State of California Doctors


Progress Made on Pension Overcharge Issue in BU 16

February 8, 2016

Last year Union members alerted UAPD that the State has been deducting too much for the employee pension contribution for some State of California BU 16 doctors (who joined CalPERS after January 1, 2013 and are thus subject to a cap on pensionable salary).  You can read the original email to get a full description of the problem.

To resolve the problem, UAPD staffers and a Bargaining Unit 16 physician met with Richard Gillihan, Director of CalHR, who also sits on the CalPERS Board.  UAPD also discussed the problem with the State Controller’s Office, whose office programs payroll deductions and issues state employees’ pay.

As a result of UAPD’s efforts, significant progress has been made on fixing this serious problem.  Since November, hundreds of bargaining unit doctors have received refunds for their over-payments, totaling more than 5 million dollars.  The SCO has agreed to create an automated process to stop salary deductions above the PEPRA cap in the future.  Their plan is to begin work on the project in July 2016 and complete it by July 2017.  The SCO will continue issuing refund checks while the automated system is being built.

However, there are still additional issues that the union is addressing.  The union requires a more transparent accounting of how the refund checks were calculated for each affected member, and needs external verification that all affected members have received refunds.  The union filed a class action grievance over these issues today. We also believe that the State has a responsibility to create the automated system on the tightest possible deadline, which should be shorter than one year.

EHR System in CDCR — Meet and Confers Ongoing

December 14, 2015

UAPD has met several times since the beginning of October with CDCR and CCHCS on the implementation of the Electronic Health Record System (EHRS) in that Department. So far the project has been piloted at the following facilities: Folsom State Prison, Folsom Women’s Facility, Central California Women’s Facility, California Institution for Women, and in some administrative sites. UAPD members have expressed concerns about many issues related to the EHRS: the mandatory use of a lap-top (meant to be taken home); the increasing burden of performing call and increasing work hours; inadequate compensation; large numbers of incorrect medication orders for patients; as well as other issues. A number of UAPD members have taken part in the Meet and Confer meetings to date: Dr. Gabriel Borges (FSP), Dr. Ronald Lewis (ISP), Dr. Vitalicia Romero (CCIW), Dr. G. Bedford (CIW), and Dr. J. Chapman (CIW).

UAPD will be passing proposals to CCHCS and CDCR that are meant to address the concerns of UAPD members as well as the quality of care being provided to inmates. UAPD will continue to keep you updated on developments in the meet and confer process and the roll-out of the EHRS pilot system at institutions across the state.

Grievance at Mule Creek State Prison

December 9, 2015

UAPD has challenged management practices at Mule Creep State Prison. Specifically, UAPD is opposing MCSP’s directive that Bargaining Unit 16 employees sign-in and sign-out of work. MCSP already has an electronic key card ID system that makes a manual log-in unnecessary. Initially, MCSP management indicated that BU 16 employees should not only use a key card and sign-in/out of the facility manually, but also email supervisors upon arrival/departure to work and check-in face to face with supervisors. MCSP dropped the directives to email supervisors and have face to face check-ins after UAPD opposition, but still maintains a sign-in/out log. UAPD has elevated this grievance to the third level and will continue to fight MCSP management on this issue.

State Must Fix CalPERS Contribution Error

October 2, 2015

Some UAPD members who are subject to the Public Employees’ Pension Reform Act (PEPRA) notified the Union that the CalPERS employee contributions that are being deducted from their paychecks are too high.  It is quite likely that this problem affects more than the handful of doctors who noticed it on their paychecks.  UAPD has been investigating the problem and taking the first steps to resolve it.

Who is Involved?

Doctors who joined CalPERS for the first time after January 1, 2013 (and were not eligible for reciprocity with another California public employer) are subject to changes made by PEPRA.  For just these employees, pensionable salaries are capped at $117,020 (for those participating in Social Security) or $140,424 (for those not covered by Social Security).  Employees who fall under PEPRA may be paying too much in CalPERS contributions.
Read more …

UC Doctors Win Historic First Contract

July 20, 2015

After 16 months of negotiations that included 53 bargaining sessions and two strikes, doctors at the UC Student Health Centers settled their first contract with the University of California in June.  Doctors ratified the agreement on July 20th.  While it was a long and difficult negotiation, the team won language that will significantly improve conditions for all UC doctors.  All doctors’ pay will increase by at least 7.1% within two weeks of ratification.  Moreover, the doctors succeeded in making their first raise retroactive to last year, regaining the money that was on hold while negotiations were ongoing.   The contract also set a new minimum salary and brought all doctors up to that level, with retroactivity to last year.  UC had long resisted setting a minimum salary for current employees and making the initial raises retroactive.  However, doctors showed a steadfastness throughout this long process that convinced UC they had no choice.

In addition to the economic improvements, the TA contains language to help doctors navigate the increasingly difficult campus health environment.  For one, the large number of “contract” physicians who were working half-time or more have now been made permanent “career” employees with all the benefits and protections that includes.  As unionized workers, all doctors will have protections against unfair discipline or dismissal, as well as a strong grievance procedure to make sure all of the contract terms are enforced.  Doctors will also be able to call regular meetings with health center management to discuss problems before they get out of hand.  All in all, the Agreement is a very positive first step for student health and counseling center doctors.

