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Know the Facts about UCs Offer

By Jennifer Carpenter,2014-08-29 03:34
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Know the Facts about UCs Offer

     Comparison of UC and AFSCME’s offers for PCT employees

    UC’s PCT bargaining team met with the American Federation of State, County and Municipal Employees late into the night on Thursday, May 22. At the meeting, the university presented the union with its last, best and final offer. The union rejected the university’s offer, and thwhen asked if they planned to offer a counterproposal, the union indicated that their last offer from May 5 would remain on the table as their position.

    The union recently announced a strike of UC medical centers and campuses, scheduled for June 4-5. It’s important for employees to have the facts about our proposals so that they can make an informed decision. What follows is a brief summary of the key issues, including each party’s last position as well as the neutral third party fact-finder’s recommendation. The full text of the fact-finder’s report is available at www.ucpatientcaretechs.com. It’s important to note that while UC’s offer has changed, AFSCME has not made any movement toward

    compromise since May 5.

Issue/Article UC’s Position Fact-finder’s Recommendation AFSCME’s Position

    Year 1 Wages Year 1 Year 1 10/1/07

    Over $18 million in wage increases Effective 1/1/08 Over $50 million in wage increases

    Effective 1/1/08 5% to individuals and to ranges 9% to individuals and substantial range

    At least 4% up to 15% increases to individuals increases (or annualized lump sum equivalent for Additional market increases as previously Minimum pay rate of $14.50 and $15.00 for employees above the range max) proposed by UC classifications that require licensure. Placement on step structure based on one step In addition, range minimums for lower paid titles Effective 6/1/08 per every year of UC service in job series and were increased substantially at many locations Transition to step structure based on UC one step for every 2 years of external service in including those at UCLA and UCSD. experience job series Effective 9/1/08 Minimum rate of pay not required Year 2 - 10/1/08 Each employee will be placed onto a step pay 6% increases to individuals and ranges structure based on a minimum of his/her years Years 2 and 3 Minimum pay rate of $14.75 and $15.00 for of experience in his/her current UC job title 10/1//08 & 10/1/09 One step increase classifications that require licensure. 10/1/08 3.5% increase to individuals Then on employee’s anniversary date step Year 2 10/1/09 3% increase to individuals movement worth 2% 1/1/09 minimum of 2-4% increase for eligible

     employees

    Year 3 10/1/09 7/1/09 - 2% step increase for eligible

    6% increases to individuals and ranges employees

     Minimum pay rate of $15.00 and $15.50 for

    Year 3 classifications that require licensure.

    1/1/10 minimum of 2-4% increase for eligible Then on employee’s anniversary date step

    employees movement worth 2%

    7/1/10 - 2% step increase for eligible

    employees

    Issue/Article UC’s Position Fact-finder’s Recommendation AFSCME’s Position

Calendar Year 2009 and 2010 - No changes to benefit coverage in effect on Health & UC accepts fact-finders recommendation.

    Continue to receive same high-quality health care January 1, 2008, including plan options, plan Welfare

    benefits as other UC employees. coverage, employee premiums and co-payments Benefits If the University seeks to implement premium for the life of the contract.

    increases of more than 10% for all UC

    employees, in each of the contract years, the parties will bargain over these increases.

Continue to treat PCT employees the same as UC to continue current pension plan with current Pension UC accepts fact-finders recommendation.

    other UC employees. benefit level. Benefits

If UC proposes to begin employee contributions to UC to make necessary contributions to fund the

    the pension plan then the parties will bargain over pension plan.

    the employee contributions.

     There shall be no required employee No substantive changes to pension through contributions to plan.

    9/30/08.

Overtime Effective 1/1/09 Overtime Effective 1/1/09 Hours of Overtime Effective 10/1/09

    1.5x after shift 1.5X after shift for all employees Work 1.5x after shift for most employees

    2x after 12 hour shift 2x after 12 hours for all employees. Overtime 2x after 12 hours for most employees Excludes those on M-F schedules; 8-5 (i.e., Sick leave, vacation, and holiday hours to be On-Call Pay clinics, etc.) credited as hours worked for purposes of Rest Periods Retain ability to mandate overtime. achieving overtime after 40 or 80 hours. Retain ability to mandate overtime. On-Call Pay retain current contract No mandatory overtime. language and rates that vary by On-Call Pay Effective 10/1/08 location/title. At least 25% on call pay with minimum of 2hours On-Call Pay pay if called in from On-Call. At least 40% on-call pay with minimum of 3 hours Rest Periods UC accepts fact-finder’s pay (at the 1.5x rate) if called in from On-Call. recommendation. Rest Periods Add language stating that UC will 75% on-call pay for holidays make efforts to grant a rest period.

    Rest Periods - Employees to be paid an

    additional fifteen minutes of pay for each missed

    rest break.

    Issue/Article UC’s Position Fact-finder’s Recommendation AFSCME’s Position

Parking Continue to charge parking rates as they No more than $10 increase per month for 2008-No parking increases for the life of the

    are charged to all UC employees with 09 and 2009-10. agreement.

    maximum amounts that rates may

    increase during the life of the contract. No more than $12 increase per month for 2010-

    The range of increases by month and 11.

    location follow:

    7/1/08 - $0 - $10 per month

    7/1/09 - $5 - $16 per month

    7/1/10 - $5 - $16 per month

Paid Time Off Extend paid time off program to Make PTO programs optional for PCT Adhere to traditional Sick Leave and Vacation

    (PTO) employees at four medical centers to employees. policy, removal of attendance standards.

    allow greater flexibility for use of accrued

    time off. Policies also allow for annual

    payout of a portion of accrued time.

    Development Increase paid time off for development 32 hours of paid release time. 40 hours of paid time off for development rd purposes from 24 hours to 40 by the 3 purposes.

    year of the contract.

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