September 22, 2016
By now California State University doctors have all received the 3 percent cost of living increase resulting from the Side Letter Agreement with CSU. An additional 2 percent increase was also negotiated, which will go into effect on June 30, 2017. At that time, we will be negotiating with CSU for the next contract, as well. In addition, negotiations continue with CSU on the creation of new specialty physician classifications and associated salary ranges. An announcement will go out when we have updated information.
August 19, 2016
Our goal as a team is to get the best possible contract for doctors, one which addresses the economic and non-economic issues that many of you have raised. We wanted to reach a tentative agreement with the State by the end of this week, so that the Legislature could approve it before leaving for its summer recess. We have met 25 times over the last 4 months trying to do just that. More than a dozen doctors from every department have joined us at the bargaining table, to give thoughtful, well-documented presentations on the biggest problems that members of our union face. Read more …
August 8, 2016
As we go further along in the bargaining process, the State is bringing forward more information to address the workplace concerns we’ve raised at the table. For instance, we had further discussion of the lack of appropriate break areas, especially within CDCR. The State said redesigned CDCR facilities would incorporate break rooms for doctors’ work areas. In a separate discussion, DSS management clarified that the rules that restrict the number of people on leave at the same time were being misinterpreted in some branches. They agreed to educate managers about the fact that more than 25% of doctors in a branch can be on leave simultaneously. Read more …
August 2, 2016
Last week UAPD finished putting all of our economic proposals on the table. We are looking for a fair across-the-board wage increase for all classifications, plus additional money for those groups that face serious parity and recruitment and retention issues.
While we have made some progress towards an agreement, our team is concerned that the State has not made enough movement on important proposals, like:
• Maintaining the prohibition on timekeeping
• Achieving salary parity where it does not exist
• Increasing on-call compensation and limiting the amount of work call requires
• Increasing CME pay
• Ensuring that evaluations come from qualified (MD, DDS, etc.) peers
• Respecting doctors’ professional judgment
• Providing adequate protection from lawsuits and licensing problems Read more …
July 18, 2016
Last week the UAPD Bargaining Team met with the State for three consecutive negotiation sessions and passed a number of the outstanding non-economic proposals.This will allow us to begin bargaining on economic matters, including salaries, this week.
Here are some of the key proposals that UAPD made:
For Article 12.2 Investigations, UAPD proposed language to guarantee that both the doctor and the union will be notified if there is an open investigation. Doctors in several departments have had the experience of receiving an adverse action without even knowing that they were under investigation. Under 12.3 Progressive Discipline, we also proposed a tighter timeline between when an incident occurs and when a discipline can be issued regarding that incident. Read more …
July 2, 2016
All University of California student health center doctors represented by UAPD received a 3% raise effective Friday, July 1st. This marks the third salary increase in the UAPD contract, totaling a minimum of 10%, and significantly more for doctors at five campuses who were previously below negotiated minimum salaries or who received equity adjustments.
UAPD members will recall that the contract also provided for retroactive lump sum payments. All of the campuses issued the lump sum payments by November 2015, and earlier this year, UAPD began a careful review of each campuses’ calculations. The Union found a structural error in most payroll departments’ methodologies, whereby doctors were not paid for two months of the first retroactive period. UAPD has been working with the Office of the President since that time to ensure that the missing amounts are issued and all doctors receive the full retroactive payments they are due.
As a result, some campuses are issuing corrective payments now and the others will follow soon thereafter. UAPD will send another announcement when the final correct amounts are documented so that any member unsure of their retroactive payment can verify it with the Union.
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 …
June 1, 2016
Four members came to bargaining today to discuss the lack of parity between Physician Surgeons from the Department of State Hospitals and those doing the same work within the Department of Corrections. The presenters were Hossein Akhavan, MD (Atascadero), Dr. Ali Akhavan, M.D. (Napa), Dr. Teneese Nguyen (Metropolitan), and Dr. Stephanie Nguyen (Patton). UAPD followed the presentation with a proposal that DSH Physician and Surgeons receive a pay increase to bring them to 95% of what CDCR pays for the same position. Read more …
May 24, 2016
Last week the State made a presentation on OPEB, Other Post-Employment Benefits. OPEB are the benefits other than pension that retired workers receive from the employer, such as retiree health benefits. The State provided data indicating $436 million in unfunded liability for the retiree health benefits for our unit. They have proposed raising the prefunding contribution to 1% of salary next year (from 0.5% currently) and 1.4% the following year. Under their proposal, the State would be contributing an equivalent amount to the retiree health benefit fund. For new employees, the State also wants to introduce a vesting schedule for health and dental benefits, so that the State would pay 50% of benefits for those who retiree with 15 years of seniority and 100% of benefits for those with 25 years. For new employees, the State also wants decrease the amount the State will pay towards Medicare supplemental plans. The presenter argued that changes are necessary to make the retirement health program economically stable, but UAPD has questions about whether the costs they are projecting are truly realistic. We also know that cutting the benefits for future employees will make recruitment more difficult. Read more …