Summary of CUE-UC Contract

SUMMARY OF CUE-UC CONTRACT

By unanimous vote the CUE Bargaining Team recommends ratification of the tentative collective bargaining agreement summarized below. The CUE Bargaining Team and the CUE Executive Board have worked in concert over the last 2 and one half years to develop principles and guidelines for negotiating this tentative agreement. We have presented the tentative agreement to the full Executive Board with our recommendation for approval and ratification by vote of the CUE membership.

In our first CUE contract, we have successfully negotiated extensive advances beyond the "status quo" defined in the former AFSCME-UC clerical contract. You will note significant gains in almost all articles of the tentative agreement, compared to the former AFSCME agreement. In several of these, CUE has secured employee rights and labor relations standards never achieved before at UC.

We invite you to review the contract gains summarized below. If you vote to ratify the agreement, these gains will become the new terms and conditions of employment for UC clericals:

Access/Union Rights

Concerns Union's access to employees; rights of Union representatives; use of UC facilities; release time for bargaining.

CUE's article focuses on the Union's responsibility to represent clerical employees and the Union's right to have access to these employees at work. (AFSCME article focused on the University's right to limit Union access to employees.)
Less restrictive language for Union access to employees and no language on sanctions the University may take if the Union violates University's rules.
This article provides 4 stewards (employee representatives) for the first 200 employees and an additional steward for each additional 100 employees up to the maximum of 30 stewards at each location. (Replaced vague restrictive language on "jurisdictional areas.)
Eliminates University's authority to dictate what the Union could put on its bulletin boards.
Greatly simplifies language on use of UC mail by Union.
The University will provide annually an alphabetized list of clerical employees that includes, name, title, campus address, appointment type, last date of hire, etc.
The previous contract prohibited the use of employee work phone numbers on Union literature. This prohibition is gone.
The language for phone usage is less restrictive and the Union use of email is no more restrictive than other uses of University email.
Union informational material to be present at new employees orientation sessions.
UC obligated to arrange with CUE Union orientations at time and locations adjacent to UC new employee orientations.
Stewards have increased flexibility in use of 10 hours per month of paid release time for grievance representation.

Leaves of Absence for Union Business

Provides for short term leaves of absence for Union business (previously required leaves of one year or more.)

Released Time for Bargaining

Provides pay for at least 11 bargainers, one per location. (Previously only provided for 6 bargainers systemwide.)

Agreement Article

Recognizes CUE as the bargaining representative for clerical employees and states the intent of the contract to implement the provisions of HEERA. Defines procedures for moving classifications in/out of bargaining unit, modification of the bargaining unit, new classes, and the elimination of classes.

The University must notify CUE at least 60 days before proposed implementation if the University proposes to reclassify or designate a position in such a way that the position would be removed from the bargaining unit. The University must provide a written statement of the reasons for its proposal. CUE now has the right to bargain these proposed changes, rather than just discuss them, as in the old agreement.
If not resolved the matter can be submitted to PERB for resolution. This is an inexpensive method of resolution and the new contract article drops a one-sided, expensive arbitration procedure.

New Classes

New article stipulates that UC must notify CUE at least 60 days in advance when it creates a new job classification and title. (No time period was specified in the old article, so the University could have told us the day before a change.)
With the notice the University must provide a statement of reasons for the new class. Increase from 30 to 45 day's time for CUE to contest the University proposal.
Specifies that the University must notice CUE of the pay rate.
Improves from "meet & discuss" to "meet and confer" -- which means the proposal will be negotiated, not just discussed.
CUE doesn't have to notify UC in writing that it wishes to meet and confer.
Pay rate assignment is no longer excluded from grievance and arbitration procedure.

Abolition of Classes

University must provide CUE 60 days notice (no time period specified in old article)
University must include a statement of the reasons.
Right to meet and confer on the effects at least 30 days prior to implementation
UC can't abolish the class until the parties reach agreement on the effects or impasse process is concluded

Catastrophic Leave (new article)

Requires implementation of Catastrophic Leave Programs which allow employees to donate leave time to other employees who need additional leave time. This program will apply at all campus/hospital/laboratories for all clerical employees.