Pay Increase for All UAPD State Doctors July 1

May 29, 2015

The next pay increase for UAPD-represented doctors working for the State of California goes into effect on July 1, 2015.  All BU 16 doctors will receive a General Salary Increase on that date.  Please see the information below to determine the amount of your pay increase.  If you have any questions, please contact your labor representative. Read more …

New CSU Contract Is Here

May 8, 2015

The contract covering California State University (CSU) doctors is now available online.

UC Doctors Strike Again

April 24, 2015

Beginning April 9th and lasting until April 14th, UAPD doctors were on strike against the University of California to protest unfair labor practices committed during the year-long bargaining for a first contract.  In addition to picketing the student health centers in Los Angeles and Berkeley, doctors protested at Cal Day, Bruin Day, and Celebrate Irvine, the days when UC welcomes new students to campus.  There were several rallies featuring doctors and students (including one student who thanked a striking doctor for saving her life), and a march on the chancellor’s office at both Los Angeles and UC Berkeley.  There was even a plane towing banners in support of the doctors at most events.

The press coverage of the action continued to be strong — the story was seen by more than 4 million viewers on TV newscasts and featured in both the LA Times and The San Francisco Chronicle.   Everyone has been sympathetic to the doctors, who are fighting to ensure that students can receive quality health care on campus.

View Strike Photos

UAPD Flickr Page

Sample of Print Coverage

OC Register    UC student doctors’ strike hits region

Santa Monica Mirror    Striking Doctors, Dentists To Picket Outside UCLA Campus In Westwood Monday

SF Chronicle:  In Rare Move UC Campus Doctors Plan 4 Day Walkout

California Healthline:  Doctor Strike May Be Harbinger of Reform Era Labor Problems

Los Angeles Times:  Doctors at UC student health clinics start strike

Read more …

UAPD Calls More Strikes Against UC

April 3, 2015

On April 2nd, UAPD gave the University of California Office of the President (UCOP) formal notice that we will hold an Unfair Labor Practice (ULP) strike in Southern California as well as Northern California.  On the Southern California campuses (Los Angeles, San Diego, Irvine, Riverside, and Santa Barbara), the strike will begin on Saturday, April 11th at 7:00 am and end on Wednesday April 15th at 7:00 am.  All Southern California doctors will return for their regular shifts on Wednesday April 15th.

As previously announced, for Northern California campuses (Berkeley, Davis, Santa Cruz, San Francisco, and Merced), the strike will start on Thursday, April 9th, at 7:00 am, run through the weekend, and end Monday, April 13th at 7:00 am.  All Northern California doctors will return for their regular shifts on Monday, April 13th.

Picket line times and locations.

Here is a FAQ for strikers.

CSU Contract Goes Into Effect

January 30, 2015

Having been unanimously ratified by UAPD members and approved by the CSU Board of Trustees, the new memorandum of agreement for doctors working in the CSU student health centers has gone into effect.  A summary of the agreement is included below, and the full text will be posted online shortly.  Doctors should see first pay increase, including retroactive pay back to July 1, 2014, on their March pay check.

Summary of Agreement

*Three year contract expires June 30, 2017

*Salary Increases:  Upon ratification, the salary floor increases 10%, raising the minimum salary from $10,617 to $11,679 per month for a full time appointment.  Anyone currently earning below the minimum salary will be adjusted up to that minimum, retroactive back to July 1, 2014.  Also upon ratification, all unit members will receive a 3% salary increase retroactive back to July 1, 2014.  Those who had their salaries adjusted to $11,679 (per month per FTE) will receive the 3% increase on top of that amount.  Next there will be a 2% increase on July 1, 2015, and an additional 2% increase on July 1, 2016.  UAPD negotiated “me too” language tied to the California Faculty Association, so if CFA members receive raises higher than those listed above, doctors will receive those increases as well.  Lastly, under the new contract the CSU President may establish an equity increase program, with first priority for awards given to doctors with 15 years of service.  UAPD will strongly advocate for these additional pay increases to correct existing inequalities.

*Probation:   UAPD TA’d on language that says time worked by a part-time employee can be counted towards the probationary period for a full-time job.  Also, any employee on probation can request a review after one year, when the President or designee can make the employment permanent.  Before this change in language, part-time employees had no guarantee that their time would count towards a permanent position, and the probation period was a mandatory two years.

*Pre-Discipline has been changed to Progressive Discipline, which is defined in the contract.  CSU has to follow a more formal set of guidelines under Progressive Discipline, giving greater protection to doctors.

*Alternative Work Schedule:  Employees are now allowed to request alternate work schedules, with approval subject to mutual agreement by the employee and the President or designee.  Before this language change, management did not have to respond to employee requests for alternate schedules.

*Safety Committee:  At each campus UAPD can designate a member to participate on the campus-wide Safety Committee in order to represent the interests of unit employees.

*Contracting Out:  Language has been strengthened so that the Union can meet and confer over the impact of any contract that lasts more than one year.  Previous language stated that the Union could meet and confer only about contracts that lasted “over a long period of time,” a vague standard which made it hard to hold CSU accountable for its contracting behavior.

*Union Rights:  Management will provide employee addresses to UAPD, making it easier to organize doctors into union membership.

*Disability Insurance Improved:  The maximum weekly payment for eligible employees is raised from $135 to $250.

*Professional Development:  New language ensures that requests for time off for professional development not be unreasonably denied. Any denials will be documented in writing within five business days of the request.

*New Joint Committee:  A new Joint Labor-Management Committee on each campus, plus a statewide committee, will meet regularly to discuss Health Center policies and the provisions of the Collective Bargaining Agreement.

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