Strike FAQ
What is a strike?
A strike is a lawful withholding of our labor that follows the required steps of the Public Employees Collective Bargaining Act (PECBA). That means no logging in remotely, no going into the office, and no crossing picket lines. Instead, we will ALL rally outside various OHSU facilities to make our voices heard.
Who determines if we go on strike?
You, the members of RWU will vote to authorize a strike! Once a strike is authorized, the bargaining team will determine if and when a strike occurs.
Who can vote to go on strike?
RWU members who have signed a membership card are eligible to vote. You can sign your membership card at this link. Unsure if you’ve signed? It’s okay to fill it out again. If our records indicate that you are already a member, it will void the double. If you would like to double check, you can reach out to Oregon AFSCME Member Services (link) they can confirm your membership status for you in seconds.
My PI/manager/vendor/patient has asked how they can help communicate to OHSU the importance of my work and how damaging a strike would be. What can I tell them?
Our researcher volunteers have written email templates to assist people who want to appeal to OHSU on RWU's behalf: PI/Manager, Clinical PI, CORE/Vendors, Patients, and an Out of Office email notification that members can use in the case of a strike. Please add any personal touches you'd like before sending, and thank you so much for supporting researchers!
Are all RWU members expected to picket?
Yes! A strike is only as powerful as it is disruptive, and so the more people withhold their labor, the more leverage we have to compel management to meet our demands. That said, we cannot force members to strike or to show up to the picket line - each person must decide for themselves whether to participate. Workers who were hired fewer than 6 months prior to a strike are still considered probationary, and can be fired for any reason. If you fall into this category, or if you are in another situation that you feel could put you at risk for participating in a strike, we would love to work with you to make a plan so that you are safe. There are other tasks and activities you can do to support picketing workers. Please reach out to RWU to learn more!
I am on an H1-B visa. Can I participate in a strike?
Yes! Union participation is a legally protected activity for everyone, regardless of immigration or citizenship status. Union activity is not considered political activity under the National Labor Relations Act, and it cannot be used as a basis to deny visas. USCIS cannot ask you questions about union membership or participation. We understand that some H1-B visa holders may not feel comfortable showing up to the picket line in person, especially considering the increasing threats from federal immigration enforcement. However, we still encourage you to withhold your labor in solidarity with your fellow researchers during a strike. There are many other things you can do to safely support these efforts as well. Please reach out to RWU to get involved!
What happens if a represented worker crosses our picket line?
Crossing a picket line would seriously undermine our efforts to win a fair contract. It erodes the camaraderie in our workplaces, prolongs the strike and negatively impacts our efforts to work as a team once a strike is settled.
Can I use Flex Time or other earned time while on strike?
No, workers cannot use or accrue leave during a strike. Starting on January 1st, 2026, workers who have been on strike for more than two weeks are eligible for unemployment insurance. These benefits can help workers cover expenses while on the picket line. You can see more details about SB 916 here. If our strike escalation timeline would trigger the use of SB 916, more information and guidance will be shared in advance.
Can I be fired for going on strike?
Under federal law, workers off probation cannot be fired for participating in a protected strike or picketing against their employer. Members who have not completed their first 6-month probation are called probationary workers. These workers can be fired for any reason so are not protected by the same laws, and should exercise additional caution when making the decision to join the strike. If you would still like to participate in the strike, we'd love to have you!
What makes a successful strike?
Preparation, education, and a formidable strike threat. We can pose a credible strike threat if we are united in our public actions.
Will I keep my benefits while I’m on strike?
Benefits enrollment is on a monthly basis, and we can plan strikes for after the first of the month, so we do not lose insurance.
What work activity can I participate in while on strike?
A successful strike depends on the impact of withholding our labor to highlight the important work we do and what things would be like without us. It is up to OHSU to negotiate a fair agreement and prevent a complete work stoppage that impedes its care and innovation mission.
Are there other ways to support our union?
The best way to avoid a strike is to prepare for a strike by participating in union actions and recruiting your work colleagues to participate in union activities and sign a strike pledge and vote in a strike authorization. This shows OHSU that we demand a fair first contract.