Allows clerical employees to donate or receive vacation leave along with all UC employees.

Corrective Action/Discipline and Dismissal

Oral reprimands no longer considered discipline.
Requires at least one written warning before any other disciplinary action, except in the case of serious misconduct which is defined.
Now requires written notice to employees within 3 days of the commencement of an investigatory leave. Letter must state reasons for and the expected duration of the leave.

Duration

Concerns length of time the contract is in effect and process for opening negotiations.

There will be no annual wage re-openers of this contract, thereby strengthening CUE's bargaining power with UC for future contracts.

Grievance/Arbitration

Grievance: Process for the resolution of alleged violations, misinterpretations or misapplications of this contract. CUE negotiated the following gains:

Improved procedures for processing and communicating with UC concerning grievances.
CUE may have a second advisor present at grievance meetings.
Grievances will automatically advance to the next step whenever UC delays or fails to respond.
For grievances concerning compensation, even after the grievant resigns, the grievance will continue, if it was at step 2 before the date of resignation.
Informal resolution of grievances at the lowest level of the process is now encouraged.
If requested, meetings at lower levels of the grievance procedure are now required, rather than being left to the discretion of the supervisor
Clerical employees can now recover errors in compensation for up to three years, instead of 30 days as under the old contract.

Arbitration: Arbitration is a means for achieving final and binding resolution of disputes not settled during the grievance process. CUE negotiated the following gains:

Additional 10 days to file an appeal to arbitration.
Appeal for arbitration can now be hand-delivered; date of receipt is used to determine the date of the appeal.
Now an arbitrator must be selected within 45 days. Previously the University was under no obligation to choose an arbitrator in a timely manner.
CUE selects the arbitrator if UC fails to participate in the selection process in a timely manner.
Cuts in half the time for scheduling the arbitration, which will facilitate resolution in a timely manner.
Requests for a second employee representative to participate in the arbitration shall not be unreasonably denied.
Requires early deadline for UC demand for separate hearing on arbitrability.
If UC makes timely demand for separate hearing on arbitrability, time is saved by concurrent selection of arbitrator on arbitrability together with arbitrator on substance.
Provides for routine expedited hearing on questions of arbitrability.
New language encourages both parties to exchange relevant materials and names of witnesses prior to the arbitration hearing.
The arbitrator has authority to subpoena documents upon the reasonable request of either party. (AFSCME contract denied the arbitrator the authority to subpoena documents).
Clerical employees can now recover errors in compensation for up to three years, instead of 30 days as under the old contract.
Improved release time provisions for witnesses at arbitration hearings.

Health and Safety

New employees working with hazardous materials or in a hazardous environment must receive safety training within 30 days.
When assigned duties include an imminent risk to life and health, the University must provide training and information to the employee prior to the employee assuming such duties.
In the event an employee believes he/she is performing a hazardous job with insufficient training, the employee now informs the department health and safety officer. Previously the employee informed his/her supervisor.
Now a trained official must respond to an unresolved employee claim.
Under the new contract specific and/or general health and safety concerns may be raised at labor management meetings. (AFSCME contract limited such concerns to video display terminals).
When the Union identifies health and safety as an agenda item, a health and safety professional will attend the labor/management meeting.
The new contract broadens the definition of hazardous tasks to include those for which an employee has not been trained and equipped.
The new contract requires the supervisor to follow procedures to remedy a hazardous situation prior to assigning the work to the employee.
New language addressing the utilization of funds to correct hazardous or dangerous assignments.

