May 11, 2016
Due to the strength and unity of UAPD NEVHC members, the midterm bargaining team won the establishment of a new salary scale for providers. The comprehensive grid incorporates substantial salary increases for all UAPD members at NEVHC, ranging from 9% to 23% cumulatively.
The UAPD team worked hard on this, meeting regularly, often weekly, with management for the past several months on behalf of all members. This tremendous achievement was accomplished by a diverse group of members working together, as a team, on unpaid time outside of their clinic hours. This group of remarkable providers is committed to ensuring just and fair working conditions and compensation, while equally committed to always providing the best, safest patient care.
This historic achievement is remarkable not only because it represents an unprecedented mid-contract salary increase for every classification, but because it establishes a salary scale for the first time at NEVHC. The salary scale is based on years of clinical experience.
April 17, 2016
In the 2015 round of contract negotiations, San Francisco Department of Public Health physicians identified additional time off as a top priority. The UAPD bargaining team eventually prevailed in changing the contract from CTO “may be granted” to CTO “shall be granted” for work falling within established guidelines. With members’ input, those guidelines were agreed to last September.
In late February, several part-time physicians contacted the Union after being denied the compensatory time they had requested. They were told that not only must a physician work in excess of their regular work schedule, they must also work over eight hours in a day or 40 hours in a week in order to get CTO hours at the 1.5x rate. Thus, part-time doctors would almost never be eligible for CTO.
UAPD engaged DPH and DHR in discussions at that time. In April a conceptual agreement was reached and, earlier this week, the new CTO request form was agreed to (download it here). DPH Payroll has been notified that part-time physicians who work in excess of their normal work schedule, due to conditions falling within the established guidelines, will receive CTO at the 1.5x rate even if they have not worked more than eight hours that day or 40 hours that week.
The UAPD bargaining team fought hard to win the new CTO provisions, but feedback so far indicates that most doctors are not utilizing it. We encourage our hard-working members, both full- and part-time, to take advantage of this important benefit!
March 29, 2016
On July 1, San Francisco Dentists, Assistant Medical Examiners and Veterinarians received a 3.25% salary increase based on the Consumer Price Index for the Bay Area. Two more take-home pay changes affected all doctors in the unit. These changes are pursuant to cost-sharing measures found in San Francisco Proposition C, which was passed by the voters in November 2011.
First, Prop C created a new employee pension contribution percentage that floats above the baseline according to the City’s required contribution (the latter being determined by law in order to keep the pension adequately funded). Based on SFERS’s actuarial projections, the City’s required contribution in fiscal year 2016-2017 will decrease, resulting in a 1% decrease in the required employee contribution for the upcoming fiscal year.
Prop C also set contribution requirements for the Retiree Health Care Trust Fund, which was created to ensure adequate funding for current and future SF retirees’ healthcare premiums. Employees who were hired on or after January 10, 2009 have been contributing 2% of salary to the Fund, while the City has been contributing 1%. Starting July 1, employees hired on or before January 9, 2009 will begin contributing 0.25% of salary to the Fund. Those employees’ contributions will increase by 0.25% in each of the following three fiscal years, until reaching the maximum of 1% effective July 1, 2019. The City’s contribution rates will mirror those of employees hired on or before January 9, 2009.
Employees having questions related to their pensions are encouraged to contact SFERS directly. Those having questions related to current or retiree health provisions should contact the San Francisco Health Service System.
March 24, 2016
UAPD is in the process of resolving the SAN Psychiatrist wage adjustment dispute with Alameda Health System. UAPD contends that each and every Psychiatry SAN classification (Psychiatrist I; Psychiatrist II, non Board Certified; Psychiatrist II, Board Certified; and the 1900-0700 flat rate shift) should receive the previously advertised wage adjustment of approximately 5.7% (148/140) going back to 6/21/15.
UAPD further contends that there should be NO change in the manner in which evening shift differentials, night shift differentials, and overnight 1900-0700 shifts have historically been paid. UAPD maintains that retroactivity checks should be 5.7% of wages earned from 6/21/15 through when the wage adjustment is properly implemented
February 24, 2016
The market wage adjustments and retro pay to last June 2015 will appear on Friday’s paycheck! All Ambulatory docs will receive a 4% increase to base wages, and all full-time and part-time psychiatrists will receive a 10% wage increase retroactive to June 21, 2015. SAN psychiatrists will receive a 6% increase to hourly rate retro to June 21, 2015. UAPD is currently meeting with AHS over the bonuses for Ambulatory Care Doctors. We should have an agreement soon.
