May 22, 2014
On June 4, 2014, UAPD and Santa Clara County will submit to mandatory mediation under the county ordinances. A mediator, assigned by the State Mediation and Conciliation Services, will work with both sides to try to reach agreement for a successor MOU. A major issue of contention is the “mandatory assignment” language that would have allow the County to unilaterally assign shift/location coverage to our members whenever operationally necessary. UAPD is committed to using this process as effectively as possible. As such, the Union has requested release time for 2-3 additional UAPD members to augment the negotiating committee so that more of your voices can be heard. Those who are interested in participating should call Patricia Hernandez in the UAPD Oakland Office (1-800-622-0909).
May 12, 2014
The current collective bargaining agreement between UAPD and the City runs from July 1, 2012 through June 30, 2015. In spite of the contract being closed, two important changes have just been negotiated.
The UAPD contract has a “re-opener” clause concerning recruitment and retention. This clause dictates that if there’s a demonstrable recruitment/retention problem, the Union can bring the City to the bargaining table. UAPD easily demonstrated DPH’s inability to recruit enough COPC primary care physicians back in December. Read more …
March 22, 2014
UAPD-represented doctors working for Alameda Health System (AHS) have asked whether they, along with the unrepresented doctors working at Highland Hospital, will be forced into the new foundation being created by AHS. The answer is no. UAPD took action last year to stop AHS from placing UAPD doctors in that foundation, which would have nullified the UAPD contract and all its protections.
Last year, UAPD learned that AHS was planning to employ doctors through a separate foundation not covered by the UAPD agreement. In response, UAPD and AFSCME sponsored a bill, AB 1008, to close the loophole in California law that gave hospital authorities like the one that runs AHS the leeway to contract out work. AB 1008 was signed into law in September of 2013. Under the new law, from now until 2024 AHS is strictly limited in its ability to enter into contracts to replace services now being provided by UAPD physicians and surgeons. Prior to entering into a contract, AHS must show that using outside contractors instead of civil service doctors would save money, which would be very difficult to do. AHS must also negotiate with UAPD over the decision to privatize, and unresolved disputes must be submitted to final binding arbitration — a point that was strongly opposed by AHS. The law was designed to make it extremely difficult — essentially impossible — to place UAPD doctors in the new foundation.
March 15, 2014
UAPD Members in Los Angeles County Bargaining Unit 325 (Dentists and Psychiatrists) overwhelmingly ratified a agreement reached by the negotiating team on February 20, 2014. The 18 month agreement includes three across-the-board pay increases of 2% each. In addition, psychiatrist pay will now follow the physician pay scale, which has 20 steps instead of 13. The agreement also provides legal representation to those responding to Medical and Dental Board inquires, and enhances health benefit plans. In total, the value of the salary and benefits of BU 325 members will increase between 6% and 16% over the 18 months of this agreement.
February 13, 2014
UAPD members in Los Angeles County Bargaining Unit 324 (Physicians) have voted overwhelmingly in favor of approving the Tentative Agreement reached in January, with 96% of the votes in favor of ratification. In total, salary and benefits will increase by as much as 15% over the next 18 months.
The terms of the new agreement will go into effect pending approval by the Los Angeles County Board of Supervisors. Once the County reaches a Tentative Agreement with BU 325 (Psychiatrists and Dentists), the County Supervisors will review and vote on both agreements. Because the first pay increase under this agreement is retroactive to December 1, 2013, physicians will not lose money while waiting for Supervisor approval. UAPD will update members once the Supervisors have acted.
February 13, 2014
On February 12th, UAPD represented physicians were ordered to provide night, weekend, and holiday coverage at EPS, BAP, and Custody Services without prior notice to the Union. UAPD immediately sent the following communication from our attorney to County counsel asking for immediate rescission of those work directives:
UAPD formally demand[s] the County rescind a unilateral change last night of mandating psychiatrists take night shift work starting this Saturday. Last night’s directive was issued without prior notice and bargaining with UAPD and therefore under MMBA needs to be rescinded and the matter negotiated with UAPD first… The County has known of its problem with night shifts and Emcare for many months, and has not dealt seriously with a UAPD proposal many weeks ago for a night premium which would encourage doctors to take these shifts (because it would be closer to the rate prevailing in the Bay Area), and thus any emergency here is of the County’s own creation.
