts or affect the continued viability of grant-funded programs.

The ESD’s current financial proposal includes a 2.81% cost-of-living adjustment (COLA) without an adjustment to the salary schedule’s step indexing, which establishes a uniform percentage increase between each step. The estimated cost of the ESD’s proposal for Article 20 – Compensation is approximately $500,000.

The Union’s current compensation proposal includes an 8% COLA and a 4% adjustment to the step indexing. The estimated cost of the wage proposal is approximately $3.5 million before considering the costs associated with other economic proposals.

The parties discussed that several open articles contain additional economic components, including insurance, holidays, paid leave, vacation time, and other benefits. The ESD explained that it evaluates the total cost of the proposed compensation package rather than considering the COLA independently. For example, the estimated cost of adding two paid holidays is approximately equivalent to an additional 1% wage increase. Although bargaining began in January 2026, the parties remain significantly apart in their economic proposals.

The Union stated that its financial proposal is intended to address classified wages that have not kept pace with inflation and positions that it believes remain below comparable market rates. The Union identified improvements to the wage schedule, movement of under-market classifications, health insurance, and other benefits as important priorities. The ESD explained that the Union’s financial proposal, as currently presented, cannot be supported within the ESD’s current economic conditions and program constraints.

The ESD reiterated that its funding does not automatically increase based on inflation. The ESD expressed a willingness to consider market adjustments for certain job classifications, with the understanding that individual adjustments would increase the overall cost of the contract and affect the resources available for other compensation improvements.

The parties discussed compensation comparisons with component school districts and other education service districts. The Union stated that some classified positions are paid substantially below comparable positions at other employers. The ESD shared that its compensation review found varied results, with some classifications below market and others at or above identified comparators.

The parties also discussed the health insurance benefit pool. The Union expressed concern that maintaining current benefit structures and incentives could deplete the fund within approximately two years. The parties discussed the need for additional financial information, regular reporting regarding the insurance pool, and the costs associated with providing non-prorated insurance benefits to employees working more than 0.5 FTE.

The Union raised concerns regarding the amount of time that had passed since it presented its initial financial proposal and stated that it had not received sufficient financial movement from the ESD. The ESD reiterated that its initial proposal was intended to represent a serious opening offer based on the resources the ESD believes are available.

The ESD explained that opening with a stronger financial proposal was an effort to approach bargaining differently from a traditional process in which one party begins with a low offer, the other begins with a high offer, and the parties gradually move toward the middle. The ESD’s intent was to reduce the need for repeated exchanges of incremental proposals and to reach a settlement before the prior agreement expired on June 30, 2026.

The ESD requested additional clarity regarding which of the Union’s economic proposals are its highest priorities, noting that several articles with economic implications remain open and that the Union has not substantially modified a number of those proposals. The ESD also reiterated that its overall financial position has not changed from the information provided at the outset of bargaining.

When asked what additional information was needed to develop a counterproposal to the ESD’s economic proposal, the Union requested further information regarding historical compensation increases, the number of ESD employees within each employee group over time, and the annual variance between budgeted and actual expenditures over the past several years.

No tentative agreements were reached during this session.

Upcoming Bargaining Sessions

The parties have scheduled the following bargaining sessions:

• August 19, 2026, from 1:00 p.m. to 5:00 p.m.
• September 3, 2026, from 1:00 p.m. to 5:00 p.m.
• September 8, 2026, from 1:00 p.m. to 5:00 p.m.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on June 29, 2026, from 1:00 p.m. to 5:00 p.m. for the scheduled classified bargaining session.

Progress continues as both parties work toward agreements on each article. Several counterproposals were exchanged during the session. A tentative agreement was reached on Article 25 - Labor Management Committee. 

