ELR provides bargaining updates to ensure supervisors and managers at UC Davis Health stay apprised of changes.

Updated November 22

Contents Below

• UC Davis Updates

• UC Davis Health Updates

• Labor Trends

• Wage Implementation

• Systemwide Bargaining Updates

Helpful Resources

• Union contracts for UCDH units
• See all contracts
• What is Accretion?
• Accretion occurs when a Union is successful at modifying the bargaining unit by showing a “community of interest” between the current bargaining unit and a previously unrepresented class or title of employees. The employees that were previously unrepresented become part of the bargaining unit and are then represented exclusively by the Union. Bargaining must occur between the University and the representative (in concert with the affected employees) to determine the application of the Union contract and the financial parameters determining wages and other compensation.
• What is Status Quo?
• Status Quo is in effect when a labor agreement between UC and a union expires. During this time, some of the rules in the expired contract continue in force and others lapse. Status Quo requires the university to maintain the same wages, hours and terms and conditions of employment for represented bargaining unit employees that existed at the time the contract expired, continuing until an agreement with the union is reached and a new union contract is ratified.

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UAW STRIKE UPDATE
As the UAW strike continues into its fifth day, University negotiators and bargaining team members have continued to bargain daily for the past week. While progress has been made, the parties remain far apart on major economic items such as wages. 

Our bargaining team continues to make progress with over 10 articles TA’d today with two of the bargaining units, and additional TAs imminent as of November 18, 2022. A comprehensive proposal package was passed at the Academic Researchers table addressing all pending matters. 

SELF-ATTESTATION FORMS RELATED TO THE STRIKE
The University is delaying distribution of the self-attestation forms for at least two weeks to allow for further discussion and consideration. Guidance regarding pay reporting and calculations will likely be shared with locations the week after Thanksgiving. In the meantime, please maintain current practices regarding time reporting and pay processes.

• WHAT IS UC OFFERING EACH UAW BARGAINING UNIT?

• Postdoctoral Scholars (Postdocs)

  • • UC is proposing a new UC salary scale for postdocs which offers an average minimum 7.5% increase above the current scale.
  • • UC’s proposed pay increases include annual range adjustments of 3% and experience-based step movement annually, resulting in approximately a 6.8% pay increase for every postdoc on the scale in each year of the contract.
  • • UC is proposing a new childcare reimbursement program for eligible postdocs which would provide up to $2500 for childcare costs annually for qualified dependents.
  • • UC has offered a parental benefit of four weeks of paid family medical leave for postdocs who are in their first year, and eight weeks of paid family medical leave for Family Medical Leave-eligible employees for family care and bonding, with a maximum combination of eight weeks of pay for family care and bonding per year.
  • • UC postdocs are eligible to participate in the Postdoctoral Scholar Benefit Plans which include medical, dental, vision, life, AD&D, short-term disability, and voluntary long-term disability. Postdocs shall also continue to be eligible to participate in UC’s retirement plan(s) consistent with prior participation terms.
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  Academic Student Employees (ASEs)

  • • UC has offered a salary scale increase of 7% for all salaried ASEs in year one of the contract followed by a 3% increase in each subsequent year.
  • • UC’s offer includes an hourly wage increase of $1.50 per hour for all hourly ASEs (approximately 5-8% increases) in year one of the contract and a $1.00 hourly rate increase (approximately 3-5% increase) in each subsequent contract year.
  • • UC is offering to increase the childcare reimbursement by $750 per academic year, from $3,300 to $4,050, with an additional increase for eligible ASEs working during a summer session (from $1,100 to $1,350 for the summer). 
  • • UC’s offer includes increasing paid pregnancy leave from six to eight weeks and paid personal medical leave/baby bonding/care for family members from four to five weeks.
  • • UC has proposed to cover 100% of campus fees for qualified ASEs, up from $100 per quarter and $150 per semester. This represents an increase of over $1,000 per year on certain campuses, in addition to the 100% coverage of tuition, student services fees, and health care already provided to qualified ASEs. This amounts to UC covering a total of $13,707 up to $22,248 for all tuition and fees for eligible ASEs, depending on the amount of tuition and fees assessed by the campus.
  • • UC offers eligible ASEs participation in UC-sponsored student health insurance plans to the same degree as other eligible students. UC-sponsored student health insurance plans include the multicampus UC Student Health Insurance Plan (UC SHIP).
  • • ASEs shall also continue to be eligible to participate in UC’s retirement plan(s) consistent with prior participation terms.
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  Graduate Student Researchers (GSRs)