Do I have to tell my manager I am going on strike/do I have to arrange for others in my department to cover the work I won't be able to do?
You are not required to tell your manager that you are going on strike. Our union will give OHSU the proper notice to strike in line with PECBA. You may not be disciplined for walking out or not showing up when the strike begins, if you experience anything of that sort, please contact your union representative Eddie Charlton at echarlton@oregonafscme.org or your fellow coworkers at researchworkersunited@gmail.com.
Can my PI change my authorship position if I go on strike?
No, Changing your previously agreed authorship order on a manuscript in response to your participation in a strike is retaliation and is illegal. Please contact the union immediately if you experience this before, during, or after a strike takes place.
I work with animals, tissue culture, or clinical participants. What should I do if we choose to strike?
It’s OHSU’s responsibility to make sure that any basic lab maintenance happens during a strike. There are also ways that you can prepare for a potential strike. These plans could include advance-planning your experiments or informing supervisors (in writing) that they may need to make alternative plans.
What work activity can I/can I not participate in while on strike?
A successful strike depends on the impact of withholding our labor in order to highlight the important work we do and what things would be like without us. A researcher's participation in a strike is an individual choice and we accept that some researchers may need to do the following items:
- Conference travel that is already booked and paid for using federal grants;
- Immediate publisher-imposed research deadlines during the strike;
- Speaking/conference engagements that are not hosted at or by OHSU;
- Applying for other jobs
It is up to OHSU leadership to negotiate a fair agreement and prevent a complete work stoppage that impedes their research and innovation mission.
What’s required of me during a strike?
At its core, a strike simply requires the withholding of your labor. First, it means not crossing the picket line and not going to work. (This applies to remote workers, too!) Additionally, members should plan on walking the picket line (daily, ideally), attending rallies, participating in digital actions, etc. Being on strike isn’t a vacation from work — it’s working together to secure a contract that protects our patients, coworkers and livelihoods. Non-members are also allowed and encouraged to go out on strike and connect with us.
How much notice would we have before a strike starts?
Our bargaining team must give 10 days' notice to OHSU. This can be done at any time once a strike authorization vote passes.
Can we still use FMLA/OFLA while on strike?
For those who qualify, yes. FMLA/OFLA is protected leave that you are still able to use while on strike.
What happens if the membership votes against ratifying the proposed contract settlement?
If we reach a settlement before going on strike, the ratification vote will ask members to either (a) ratify the contract or (b) give the employer a 10-day notice to strike. Essentially, by rejecting a proposed settlement, the membership would be starting the countdown to a strike.
What happens when we go back to work after a strike?
Generally, when a strike ends, the union and the employer put together a return-to-work agreement that lays out this process. The details would be communicated out by the bargaining team in all official channels.
What about a new Oregon law to protect striking workers?
Starting on January 1st, 2026, workers who have been on strike for more than two weeks are eligible for unemployment insurance. These benefits can help workers cover expenses while on the picket line.
Q: How will medical benefits be affected by a strike?
A: Medical benefits will continue until the end of the month in which the strike occurs.
Q: If we strike, how long will it last?
A: We cannot anticipate how long a strike will take. While strikes are extremely rare at OHSU, if we do strike the point is to go as long as it takes to get a contract the Bargaining Team deems as fair. However, the best way to ensure a short strike or no strike at all is to show a strong union force. Make sure you’re a member of RWU, sign up for strike shifts,, and join the picket line if we strike! The more credible a threat we pose, the more seriously OHSU will take us!
Q: What if I voted no on the strike authorization, will I be forced to strike if the union votes yes?
A: No. Whether or not you strike is up to you. That said, the point of the strike is to show our importance and to that end the stronger the picket line/labor withholding, the stronger our position. RWU displays the strongest position when we stand together.
Q: If I choose not to strike and continue working, how will I be paid when I show up to work?
A: Hourly employees must still clock in/out in UKG Kronos, which is an easy determinant for these employees’ presence on the picket line or not. OHSU’s guidance for managers states, based on past experiences with other unions, managers will be provided a Smartsheet form to confirm the daily status of both salaried and hourly employees’ presence in their teams.
