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CONTRACT TRAINING RESEARCH SUPPORT PROFESSIONALS (RX) & TECHNICAL EMPLOYEES (TX)

CONTRACT TRAINING RESEARCH SUPPORT PROFESSIONALS (RX) & TECHNICAL EMPLOYEES (TX) 2008-2013 AGREEMENTS. EFFECTIVE DATE OF AGREEMENT. Effective Date of Agreement: March 25, 2010. UPTE ratified the agreement on March 22, 2010. The contract was fully executed on March 25, 2010.

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CONTRACT TRAINING RESEARCH SUPPORT PROFESSIONALS (RX) & TECHNICAL EMPLOYEES (TX)

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  1. CONTRACT TRAINING RESEARCH SUPPORT PROFESSIONALS (RX) & TECHNICAL EMPLOYEES (TX) 2008-2013 AGREEMENTS

  2. EFFECTIVE DATE OF AGREEMENT Effective Date of Agreement: March 25, 2010. UPTE ratified the agreement on March 22, 2010. The contract was fully executed on March 25, 2010.

  3. SUMMARY OF RX TX BARGAINING UNITS • RX - Research Support Professionals • 4,584 FTE • Annual payroll: $208,268,526 • State funded: 9.9% • TX - Technical Employees • 3,182 FTE • Annual payroll: $131,592,340 • State funded: 23.2% July 2009 data

  4. Bargaining ResultsArticles Modified Article 1 Access Article 2 Agreement Article 4 University Benefits* Article 6 Compensation* Article 7 Corrective Action/Discipline Article 8 Development & Training (RX)

  5. Bargaining Results Articles Modified • Article 9 Duration of Agreement • Article 11 Health & Safety* • Article 17 Leaves for Union Business • Article 18 Leaves of Absence* • Article 25 Nondiscrimination in Employment

  6. Bargaining Results Articles Modified Article 27 Parking* Article 28 Payroll Deduction Article 33 Reasonable Accommodation* Article 45 Work Incurred Injury/Illness

  7. Bargaining Results Appendixes Modified/Added • Appendix A: 2010 salary table • Appendix B: LBL salary table • Appendix C: Grievance Form • Appendix D: Enumeration of Benefits* • Appendix E: Parking Rates (new)

  8. Bargaining Results Side Letters Deleted • Labor/Management Meeting Hazardous Work and Shift Differential • Labor Management Compensation Evaluation Committee

  9. Bargaining Results Side Letter Modified • Seagoing Employees at UCSD

  10. Bargaining Results New Side Letters • Local Equity • Side Letter of Understanding: Article 4 University Benefits • Bargaining Related Requests For Information

  11. Bargaining Results New Side Letters • Settlement Agreement – Unfair Labor Practice Charges • Layoff and Reemployment Labor Management Committee

  12. ARTICLE 1 ACCESS • New to §C.2.b. the allowance for employee representatives to use the current contract language of 10 hours for: • “health and safety activities”, and for • “review and discussion with employees and management regarding health and safety activities.”

  13. ARTICLE 2 AGREEMENT Updated effective date of agreement: March 25, 2010.

  14. ARTICLE 4 UNIVERSITY BENEFITS • Medical benefits • §A.4. employees will contribute to 2010 monthly premiums on the same basis as other employees. • §A.1. reopener for any monthly premium cost increases over 18% for three consecutive years for Payband 1, and • See side letter of understanding, any major structural changes in UC’s medical benefits must be negotiated.

  15. ARTICLE 4 UNIVERSITY BENEFITS • Retirement Benefits • §§A.1.-3. General Conditions, resumption of contributions to pension plan April 2010, beginning with 2% redirection of employee contribution. • §§B.1.-3. General Conditions, an additional 1% employee contribution in 2011 and 2012, as required of other staff employees and if UC contributes at least as much. • See side letter of understanding, any major structural changes in pension benefits must be negotiated.

  16. ARTICLE 6 COMPENSATION For 2008-09 and 2009-10 fiscal years: no wage increases.

  17. ARTICLE 6 COMPENSATION • §B. 2010-11: • 2.5% across-the-board wage increases in October 2010, and • One step increase (RX) and one-half step (TX) in January 2011, and • There will be 0.5% ( $1.7m systemwide) available for equity increases. Any unspent funds will be rolled into subsequent systemwide across-the-board increases. • Settlement Payment of $1,000 – side letter

  18. ARTICLE 6 COMPENSATION • §§C.- D. 2011-12 and 2012-13: • 3% across-the-board wage increases in October, and • One step increase (RX) and one-half step (TX) each year in January.

