UO Student Workers CBA Compliance Checklist

Overview

Supervisors, HR partners, and others involved in student employment can use this checklist as a quick guide to make sure that your unit and/or your supervisory practice is in compliance with the UO Student Workers collective bargaining agreement. 

You can download the checklist as a Word document, or refer to the text on the page below.

UOSW Collective Bargaining Agreement: Summer 2025 Compliance Checklist 

The UOSW Collective Bargaining Agreement (CBA) took effect June 1, 2025. Prompt compliance is mandatory for all departments with student employees in the UOSW bargaining unit, which includes hourly student worker positions and Resident Assistants. 

StepsNotes
​​Attend the training “Implementing the UOSW CBA: What Supervisors of Student Workers Need to Know.”

Supervisors can complete this training either when it is facilitated for their unit/shared service, or by registering for a virtual, instructor-led session.

 

Closely review the CBA overview webpage.

This page provides a summary of each article and outlines the impacts for departments. It is strongly recommended that all supervisors read the CBA in its entirety.

 

Create templated position descriptions for all student worker roles. Departments must use the guide and template.

Note: There are separate templates for short-term positions and stipend roles.​​

 

Update wages and classifications for all student workers.

Determine the position’s classification based on its duties, then set the wage within the appropriate classification.

Reference the online guide during this process.

Note: Departments should notify student workers of any changes to their wages.

 

Update hiring and Handshake posting practices.

Follow the steps for compliance on the Hiring and Job Posting page.

ALL departments will need to update their hiring practices; please review the new processes carefully.​​

 

Adapt scheduling practices to comply with the CBA.

Review the CBA’s Scheduling Procedures article closely and make adjustments to practices as necessary.

Note: Departments should clearly communicate scheduling expectations and requirements to their student staff.

 

Contact Human Resources when necessary.

Supervisors must consult with unit HR in the following circumstances:

  • Discipline or investigation of workplace performance/conduct.

  • Layoffs or voluntary resignations​​.

     

Process reappointments for returning students.

Departments may need to issue offer letters for students returning in the fall, as all student worker appointments conclude at the end of each academic year unless otherwise specified upon hire. (Article 5, Section 2).

Templates must be used for offer letters.

 

Administrative tasks
  • Update documents and forms to use gender-inclusive language (Article 14, Section 5)​​.
  • Remove students’ last names on name tags (Article 14, Section 3)​​.
  • Create and communicate a safety plan for forward-facing student positions (Article 14, Section 7)​​.
  • Ensure all workplace materials and uniform items are in good working order (Article 20)​​.
  • If your department conducts performance reviews, review the Performance Evaluations article (Article 18).
  • Update student handbooks, expectation sheets, etc., to comply with CBA​​.
  • Contact ELR when removing a UOSW poster that violates department or facility guidelines (Article 3, Section 6).