Proposals Exchanged

NWRESD presented counterproposals on the following articles:

• Article 8 - Personnel Records  
• Article 11 - Grievance Procedure
• Article 13 - Paid Leaves of Absence 
• Article 15 - Paid Vacation 
• Article 18 - Holidays
• Article 22 - Reclassification, Job Descriptions
• Article 25 - Labor Management Committee
  • First Counterproposal 
  • Second Counterproposal (TA) 
• Article 26 - General Provisions 

NWRESD provided an updated counterproposals on the following article:

• Article 2 - Recognition  

Union provided counterproposals on the following articles during the session:

• Article 8 - Personnel Records
• Article 18 - Holidays
• Article 22 - Reclassification, Job Descriptions
• Article 25 - Labor Management Committee

Key Discussion Topics 

The ESD brought eight articles to this bargaining session. OSEA responded to several of the articles presented by the ESD but did not bring additional written proposals to present at the start of the session.

The counterproposals exchanged regarding Article 8 – Personnel Records included updates to the amount of time the ESD has to provide a copy of an employee’s personnel record. The parties are not yet in agreement regarding the retention of materials in personnel files. The ESD’s proposal maintains the personnel file as a record of an employee’s employment history, while preserving the current process that allows employees to petition the superintendent to request removal of materials from their file. OSEA proposed that employee disciplinary records be removed after three years.

The ESD proposed minimal changes to Article 11 – Grievance Procedures. The ESD proposed maintaining the current grievance structure, noting that the existing process provides a mechanism for addressing alleged contract violations. OSEA proposed adding an additional step to the process.

The ESD explained that its responses to Articles 13, 15, and 18 are intended to support staffing consistency and continuity of services for students and families. For classified positions requiring substitutes, the average fill rate for vacancies across the state is 64%. The fill rate at NWRESD is less than 40%. This low fill rate, coupled with more than 6,000 classified absence entries for the 2025–26 school year, has a significant impact on the delivery of services to students and families and also impacts coworkers.

The parties made some movement on Article 22 – Reclassification and Job Descriptions. There is a shared goal to make the reclassification process clear for staff making a request. The parties also had productive discussion about job descriptions, the processes used to notify the union of updates and changes, and how the union may request to bargain if there is a change in working conditions or compensation.

A tentative agreement was reached on Article 25 – Labor Management Committee. The updates include more specificity regarding committee membership and meeting frequency. The proposed changes to Article 26 – General Provisions are intended to clarify the overall agreement, recognize that changes in law may supersede relevant contract language, and address procedures that may apply if there are significant changes in ESD funding.

Upcoming Bargaining Sessions

The parties have scheduled the following bargaining sessions:

• July 15, 2026, from 9:00 a.m. to 4:00 p.m., with a working lunch from 12:00 p.m. to 1:00 p.m.
• August 19, 2026 from 1:00 to 5:00 p.m. 

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on June 16, 2026, from 12:00 p.m. to 3:00 p.m. for the scheduled classified bargaining session.

Progress continues as both parties work toward agreements on each article. A tentative agreement was reached on Article 10 - Probation.

Proposals Exchanged

Union provided an initial proposal on the following:

• Article 19 -  Layoff/Recall

Union provided a counterproposal on the following:

• Article 10 - Probation 

NWRESD provided counterproposals on the following articles:

• Article 12 - Working Conditions
• Article 24 - Contracting Out
• Article X2 - Classified Staff with Licensure 
• Article 10 - Probation 
  • First Counterproposal 
  • Second Counterproposal (TA)

Key Discussion Topics

The ESD began the bargaining session by reviewing the remainder of its counterproposal on Article 12 – Working Conditions. The ESD reviewed proposed language regarding required travel during the workday, staff training and safety supports, working conditions related to disruptive student behavior, staff injuries, and employee evaluations. 

The ESD also discussed its position on remote work. The ESD stated that remote work is better addressed through a Memorandum of Agreement rather than collective bargaining agreement language. Because expectations regarding remote work vary across departments and positions, and because practices continue to evolve, the ESD believes a separate agreement provides greater flexibility than contract language intended to remain in place for many years.

