AFSCME Local 206
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UAPD Corrects Underpayments to UC Doctors

March 24, 2017

The UAPD contract guaranteed lump-sum payments for student health center doctors, giving retroactive raises for the period during which contract negotiations took place. The ten campuses issued these payments at various times in the months after bargaining concluded. Soon after, UAPD heard from members at several campuses who were concerned they had not received the full amount they were due.

To address that concern, UAPD first reached a common understanding with UCOP on the correct methodology to calculate the retroactive payments.  The Union eventually secured spreadsheets from the payroll departments on each campus showing the methodologies they used and the results. The Union did a detailed audit of those calculations, which showed that while a few campuses had calculated the payments correctly, most campuses had made mistakes resulting in underpayments to doctors. Those underpayments ranged from $3.82 (for people who were first employed late in the retroactive period) to $8,737 (for someone whose retroactive payment and a subsequent raise were completely missed).
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Santa Cruz County Docs Ratify Contract

March 15, 2017

After 13 bargaining sessions over last 6 months, the UAPD Bargaining Team reached a tentative agreement with Santa Cruz County on January 31, 2017. The new contract went into effect in March after being ratified by by the UAPD membership and approved by the Santa Cruz County Board of Supervisors.

The new agreement provides:

  • A new top salary step (4% increase from the previous step) effective the first full pay period after Board of Supervisor approval. 
  • Cost of Living Adjustment (COLA) for all classifications of 2.5%, 2.75% and 2.75%.
  • Equity adjustment for psychiatrists of 2%, 2%, and 1.75%.
  • A new board certification differential of 2.5% effective April 7, 2018. Read more …

Good Things Come to Those Who Wait…

March 14, 2017

By Stuart A. Bussey, MD, JD, UAPD President
 
Believe it or not, this phrase was coined by a British advertising agency to emphasize the virtue of  patience in waiting for Guinness ale to be correctly poured into a mug.  But it also applies to our UAPD members who wait patiently while their bargaining teams negotiate contracts for them.

Late last month the UAPD State Bargaining Team reached a Tentative Agreement with the State of California.  While the team strongly recommended ratification of the agreement, we all knew that not everyone would be completely satisfied by what the contract contains.
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California Fair Pay Act

March 3, 2017

The California Fair Pay Act [CFPA], (SB 358), was signed into law by Governor Jerry Brown on October 6, 2015. The CFPA will strengthen the existing laws under the Equal Pay Act by eliminating loopholes that prevent enforcement and by empowering employees to pursue equal pay without fear of retaliation from their employer.

Some UAPD members have presented cases that fall under this protection and are seeking relief. UAPD fully supports and stands by any member pursuing equity and fairness. Currently, UAPD is working with members at several State and County facilities in Southern California.

Any member who feels that they may have been hired into an inappropriate classification or pay level, or unfairly compensated compared to others who are doing the same work, are urged to contact their representative to look into the issue further. UAPD does not support inequality in any form and we will help point any member in the right direction toward resolving inequity due to gender pay discrimination.

For a summary of the CFPA you can go to www.cela.org. If you have an issue, contact UAPD at 1-800-622-0909 and your representative will help.

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LA County Safe and Just Culture Policy

March 3, 2017

Los Angeles County Policy No. 311.4, as revised on July 1, 2016, states as its purpose:  “To build, maintain, and support a Safe and Just Culture at the Department of Health Services…A Safe and Just Culture is one in which safety is an individual and organizational priority, and where errors, near misses, adverse events, and hazardous conditions can be easily reported without retaliation, and are seen as opportunities for improvement as a means to identify system and behavior changes that will improve the safety and quality of care we deliver”.

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