Q: My department works largely with industry and I’m concerned about a potential strike’s effects on our contracts. How should I prepare for a strike and can I minimize the effects on my department in regards to contract retention?
A: While the point of a strike is to put pressure on leadership to understand and admit how integral research workers are at OHSU, we understand that RWU is made up of a diverse variety of positions. We don’t advise minimizing the strike’s impacts on OHSU as a whole, but we understand that some research workers may need to take advanced steps to protect their positions. That said, you can always reach out to the vendors preemptive to a strike to let them know of a potential/impending strike and that they may have to anticipate delays. Additionally, a delay of a few days is not unusual for outside customers and it is likely a company would be more adverse to the process of changing vendors than to a short delay.
Q: Is it appropriate to discuss the strike with my boss?
A: We won’t tell research workers whether or not they can or can't speak to their supervisors, however it is important to note that by limiting information passed to management there is more pressure on leadership to take this seriously should we have to strike. Additionally the less information a manager has the more protected they are from leadership potentially making inquiries with supervisors/PIs/management.
Q: If a strike occurs but I chose not to join the picket line, will my pay be withheld during the duration of the strike as well?
A: No, only workers who chose to join the picket line will not be paid, including non-members who make the choice to join the strike.
Q:If we go on strike how will OHSU know who’s striking and who isn’t? Will we have to reach out to them?
A: Because we’ve never done this before and we are unique from unions like Local 328 and the nurses’ we can’t say for sure. The Bargaining Team speculates supervisors may send out an email on the first day of the strike and anyone who doesn’t respond or has an out-of-office reply saying they’re on strike would then be considered as striking. At the end of the day, though, that is for management to figure out as we are only responsible for our work and whether or not we do it during a strike.
Q: Can I be laid off for participating in the strike?
A: Definitely not! Striking is a protected activity and retaliation of any kind, including being laid off, is illegal. If you ever feel as though your involvement in the union has led to unfair treatment or retaliatory action, definitely reach out to a union representative!
Q: How do we manage the potential blow-back of a strike from management? Should we completely ignore emails and contact?
A: Yes! Not checking emails or attempts at contact is most certainly a part of striking. We encourage an out-of-office auto-response for the duration of a strike. We intend to send out templates for these as they will communicate to anyone contacting you where you are and why!
Q: Can I use PTO or paid leave during the strike?
A: No, you cannot use PTO/PTS/EIB/Leave if you are actively participating in the strike. Additionally, OHSU has the following posted on their O2 Guidance for Managers on Strike Preparedness:
“Striking employees may not use vacation time unless they had previously received approval for time off that coincides with the strike. For this reason, managers should exercise extreme caution in approving vacation leaves for any staff, represented or not, in anticipation of a potential strike and the staffing challenges that a strike may create. Collective Bargaining Agreement provisions regarding time off must be followed; but if you have discretion, exercise it carefully. Employees should be treated the same, whether they are represented by a union that could go on strike or not, to avoid potential claims of discriminatory treatment.”
Q: If we go on strike but I already have time off/medical leave planned for the duration we are striking, will I still be able to access this?
A: Yes. RWU would not expect anyone who has already planned a vacation, medical leave like surgery recovery, or time off to cancel their plans or sacrifice pay for that time. However, you will not be considered as taking part in the strike by management.
Q: What is our Local # to file under should we need to file for unemployment during a potential strike?
A: Currently we do not have one and RWU can be used as a placeholder.
Q: I am a remote employee, how can I support the strike organizing?
A: Even if you can’t make in-person appearances there are plenty of ways to help represent the union! Changing your Webex and Slack profile pictures to our new “RWU: Will strike if provoked” icon and reaching out to fellow remote workers about the union are both great starting points. Some other ideas include potentially picketing on video, helping with data and logistics of the potential physical strike line. Of course, there’s always joining the Member Action Team to help even more directly and immediately! If you have any ideas yourself please reach out to us or an AFSCME staff member to communicate them, the more voices the better!
Q: I work with patients, should I cancel or reschedule these appointments? Is management required to cover this while I'm out for the strike?