  • • UC has proposed dropping the bottom two salary points of the salary scale, which results in 17-26% increases for GSRs currently on the two bottom salary points.
  • • The UC proposal increases the current minimum GSR salary scale by 6% and the increments between salary points to 7%. The majority of the bargaining unit would see 9-10% increases in year one of the contract, with a 3% increase in each subsequent year.
  • • UC’s offer increases the childcare reimbursement by $750 per year, from $3,300 to $4,050, with an additional increase in childcare reimbursement for eligible GSRs working during the summer (from $1,100 to $1,350 for the summer).
  • • UC’s offer includes eight weeks of paid pregnancy leave and five weeks for paid personal medical leave/baby bonding/care for family members.
  • • UC’s proposal covers 100% of campus fees for qualified GSRs. This represents an increase of more than $1,000 per year on certain campuses. This is in addition to a previous UC proposal that covers 100% of tuition, student services fees, and health care coverage for qualified GSRs. This amounts to UC covering a total of $13,707 up to $22,248 for all tuition and fees for eligible GSRs, depending on the amount of tuition and fees assessed by the campus.
  • • Eligible GSRs may participate in UC-sponsored student health insurance plans including the multicampus UC Graduate Student Health Insurance Plan (GSHIP), and UC also has proposed that eligible GSRs be able to participate in UC’s retirement plan(s) similar to ASEs’ participation.
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  Academic Researchers (ARs)

  • • In year one of the contract, UC has proposed a 4% increase, with annual 3% increases in each subsequent contract year, resulting in a total increase of 16% over the life of the contract. The general range adjustments are in addition to the regular merit program for which ARs are eligible.
  • • Pay for Family Care and Bonding (PFCB): UC is offering eight weeks of 100% paid leave time for Family Medical Leave-eligible employees for parental bonding, caring for a family member with a serious health condition, for military caregiver leave, or qualifying exigency leave.
  • • UC is offering eligible ARs access to the retirement, medical, dental, housing programs, and other benefit programs generally available to other non-represented non-faculty academic employees.

• ENGAGEMENT WITH EMPLOYEES RELATED TO STRIKE ACTIVITY
• There are several important guidelines for direct discussions about strike activity and if you are uncertain about these, please do not engage in direct conversations with represented employees. If in doubt, email the general Employee and Labor Relations inbox at hs-employee-and-labor-relations@groups.ucdavis.edu

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General Local UC Davis Updates

The Employee & Labor Relations team at UC Davis Health meets monthly with each union to invite proactive partnership and problem-solving. Coalition meetings are called to order as issue-specific engagements arise.

As an addition, ELR will also begin quarterly Union Coalition meetings focused on parking beginning in 2023 and has already begun meeting with the unions on workplace violence prevention (WPVP) issues monthly.

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Local UC Davis Health Bargaining Updates
 

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Wage Implementation and Compensation
 

• CNA NX Bargaining Unit: Contract Rollover

  • One-time recognition payments made on September 1, 2022:

    • Career nurses will receive $3,000 each
    • Per diem nurses who worked 50%-time or more will receive $2,000 each
    • Per diem nurses who worked less than 50%-time over the last year will receive $1000 each
  • Across-the-board salary increases as follows:
    • 6.0% wage increase effective January 1, 2023
    • 5% wage increase effective January 1, 2024
    • 5% wage increase effective January 1, 2022
       

For local UCDH Wage implementation information contact: Susan A McCutcheon  at smccutcheon@ucdavis.edu

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• Teamsters CX Bargaining Unit: Contract Agreement

UCOP is still holding Train the Trainers for the local ELR offices on the new contract and ELR will update on any new information once these are complete.

November 29, 2022 from 10:00 AM – 12:00 PM

December 12, 2022 from 2:00 PM – 4:00 PM

• $3,000 Ratification Lump Sum Payment. This will also apply to the accreted jobs.
• 6% Range Across the Board Increase effective July 2022. The same holds true for the accreted jobs unless any of those employees received the 4.5% increase in July 2022 in which they would only receive 1.5% increase.
• $1,000 Longevity Lump Sum Payment -  It is only applicable to career employees with at least 20 years of full time service to the University.  It is not based on service only in the CX bargaining unit.
• Daily Overtime – After eight (8) hours of work, overtime is to be paid at 1.5 times the regular rate of pay. Again, this new daily overtime also applies to the above-mentioned accreted jobs covered by the labor agreement
• As of yet, we do not have Articles or signed-off TAed (Tentative Agreement) Articles for the below information referenced involving lump sum payments, wage and step increases and specialty pay.  The parties are working on finalizing the articles for the new labor agreement ratified on October 21, 2022.  The CX labor agreement is effective July 1, 2022 through June 30, 2026.

 

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Systemwide Bargaining Updates

• Pending Parameter Approval

• SEIU-CIR Bargaining Parameter request

  Clinical Laboratory Scientist (UPTE) Clinical Laboratory Scientist Specialist (UPTE) Cytotechnologist (UPTE)

  GI Techs (EX)

  Physician Assistant (UPTE HX)

  Genetic Counselor (UPTE HX)

  Lead Radiologic Tech (AFSCME EX)

  PA Parameter request

  Per Diem Cogen Operator job title (Teamsters K3)

  MRI Technologist PRIN (UCSF)

  Music Therapists Career Ladder (UCSF)

  Child Life Specialists: (UPTE HX):

  Cardiovascular Tech (AFSCME EX)

Labor Schedule