March 24, 2017
On Tuesday, February 28, 2017, the UAPD Bargaining Team reached a Tentative Agreement (TA) on a new Memorandum of Understanding with the State of California. The new agreement will was ratified by UAPD members and will go into effect once approved by the State Legislature.
UAPD was the last union to settle a contract with the State of California because the Bargaining Team refused to accept the substandard proposals the State kept giving them. The membership gave the team the power to stand firm with an overwhelmingly positive strike authorization vote. Member energy and member outrage were instrumental in making the State come around on several key issues in the final days. While the tentative agreement did not go as far as the team had hoped in some areas, it was worthy of recommending to the membership, who ratified it by a strong margin. You can read more details of the agreement here.
March 15, 2017
After 13 bargaining sessions over last 6 months, the UAPD Bargaining Team reached a tentative agreement with Santa Cruz County on January 31, 2017. The new contract went into effect in March after being ratified by by the UAPD membership and approved by the Santa Cruz County Board of Supervisors.
The new agreement provides:
- A new top salary step (4% increase from the previous step) effective the first full pay period after Board of Supervisor approval.
- Cost of Living Adjustment (COLA) for all classifications of 2.5%, 2.75% and 2.75%.
- Equity adjustment for psychiatrists of 2%, 2%, and 1.75%.
- A new board certification differential of 2.5% effective April 7, 2018. Read more …
February 12, 2017
UAPD and MultiCare Health System met for the second day of negotiations on Thursday February 9. Over the course of two bargaining sessions, UAPD had eight physician members directly participating at the table. Over the course of these two dates, both parties traded proposals on contractual and procedural topics. UAPD has passed proposals on a recognition clause, grievance process, leaves of absences, successorship, whistleblower protections, discipline assuring a “Just cause” standard and more. Discussions at the table have been respectful and informative.
One continuing and important topic is the question of which doctors are to be included in the bargaining unit. From day one UAPD has been committed to defining the bargaining unit appropriately. During the the union election process, MHS attempted to put more physicians into the unit than UAPD thought appropriate. MHS lists have ranged from over 144 physicians to 77. The good news is that we are discussing this Issue at the table and hopefully will be able to come to an agreement soon.
Your UAPD Negotiation Team will work hard to get all of the contract AMC doctors clearly deserve. And we will continue to update you after each negotiation session and when issues arise.
January 18, 2017
Negotiations are beginning for your first contract at Auburn Medical Center. The team is scheduled to meet with management the morning of January 26, 2017. This first negotiation session will be to introduce the UAPD and AMC teams, discuss dates going forward, and go over preliminary procedural issues.
UAPD’s initial proposals are still being developed and the team is getting input from doctors. They meeting with doctors in all clinical areas to listen to ideas and understand concerns regarding all aspects of wages, hours, and working conditions.
AMC doctors with questions can contact Laura Anderson at (253) 244-7797.
December 23, 2016
After two days of intense negotiations, the UAPD Bargaining Team must report that no deal has been reached with the State of California. The offer put forward by the State did not adequately address the serious issues raised by our doctors, including high vacancy rates and dangerous understaffing in many facilities. We have heard from members all across the State that we should settle for nothing less than a fair contract, and that’s what we plan to do. We will return to the table in January, and continue preparations for taking collective action if necessary
October 28, 2016
For the first time in over 15 years, Santa Clara doctors were able to ratify a successor agreement before the expiration of the previous contract. The three year contract will increase base salaries for all UAPD specialties by 13% in the first year with an additional 19% increase for Acute Care Services & Juvenile Hall psychiatrists – a total of 32%! For the second and third years, salaries will increase by 3% each year. The total wage increases are 19% to 38%! In addition, hourly rates for EPS, BAP, Urgent Care and Custody shifts were all raised significantly; new rates range from $161 – $225 per hour depending on shift.
Tuition reimbursement will be increased from $2800 to $4500 per fiscal year and can be rolled over, from year to year, for a total of $9000. That’s an increase of more than 60% of the current benefit.
The agreement has been ratified by UAPD members, and the Santa Clara Board of Supervisors will vote to ratify this agreement soon
September 6, 2016
The UAPD Negotiating Committee has been meeting with the County on a regular basis. UAPD submitted a comprehensive package proposal, which includes competitive market adjustments for all specialties; improvements to tuition reimbursement and license/certification renewals; due process and severance for terminations of employment; increased rates for extra duty assignments; Cost of Living Increases (COLA); and the committee has agreed to expand the Main Jail incentive to all assignments in Custody and Acute Care Services as a combined incentive and base wage proposal.
So far, the County has rejected any improvements to due process for terminations and has proposed below market adjustments and COLAs that do not amount to similar, across the board, increases for other County employees. Although the County has expressed an urgency to reach an agreement before the expiration of our MOU next month, it has made minute movements toward an agreement that our members will ratify.
July 11, 2016
UAPD has submitted a request for bargaining in Santa Cruz County and has begun the process of selecting a negotiating team. This year’s bargaining will likely be contentious, as the doctors plan to push the County to do more to resolve its critical doctor shortage.
In the coming weeks, UAPD will also hold a meet and confer with management over their plan to create evening hours in the Emeline clinic. While there is now a volunteer interested in filling evening hours, the union’s concern is what will happen if no volunteers exist. There will also be a second Labor Management meeting about Avatar, the new EHR system on the mental-health side. At the last meeting, doctors listed dozens of problems with the system, and will soon assess how much progress has been made on resolving them.
July 1, 2016
On Thursday, June 30, UAPD met with the State. UAPD started the day with a proposal on Hours of Work, clarifying that working an average of 40 hours per week over a 12 month period means that some weeks should be shorter than 40 hours to offset those which are longer. We also clarified that the prohibition on “timekeeping devices” in our contract extends to methods where the stated purpose is something other than timekeeping. This includes things like personal duress alarm systems, identification badge swipe systems, sign-in sheets, and the like – none of these should be used to track a doctor’s time at work. UAPD also proposed that doctors be held responsible only for reasonable objectives in the workplace. An example of an unreasonable objective is CCHCS holding individual physicians responsible for meeting their facility’s overall, court-ordered objectives for patient visits, when short staffing means the work is divided between too few doctors.
Read more …
June 24, 2016
Below is a summary of topics covered during the last few weeks of bargaining. As always, there is a limit to how many issues we can address in each session. Please contact your labor representative if you have questions about an issue not yet covered.
Fixing the PEPRA Pension Cap
As of today, more than 20% of UAPD members are “new hires” under PEPRA and subject to the cap on pensionable salary. That percentage will grow every year as more new hires come into the system. When these doctors retire, their pension will be based on a maximum of $117,020 (adjusted for inflation each year), rather than their actual salary. By our calculations, that constitutes a 45% loss of pension income for “PEPRA” members as compared to “Classic” members who are not subject to the pension cap.
UAPD has met with legislators to urge them to introduce legislation remove the cap, but so far none have shown willingness to take the lead on the issue. Therefore, UAPD has been looking for an alternative method to address the problem. On June 23rd, UAPD proposed that the State take the employer contribution on salary above the cap that, pre-PEPRA, would have gone to CalPERS, and put that money into defined contribution pension plans for PEPRA employees. For more details, click here to read the text of UAPD’s presentation to the State. UAPD strongly believes successful recruitment and retention requires a good pension, and that means doing something like this to offset the losses that came from the PEPRA pension cap. Read more …