A: Management does have to cover for you while you are on strike in the same way they do when nurses go on strike. Additionally, the less you do to minimize the impact of your absence the more leadership will be forced to acknowledge your critical work within the institution!
Q: I'm worried that my lab isn't going to survive a labor strike. Is it possible for me to strike by not accepting pay but continue working?
A: At the end of the day how you strike is up to you, however we wouldn’t recommend withholding your own pay while still working, as this could send the reverse message of a labor strike. While we would love everyone to be on the line during a potential strike, coming up with a strategy that works best for you is the most important thing. If you would like to have more of a conversation about strategies with a MAT lead or AFSCME staff member, please reach out to us via researchworkersunited@gmail.com.
Q: I’m concerned about my ability to afford the income lost to going on strike!
A: AFSCME and our bargaining team fully understand that a potential strike can, of course, affect employees’ income and ability to afford living expenses and are creating a Hardship Fund to help in the event of a strike occurring.
Q: What would the Hardship Fund be used for and how will it be distributed?
A: RWU’s Strike Fund will go towards covering costs of the strike itself as well as helping members with financial support in the case of individual emergencies via a Hardship Fund. While the Hardship Fund cannot replace lost wages or cover all RWU members on strike, a committee of union members will oversee applications for financial assistance from the Hardship Fund.
Q: Are there legal means for individual members to fundraise (such as selling art, shirts, etc…) to support the Hardship Fund?
A: The Bargaining Team and AFSCME staff are currently discussing the possibility of a GoFundMe to support the Hardship Fund. Currently, there isn’t an established means of individual fundraising but if you have any ideas feel free to reach out to a MAT lead or AFSCME staff.
Q: If we go on strike, will it end when management and the Bargaining Team reach an acceptable agreement or only after the union has voted and ratified a contract?
A: The strike would come to an end when the B-Team and management reach an agreement the B-Team finds acceptable, which would then be put to the union as a whole to be voted on for ratification.
Q: If the strike is authorized and we do go on strike, is our position that we will strike till our proposal is met or will there still be negotiations?
A: During a strike the Bargaining Team will continue to meet with OHSU representatives and continue to negotiate a fair contract. Negotiations are continuing even during the 10-day waiting period now that a strike date has been declared. Announcing our authorization is exactly what might avoid the strike as OHSU would be more inclined to settle a fair contract in these negotiations leading up to a strike. During a strike, they’d be even further motivated to bargain fairly so as to end the labor-withholding as soon as possible.
Q: I have been looking at unemployment rules and they require one "job finding" activity a week. Would we be required to accept a job offer?
A: Currently the government Unemployment information page has the following information:
- To be eligible for benefits, federal law requires striking workers to be able to work, available to work, and actively seeking work.
- For each week of benefits you claim, you will be asked to certify that you met these requirements.
- To be considered actively seeking work, OED requires striking workers to complete at least one work-seeking activity each week.
And according to OAR 471-030-0036, “work-seeking activities include but are not limited to:
- Registering for job placement services with OED.
- Attending job placement meetings sponsored by OED.
- Participating in a job club or networking group dedicated to job placement.
- Updating a resume.
- Reviewing the newspaper or job placement web sites without responding to a posted job opening.
- Making direct contact with an employer.
You will be asked if you actively looked for work each week. Please keep a record of your work-seeking activities."
That said, this is new to everyone, from the state congress to us union members, and details are still being hashed out. We will make sure to keep our members as updated as possible as the process continues. Hopefully we won’t even need to worry about it!
Q: I’m paid off grants and consider myself expensive to my lab. While I stand in solidarity with the union, I’m personally willing to take home a smaller salary than put my lab in jeopardy. Have we considered cut-offs where the pay increase would be smaller for higher paid employees?
A: This is something the bargaining team has worked very hard on - the original wage proposal was a step-and-grade wage scale that would give the lowest-paid employees the highest raises and vice versa. This scale would have done exactly what you are suggesting. OHSU insisted that it couldn't do that, and opted instead for across-the-board increases, which will end up being more expensive. Yet another example of how we are having to push them to do the right thing, which is also the thing that is in their best interest and consistent with their rhetoric of not wanting to put grant-paid labs in “danger”.