  19. ARTICLE 7CORRECTIVE ACTION/DISCIPLINE §§C.2.-3. “UPTE” added to the written notification of the beginning and ending of an investigation.

  20. ARTICLE 8 DEVELOPMENT & TRAINING New §B.4. allows RX employees to use Development leave hours for the time taking the AALAS certification exam.

  21. ARTICLE 9 DURATION OF AGREEMENT DURATION: 3/25/10 – 6/30/13 §B. describes the conditions for reopeners on University Benefits.

  22. ARTICLE 11HEALTH & SAFETY • This article has extensive changes and should be read carefully. To summarize: • §A.1. the University committed to providing employees a safe work environment. • §A.3. employees shall not be retaliated against for identifying and/or expressing concern about safety issues.

  23. ARTICLE 11HEALTH & SAFETY • §A.4. acknowledgement of employee role in a successful safety program, and obligates employees to comply with location policies and procedures and Article 11. • §B.1. employees shall receive health and safety education and/or training related to their job functions.

  24. ARTICLE 11HEALTH & SAFETY • §B.2. requires employees receive health and safety education and/or training prior to working with animals with contagious diseases and/or hazardous materials or in a hazardous environment. • §C.1. requires locations to maintain MSDS in paper format if employees do not have ready access to a computer.

  25. ARTICLE 11HEALTH & SAFETY • §C.3. – In compliance with state and federal law, the University shall provide access to data regarding toxic chemicals, seismic safety and asbestos reports. The contract requires locations to provide “existing” data within “15 calendar days of request.” • §C.5. pursuant to state and federal law, requires locations to provide to union, upon written request, health and safety information subject to public disclosure, within the time frame specified by law.

  26. ARTICLE 17 ARTICLE 17 LEAVES FOR UNION BUSINESS • §A.3. requires locations to charge UPTE for “actual” compensation and benefit costs. • §§ A.4.-6. limits leave to one (1) non-probationary career employee representative per department per campus/medical center/laboratory.

  27. ARTICLE 18 LEAVES OF ABSENCE • This article has extensive changes and should be read carefully. To summarize: • §A.3. includes Military Caregiving Leave, Qualifying Exigency Leave and Military Spouse/Domestic Partner Leave in leave without pay benefit. • §A.4. Requests for Leaves excludes Military Caregiving Leave, Qualifying Exigency Leave and Military Spouse/Domestic Partner Leave from requiring advance written notice.

  28. ARTICLE 18 LEAVES OF ABSENCE • §B.1.g.3. Health Care Provider now includes physician assistant. • §B.3.b. requires the University respond to an employee’s request for Family Medical Leave within 5 days. • §B.6.b. allows an employee the option to use vacation during pregnancy disability leave.

  29. ARTICLE 18 LEAVES OF ABSENCE • §B.7.b. changes reduced schedule and intermittent leave calculations pursuant to Family Medical leave to be for the “applicable year.” • §B.8.a. employees required to give 30 days or less notice for Parental Leave. • Foreseeable (30 days) • Unforeseeable (as soon as practicable) • §B.8.b. The University shall grant a parent’s leave request (parental leave) of less than 2 weeks during any 2 occasions during the calendar year.

  30. ARTICLE 18 LEAVES OF ABSENCE • New §E. Military Caregiver Leave. • Provides an additional type of Family Medical Care and Leave for an eligible employee to care for a family member who is a covered service member undergoing medical treatment, recuperation or therapy for a serious illness or injury.

  31. ARTICLE 18 LEAVES OF ABSENCE • New §E. Military Spouse/Domestic Partner Leave • Provides protected leave for an employee whose family member is on a qualified leave period from a military conflict.

  32. ARTICLE 18 LEAVES OF ABSENCE • New §F. Qualifying Exigency Leave. • Provides protected Family Medical Leave for an employee to attend to any qualifying exigency while a family member is on active duty status, or notified of impending call or order to active military of the Armed forces.

