MCPAA Bargaining Update 1 (May 15, 2025)
MCPAA is the Multnomah County Prosecuting Attorneys Association, representing approximately 90 attorneys in the District Attorney’s office. As of today we have completed three bargaining sessions. Below is what got passed across the table at each session so far and what both sides have already agreed to:
March 5, 2025
The Union presented a complete proposal at our initial meeting, including:
Article 2 - Recognition and Association Security
- Clarified that the General Counsel is a management employee
- Proposed to add Limited Duration language (2 full-time limited duration positions) from a MOA into the contract
Article 7 - Compensation and Benefits
- 7% salary increase in Year 1
- 1-4% COLA in Years 2-4
- All Deputy District Attorneys (DDAs) shall receive performance reviews
- All DDA 2-4 vacancies must go through internal process first
- Added MOA language regarding vacation payoff upon termination of employment
- 5 days for bereavement leave, plus more time if the employee must travel further than 150 miles (currently 350 miles)
- Deferred Compensation - automatic enrollment of employee at 3% and County match at 3%
- Longevity:
- 10 years - 2%
- 15 years - 4%
- 20 years - 6%
- County will fund a privacy protection program for DDAs
- Bilingual Pay - 3%
- On-Call Premium - 5%
- Call-Out - 6 hours of vacation for 4+ hours of call out; 12 hours of vacation for 8+ hours
- Vacation Cash Out - 100 hours annually
- Lead Assignment criteria will be set by November 1; selection by January 15; effective February 1
Article 9 - Professional Recognition Leave
- First award - 7 years
- Second award - 14 years
- Third award - 21 years
Addendum B - Responsibility Levels
- Add SED to DDA 3
- If Chief DDAs are unavailable, DDA 4’s can make urgent decisions
April 2, 2025
The County presented a non-economic counterproposal on April 2, where both parties found large areas of agreement. After the County presented its counter, the Union responded with multiple Tentative Agreements (TAs) or informal agreements on most non-economic proposals.
Article 2 - Recognition and Association Security
- Agreed that the General Counsel is a management employee.
- Agreed to add Limited Duration language (2 full-time limited duration positions) from a MOA into the contract. The County also proposed adding part-time limited duration attorneys without limits to help with caseloads.
- The parties to limit part-time limited duration attorneys to 2
Article 7 - Compensation and Benefits
- Agreed that all Deputy District Attorneys (DDAs) shall receive performance reviews. If a DDA does not complete their annual performance review, they may be subject to discipline.
- Agreed to add MOA language regarding vacation payoff upon termination of employment
- Proposed clarifications to sick leave, bereavement, and other leave language to align the contract with Paid Leave Oregon and other provisions in state law
- Proposed a change in dates for the Lead Assignments: criteria will be set by April 1; selection by June 15; effective July 1 to align with the fiscal year
Addendum B - Responsibility Levels
- The County proposed significant updates to the DDA responsibility levels to clarify work being done in the units now and to clarify responsibilities for non-trial units.
May 12, 2025
The County proposed an economic package proposal, which included:
Article 7 - Compensation and Benefits
- 4.4% salary increase in Year 1 (COLA plus 2%)
- 1-4% in Years 2-4
- Retention bonus of $2,500
- Deferred Compensation - automatic enrollment of employee at 5% due to vendor contract; no County match
- Death benefits will be paid out according to state law
- Increase sick leave accrual to .05 hours per hour worked
- Adding two additional floating holidays, one of which is in recognition of Indigenous Peoples Day
- County will fund a privacy protection program for DDAs
- Bilingual Pay - 3%
- Call-Out Pay - 5% for designated employees in the Homicide unit and Unit 3
- Longevity Pay -
- 5 years - 1%
- 10 years - 1.5%
- 15 years - 2%
- 20 years - 3.5%
- Agreed that all Deputy District Attorneys (DDAs) shall receive performance reviews. If a DDA does not complete their annual performance review, they may be subject to discipline.
- Agreed to add MOA language regarding vacation payoff upon termination of employment
- Proposed clarifications to sick leave, bereavement, and other leave language to align the contract with Paid Leave Oregon and other provisions in state law
- Proposed a change in dates for the Lead Assignments: criteria will be set by April 1; selection by June 15; effective July 1 to align with the fiscal year
Article 8 - Health and Welfare
- Proposed that attorneys contribute to their insurance premiums at the same rate as management and executive employees
- Updated plan information and other housekeeping
Article 13 - Recording of Hours of Work
- The County proposed striking this article, as it no longer applies to salaried DDAs or align with County practice
Addendum B - Responsibility Levels
- The County proposed significant updates to the DDA responsibility levels to clarify work being done in the units now and to clarify responsibilities for non-trial units.
MCPAA countered with an off-the-record supposal.
Tentative Agreements
Article 2 - Recognition and Association Security (April 2, 2025)
- The General Counsel is considered a management employee.
- The DA’s Office will be allowed two full-time and two part-time limited duration employees who will be considered at-will.
Article 17 - Termination (April 2, 2025)
- This will be a four-year contract.
The parties will meet again to bargain on June 2, 2025.