Discussion also occurred regarding the ESD’s counterproposal on Article 24 – Contracting Out. The ESD’s proposal preserves the lawful use of contracting out while maintaining the Association’s right to engage in expedited bargaining. The ESD reiterated that it uses contracted service providers only when it has been unable to directly hire employees into vacant positions. The ESD stated that contracting is not used to lay off bargaining unit members or reduce positions, but rather to fill vacancies when recruitment efforts have been unsuccessful.

Regarding Article X2 – Classified Staff with Licensure, the ESD explained that while portions of the proposal were based on language described by a guest presenter from Reynolds School District during the previous bargaining session, the work performed at NWRESD differs in several material ways. As a result, some of OSEA’s proposed language does not align with the ESD’s operational context. The ESD sought to preserve portions of the proposal related to relevant service delivery and staff support.

OSEA provided a counterproposal on Article 10 – Probation. OSEA agreed to measure the probationary period in days rather than months, with the addition that newly hired employees would be notified of the date their probationary period is scheduled to end at the time of hire. Both parties agreed on the importance of providing performance feedback to employees during their probationary period. After discussing the remaining issues and exchanging proposals, the parties reached a tentative agreement on Article 10. 

Discussion regarding OSEA’s counterproposal on Article 19 – Layoff/Recall focused primarily on bumping rights in the event of a layoff. The parties discussed several hypothetical scenarios to ensure a mutual understanding of the proposed process. OSEA’s proposal includes the concept that a more senior employee could bump into a lower-paid classification within the same job cluster. OSEA also proposed increasing the amount of time available for a displaced employee to decide whether to exercise bumping rights from two days to five days.

The parties continued to engage in respectful and collaborative discussions throughout the session. Both teams asked clarifying questions, explored potential solutions, and worked toward a mutual understanding of the issues under consideration.

Upcoming Bargaining Sessions

The parties have scheduled the following bargaining sessions:

• June 29, 2026, from 1:00 p.m. to 5:00 p.m.
• July 15, 2026, from 9:00 a.m. to 4:00 p.m., with a working lunch from 12:00 p.m. to 1:00 p.m.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on June 4, 2026, from 2:30 p.m. to 5:30 p.m. for the scheduled classified bargaining session.

After a jovial game of rock, paper, scissors contest to determine whether the union or the ESD would share proposals first, the parties discussed the following:

Proposals Exchanged

Union provided a proposal on the following:

• Appendix B: Bumping Chart

NWRESD provided counterproposals on the following articles:

• Article 10 - Probation   
• Article 12 - Working Conditions  

The parties were also joined by Kristy Cousineau, a speech language pathology assistant (SLPA) and OSEA chapter president from Reynolds School District, to answer questions regarding the Union’s proposal of a new article, X2 - Classified Staff with Licensure. The union made its initial proposal on May 7, 2026. Kristy provided context around the new language proposals regarding licensure and supervision requirements for SLPAs, their responsibilities for medicaid billing, and working conditions.

Key Discussion Topics 

During the session, the Union presented their initial draft of Appendix B, a bumping chart that is the precursor to a forthcoming proposal of Article 19 - Layoff/Recall. Appendix B organized job types into hierarchical job clusters or job families. The concept is that if an employee is subject to a layoff, they would be able to move or bump into a position within their same job classification or any lower classification within their job cluster or job family.

The ESD provided a counterproposal on Article 10 - Probation. The two parties are largely in agreement with the main difference between whether an employee’s probationary period should be calculated in days rather than months. The ESD’s position is days as it gives all employees an equal opportunity to demonstrate proficiency in their role, regardless of whether or not they are full or part time. The parties discussed the importance of onboarding employees well and providing them supervisor feedback. 

The teams worked through a portion of the ESD’s counterproposal on Article 12 - working conditions. The ESD reviewed its updates to employee’s regular workdays, rest periods, overtime and compensatory time, and what constitutes call-back pay. The discussion ended as time was up with discussion around staff safety, safety committees, and staffing levels. 

