6/10/05 CUE Counter-Proposal to UC's "take-it-or-leave-it" Package

Read CUE Chief Negotiator, Amatullah Alaji-Sabrie's cover letter accompanying this counter proposal to UC.

This document contains CUE's counter proposal to UC's "take-it-or-leave-it" package of proposals. Here is a PDF file of this material.

June 10, 2005

CUE WAGE PROPOSAL #3

This proposal is submitted contingent upon resolution of the total agreement between CUE and the University of California.

ARTICLE 45

WAGES

Following receipt of written notification from CUE of its ratification of the Agreement with the University of California, the University will provide compensation increases in accordance with the following provisions:

A. 2004-05 SALARY INCREASES (Except LBNL):

Effective October 1, 2004:

The University will implement on all campuses, as was previously implemented on the Davis campus, the salary range for ____Assistant IV with $3541/month at Step 1 to 5742/month at Step 11.

The University will implement equity adjustments for all Library Assistants at all locations so that Library Assistant salaries will be exactly corresponding to the ___Assistant series. This equity adjustment is based on 0.67% of the entire CX unit payroll in April 2005.

Members of the CX unit to receive the 2 Bonus Days credited to their vacation accrual.

B. 2005-06 SALARY INCREASES (Except LBNL):

Effective July 1, 2005:

The University will increase the salary ranges and corresponding individual rates for classifications in the CX Unit by 1.5%. The salary range or rate adjustments, if any, for each classification will vary slightly due to rounding.

The University will implement a one half percent (0.5%) market equity increase to ranges and individual rates for all classifications in the CX unit.

The University will increase the shift differential for those members of the CX unit in the appropriate classifications of $.15 per hour, as applicable.

Effective October 1, 2005:

The University will increase the salary ranges and corresponding individual rates for classifications in the CX Unit by 3%. The salary range or rate adjustments, if any, for each classification will vary slightly due to rounding.

The University will implement a one half percent (0.5%) market equity increase to ranges and individual rates for all classifications in the CX unit.

The University will increase the shift differential for those members of the CX unit in the appropriate classifications of $.10 per hour, as applicable.

C. 2006-07 SALARY INCREASES (Except LBNL)

Effective October 1, 2006:

The University will increase the salary ranges for classifications and corresponding individual rates for classifications in the CX Unit by 3%. The salary range or rate adjustments, if any, for each classification will vary slightly due to rounding.

Full-step merit increases for those members of the CX unit who are merit eligible.

The University will increase the shift differential for those members of the CX unit in the appropriate classifications of $.10 per hour, as applicable.

D. ORDER OF INCREASES

If more than one salary adjustment takes place on the same date, actions occur in the following order:

Range adjustment;

Merit increases;

Increases resulting from Promotion or Reclassification.

E. OTHER INCREASES

The University may increase, during the term of this Agreement, individual salary rates or salary ranges for selected classes at selected locations. The University may also increase, for selected classes at selected locations, during the term of this Agreement, shift differentials, on-call rates, and/or extend the coverage of such rates. The University shall inform CUE in writing of any such increases.

June 10, 2005

Peter Chester, Chief Negotiator
Office of Senior Vice President
Business and Finance
Office of the President
300 Lakeside Dr 12th Fl
Oakland, CA 94612

Re: Letter of Agreement

Dear Peter:

This letter of agreement was reached during wage negotiations for fiscal years 2004-2007. It is an attempt to rectify the gross inequity in compensation for members of the CX unit in library assistant classifications and to correct incrementally some of the market lags of classifications within the CX unit.

To rectify the inequity which exists in the compensation of library assistant classifications in the CX unit the university will implement an equity adjustment in fiscal year 2004-05. This will be a 0.67% equity adjustment for all library assistants in classifications library assistant I-IV at an estimated cost of $3.2 million dollars.

To incrementally adjust for existing lags in market equity for all classifications within the CX unit the university and CUE agree to the following mechanism to address those market lags:

UC and CUE further agree that the estimated cost of the wage increases set forth in the wage article for fiscal year 2005-06 is_________million dollars. Within 30 days of the close of the fiscal year, the University will provide CUE with an accounting showing the actual cost of the wage increases provided to clerical employees for that fiscal year.

If the actual cost is lower than the estimated cost by $100,000 or more, then an amount of money equal to the difference between the estimated cost and the actual cost shall be divided equally among all unit employees (and paid via a separate check) within 90 days of the close of the fiscal year, unless the reason for the differential is because the State did not provide the full amount of money contemplated under the annual State Budget Act, in which case the no-strike clause shall be suspended pursuant to section__________ of this contract.

UC and CUE further agree that the estimated cost of the wage increases set forth in the wage article for fiscal year 2006-07 is_________million dollars. Within 30 days of the close of the fiscal year, the University will provide CUE with an accounting showing the actual cost of the wage increases provided to clerical employees for that fiscal year.

Sincerely,

Amatullah Alaji-Sabrie
CUE Chief Negotiator