Holidays

Veteran's Day holiday added.
Employees shall not lose the floating holiday due to UC's selection of a fixed administrative holiday in a given year.
Employees on approved leave without pay or on temporary layoff (up to 20 days), will now be eligible to receive holiday pay during that period.
Employees will now earn time and a half for hours worked on Thanksgiving day and New Years day in addition to Christmas day.
New rights for all employees on rolling rotations (24 hours/day, 7 days/week operations) who are denied 3 days off in a holiday week: on the 4th occurrence the employee will receive a day off or holiday pay.
Concerning the 3 major 2 day Holidays (Thanksgiving, Christmas and New Years): employees who are required to work during these holiday periods are now guaranteed at least one of these holiday periods off.

Hours of Work

Contains overtime, break and schedule provisions. CUE negotiated the following gains:

Failure by a supervisor to provide the required notice of a shift change is grievable and arbitrable on the third occurrence.
Automatic pay, if required to work through lunch period.
Elimination of a restrictive time limit for changing uniforms and clean-up time.
A department head may now designate travel time as time worked.
Specifies that time on restricted on-call status is considered hours worked.
Now mandates that the University will assign overtime by seniority on a rotation basis.
Employee may now choose overtime pay or compensatory time off (if the department offers compensatory time) .(Previously the choice was up to the supervisor)
New language states use of banked comp time shall not be unreasonably denied.
New language provides for overtime compensation, whenever more than 6 consecutive days are worked.

Labor/Management Meetings

Concerns regularly scheduled meetings to be held at each campus/hospital/laboratory and system-wide with representatives from CUE and UC administration.

CUE has gained the ability to discuss subcontracting issues at these meetings.
Two bargaining unit employees will receive paid release time to attend local meetings. (Previously only one employee was allowed paid release time).
These local meetings can be open to all clerical employees.

Layoffs

Increases the minimum notice of layoffs from 30 calendar days to 60 calendar days. The Union must be notified at the same time the employees are notified.
New rehire rights for an employee who voluntarily reduces her/his time and is subsequently laid off.
Recall rights do not terminate if the employee fails to respond affirmatively within 10 calendar days to the University's inquiries concerning the employee's desire to work.
Newly specifies that a laid off employee rehired anywhere within the UC system will have continuity of service.
Eliminates the language limiting the arbitrator's award in the event of a wrongful layoff.

Leaves of Absence

Improvements from the Family Medical Leave Act and the Family Care Act of California are incorporated in this Article.

Medical Separation

Language clarifies the conditions that must be in place before an employee is medically separated.
Now requires that the Union receive a copy of the notice of intent to medically separate.

Military Leave

Employees can now use vacation time for inactive military meetings and drills.
Now grants extended leave for initial period of enlistment.
Leave for tour of duty is now extended from 4-to 5 years.
Can now use compensatory time for service related activities, such as physical exams.

Multiple Appointments

Defines conditions of work for an employee employed in more than one bargaining unit.

Dropped provision that majority of time must be worked in the bargaining unit to qualify for benefits eligibility.

Non-Discrimination

Expands definition of a protected group to include political affiliation, Union activities, HIV status, and health impairments related to genetic characteristics.
New language that prohibits harassment as well as discrimination against protected groups.
Provides full grievability through binding arbitration for charges of discrimination or harassment.

Parking

Advanced notice to the Union for parking fee increases lengthened from 30 to 45 days.
Parking fees may not be increased until 45 days after payout of retroactive wages (see Wages Article).

Past Practices (new article)

UC is required to meet and discuss, upon CUE's request regarding the elimination or modification of any non-contractual practices or policies, which have been beneficial to clerical employees.

Payroll Deduction

Procedures for deduction of Union dues and fair share fees

Establishes time limits for university programming for the implementation of Union dues for new members
New language incorporated to comply with new California fair share law.
If the University fails to correct errors within 45 days after notification from CUE the University must reimburse CUE for direct costs incurred.