The parties have upcoming meetings scheduled for: 

• June 16 from 12:00 - 3:00 p.m.
• June 29 from 1:00 to 5:00 p.m.
• July 15 from 9:00 a.m. to 4:00 p.m. with a working lunch from 12:00 to 1:00 p.m.

The ESD reiterated that the current contract expires on June 30 and are hopeful to get the contract settled in July.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on May 7, 2026, from approximately 2:30 p.m. to 4:30 p.m. for the scheduled classified bargaining session.

Proposals Exchanged

Union provided proposals and responses on the following articles:

• OSEA Cover
• Article 1 - Preamble
• Article 8 - Personnel Records 
• Article 10 -  Probation
• Appendix 2 - Classified Staff with Licensure 

NWRESD provided proposals on the following articles:

• Article 2 - Recognition   
• Article 4 - Management Rights 
• Article 14 - Unpaid Leaves of Absence 
• Article 16 - Vacancies, Transfers, and Job Postings
• Article 23 - Strikes and Lockouts

Key Discussion Topics 

During the session, the parties discussed processes and timelines related to personnel records requests and the retention of disciplinary records. The teams also reviewed expectations and evaluation processes during employee probationary and trial periods, as well as the relationship between unpaid leave request language, discrimination, and grievance procedures.

The parties discussed operational impacts and employee considerations related to contracting out and internal job postings, along with language regarding strikes, lockouts, and work stoppages. OSEA also presented discussion related to classified staff holding licensure.

Additionally, both parties acknowledged that several open articles may be interconnected and contingent upon movement in other sections of the agreement.

The parties discussed responsibilities across the remaining articles and will continue negotiations at its upcoming meeting on June 4, 2026 at 2:30 PM.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on April 23, 2026, from 2:30 p.m. to approximately 5:50 p.m. for the scheduled classified bargaining session. 

Proposals Exchanged

Union provided initial counter proposals on the following articles at the start of the meeting:

• Article 7 - Union Dues
• Article 14 - Unpaid Leaves of Absence
• Article 23 - Strikes and Lockouts
• Article 24 -  Contracting Out
• Article 25 - Labor Management Committee
• Article 26 - General Provisions

Union provided counterproposals on the following articles during the meeting:

• Article 1 - Preamble
• Article 8 - Personnel Records
• Appendix 9 – Discipline and Dismissal 

NWRESD provided initial counter proposals on the following articles at the start of the meeting:

• Article 1 - Preamble 
• Article 8 - Personnel Records
• Article 9 - Discipline and Discharge
• Article 10 - Probation

NWRESD provided the following articles during the meeting:

• Article 1 - Preamble (Amended)
• Article 7 - Union Dues

The parties reached a Tentative Agreement (TA) on Article 7.

During the session, the parties also engaged in a sidebar discussion - a more informal conversation that is not recorded typically to review complex topics in more detail. In this sidebar:

• NWRESD shared analysis of the total cost associated with OSEA’s proposal that include monetary implications.
• OSEA presented costing related to its compensation proposal.

The parties discussed responsibilities across the remaining articles and will continue negotiations at its upcoming meeting on May 7, 2026 at 2:30 PM.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on April 9, 2026, from 2:30 p.m. to approximately 5:00 p.m. for the scheduled classified bargaining session. 

