California State University (CSU)


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CSU Bargaining Off to Good Start

May 10, 2017

Last week UAPD and CSU starting formal bargaining over terms and conditions of employment for our members in Unit 1.  UAPD and the bargaining team are optimistic about this round of bargaining.  After a State audit revealed unnecessary spending, and news articles publicized cuts in student services at the same time as the student fees were raised at some campuses, CSU has come into bargaining with an understanding that change is needed.

CSU is taking a proactive approach in addressing the issues around recruitment and retention.  They have been meeting with the UAPD Bargaining Team for the past year to establish new classifications, which will allow campuses to hire needed employees at a more competitive salary.  UAPD and CSU have tentatively agreed to two new classifications and some revisions to the original physician classification.  The team is still negotiating the salary ranges for each classification, as well as the implementation and the reclassification of the current unit members.   UAPD will communicate that information with the membership as soon as it becomes finalized.  
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Rights During an SEIU 1000 Strike

November 29, 2016

UAPD State-employed doctors have asked whether they have the right to strike alongside SEIU workers this coming Monday (aka sympathy strike).  The short answer is no, UAPD-represented doctors do not have the right to engage in a sympathy strike with another union at this time. 

UAPD-doctors who want to support their SEIU colleagues can join them on the picket lines on their own time (e.g. before or after work, or during vacation, CTO, annual leave).  You can read more about the SEIU strike plans here.
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New CSU Contract Is Here

May 8, 2015

The contract covering California State University (CSU) doctors is now available online.

CSU Contract Goes Into Effect

January 30, 2015

Having been unanimously ratified by UAPD members and approved by the CSU Board of Trustees, the new memorandum of agreement for doctors working in the CSU student health centers has gone into effect.  A summary of the agreement is included below, and the full text will be posted online shortly.  Doctors should see first pay increase, including retroactive pay back to July 1, 2014, on their March pay check.

Summary of Agreement

*Three year contract expires June 30, 2017

*Salary Increases:  Upon ratification, the salary floor increases 10%, raising the minimum salary from $10,617 to $11,679 per month for a full time appointment.  Anyone currently earning below the minimum salary will be adjusted up to that minimum, retroactive back to July 1, 2014.  Also upon ratification, all unit members will receive a 3% salary increase retroactive back to July 1, 2014.  Those who had their salaries adjusted to $11,679 (per month per FTE) will receive the 3% increase on top of that amount.  Next there will be a 2% increase on July 1, 2015, and an additional 2% increase on July 1, 2016.  UAPD negotiated “me too” language tied to the California Faculty Association, so if CFA members receive raises higher than those listed above, doctors will receive those increases as well.  Lastly, under the new contract the CSU President may establish an equity increase program, with first priority for awards given to doctors with 15 years of service.  UAPD will strongly advocate for these additional pay increases to correct existing inequalities.

*Probation:   UAPD TA’d on language that says time worked by a part-time employee can be counted towards the probationary period for a full-time job.  Also, any employee on probation can request a review after one year, when the President or designee can make the employment permanent.  Before this change in language, part-time employees had no guarantee that their time would count towards a permanent position, and the probation period was a mandatory two years.

*Pre-Discipline has been changed to Progressive Discipline, which is defined in the contract.  CSU has to follow a more formal set of guidelines under Progressive Discipline, giving greater protection to doctors.

*Alternative Work Schedule:  Employees are now allowed to request alternate work schedules, with approval subject to mutual agreement by the employee and the President or designee.  Before this language change, management did not have to respond to employee requests for alternate schedules.

*Safety Committee:  At each campus UAPD can designate a member to participate on the campus-wide Safety Committee in order to represent the interests of unit employees.

*Contracting Out:  Language has been strengthened so that the Union can meet and confer over the impact of any contract that lasts more than one year.  Previous language stated that the Union could meet and confer only about contracts that lasted “over a long period of time,” a vague standard which made it hard to hold CSU accountable for its contracting behavior.

*Union Rights:  Management will provide employee addresses to UAPD, making it easier to organize doctors into union membership.

*Disability Insurance Improved:  The maximum weekly payment for eligible employees is raised from $135 to $250.

*Professional Development:  New language ensures that requests for time off for professional development not be unreasonably denied. Any denials will be documented in writing within five business days of the request.

*New Joint Committee:  A new Joint Labor-Management Committee on each campus, plus a statewide committee, will meet regularly to discuss Health Center policies and the provisions of the Collective Bargaining Agreement.

