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Contract/MOU

Negotiations Update for Washington Doctors

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.

Read more about: Contract/MOU, Featured, Washington

UAPD to State: No Deal

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

New Santa Clara Contract Contains Large Raises

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

Santa Clara Bargaining Update

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. 

Santa Cruz County Prepares for Negotiations

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.

Bargaining Update 7/1/16

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.
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Bargaining Update 6/24/16

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 …

Wage Adjustments for Alameda Health Service Docs

February 24, 2016

The market wage adjustments and retro pay to last June 2015 will appear on Friday’s paycheck!  All Ambulatory docs will receive a 4% increase to base wages, and all full-time and part-time psychiatrists will receive a 10% wage increase retroactive to June 21, 2015.  SAN psychiatrists will receive a 6% increase to hourly rate retro to June 21, 2015.   UAPD is currently meeting with AHS over the bonuses for Ambulatory Care Doctors.  We should have an agreement soon.

UAPD Reaches TA with Alameda County

February 8, 2016

After a long period of negotation, UAPD has finally reached an agreement with Alameda County.  Click here to see a summary of the agreement.  The UAPD Team is asking members to vote YES to ratify this agreement on or before the deadline of February 12, 2016.   Ballots have been sent to UAPD members.

Alameda Doctors Unsatisfied with County Offer

October 5, 2015

Alameda County currently has over a 50% vacancy rate among Physician llls and is spending $190 per hour on locum tenens to provide some coverage.  Last fiscal year alone, the County spent $1.55 million dollars on locum coverage.  To explain the vacancy rate, the UAPD bargaining team presented management with comparisons between doctor salaries in Alameda County and elsewhere in the Bay Area.  Alameda County is at the bottom of the list when recent salary increases in San Mateo, San Francisco, Santa Clara, and Kaiser are taken into account.  In fact, Alameda County is about 15%-20% below the market when compared to those employers.
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