  33. ARTICLE 25 NONDISCRIMINATION • §A.1. adds genetic information to protected classes. • (race, color, religion, marital status, national origin, ancestry, sex, sexual orientation, gender identity, physical or mental disability, medical condition (cancer-related or genetic character), genetic information (including family history)

  34. ARTICLE 27 PARKING • §§ C.1.-3. adds parking rates and maximum annual adjustments to the agreement.

  35. ARTICLE 28 PAYROLL DEDUCTION • §E. adds the Elizabeth Glaser AIDS Foundation as a voluntary employee deduction.

  36. ARTICLE 33 REASONABLE ACCOMMODATION • This article has extensive changes and should be read carefully. To summarize: • §A.1. introduces the interactive process. • §§ B.1-2. describes the interactive process • §C. describes required medical documentation.

  37. ARTICLE 45 WORK INCURRED INJURY/ILLNESS • §E.1 …Total extended sick leave payments shall not exceed 26 weeks for any one injury or illness or 100% of original pay plus shift differential.

  38. APPENDIXES • Appendix A: 2010 salary table • To be updated • Appendix B: LBL salary table • To be updated • Appendix C: Grievance Form • Inserted, awaiting formatting

  39. APPENDIXES • Appendix D: Enumeration of Benefits* • Updated to reflect changes in available benefits • Appendix E: Parking Rates (new) • Provides a chart of rates and maximum annual increases by campus

  40. SIDE LETTER MODIFIED • Seagoing Employees at UCSD • Replaces meet and confer with meet and discuss.

  41. NEW SIDE LETTER – LOCAL EQUITY • Funds allocated to 2010-2011 equity adjustments will be at least $1.7 million systemwide for the RX and the TX units combined (approximately 0.5%, or one-half-percent of the 08-09 payroll for these units). • No location shall be required to spend over 0.75% (three-quarters of one percent) of that location’s combined RX and TX payroll on equity increases.

  42. NEW SIDE LETTER – LOCAL EQUITY • Systemwide negotiations regarding Local Equity Wage Adjustments for: • Computer Resource Specialist I (UCSD) • Computer Resource Specialist II – (UCSD) • Remote Location Allowance for Seagoing Employees (UCSD) • By mutual agreement additional titles may be added to the above list.

  43. NEW SIDE LETTER OF UNDERSTANDING – ARTICLE 4 BENEFITS KEY POINT For the duration of this agreement, if the University proposes major structural changes to the Health and Welfare program, retiree health insurance, or the University of California Retirement Plan, the University would be obligated to notify UPTE and UPTE may demand to bargain or may accept the changes as proposed.

  44. NEW SIDE LETTER - SETTLEMENT AGREEMENT – ULP’S KEY POINT: START TX and RX employees who would have been subject to the systemwide furlough/salary reduction plan and who have not yet been temporarily laid off in relation to this program in order to effectuate the State Budget shortfall for FY 09-10, will:

  45. NEW SIDE LETTER - SETTLEMENT AGREEMENT – ULP’S KEY POINT: START • Have the opportunity to enroll in the START Plan at their location to effectuate the savings required by the system-wide furlough/salary reduction plan. • This understanding does not cover temporary layoffs of RX and TX unit employees for reasons other than the temporary budget shortfall.

  46. NEW SIDE LETTER - SETTLEMENT AGREEMENT – ULP’S KEY POINT: START • Employees who opt to do this will begin such START reduction on the pay period following the date of ratification through 12/31/10. • As an example, if an employee would have received a 4% reduction in pay and 11 days of furlough then the employee would need to effectuate the annual equivalent of the 4% reduction in pay through the START program. ($40k, 4% equal to $1600 annual savings so this would need to be spread out among the months remaining from date of ratification to 12/31/10.)

  47. NEW SIDE LETTER - LAYOFF & REEMPLOYMENT LMC The University and UPTE agree to establish a system-wide labor management committee within 60 days of ratification of the agreement. The Committee shall jointly identify best practices in employment opportunities, job search and development resources available throughout the UC system.

  48. NEW SIDE LETTER - LAYOFF & REEMPLOYMENT LMC The Committee shall make recommendations to enhance job placement and career services, access to available UC jobs and UC job training, where feasible, for laid off UC employees. Two bargaining unit representatives will be on paid release time to attend Committee meetings. The parties will share this information through UC and UPTE channels.

  49. Thank you, andin conclusion For questions and comments, please contact LABOR RELATIONS Belinda Hein 858 534-2953 Terri Valladolid 858 534-7831 Lori Trofemuk 858 534-0296 Kerry Donnell 858 534-2813

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