AFSCME Local 206
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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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Auburn Medical Center Bargaining Update

February 12, 2017

UAPD and MultiCare Health System met for the second day of negotiations on Thursday February 9.  Over the course of two bargaining sessions, UAPD had eight physician members directly participating  at the table. Over the course of these two dates, both parties traded proposals on contractual and procedural topics. UAPD has passed proposals on a recognition clause, grievance process, leaves of absences, successorship, whistleblower protections, discipline assuring a “Just cause” standard and more. Discussions at the table have been respectful and informative.

One continuing and important topic is the question of which doctors are to be included in the bargaining unit.  From day one UAPD has been committed to defining the bargaining unit appropriately.  During the the union election process, MHS attempted to put more physicians into the unit than UAPD thought appropriate. MHS lists have ranged from over 144 physicians to 77. The good news is that we are discussing this Issue at the table and hopefully will be able to come to an agreement soon.

Your UAPD Negotiation Team will work hard to get all of the contract AMC doctors clearly deserve. And we will continue to update you after each negotiation session and when issues arise.

 

Read more about: Contract/MOU, Featured, Washington

UAPD Takes On Contractors

January 19, 2017

UAPD won the first skirmish against the contracting agency Traditions Behavioral Health (TBH).  Last June, Alameda Health System (AHS) contracted out employed psychiatric hours at John George Psychiatric Emergency Services, hours represented by UAPD, to TBH.  UAPD filed suit against TBH for four causes of action: Unfair Competition, Intentional Interference with Contract, Intentional Interference with Prospective Economic Advantage, and Negligent Interference with Prospective Economic Advantage.  TBH filed a demurrer (failure to state a claim) and an anti-SLAPP motion, procedural obstacles used to avoid answering our complaint.  Alameda County Superior Court denied TBH’s anti-SLAPP motion and only granted TBH’s demurrer on the first cause of action with leave for UAPD to amend its complaint so as to rectify the first cause of action’s shortcomings.  UAPD will now amend the complaint and TBH will soon be facing discovery over its illegal business practices.  UAPD is also in litigation with AHS to compel AHS to arbitrate its decision to contract out UAPD employed hours represented by UAPD.    

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