Proposals Exchanged

Union provided counter proposals on the following articles:

• Article 4 - Management Rights
• Article 5 - Union Rights
• Article 8 -  Personnel Records
• Article 11 - Grievance Procedure
• Article 16 - Vacancies, Transfers, and Job Postings

Union provided initial proposals on the following articles:

• Article 20 - Compensation
• Article 22 - Reclassification, Job Descriptions
• Appendix A – Salary Schedule, Appendix X1 – Classifications and Appendix X2 – Range Restructure

NWRESD counter proposals addressed the following articles:

• Article 7 - Union Dues 
• Article 14 - Unpaid Leaves of Absence
• Article 23 - Strikes and Lockouts
• Article 24 - Contracting Out
• Article 25 - Labor Management Committee
• Article 26 - General Provisions

The Union has expressed its intent to open the following at a future bargaining session:

• Article 19 - Layoff/Recall
• Article X2 - Classified Staff with Licensure
• Appendix B - Bumping Chart

During the recent bargaining session, the parties engaged in a productive discussion centered on the union’s comprehensive proposal package. The union presented a revised compensation framework that includes restructuring the wage schedule, implementing a standardized step increase, proposing an 8% cost-of-living adjustment, and addressing select classifications identified as below market. In addition, the union introduced a number of proposed updates to contract language across several articles, along with new and revised processes related to classification review, employee placement, and internal procedures.

The employer shared an initial response, noting that given the current context of a proposed one-year agreement, there is a preference to maintain much of the existing contract language while carefully evaluating areas for potential improvement. The employer also raised questions regarding the overall cost and sustainability of the compensation proposal and indicated that a comprehensive costing analysis is underway.

Both parties spent time discussing key topics such as contracting out, recruitment challenges in hard-to-fill positions, and the balance between operational flexibility and employee protections. While differences remain, there was clear alignment around the importance of attracting and retaining staff and ensuring continuity of services for students.

The session concluded with agreement to continue working through the proposals in detail, including an exchange of costing information to support informed decision-making in future meetings.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on March 12, 2026, from 2:30 p.m. to 4:45 p.m. for a scheduled classified bargaining session. The meeting was productive, and both parties exchanged proposals.

Proposals Exchanged

Union proposals addressed the following articles:

• Article 7 - Union Dues
• Article 13 - Paid Leaves of Absences
• Article 14 - Unpaid Leaves of Absence
• Article 15 - Paid Vacation
• Article 17 - Insurance Benefits
• Article 18 - Holidays
• Article 21 - Professional Development

NWRESD proposals addressed the following articles:

• Article 17 - Insurance Benefits 
• Article 20 - Compensation
• Article 21 - Professional Development
• Article 22 - Reclassification, Job Descriptions 

The ground rules state that, “The parties shall make an effort to express their intent to open an article or present new articles by the third bargaining session. Regardless of proposal status, the statutory one hundred fifty (150) day clock shall start on the third session, which is March 12, 2026.”

The ESD has made a full proposal, presenting its few remaining articles. The Union has expressed its intent to open the following at a future bargaining session:

• Article 19 - Layoff/Recall
• Article 20 - Compensation
• Article 22 - Reclassification, Job Descriptions
• Article X2 - Classified Staff with Licensure
• Appendix A - Salary Schedule
• Appendix B - Bumping Chart

The ESD presented the following increases on salaries and benefits for a 3-year contract proposal.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on February 26, 2026, from 2:30 p.m. to 5:00 p.m. for a scheduled classified bargaining session. The meeting was productive, and both parties exchanged proposals.

Proposals Exchanged

Union proposals addressed the following articles:

• Article 2 - Recognition
• Article 10 - Probation
• Article 12 - Working Conditions
• Article 16 - Vacancies, Transfers, and Job Postings
• Article 24 - Contracting Out
• Article 25 - Labor Management Committee
• Article XI - Technology 

Article XI (Technology) is a proposal for a new article that is not currently included in the collective bargaining agreement. 

NWRESD proposals addressed the following articles:

• Article 13 - Paid Leaves of Absence 
• Article 15 - Paid Vacation
• Article 16 - Vacancies, Transfers, and Job Postings
• Article 19 - Layoff/Recall 

The ESD also presented a counterproposal regarding Article 8 - Personnel Records.

The ESD emphasized appreciation for the positive working relationship with the Union. The ESD’s proposals reflect that relationship and include modest updates to existing contract language. The proposed changes are primarily intended to ensure compliance with current laws and to clarify existing practices.  

