On Tuesday, May 4, 2010, your UAPD Negotiating Committee reached a Tentative Agreement with the City and County of San Francisco regarding the City’s layoff and reorganization plan that would layoff most of our members and rehire them at a reduced work week. Although the UAPD had a closed contract until 2011, in which concessions had already been made, the Union wrestled long and hard with the idea of re-opening the contract to make further concessions, to avoid the implementation of the reorganization plan, especially when other employee organizations were not readily acknowledging that these steps were necessary to save jobs and services. However, most employee organizations, to date, have individually joined together to make economic sacrifices for the benefit of all.

May 13, 2010 Update:  CCSF Members voted to ratify the contract extention described below. UAPD’s agreement is as follows:

  • 2 year contract (July 1, 2010 through June 30 2012)
  • Retraction of the immediate imposition of layoffs and reduction in hours
  • 5 CME days will be taken without pay and are required to be taken yearly during the term of the MOU (prorated for those working 20 or more hours per week).
  • 6 unpaid Holidays in FY 2010-2011 and 2011-2012 (Labor Day, July 4, Columbus Day, Presidents Day, Memorial Day, Martin Luther King Jr. Day)
  • Suspension of the Tuition Reimbursement Fund and the Supplemental Funds for the term of the contract (50% reimbursement for license fees will still be available for our members).
  • City Health Plan single employee members will begin to pay for a portion of the currently fully paid premium or move to another health plan within one year
  • Protection language for the next two years against mass down-classing (e.g., sudden conversion of all 2232s to 2230s), mass layoffs and mass reorganization (gross clinic closings).
  • Extension of Voluntary Time Off Program (employees may choose to take up to 20 days per year off without pay with pre-approval – this is not mandatory furlough)
  • Language ensuring HR’s involvement in the uniform application of any Ethics Commission standards around Statements of Incompatible Activities to our members
  • Language which will finally bring the City to the table to meaningfully discuss billing and “lost” revenues.
  • Language to bring the City to the table to discuss with us why and what is to be done about declaring the Controller’s errors in physician salary calculations as the reason for MD layoffs over and over again at LHH (aka “Step Variance issue” at LHH)
  • Medical Examiners are exempted from most of the above concessions because they are exempt from the Layoff plan as Emergency Workers and because, in earlier negotiations, they forwent a full step increase in order to fund step increases for all other classifications in the unit.
  • Language requiring the City to meet and discuss with the Union any possible impact of the unpaid CME days off on grant-funded positions with the possibility of excluding those positions from this program.
  • Retirement restoration guarantee — if any UAPD members retire during the term of this contract, their retirement pay will be calculated as if the concessions never occurred.
  • Inclusion of our members in the City-wide “layoff cap” of 425 employees