Pace Quickens in CSU Bargaining

December 22, 2014

Bargaining between UAPD and California State University (CSU) has progressed more quickly in the last few weeks, with tentative agreements (TAs) being reached on several non-economic proposals.  The following changes will go into effect only once a final agreement is reached and ratified by the membership:

  • Probation:   The team TA’d on language that says time worked by a part-time employee can be counted towards the probationary period for a full-time job.  Also, any employee on probation can request a review after one year, when the President or designee can make the employment permanent.  Before this change in language, part-time employees had no guarantee that their time would count towards a permanent position, and the probation period was a mandatory two years.
  • Pre-Discipline has been changed to Progressive Discipline, which is defined in the contract.  CSU has to follow a more formal set of guidelines under Progressive Discipline, giving greater protection to doctors.
  • Alternative Work Schedule:  Employees are now allowed to request alternate work schedules, with approval subject to mutual agreement by the employee and the President or designee.  Before this language change, management did not have to respond to employee requests for alternate schedules.
  • Safety Committee:  At each campus UAPD can designate a member to participate on the campus-wide Safety Committee in order to represent the interests of unit employees.
  • Contracting Out:  Language has been strengthened so that the Union can meet and confer over the impact of any contract that lasts more than one year.  Previous language stated that the Union could meet and confer only about contracts that lasted “over a long period of time,” a vague standard which made it hard to hold CSU accountable for its contracting behavior.

The non-economic items still awaiting agreement include a Joint Labor Management Committee and a Specialty Compensation Study.  The details of these will be made public after they have been agreed upon by UAPD and CSU.

As for the economic proposals, the team was not satisfied with what CSU initially offered as a compensation package for doctors.  UAPD asked the Chancellor’s Office to request more funding that will not just cover general salary increases, but also raise the floor for those with the lowest pay as well as provide some kind of longevity bonus.  The team has also asked for a board certification bonus and more compensation for Professional Development.

While both sides are moving steadily towards an agreement, no timeline can be given until after CSU issues its next economic proposal.  The he next bargaining session will take place in mid-January.

CSU Bargaining Update

October 16, 2014

Bargaining between UAPD and California State University began with a meeting in May, and then talks were put on hold for the summer months.  Our contract, which normally would have expired on June 30th, has been extended, so all language remains in effect during negotiations.

The UAPD CSU Bargaining Team and the CSU Chancellor’s Office began meeting again on October 6th and 7th.  After two days of bargaining in Long Beach, we remain at odds about how to reach a settlement.  Our next meetings will take place on November 13th and 14th.
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Some BU 16 Doctors Still Waiting for CME Payment

February 19, 2014

Most of the Bargaining Unit 16 doctors who are eligible to receive an automatic payout of $1000 in CME funds have received their checks from the State.   However, doctors in some facilities are still waiting for payment.  UAPD has contacted CalHR to urge them to work with the affected departments to issue those checks quickly.  We will update you about their response.
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CSU Reopener Results in Salary Increase

January 22, 2014

The UAPD Bargaining Team recently met with CSU administrators and signed an agreement adding a 1.34% salary increase to the UAPD contract.  The increase is retroactive, and doctors will be paid as if the raise went into effect on July 1, 2013.  CSU anticipates that the increase, including backpay, will not show up on paychecks until April of this year.

The 1.34% increase will go into effect only once it has been approved by the CSU Board of Trustees.   The agreement has been placed on the 10 day waiting list for the Board’s January agenda.  You can view the language of the agreement here.

While the current contract is in effect until June 30, 2014, the salary increase was discussed during a “reopener” between CSU and the union.   In the next month, UAPD will begin preparing for negotiations over the full contract, in part by sending a bargaining survey to all current union members.

State Barganing Unit 16 Contract Now Online

December 19, 2013

The new contract for state-employed doctors has been finalized.  You can download the new contract here (PDF) and read a summary of it here.  A paper copy will be mailed to UAPD members in January.

New BU16 CERBT Deduction Explained

September 10, 2013

UAPD has received a number of calls from doctors indicating that there is some confusion about a new paycheck deduction for State Bargaining Unit 16 doctors, which is labeled as BU16 CERBT on the paystub.

BU16 CERBT is the “Prefunding of Post-Retirement Health Benefits” deduction.  It is money that the State collects now in order to offset the cost of health care benefits when upon retirement.  In this way, doctors and the State are sharing the responsibility for prefunding retiree health benefits.  Negotiated in the previous agreement (2010), the contribution of 0.5% of base salary was scheduled to go into effect July 1, 2012.  However, when UAPD entered into negotiations with the State regarding the Personal Leave Program of 2012, part of that agreement was to delay the effective date one year, until July 1, 2013.

Because of rapidly rising premiums, paying for the health care benefits of future retirees is of great concern to many employers today.  Requiring current employees to contribute a small amount towards funding their future health benefits is considered a better option than seeing those benefits slashed or eliminated.  If BU 16 members have any questions or comments, they should feel free to contact a UAPD labor representative.

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