Performance Evaluations

New language requires that performance standards must be reasonable.
Now, performance evaluations must be based on the employee's performance and not on extraneous issues.
CUE must receive 60 calendar days notice prior to any changes in performance standards or the performance evaluation form (previously no notice was required at all).
Now, employees must be informed, including information on how to correct alleged deficiencies, prior to receiving an overall "needs improvement" evaluation.
Now, employees who have not been evaluated will receive an automatic "meets expectations" rating.

Personnel Files

Now, disciplinary documents of 2 years or more must be actually returned to the employee upon written request. (Previously they only had to be "removed" from the file.)
Explicit agreement that counseling memos and written records of discussion are not disciplinary actions.
Grievance-related documents, except final disciplinary settlement documents, will be kept in a file separate from personnel files.
Now the employee may choose who may accompany him/her to review his/her personnel files.
CUE has clarified the article on personnel files by outlining what can be placed in the file, who has access to the file, how long documents can be in the file, and what does not belong in the file. Employees will no longer be branded by an outdated negative personnel file.

Policies (new article)

The policies article guarantees that clerical employees will be treated no differently than any other UC employee regarding the following policies: electronic communications, whistle blower and public access to personnel records.
The University will be required to come to an agreement with CUE before changing or implementing new Violence in the Work Place Policies at any location.

Positions

Concerns definitions of career and casual.

CUE is currently negotiating issues surrounding expanded rights and benefits for casual employees.

Probationary Period

CUE has negotiated new rights to grieve and arbitrate violations of this article.

Rehabilitation

Concerns the University's obligation to accommodate and assist injured workers or workers with physical impairments or disabilities

Now the concept of reasonable accommodation has been added to the rehabilitation article.
Ensures that the University takes steps to accommodate employees with disabilities by making adjustments in their current work environment or by finding another more suitable position.

Resignation/Job Abandonment

Employees have the new right to rescind verbal resignation not confirmed in writing within 2 scheduled workdays (previously an employee could only withdraw a verbal resignation if the University agreed).
If an employee fails to report to work for five consecutive workdays, the University must contact the employee in writing. The employee has 14 calendar days to respond before the University can dismiss the employee for job abandonment. (Previously, the University had the right to declare job abandonment after a 5 day absence and could consider that the employee had resigned as of the last day of work.)

Respectful, Fair Treatment (new article)

Groundbreaking new article requires that members of this bargaining unit be treated with dignity and respect in all interactions.

Sick Leave

New expanded language to include in "care of others" section: "any other person for whom the employee has a personal obligation who is residing in the employees household." This will broaden the coverage for domestic partners and non-traditional households.
CUE has successfully removed UC's authority to arbitrarily establish attendance standards. Attendance standards are now covered by the work rules article, which requires that the standards be for reasons of bona-fide business and/or health and safety necessity.

Subcontracting

Concerns limits on the University's right to contract out portions of its operations.

The University must notify the Union when it puts out a "request for proposals," or it must give the Union at least 60 calendar days prior notice to commencement of work by a subcontractor. (Previously the University was required to give the Union only 30 days notice prior to commencement of work by a subcontractor, when feasible.)
If layoffs result from subcontracting, the University must now meet with the Union to discuss the impact of the layoffs.

Training and Development

The new language strongly supports employee career development.
Non-probationary employees are now eligible for up to 24 hours paid release time for job related training per year.
Should such training be denied, a special resolution procedure has been negotiated.

Uniforms

Additional language allows for reimbursement for uniforms.

University Benefits

Now includes benefits under the Family Medical Leave Act and reduced enrollment fees for retirees.

Vacation

Now explicitly states that a supervisor may grant an employee vacation for illness, disability, or personal reasons.
Eliminates previous language that said vacation leave was scheduled at the convenience of the University.
New language provides that vacation requests shall not be unreasonably denied and approved vacation requests shall not be unreasonably canceled.
Vacation leave may be used for Catastrophic Leave.

Wages

For 1999-2000 and 2000-2001, the following wage agreement has been negotiated.

All casual and career employees will receive a minimum across-the-board base-building increase above current wages of 7.8% compounded over the two-year period.

