2006

The HX unit bargaining was held at UCLA's Human Resources building this past week. We met for 4 days. The first day was taken up with discussions and clarifications on some outstanding issues. Again, we stated that we feel that Professional Development release time needs to include the hours needed to fulfill our Continuing Education requirements for continued licensure. Therefore, we can continue to work for UC! Release time varies from location to location. Please contact your local UPTE Union Representative if you are being denied release time for Professional Development.

We also discussed the issue of supervisors continuing to “blame” UPTE because they are not able to give equity increases while we are in bargaining. Placing a hold on pay raises and equity increases while a contract is being bargained is standard practice by all unions. The practice, by management, of continuing to try to implement equity increases while we are bargaining should not be done. We understand people are anxious to get a contract - the team is also! We are working hard on getting the best increases for everyone at every location.

The second day UC presented their revised and corrected Compensation package. It was not substantially different than what they had previously presented. They spent some time explaining why they are not interested in one salary scale for all UC campuses. Basically they said that their salaries are based on the market area. If the salaries truly were at market rate for everyone, they would not have to give special equity increases at certain locations.

Sue McCormick, our bargainer from UC Davis, took their numbers and did her magic. By the morning of the last day of bargaining we had a counter proposal to submit. Again, our proposal is to get all job titles up to market rate within a year. At some locations and for some job titles, the current wages are so inadequate and behind market that it will take two or three years to get up to market. Due to the length of time in bargaining we agreed to start the steps in July 2007. In July, 2007 everyone will be placed on their respective step. We intend that everyone be placed based on their total years of relevant experience in their job series. Once there, all equity increases, etc. will occur yearly, in July, along with moving up to the next step. As stated, different job titles at different locations may have larger or smaller additional increases as we try to get everyone to market rate. We want to meet with UC on a regular basis to ensure that everyone is staying current with their market.

We also submitted articles on No Strikes and Duration of the contract. We continue to work on contract language for Reasonable Accommodation, Sick Leave and Vacation Leave. We were able to reach Tentative Agreement on the Holidays article.

November 30 th , the last day of bargaining, was also the day UPTE HXers had their “Speak Out.” Over 30 members from many job titles, including some RXers and TXers , came to bargaining to express their concerns about the quality of patient care; UC maintaining its excellent reputation; their fears regarding retention and recruitment if wages do not increase significantly; and their support of the bargaining team. Two CLS's , a Pharmacist with 25 years of service, and several CSW's all gave presentations and written letters to UC. Afterwards, many others also gave short, articulate and heartfelt statements to the team. Many mentioned their concern about the proposed pension and healthcare cost increases. Most speakers were long term employees at UC and stated they get many job offers weekly. They continue to work at UC in spite of the pay because they thought they had quality benefits and a good pension. Many people brought up the fear that recruitment will continue to be a major problem if our salaries are not brought up to market rate, if healthcare costs increase as planned, and we must pay into our pensions. Many of the younger presenters stated that they did not feel that they had a career at UC any longer if the situation did not change soon. Many CSWs expressed their concern that the high turnover and job cutting was impacting healthcare for their patients. For example, at the student health centers students often have to wait 3 to 6 months for a mental health appointment.

We meet again the week of December 11 th for 5 days at the Communication Workers of America offices in Sacramento . As always, please contact your local president or bargaining team member with any questions, suggestions, etc. for the team. We are approaching tentative settlement with UC on a contract. So, please, now is the time to step up and let UC know that we need and demand a fair contract and market driven wages. They are saying that is what they want also, so let's hold them to their words.

Bob Dawson (BK), Wendi Felson (SF), Larry Freed (IR), Sue McCormick (DV),
Sheila Stittiams (SD), Ellen West (CWA Dist 9), Cindy Yuge (LA)