Bargaining Update #20: May 2-3, 2002
CUE and UC bargained May 2-3 in Oakland. We were joined at the table by
lawyers from both sides. Although we did not discuss wages, we made some
important progress on other vital issues. Those included Health and
Safety and Layoffs. Although we were unable to reach agreement, we
clarified our differences.
HEALTH AND SAFETY, INCLUDING ERGONOMICS
UC proposed some more inclusive language on Health & Safety, but continues
to insist on limiting employees' ability to grieve Health and Safety
violations.
LAYOFFS
On layoff, UC has been unwilling to change language that permits them to
lay employees off out of seniority-order in cases of "special skills."
While CUE acknowledges that specialized skills might in some cases be a
legitimate basis for layoff considerations, we are demanding that the
language be very carefully defined. It is CUE's experience that UC has
used "special skills" in the past to target individuals for layoff in
punitive and unfair ways.
CUE AND UC REACH AGREEMENT IN SOME AREAS
We were able to reach tentative agreement on the following three articles:
Agreement. This defines how employees can be reclassed out of the
bargaining unit and protects employees from being reclassed into non-union
positions without appropriate oversight.
Subcontracting. Under current state law, UC is prohibited from
contracting UC jobs out if it would result in layoff of career staff. CUE
was able to persuade UC to agree that layoff articles in the new contract
will still apply, even if the current law expires.
Positions. This article defines limited (formerly "casual") appointment
and temporary (floater) employees. UC has agreed to language that would
prevent the termination of limited appointment employees for the sole
purpose of preventing them from converting to career.
UC ENGAGES IN UNFAIR LABOR PRACTICES
UC has informed CUE that it intends to require temporary (floater)
employees who have served 18 months to take a 4-month break in service.
The original agreement between CUE and UC said that floaters working 18
months would be converted to career, not laid off. Some floaters have
already received notices from UC informing them of this new requirement.
CUE filed an Unfair Labor Practice (ULP) claim against UC for this
violation of the status quo (i.e., the expired contract).
CUE and UC will next meet with UC on June 5, 6, and 7.
CUE's Bargaining Team:
- Margy Wilkinson, Chief Negotiator
- Chris Benoit, Lead Negotiator
- Mark Covington, Lawrence Berkeley National Laboratory
- Becky Croll, Davis
- Deborah Freeman, San Francisco
- Jody Galluzzi, San Diego
- Elaine Hernandez, Irvine
- Connie McGrath, Riverside
- Zoe Sodja, Santa Cruz
- Anita Windom-Jones, Los Angeles