A 2.8% salary range adjustment, retroactive to Oct. 1, 1999.
A 2% salary range adjustment, retroactive to July 1, 2000.
A 2% salary range adjustment, retroactive to Oct. 1, 2000.
A 1% salary range adjustment, effective Sept. 1, 2001.
$100 contract signing bonus for career employees.

All merit eligible employees will receive acceleration of their merit schedules as delayed merits are eliminated and all clericals move to a single annual merit payout date of Oct. 1. Thus merit eligible clericals who received 1998 merit increases in January or July 1999 will all be eligible to receive a second merit increase retroactive to October 1, 1999 and a third merit increase retroactive to October 1, 2000. This totals a possibility of three merit increases (or a possible advancement of three steps) over 15 months.

Merit increases for eligible employees retroactive to Oct. 1, 1999.
Merit increases for eligible employees retroactive to Oct. 1, 2000.

Employees reclassed out of the bargaining unit since 7/1/00 will receive all increases to which they are entitled in a lump sum payment. All retirees are eligible for full retroactivity, consistent with UCRS regulations.

A new step will be added to the top of the ranges for ALL clerical titles effective as of October 1, 2000.

Merit eligibility: non-probationary, career employee. The previous 9-month waiting period to be merit eligible after a reclass has been eliminated. The two merit dates plus the 6-month delay for merit payouts have been eliminated. (Please see supplemental agreements which are attached for additional wage agreements.)

Work Incurred Injury

New provision: light duty for employees who have work related injuries.

Work Rules

Work Rules article completely revised. CUE has negotiated the following new provisions:

Important new standard: work rules may be changed or implemented only for reasons of bona-fide business and/or health and safety necessity.
CUE must be notified 45 days prior to change in work rules. (Previously 30 days was required)
UC required to meet and discuss proposed change with CUE on request.
The work rule change is subject to Grievance and Arbitration if there is a negative impact on a clerical employee.
If the work rule change is found to be unnecessary, the arbitrator shall have full authority to reverse the negative impact.

Background Checks

Background checks are required to meet the work rule standard of "necessity."
Credit checks are no longer permitted except where required for bonding or the equivalent or for POST dispatcher certification (police dispatcher).
No incumbent employee shall be subjected to a background check unless UC adds critical duties to the position or if required by external laws or regulations.
Strong new requirements to protect confidentiality of background check information, which define who has access, where it may be stored and how long it may be maintained before disposal.
UC will provide CUE a comprehensive listing of critical positions, by campus, hospital and laboratory no later than February 28, 2001.

SUPPLEMENTAL AGREEMENTS

As CUE has bargained the systemwide UC clerical contract, we have also negotiated several wages agreements for groups of clerical employees in special circumstances. Upon ratification, these will be integrated into the systemwide clerical contract, and the following terms will become effective:

Lawrence Berkeley National Laboratory
LBNL has an "open-range" wage system in which, until CUE representation, clerical wage increases had been distributed according to arbitrary discretion of Lab management.

CUE Agreement increases clerical merit pool to 4% and 5% for 1999 and 2000, respectively.
CUE Agreement requires LBNL to spend entire amount of merit pool on increases to clericals distributed according to negotiated criteria. (Under previous AFSCME contract, clerical merit funds were not necessarily all spent).
CUE Agreement requires minimum 75% and 80% of the merit pool to be distributed in 1999 and 2000, respectively, as across-the-board increases to all LBNL clericals. (No such minimum distributions have ever been negotiated before for LBNL clericals.)
CUE Agreement distributes of minimum 4.5% and 5.0% to all clericals with performance evaluations of exceeds expectations or outstanding. (Such increases were distributed arbitrarily under the status quo, with high performing employees frequently receiving lower increases than others. The LBNL "pay for performance" system before the CUE Agreement was inequitable.)
CUE Agreement guarantees additional equity increases for underpaid clericals with at least five years of service and a larger equity increase for clericals with at least ten years of service.
CUE Agreement establishes preferred selection for internal candidates for clerical openings before consideration of candidates from outside the Lab. (No such preference was ever negotiated before.)
CUE Agreement guarantees development of a "hard skills" training program to enable LBNL clericals who need it to meet qualifications for promotion opportunities at the Lab. (No such training program was ever bargained before for LBNL clericals.)

