Contract/MOU

Santa Clara Bargaining Update

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

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

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

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 …