Q: How will the contract (i.e., a wage increase) affect research workers who are paid off grants with a fixed budget?
A: Currently, there is no concrete answer for this. A wage increase, once ratified, would include grant-funded employees in the unit. But it is RWU and the Bargaining Team’s belief that the onus is on OHSU to take accountability for this. OHSU leadership has maintained that grants need to be self-sufficient while touting research as a part of their mission. It is their choice not to cover these increases as they have done in the past with, for example, the Post-Docs. Rest assured this is something the Bargaining Team has at the forefront of their minds as we continue to fight for a fair contract.
Q: OHSU has given wage increases similar to what we’re asking for to other unions. Why are they refusing us similar increases?
A: OHSU insists that, essentially, they are poor and that research should be “self-sufficient” meaning, according to them, the increases we are asking for would lead to layoffs from grants that can’t afford these costs. In reality, OHSU’s financial outlook is improving, a fact they like to bring up in their town halls, and it is more than possible for them to cover these wages. We are one institution and there is no reason they couldn’t pay for part or all of our raises to ensure grants are not overburdened. In 2022, when they pushed through raises as high as 25% due to market adjustments, they avoided layoffs by allowing their departments to overspend their budgets. Additionally, when the Post-Docs’ contract went into effect, they covered part of their year 1 salary increase despite saying in bargaining they couldn’t possibly do that. Our position is we have been consistently underpaid for years and we deserve fair pay, therefore it is their responsibility to ensure that.
Q: Will there still be merit increases (previously dictated by G.R.O.W.) in addition to the yearly increases outlined in our contract?
A: There is specific language in the proposed contract stating that “nothing in our Agreement prohibits the Employer, at its discretion, from adjusting pay at any time above those minimums or from granting additional payments to employees.” However, while there is still an annual review process, we expect that the across-the-board wage increases would replace the merit-based increases that have been attached to G.R.O.W. In addition, our proposed reclassification language includes a pathway for an employee to request to a supervisor for information on how to progress in their current classification series. This would include a review of minimum qualifications for higher classifications within said series and, when possible, other guidance that might assist the employee in achieving future advancement. The language we’ve included will encourage discussions to occur during the annual performance review process.
Q: Where can I find the description of our most current negotiated language?
A: You can find a comparison of our latest proposal versus OHSU’s here.
Q: Is it possible for our supervisors to reach out to management?
A: If your PI wants to support us in pressuring OHSU management to settle a fair contract, they can email the Faculty Senate at senate@ohsu.edu, President Shereef Elnahal elnahal@ohsu.edu, the Board of Directors ohsuboard@ohsu.edu.
Q: How can we verify that we’re actually members? Someone I work with signed a card but was told he wasn’t a member later, so just want to double check!
A: The fastest way is to email our AFSCME rep, Eddie, at echarlton@oregonafscme.org. Thank you Eddie!
Q: Where can I sign a membership card if I haven’t already?
A: Membership cards can be signed digitally here.
Q: When would the strike start if authorized by the union members?
A: The date we provided OHSU in our official strike notification was February 18th. If OHSU continues stonewalling, the bargaining team could decide to call the strike that day. Our hope is that this will not be necessary, as we are continuing to bargain a contract with OHSU in the meantime. As we have a mediation scheduled on the 17th, we may not know for certain until the morning of 2/18 whether a strike will be called.
Q: Will the transition of the Knight Cancer Institute to the Knight Cancer [Organization?] affect the contract for KCI employees?
A: While there’s no concrete answers here as this is new for all of us, we don’t anticipate it affecting the contract for KCI employees as this would apply to all OHSU unions with employees in the Knight.
Q: When the contract is ratified is anyone who hasn’t already joined the union required to join the union to receive the benefits?
A: No. RWU is a public sector union where membership is optional but the contract will still apply to everyone. That said, the stronger our membership, the stronger the our stance is at the bargaining table and the more resources we have to enforce our contract and work for the benefit of our members.
Q: Our current contract negotiations only show out to year 3. What happens at year 4?
A: At the end of year 3 our contract goes up for negotiations again and we start the bargaining process again, using the old contract as a starting point and working to make further improvements from there.