Joint Communication to Employees

At the beginning of the session, both parties agreed to the revised joint Bargaining Rights Notice to ensure employees and supervisors clearly understand their rights and responsibilities during negotiations.

The next scheduled bargaining session is scheduled for March 12, 2026 at 2:30 PM.

Northwest Regional ESD (NWRESD) and OSEA Chapter 101 met on February 12, 2026, from 2:30 p.m. to 5:30 p.m. for a scheduled classified bargaining session. The meeting was productive, and both parties exchanged proposals.

Proposals Exchanged

Union proposals addressed the following articles:

• Article 1 - Preamble
• Article 3 - Term of Agreement
• Article 4 - Management Rights
• Article 5 - Union Rights and Responsibilities
• Article 8 - Personnel Records
• Article 9 - Discipline and Discharge
• Article 11 - Grievance Procedure
• Article 23 - Strikes and Lockouts
• Article 26 - General Provisions

NWRESD proposals addressed the following articles:

• Article 2 - Recognition
• Article 3 - Term of Agreement
• Article 4 - Management Rights
• Article 5 - Union Rights and Responsibilities
• Article 6 - Payroll Deductions
• Article 10 - Probation
• Article 11 - Grievance Procedure
• Article 12 - Working Conditions

The Union also presented a counterproposal regarding Article 6 - Payroll Deductions.

Joint Communication to Employees

At the conclusion of the session, both parties worked collaboratively to conceptualize a joint Bargaining Rights Notice to ensure employees and supervisors clearly understand their rights and responsibilities during negotiations.

The notice will outline:

• Employee rights under Oregon’s Public Employee Collective Bargaining Act (PECBA), including the right to discuss bargaining, proposals, wages, hours, and working conditions
• Expectations regarding discussions during work time, including maintaining assigned duties and student supervision

• Assurances of non-retaliation for lawful protected union activity

Both parties remain committed to good-faith bargaining and continued collaboration throughout the negotiation process.

OSEA and the ESD began the process of bargaining a successor contract to replace the 2022-26 contract that is set to expire on June 30, 2026. The first meeting focused on bargaining process and outlined expectations moving forward.

• The first ground rules bargaining session was held on January 13, 2026.
• Both OSEA and the ESD came prepared with draft ground rules for bargaining.
• During the session, the two teams worked collaboratively to merge the drafts into a single set of proposed ground rules.
• The parties tentatively agreed on these ground rules, which establish the terms and structure for bargaining.

The agreed-upon ground rules will be formally implemented at the next bargaining session:

• Thursday, February 12, 2026, at 2:30 p.m.

Importantly, the ground rules reflect a shared commitment to transparency:

• Bargaining sessions will be open to the public.
• All sessions will be virtually streamed by the ESD, allowing interested staff to observe the process.

At this stage, the focus of bargaining has been on establishing how we will work together, rather than on substantive contract proposals. Additional updates will be shared as the process progresses.

Thank you to the bargaining team members:

• Ethan Akre, Support Technician 2
• Margaret Bertucci, Braille Transcriber II
• Yolanda Coleman, Director of Human Resources
• Marianne Como, SPR&I Distribution Manager
• Catherine Dalbey, Chief Human Resources Officer
• Jessica Duffett, Special Education Coordinator
• Tami Frame, Transition Specialist
• Michelle Graham, NWRESD Board of Directors
• Brian Hungerford, Attorney
• Anderson Kishlock, Senior Admin. Support
• Stuart Long, Chief Information Officer
• Lana Mann, Technical Engineer 1
• Chris Riley, NWRESD Board of Directors
• Piper Ryan, School Based Admin. Assistant
• Baylor Turnbow, OSEA Field Representative
• Jennifer Vanderschure, Director of Early Learning
• Carmen Vega-Martinez, Instructional Assistant
• Laura Weaver, EI/ECSE Site Admin. Assistant