| Coalition of University Employees (CUE) | 2855 Telegraph Ave., Suite #302, Berkeley, CA 94705 Contact CUE (510) 845-2221 (phone), (510) 845-7444 (FAX) |
June 2001
Dear UC Clerical Worker,
CUE's new bargaining team is in place, and bargaining with UC has just begun. A summary of our main bargaining points follows. We haven't been able to put an exact dollar amount or percentage figure on our overall wages demand, since UC hasn't yet given us some information we will need in order to set that figure.
We know that it is going to take several contracts to win all of the language that UC clericals need and deserve; this year's choices are based on the web survey we conducted, on reports from reps from each campus, and on extensive discussions by our all-campus committees.
As many CUE members well know, bargaining on our first contract took WAY TOO LONG. While the new CUE team is prepared to bargain as long as it takes, the team would be just as happy to get what we need more quickly! There is only so much the team can do to make this happen -- the force behind the team is the membership. UC management won't take CUE's team seriously if they think that clericals don't take CUE's team seriously. For this reason, this would be a great time to talk to your friends and co-workers about joining CUE and becoming active in other ways to build the strength of the union.
In solidarity,
Claudia Horning
President, CUE
CUE members ratified our first contract with UC in December 2000, after
two and a half years of bargaining. This contract, which includes many
improvements in our work life, will expire on September 30, 2001.
Negotiations for the next contract began May 30, 2001. The bargaining team
is made up of one member from each campus/lab, with Margy Wilkinson, of
Berkeley, serving as the chief negotiator, and Chris Benoit, of
Riverside, acting as lead negotiator. This team will represent CUE for
all nine campuses and LBNL.
A recent CUE survey and input from around the state, tells us that the following areas are high on the priority list of many UC clericals and should be addressed in our next contract:
WAGE PROPOSAL: Each year, UC gets millions of dollars from the state legislature, public and private grants and from other donors, money that is earmarked for salaries. UC needs to be accountable for wage dollars and ensure that money that is designated for salaries is actually spent for that purpose. This year, we can expect UC to justify offering clericals a small wage increase by pointing to the energy crisis, which will take money from the state's coffers. But with only 25% of UC's salary funds coming from the state, UC can well afford to give us the increased pay rates that we need and deserve.
MORE STEPS: Last year, CUE was able to add a sixth step to the top of the clerical pay ranges and retain the step system, which is far superior to the "open ranges" program that UC wanted. This time, we need to add a seventh step.
EQUITY BETWEEN CAMPUSES: Classification specifications should be consistent statewide. Clericals doing the same job at different campuses should be paid at the same pay rate.
RECLASSIFICATION: Reclassification requests need to be addressed in a more fair and timely manner, with a better process to appeal denials.
ONE-STEP INCREASES: Satisfactory performance evaluations should consistently result in a one step merit at all sites, including both campuses and medical centers.
REDUCED TUITION FOR DEPENDENTS: How many of us can afford to send our children to a UC campus on our clerical salaries? Reduced tuition for employees should be extended to our children too, so that we can send our kids to the top-rate public institution where we work.
PARKING AND TRANSIT: Parking and transit fees are a top issue for CUE. Increased transit subsidies and support for carpools/vanpools will help with the current situation. CUE believes parking departments should be audited. Each year the rates go up, but where's the money going? Parking fees should be used to support parking - not as a resource to support other departments or services.
HEALTH AND SAFETY: UC should strive to be a model employer in the area of ergonomics, but too often it lags behind. Carpal tunnel syndrome is rampant among clericals, and the University must work to prevent injuries on the job resulting from poor chairs, desks and other poorly designed equipment. An employer with as large a budget as UC's should not be allowed to let unsafe conditions continue just because departments don't want to spend what it would cost to correct unsafe conditions. Problems of stress should be considered health and safety issues just like other injuries.
REVIEW YOUR BOSS: Clericals get performance evaluations that are intended to help us do our jobs better. But wouldn't managers and supervisors also benefit from some constructive criticism? CUE thinks the "180 degree evaluation" where bosses also get reviewed, would improve the efficiency of the workplace.
WORKLOAD: Tidal Wave II is coming, and clericals are in real danger of being overwhelmed by it. While student enrollment is increasing dramatically, UC has not made any plans to increase the number of staff. Forced overtime, which is already common in many departments, as well as other problems stemming from chronic understaffing will only get worse when the huge new influx of students enters UC. CUE intends to bargain the issue of workload so clericals' work needs don't get swept aside again.
SUBCONTRACTING: CUE wants to strengthen the protections that workers need to prevent their UC jobs from being contracted out. The claims of money-savings so often cited to justify subcontracting almost always prove to be false in the long run.
THE GRIEVANCE PROCESS: The grievance process is the method by which the contract is enforced. A less biased and more efficient process will be good for employees and departments.
LAYOFFS: Now, when an employee is laid off, it is up to the department whether to offer severance pay or preferential rehire. This choice should be up to the employee.
BENEFITS: Employees should be able to opt out of benefits in exchange for a monetary increase if both spouses or partners work for UC.