| Coalition of University Employees (CUE) CUE TEAMSTERS LOCAL 2010 | 2855 Telegraph Ave., Suite #302, Berkeley, CA 94705 Contact CUE (510) 845-2221 (phone), (510) 845-7444 (FAX) |
Article 1 Access: The Union gained favorable language relative to increased access to members of our jurisdiction; e.g., current address, contact information, new-hires.
Article 5 Corrective Action: The Union gained increased notice by the University when it takes adverse actions against members of the jurisdiction.
Article 6 Duration: Three year contract to expire June 30, 2008, with wage re-openers if UC fails to provide the wage increases that it expects (3.5%, 3.25%, and 4.5%, respectively). "No Strike" language will be relaxed if UC fails to provide the expected wage increases, or if UC negatively changes the retirement program. Further, in 2008 for successor contract negotiations there will be the simultaneous exchange of proposals CUE and UC.
Article 7 Grievance Procedure: CUE will get an automatic 10-day extension in the appeal process if UC fails to mail a grievance response to an address other than that originally requested by CUE.
Article 8 Health and Safety: More specific language, (less open ended) requiring UC to address problems by deadlines; not "as soon as practicable." The University continues to insist that job-related "stress" in the work environment is not covered in this Article.
Article 9 Holidays: CUE corrected the "use it or lose it" language relative to the Medical Centers' implementation of the "floating holiday"/Cesar Chavez Day. Medical Center employees now have the right to use the time off as a personal holiday between March 1st of the year of its accrual and February 28th of the following year. If still unused, the University may credit the employee's comp-time bank or pay the employee for the unused holiday. Further, employees who actually work on holidays will now get PREMIUM PAY for three additional holidays: Labor Day, Fourth of July, and Memorial Day.
Article 13 Layoff and Reduction in Time: Employees whose layoff is a reduction in appointment time (e.g. 100% appointment to a 50% appointment) will now have access to the severance pay option, which grants one week of base pay for every year of service up to a maximum of 16 weeks. Notice will now be 45 days instead of 30 and UC must pay 45 days instead of 30 days in lieu of proper notice.
Article 14 Leaves of Absence: In the current contract language anywhere "same sex partner" language is applied will now include "domestic partner" as well.
Article 20 No Strikes: CUE accepted UC's language on the prohibition of the union promoting or engaging in "sympathy strikes" during the life of the contract. (Individuals still have the right to honor picket lines.)
Article 23 Parking: There will be mandatory meetings to discuss parking increases, however UC can still implement its increases.
Article 24 Past Practice: CUE got protective language relative to any negative change in any "past practice".
Article 27 Personnel Files: Some protective language as to whom and why access can be made. Though the University proposed to "control" union access to files in matters of group or departmental grievances, CUE retained access.
Article 30 Reduced Fee Enrollment: CUE employees who are enrolled as UC students at campuses still on the semester system will get reduced fees for 9 units per semester instead of 6 units.
Article 35 Shift Differential: No change in the language, however the pay will be increased by 35 cents per hour in total over the contract period.
Article 36 Sick Leave: Language limited to "same sex partners" will now include "domestic partners".
Article 38 Training and Development: Probably our most substantive win after wages and the guaranteed right to strike over pension changes. We can now use our annual 24 PAID HOURS time off for training to include time off for any UC career position, just not "job related" training. Further, we can carry forward 16 hours of unused time and take it the following year in conjunction with the new 24 hours. For the next two years, we will be able to carry forward the full 24 hours of unused time.
Article 42 University Benefits: While we could not tie down a limit on increases to premiums (it will have to be done in the political arena, i.e. member activism, legislative oversight, public pressure), we did achieve parity with CNA in gaining the rights to negotiation and strike over any negative changes to our retirement system.
Article 45 Wages: Across-the-board increases for all. 3.5% , 3.25%, 4.5% effective in October of '05, '06 and '07 respectively; 5.1% additionally for all Library Assistants effective October '05, and an automatic step increase, in addition to the across-the-board increase above in '06. Library Assistants at the top of the range will move up a new 1/2 step that is equivalent to a 2.25% increase. In total library assistants and __AAIV employees will gain 4 additional 1/2 steps at the top of their salary ranges. All other clerical titles will have 6 additional half steps added to ranges over the life of the contract. There will be no automatic movement to the ranges, but the new Steps will be available for equity adjustments.
A "Joint Committee on Compensation" is being formed and will meet at least twice a year. There is approximately $900,000 available for further equity adjustments after the library assistant equity pay out this year alone. The amounts vary from campus to campus (some campuses will have no money). Locals will work with the Joint Committee on Compensation to finalize the distribution. The JCC's decisions will be binding or subject to binding arbitration. It will work on bringing fairness to our compensation system, as well as work to implement strategies for realizing the stated goals of the Regents to "bring all staff salaries in line with the market within the next ten years."