The contract covering California State University (CSU) doctors is now available online.
The contract covering California State University (CSU) doctors is now available online.
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
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
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.
Here is a FAQ for strikers.
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.
Dozens of newspapers sent reporters and photographers to cover the story. Here is some of the coverage so far:
The story was covered extensively by TV news and radio stations up and down the state. Some stations have already posted videos:
Last but not least, the UAPD strike got 3500 “Likes” on Facebook!
The Union of American Physicians and Dentists (UAPD) has given the University of California Office of the President (UCOP) notice that doctors employed by its student health centers will hold a one-day Unfair Labor Practice (ULP) strike on Tuesday, January 27th, starting at 7:30 am.
The student health doctors, who organized their union with UAPD in 2013, are currently bargaining with UC for a first contract. In a series of membership meetings in December, over 90% of the student health doctors voted in favor of striking.
UAPD has filed multiple ULP charges against UC with the Public Employment Relations Board (PERB). UC’s behavior has made it impossible to reach a fair agreement at the negotiating table, even after a full year of negotiations, 41 bargaining sessions, and the UAPD team’s continuous effort to find middle ground.
“A ULP strike is the only way to compel UC to follow the laws that govern bargaining,” explained UAPD President Stuart A. Bussey, M.D.. “Unfortunately, UC has a history of disrespecting workers during negotiations, and we’re no exception to that.”
Charles McDaniel, M.D., a psychiatrist who works at UCLA, said, “We organized a union so that UC would respect doctors, and take seriously its obligation to provide health care, including adequate mental health services, to the students. We have been trying to reach an agreement at the bargaining table, but UC’s ongoing unfair labor practices are standing in the way of that.”
Bargaining between UAPD and California State University (CSU) has progressed more quickly in the last few weeks, with tentative agreements (TAs) being reached on several non-economic proposals. The following changes will go into effect only once a final agreement is reached and ratified by the membership:
The non-economic items still awaiting agreement include a Joint Labor Management Committee and a Specialty Compensation Study. The details of these will be made public after they have been agreed upon by UAPD and CSU.
As for the economic proposals, the team was not satisfied with what CSU initially offered as a compensation package for doctors. UAPD asked the Chancellor’s Office to request more funding that will not just cover general salary increases, but also raise the floor for those with the lowest pay as well as provide some kind of longevity bonus. The team has also asked for a board certification bonus and more compensation for Professional Development.
While both sides are moving steadily towards an agreement, no timeline can be given until after CSU issues its next economic proposal. The he next bargaining session will take place in mid-January.
After 35 bargaining sessions over ten months, there is still no agreement between UAPD and the University of California over terms for a first contract for UC Student Health Center doctors. After months of bad faith bargaining on the part of UC, in November the UAPD bargaining team filed Unfair Labor Practice (ULP) charges against UC and held a strike authorization vote on all the UC campuses. An overwhelming majority – more than 90% — of doctors voted yes, giving the UAPD bargaining team the authority to call a ULP strike if necessary. The UAPD team will continue negotiating with UC in December, hoping to reach a fair agreement at the table if at all possible.
UAPD has filed Unfair Labor Practice (ULP) charges against the University of California (UC) for unilaterally increasing doctors’ pension contributions after saying they would not, among other things. It has become evident that UC’s bad faith bargaining is making it impossible to reach a fair agreement at the negotiating table. After nine months of negotiations, 33 bargaining sessions, and serious effort on the part of the UAPD team, doctors still have not reached an agreement with UC. While nurses’, medical assistants’, and other workers’ pay will increase up to 30% under their current contracts, UC insists that it can afford to offer doctors no more than 12% in raises over an even longer period of time (5 fiscal years). This is despite the fact that UC’s own salary data show that the overwhelming majority of student health center doctors earn well below the market rate for physicians. It is difficult to recruit and retain talented doctors, especially at the campuses where salaries are $40,000 below the California median for student health physicians.
In light of UC’s unfair labor practices and their effect on bargaining, doctors have been discussing taking action. Now the time has come to make a decision. Between November 17th and November 21st, UAPD-represented doctors will vote on whether or not to grant the UAPD Bargaining Team authority to call a strike if necessary. Details have been sent to UAPD-represented doctors that have provided contact information to UAPD. All others can contact the UAPD office (1-800-622-0909) to join the mailing list and learn about the time and location of the meeting and vote on their campus.
Bargaining between UAPD and California State University began with a meeting in May, and then talks were put on hold for the summer months. Our contract, which normally would have expired on June 30th, has been extended, so all language remains in effect during negotiations.
The UAPD CSU Bargaining Team and the CSU Chancellor’s Office began meeting again on October 6th and 7th. After two days of bargaining in Long Beach, we remain at odds about how to reach a settlement. Our next meetings will take place on November 13th and 14th.