The County’s directive is creating an unsafe situation creating risks for all patients and staff in the area. Accordingly it seems to me the doctors legally might be entitled to refuse to take such unsafe assignments, though obviously no one wants to escalate the dispute here to that level. The County’s representatives should contact Patricia Hernandez at UAPD directly for the purpose of negotiations.”
February 12, 2014
Yesterday, UAPD met with the County to continue negotiations over a successor Memorandum of Understanding (MOU). In typical form, the County has shown little interest in quickly reaching an agreement with the Union. So far, the County has proposed a one year contract with a dismal 0.5% increase in exchange for “structural changes” of decreasing the employee paid employer’s contribution toward PERS. Meanwhile, the County has agreed to two year terms for all other unions with a 2% wage increase in the first year and a 3% wage increase in the second year.
UAPD has made several proposals, such as a realignment of P49 to P55 salary scale; Sabbatical Leave; Additional Pay for Additional Work; and 100% Annual Leave cash-out. The County has rejected all of them! While UAPD holds the line on these proposals, we are preparing wage and market adjustment proposals which will be presented to the County in the next meeting. Please be sure to forward any salary comparisons within the County limits of Santa Clara for your specialty to email@example.com.
While our members continue to overextend themselves in maintaining the highest quality patient care amidst the challenges and frustrations of EHR and increased workloads, the County’s responses merely emphasizes its interest in maintaining bureaucratic delays instead of working with UAPD to find fair and equitable solutions to ongoing issues that affect our members.
February 12, 2014
Some good news on an on-going issue. Those physicians who currently work above their 50% FTE on a regular basis will have their Annual Leave hours adjusted to their average hours worked in 2013. Payroll has been instructed to calculate and restore Annual Leave hours within the next several weeks. Also, Dr. Ho will begin the paperwork to change half-time FTEs to the following scale based on your average hours in 2013:
FTE and Average Hours Worked Per Pay Period
50% 40 hrs/pp
60% 48 hrs/pp
67% 53.6 hrs/pp
70% 56 hrs/pp
75% 60 hrs/pp
80% 64 hrs/pp
87.5% 70 hrs/pp
90% 72 hrs/pp
Please contact Patricia Hernandez at firstname.lastname@example.org if you would like to know your average hours worked in 2013.
January 31, 2014
In Santa Cruz County, CalPERS implemented the plan cost increases for 2014 before Santa Cruz County was allowed to increase the amount it pays towards doctors’ health plans, as agreed to in UAPD negotiations. CalPERS is requiring the County to undergo a fairly lengthy process to increase its contribution amount, which will take until March or later to complete.
In keeping with the spirit of their agreement with UAPD, the County has agreed to reimburse doctors for the difference between what they are now paying for healthcare and what they would be paying if the increase in the County’s contribution had occurred alongside the rate increase. The amount owed will be calculated for each doctor once the CalPERS process finishes and the County contribution increase goes into effect. UAPD appreciates the County’s swift response and fair resolution to this problem.
To see what you will be paying for your healthcare once the contribution increase goes into effect, see this chart.
January 31, 2014
The UAPD Bargaining Team is pleased to announce that on Wednesday, January 22nd, a Tentative Agreement (TA) was reached with Los Angeles County regarding the Physicians Employee Unit (BU 324). The terms of the TA will go into effect pending ratification by UAPD members in BU 324 and approval by the Los Angeles County Board of Supervisors.
Ratification ballots, which have been mailed to UAPD members in BU 324, are due back to the Los Angeles office by Tuesday, February 11, 2014.
The UAPD Bargaining Team recommends ratification of this TA, which makes significant improvements to the current Memorandum of Understanding (MOU). In total, salary and benefits will increase by as much as 15% over the next 18 months. More details have been emailed and mailed to UAPD members in the unit.