February 8, 2016
After a long period of negotation, UAPD has finally reached an agreement with Alameda County. Click here to see a summary of the agreement. The UAPD Team is asking members to vote YES to ratify this agreement on or before the deadline of February 12, 2016. Ballots have been sent to UAPD members.
December 14, 2015
UAPD Bargaining Unit 324 negotiations are slowly moving forward. Healthcare Reform may be the biggest social and economic development in decades, but the County has had little to say about a comprehensive strategy for recruitment and retention of Bu 324 doctors. How work is performed doesn’t appear to be a major management focus either. The UAPD Bargaining Team understands that these negotiations, and our future labor-management committees, must address how doctors have been so badly undermined by poor workplace conditions. There’s a Union consensus that management needs to include employee opinions and employee satisfaction as meaningful parts of their business plans.
Two months ago UAPD presented to the County a comprehensive and substantive salary proposal. The County claims to be thoroughly reviewing our proposal and vetting their response before presenting. Under Article 9 (Special Pay Practices), we have proposed increased standby compensation, a bonus for hard-to-recruit positions in the High Desert Health Systems, parity for MLK doctors, a bonus for detention and correctional facilities, and a percentage increase for the In-House-Physician-Registry.
Equally as important are the non-monetary proposals, which include enhanced legal protections for physicians who have a challenge to their medical license as a result of any e-Consult action.
Your bargaining team also proposed a new article entitled Professional Judgement, which states, ”the parties agree BU324 employees shall not practice, nor shall they be required to practice, in any manner which places their professional license(s) in jeopardy.”
The County has cancelled the last two scheduled bargaining sessions because they are not ready to respond to our salary proposal. UAPD and the County are scheduled to resume bargaining Wed. Jan 6 and Wed. Jan 13, 2016.
November 25, 2015
Physician II – Board Certified 14699
WINTON WELLNESS CENTER
Winton Wellness Center, Hayward, CA
Physician II – Board Certified 15236
EASTMONT WELLNESS CENTER
Eastmont Wellness Center, Oakland, CA
Physician II – Board Certified 15645
NEWARK WELLNESS CENTER
Newark Wellness Center, Newark, CA
November 12, 2015
A battle between doctors in Santa Clara County and County administrators ended with a big victory for UAPD. After weeks of protest, the County agreed not to replace doctors at their corrections facilities with outside contractors as originally planned. The County instead raised the differential for those jobs to 25%. With that differential in place, positions that had remained vacant for years quickly filled. A UAPD doctor was also given a seat on the Blue Ribbon Commission that was created to investigate and improve conditions in the jails.
Back in September, UAPD received notice that Traditions Behavioral Health and representatives of the County of Santa Clara had signed an agreement to immediately hire outside contractors to provide psychiatric services to the Main Jail, Elmwood Correctional Facility, and Elmwood Correctional Center for Women. At about the same time, two doctors currently employed in the Main Jail were told that starting in October, custodial health services will be performed by TBH contractors rather public employees.
UAPD launched a comprehensive campaign to urge the County Supervisors to reject that agreement, and a large number of Santa Clara doctors have joined the fight. The County’s attempt to replace regular positions with contractors posed a direct threat to all Santa Clara doctor jobs and the services they provide to the community.
Read more …
November 9, 2015
UAPD has been meeting with AHS over the market reopener negotiated earlier this year. UAPD prepared a comprehensive survey of the surrounding counties that shows that AHS salaries for specialties are below market, except for dental. View market survey here.
After two months of checking the accuracy of the Union’s survey, AHS did not dispute our survey results. Yet they made an unreasonable proposal, which completely ignores the undisputed market survey. View AHS proposal here.
UAPD met with management to analyze the quality measures for the first half of the incentive period. The results so far show some clinics are not able to meet the unreasonable targets set by AHS. The union has argued that this is due to system wide problems that the employer has not fixed, one of which is high physician vacancies. View metrics report here.
No results for JGPP incentive measurements have been produced by AHS.