San Joaquin County


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Strong Contract Settled in San Joaquin County

October 28, 2016

After several months of work, the UAPD Negotiating Committee has reached an agreement with San Joaquin County.  The team made several significan economic gains, particularly for those specialists who are difficult to recruit and retain.  In addition to annual 2% cost of living increases, doctors will receive between 3%-10% in market adjustments, increased tuition reimbursement, and a guaranteed $20,000 in board certification pay.  San Joaquin also becomes one of the first counties to contribute to a 401(a) plan for those doctors whose pensions have been capped by PEPRA.   Complete information and ballots have been sent to members for a ratification vote.

San Joaquin Administrators Fall Short

September 21, 2016

When your UAPD Negotiating team met with administrators last Friday, we believed we were close to reaching a a deal.  After all, your colleagues at the table had made significant concessions regarding market adjustments for ALL specialties by agreeing to focus on several specialties in which the County has had extreme difficulty recruiting and retaining physicians.  For the other half of the bargaining unit, the Committee reasonably proposed improvements to incentive formulas, which would be mutually beneficial to the doctors and to the County.  Considering the County has advocated incentive based pay practices, we did not foresee any roadblocks to these proposals.  WE WERE WRONG!

In the past, most incentive pay formulas have been decided by each department.  However, your committee proposed to include those formulaic changes in the contract to insure their implementation.  This proposal was not well received by management.  They wanted us to agree to a “future promise” of incentive changes — with no market adjustment for most of our members, on the eve of the County’s paid negotiator’s vacation this week.  The Union could not, in good faith, agree to a “handshake” agreement with no enforceable rights, or allow the County to leverage their vacation delay to dismiss the market demands of half of our members.
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