UCLA-Santa Monica Hospital
Since Santa Monica Hospital was acquired by UCLA Medical Center, clerical employees had worked for several years without participating in the UC clerical merit/step wage system. Their wages had fallen significantly behind peers at UCLA's Westwood Hospital.

CUE Agreement increases Santa Monica Hospital clerical wages to rates comparable to peers at Westwood by placing them on the same merit/step wage system.

UCSD Healthcare Food and Nutrition Department
In 1997, UCSD Healthcare and AFSCME agreed to a 20% cut and freeze of wages and benefits for employees in this department following UCSD Healthcare threats of layoffs. These employees wages and benefits remained frozen until CUE negotiated an agreement to restore their wages and benefits and integrate them back into the prevailing clerical merit/step wage system following ratification of the systemwide CUE-UC contract.

CUE negotiated 18% wage increases for these employees, effective July 1, 1999.
Sick leave, vacation, and holiday accruals were raised to same level as other clerical employees.
Upon ratification of the systemwide clerical contract, these employees shall receive all wage increases and other benefits, terms, and conditions of employment applicable to all clericals under the systemwide contract.

UCSF
After de-privatization and de-merger of UCSF Medical Center from the private University-Stanford Health Care (USHC) in April 2000, 800 clerical employees re-joined UCSF as members of the clerical bargaining unit. CUE negotiated the terms of their re-integration into the UCSF clerical merit/step wage system, assuring that these employees could transfer retirement and other benefits earned at USHC. The CUE-negotiated Agreement wins other gains for these clericals, and provides additional bonuses for UCSF Medical Center clericals who had endured unusual hardships during the period of the failed merger.

Across-the-Board Wage Increases

No clerical wage will be reduced as a result of the de-merger.
Former-USHC clericals will have initial pay adjustments of equal percentage to the across-the-board COLA increases (or range adjustments) for all UC clericals. The following special provisions will apply to former USHC employees:

The pay increases will be retroactive to April 1, 2000, the date of the transfer from USHC to UCSF
Following the initial percentage wage adjustments, former USHC clerical wage rates will be rounded to the nearest UCSF clerical half step.

Merit Increases

All former USHC merit-eligible clericals will receive a merit pay increase (actual pay out, not delayed pay) in January 2001.
Clericals who receive a performance rating of "meets expectations" or better will receive a minimum increase of one step.

Equity Adjustments

Formerly leased employees will receive equity base pay wage increases retroactive to April 2, 2000 in the following amounts in addition to the increased wages negotiated in the systemwide CBA:

clericals at range maximum - additional 3.75% increase
clericals at within-range pay rates - one half step increase

Formerly leased clerical employees shall be eligible for these base-building increases regardless of performance ratings.

Ratification

Within six months following ratification, UC will complete a review of all "red-circled" former USHC employees to determine whether they should be reclassified to a higher position.

Transfer of USHC Service Credit

For the purpose of completing UCSF probationary periods, UCSF will credit time spent in USHC "trial" or probationary periods in the same way as probationary time worked at UC.
UCSF will credit time spent as a casual clerical employee at USHC the same as UCSF service for the purpose of qualifying the casual employee for transition to career status under the UC "thirteen month" rule.
For purposes of UCSF vacation and seniority calculations, UCSF will credit time worked at USHC as if it were continuing UC employment without any loss or break in service.
For the purpose of qualifying for long term disability benefits, UCSF will credit time worked at USHC the same as time worked at UCSF.
For the purpose of vesting in the University of California Retirement Plan (UCRP), UC will give clerical employees vesting credit for time employed at USHC.
For determining eligibility and employee contribution levels for UC Annuitant Health Plan coverage, USHC employment will be treated as continuing UCSF employment without any loss or break in service.

