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Appendix E: LBNL Wages Side Letter Compensation Agreement

This is an agreement between the Coalition of University Employees (CUE) and the Lawrence Berkeley National Laboratory (LBNL) on the issue of compensation for clerical employees at the Lab represented for purposes of collective bargaining by CUE.

It is recognized by the LBNL and by CUE that this agreement on compensation has been made as a result of "local" negotiations between representatives of CUE and LBNL. The parties recognize that this agreement is made in the context of the "system wide" negotiations between the University of California, of which LBNL is a part, and CUE. This agreement, however, is a final and binding agreement regarding compensation for Lab clerical employees for FY 2002 and FY 2003.

The agreement is as follows:

  1. For FY 2002
    1. There will be a range movement of 5.0%.
    2. There will be a merit pool of 5.0% of the total LBNL Clerical unit salaries as of September 30, 2001. Employees who receive an overall FY 2001 P2R rating of meets ("M") will receive a merit increase of no less than 4.0%. Employees who receive an overall FY 2001 P2R rating of exceeds ("E") will receive a merit increase of no less than 4.5%. Employees who receive an overall FY 2001 performance evaluation of outstanding ("0") will receive a merit increase of no less than 5.0%.
    3. After the amounts set forth in B) above have been calculated, the difference between this amount and 5.0% will be used to supplement the increases set forth in B) using the same or similar methodology that was used in the FY2001 wage distribution.
    An additional amount of up to 1.5% of the total LBNL Clerical unit salaries as of September 30, 2001 will be made available for posted promotions and reclassifications in the bargaining unit.

    An additional amount of up to 0.25% of the total LBNL Clerical unit salaries as of September 30, 2001 will be made available for mid-year alignment and equity adjustments.

    It is the intention of LBNL to distribute the entire merit pool, and the pools set aside for reclassifications, promotions, alignment and equity adjustments.

    Employees who are "red-circled," i.e., who are paid higher than the range for their classification, are eligible to receive increases as specified in B), above. These will take the form of a non-basebuilding lump sum payment for FY 2002.

    In order to be eligible for the FY2002 wage increase, the employee must have been eligible for a FY2001 performance evaluation, be in the CX bargaining unit on October 1, 2001, and be in the CX bargaining unit on the date payroll for the distribution is run.

  2. For FY 2003
    1. There will be a range movement of 4.5%.
    2. There will be a merit pool of 4.5% of the total LBNL Clerical unit salaries as of September 30, 2002. Employees who receive an overall FY 2002 P2R rating of meets ("M") will receive a merit increase of no less than 3.5%. Employees who receive an overall FY 2002 P2R rating of exceeds ("E") will receive a merit increase of no less than 4.0%. Employees who receive an overall FY 2002 performance evaluation of outstanding ("0") will receive a merit increase of no less than 4.5%.
    3. After the amounts set forth in B) above have been calculated, the difference between this amount and 4.5% will be used to supplement the increases set forth in B) using the same or similar methodology that was used in the FY2001 wage distribution.
    An additional amount of up to 1.0% of the total LBNL Clerical unit salaries as of September 30, 2002 will be made available for posted promotions and reclassifications in the bargaining unit.

    An additional amount of up to 0.25% of the total LBNL Clerical unit salaries as of September 30, 2002 will be made available for mid-year alignment and equity adjustments.

    It is the intention of LBNL to distribute the entire merit pool, and the pools set aside for reclassifications, promotions, alignment and equity adjustments.

    Employees who are "red-circled," i.e., who are paid higher than the range for their classification, are eligible to receive increases as specified in B), above. These will take the form of a non-base-building lump sum payment for FY 2003.

    In order to be eligible for the FY2003 wage increase, the employee must have been eligible for a FY2002 performance evaluation, be in the CX bargaining unit on October 1, 2002, and be in the CX bargaining unit on the date payroll for the distribution is run.

  3. If more than one salary adjustment for an employee takes place on the same date, the order of salary actions will be in accordance with the LBNL usual method for accomplishing such adjustments.
  4. The compensation increases for FY 2002 in this agreement will be implemented within 120 days from the implementation date of the statewide agreement. The compensation increases for FY 2003 will be implemented at the beginning of the FY2003 fiscal year cycle. In each year, within 30 days of payout, the Lab will provide an accounting of the total allocated for CX salary increases and the methodology used to CUE representatives and will meet with CUE representatives upon their request to resolve any issues or problems with the implementation of this compensation agreement.
  5. The compensation increases of this Wage Agreement will not be subject to Article 7, (Grievance) or 3, (Arbitration).

http://www.cueunion.org/bargaining/contract/appende.php        21-November-2008 13:31:42
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