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Multnomah County ratifies three-year contract with Local 88-4 pharmacists; pay and professional supports included
Summary
The Multnomah County Board ratified a successor collective bargaining agreement with ASME Local 88-4 (pharmacists) covering July 1, 2025–June 30, 2028, including a retroactive salary adjustment, a market adjustment for pharmacists, expanded professional development support and additional leave provisions.
The Multnomah County Board of Commissioners ratified a three‑year collective bargaining agreement with ASME Local 88‑4, the county’s pharmacist bargaining unit.
Elizabeth Kalistro, interim labor relations director, told the board the parties negotiated across 16 bargaining sessions and reached a tentative agreement on Jan. 5, 2026. The contract term covers July 1, 2025, through June 30, 2028, and the union provided notice of ratification to human resources on Jan. 27, 2026.
Kalistro summarized key provisions, including a compensation adjustment retroactive to July 1, 2025, a pharmacist market adjustment on ratification, ongoing annual cost-of-living adjustments in years two and three of the contract, and enhanced professional development support. Pharmacists will receive up to $400 annually for maintenance fees and certifications, and employees will receive $500 per year toward professional association membership or continuing education. The agreement also adds a one‑time 40‑hour longevity recognition leave for eligible long‑service pharmacists and expands bereavement leave for travel exceeding 350 miles.
Kalistro credited bench and subject-matter experts from both management and union bargaining teams and said the agreement was intended to support operational needs while addressing pharmacists’ retention and training needs. There was no public testimony on the item. The board voted to ratify the agreement; Commissioners Moyer, Singleton, Brim Edwards, Jones Dixon and Chair Vega Peterson voted yes.
Why it matters: Pharmacists working in county clinics and health services are covered by the agreement; the changes affect pay, professional development allowances and leave policies that can affect recruitment and retention.
Next steps: Human Resources will implement the contract provisions, apply retroactive adjustments where applicable, and coordinate administrative changes with affected departments.