Extended Sick Leave (ESL)

Clerical USHC extended sick leave balances are transferred to UCSF as employee sick leave accumulations.
UC will permit former USHC clerical employees to use vacation leave accumulations for sick leave purposes through September 30, 2000.

Personnel files and Disciplinary Actions

UCSF will not consider any actions that occurred at USHC in making personnel decision regarding former USHC employees.
At the request of any former USHC clerical employee, USHC disciplinary records and counseling memos will be sealed and made unavailable for review by any party.
Two years following ratification of this Agreement, the sealed records will be permanently removed from the personnel file at the request of the employee.

Employment Protections for Casual Employees

USHC casual pay rates will be "grandfathered." In other words, casual wage rates will not be reduced as a result of transition back to UCSF, and casual employees will be eligible for wage increases negotiated systemwide for all other clerical employees.
Former USHC casual employees who are given a break in service from UCSF of less than one month and reappointed to the same position are guaranteed continuation, at least, of the "grandfathered" wage rate, regardless of whether the rate comports with the UCSF pay scale.
Former USHC casual employees who are not reappointed shall be offered, at minimum, a one year appointment to the UCSF Temporary Employment Pool at their current classification and rate of pay.

Special Recall and Preferential Rehire Rights for Clerical Workers Laid Off from USHC

Clericals laid off involuntarily from USHC shall have the right to employment in any open bargaining unit position at the same or a lesser level in their departments, provided they meet posted qualifications for the job. The following provisions apply:

When there is more than one qualified candidate who was involuntarily laid off, rehiring shall be in order of seniority.
If the laid-off employee's position has been eliminated or the department no longer exists, the qualified laid-off employee shall have the right to rehire at any posted position in the UCSF Medical Center.
UCSF will send notices to all such laid-off employees, informing them that these special recall rights exist through March 31, 2001, and informing them of how to apply for available openings.

Clericals in career positions who volunteered for indefinite layoff from USHC shall have the right to preferential rehire to any open UCSF Medical Center position at the same or a lower salary range maximum provided the employee has the necessary skills. The following provisions apply:

If the laid-off employee's position has been eliminated or if the department no longer exists, the qualified laid-off employee shall have preferential rehire rights to any posted position in the UCSF Medical Center.
UCSF will send notices to all former USHC clericals who volunteer for indefinite lay off, informing them that their preferential rehire rights exist through March 31, 2001, and informing them of how to apply for available openings.
CUE will be provided the list of all clerical employee volunteers for indefinite layoff from USHC.

We are grateful for the active support our bargaining team has received from clerical employees throughout UC. You have given us strength to fight for you. None of our contract gains would have been possible without your support. As proud as we are to present this first contract for your review and ratification, we know this Agreement represents only the beginning, not the end, of our struggle. We will need to strengthen our Union, build CUE membership, and get ourselves even better organized and mobilized to enforce the contract rights we have won at the bargaining table.

And we will need your support even more when we return to the bargaining table next year to make further gains toward achieving the rights, raises, and respect all UC clericals deserve.

Respectfully submitted,

CUE's Bargaining Team:

Christine Benoit (Riverside)

Stephane Berlaud (San Francisco)

Debbie Ceder (Santa Barbara)

Mark Covington (Lawrence Berkeley National Lab)

Jennifer Goodheart (Santa Cruz)

LeAnn Herigstad (Davis)

Alyce Herrera (Lawrence Berkeley National Lab)

Lyn Kelly (Los Angeles)

Robin Luczak (San Diego)

Joanne Murray (Santa Barbara)

Cynthia Norman (Irvine)

Margy Wilkinson (Berkeley)

Mark Blum (Chief Negotiator)