Northeast Valley Health Corporation


An Overview of Northeast Valley Health Corp in 2017

January 27, 2018

In 2017, UAPD learned that NEVHC now has 68 per diems (not in the UAPD BU) while the number of Full and Part Time benefited employees, UAPD members, has shrunk in comparison.  The Per Diems are doing UAPD bargaining unit work.  We are addressing this in bargaining, among other issues, subject to bargaining.

The members achieved close to 100% participation in UAPD Bargaining surveys which were circulated by leadership early, with member leaders and stewards who strongly encouraged 100% participation, to enter negotiations from a position of strength, with everyone’s input.

NEVHC leaders continue to make inroads and connections for UAPD to other local FQHCs and have met with other providers interested in organizing with UAPD.  Likewise, NEVHC members are glad to offer their support to further the work and scope of UAPD, in Southern California as well as anywhere else, and to increase UAPD’s and NEVHC’s membership and help both grow.

NEVHC Wins Salary Scale Worth Celebrating

May 11, 2016

Due to the strength and unity of UAPD NEVHC members, the midterm bargaining team won the establishment of a new salary scale for providers.  The comprehensive grid incorporates substantial salary increases for all UAPD members at NEVHC, ranging from 9% to 23% cumulatively.

The UAPD team worked hard on this, meeting regularly, often weekly, with management for the past several months on behalf of all members.  This tremendous achievement was accomplished by a diverse group of members working together, as a team, on unpaid time outside of their clinic hours.  This group of remarkable providers is committed to ensuring just and fair working conditions and compensation, while equally committed to always providing the best, safest patient care.

This historic achievement is remarkable not only because it represents an unprecedented mid-contract salary increase for every classification, but because it establishes a salary scale for the first time at NEVHC.   The salary scale is based on years of clinical experience.

NEVHC Providers Stand Up for Colleague

September 9, 2015

UAPD members at NEVHC delivered 10 pages of petitions to the Chief Medical Officer & CEO.  The petitions, signed by NEVHC providers & staff, protested the unjust termination of a veteran NEVHC provider with 25 years of loyal service to the community.  This is how we stand up for one another!


NEVHC Providers Ratify First Contract with 19.25% in Raises

April 29, 2013

UAPD members have ratified the Agreement that was reached between the Union of American Physicians and Dentists (UAPD) and the Northeast Valley Health Corporation (NEVHC) in February.  UAPD Labor Representative Steve Cook and a team of NEVHC providers worked diligently over many months to craft the best possible language.  The contract significantly improves compensation for all the providers represented by the new union.  The doctors, nurse practitioners and physicians assistants employed by NEVHC among are the latest to join UAPD’s growing clinic sector.

Download the full Agreement (PDF)


Term – 5 Year Contract.  All changes, including wage increases, are retroactive to January 7, 2013.

Wage Increases
1st Year  — 3.75%
2nd Year —  3.75%
3rd Year  — 3.75%
4th Year  — 4.0%
5th Year  — 4.0%
Total wage increase over 5 years – 19.25%

Improved Continuing Education Leave 
Reimbursable CE Expenses Increased.  Increases in Reimbursement for Professional License Fees, Association Fees, and DEA Fees.

Union Representation
The Contract gives members access to a UAPD Labor Representative, as well as UAPD Provider Representatives at the workplace.  They can answer questions and work with you to solve any work related issues.

Grievance Procedure
The contract lays out a process for settling disputes when providers have work issues that involve violations of the contract.  The final step of the procedure is binding arbitration, meaning that a neutral third party has the final word if the union and employer cannot reach an agreement.  Binding arbitration is the hallmark of a strong and effective grievance procedure.

A Contract
All other policies and procedures remain the same, and many of them are now enshrined in the UAPD contract.  This means that Providers have an agreed-upon process (the grievance procedure) to challenge the employer if they violate any of the terms to which they and the Union have agreed.

NEVHC Bargaining: Financial Proposals Discussed

October 9, 2012

The UAPD Bargaining Team continues to meet each week with North East Valley Health Corporation (NEVHC) management to negotiate over the provisions that will be in the first contract for providers.  Negotiating a first contract generally takes longer than subsequent agreements because of the vast amount of new language that must be written and agreed to.  But progress is being made  Over the last year and a half, we have completed 85% of the language that will govern the terms of your employment with NEVHC. We have reached a tentative agreement (TA) on the articles pertaining to:   Non-Discrimination, Union Representation, Joint Labor Management Committee, Grievance Procedure, Bereavement Leave, Family/Medical/Pregnancy Leave, Military Leave, Jury Duty, Mileage Allowance, Separability, Employment Status, Performance Evaluation, Holidays, Sick Leave, Personal Files, Safety, Bulletin Boards, Contracting Out, Severance Pay. Please contact a bargaining team member to learn the details of any of the TA language.
Read more …

UAPD Welcomes New Group

April 5, 2012

The doctors, nurse practitioners and physicians assistants employed by the Santa Barbara Neighborhood Clinics are the latest to join UAPD’s growing clinic sector.  The group will begin negotiating its first union contract in the coming months.

Bargaining Roundup: Counties, Clinics, CSU

July 12, 2011

In recent years the best strategy for many county bargaining units has been to rollover the current contract rather than negotiate a new one, assuming the employer agrees to do so. While extending a contract generally means no new salary increases, it also means no takeaways, which in the current economy is often a fair compromise. Los Angeles County Bargaining Unit 324 (Physicians) and Bargaining Unit 325 (Dentists and Psychiatrists) each recently agreed to extend their current county contracts until 2012. This was an especially appealing option for BU 324 members, because their contract includes a 3% annual increase which did not expire. BU 325 doctors who have not reached the top of the pay scale will also see a salary step increase this year. Sacramento County doctors also agreed to a one year extension of their contract, though it included a change in the retirement formula for new hires. As in Los Angeles County BU 325, Sacramento doctors not already at the final salary step will get a pay increase.

Read more …

NEVHC Clinic Providers Vote to Join UAPD!

March 4, 2011

A group of medical professionals working at the thirteen clinics that make up the Northeast Valley Health Corporation (NEVHC) voted last week to unionize, becoming part of the Union of American Physicians and Dentists (UAPD) in the process.  Today, representatives of UAPD formally filed a request to bargain with NEVHC.  “We are excited to welcome NEVHC providers to our union and look forward to start the negotiation process right away,” said UAPD Chief Negotiator Steve Cook, who works from UAPD’s Los Angeles office.

Read more …