| Grievances filed | 28 |
| Post deprivation hearings | 1 |
| Arbitrations (already scheduled for 2002) | 2 |
| Unfair labor practice charges filed to the Public Employment Relations Board (PERB), a quasi-judicial administrative agency charged with administering the collective bargaining statutes, Higher Education Employer-Employee Relations Act (HEERA), between UC and its many unions. | 3 |
Common issues raised by membership in their contacts with CUE-Davis
- Breach of confidentiality by supervisor/manager
- Bullying by supervisor/manager
- Change in job description duties and work hours
- Corrective action
- Disrespectful and unfair treatment
- Family Medical Leave Act (FMLA) rights
- Hostile work environment/bullying
- Increase in salary with lateral transfers
- Interactions with a difficult supervisor/manager
- Layoff rights
- Membership information
- Micro-managing by supervisor/manager
- Negative comments on employee performance appraisal reports
- Out-of-classification assignments
- Poor attendance and poor performance
- Receipt of Letter of Expectations
- Reclassifications/denial of reclassifications/effective dates of reclassifications
- Reimbursement of fair share fees after promoting out of clerical bargaining unit
- Release from employment during probationary period
- Violation of the zero tolerance (Violence in the Workplace) policy
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A few of CUE-Davis' Successes/Achievements in 2001:
- CUE-Davis prevailed against the University in its first local post-deprivation hearing; the hearing officer found that the grievant was not dismissed for just cause and recommended that the grievant be given back pay and benefits and that the University make every attempt to find the grievant a similar position in a different department.
- CUE-Davis prevailed in having an unsatisfactory overall performance evaluation rating changed to a fully satisfactory overall rating, as the supervisor did not inform employee of deficiencies including information about how to correct said deficiencies prior to receiving such overall evaluation.
- CUE-Davis prevailed in obtaining out-of-classification pay for a clerical.
- CUE-Davis prevailed in having a disputed employee performance appraisal report permanently removed from a clerical's personnel file.
- CUE-Davis successfully prevented a department from changing its practice of allowing clerical bargaining unit members to accrue CTO in lieu of being paid for working overtime during CUE's status quo period.
- CUE-Davis successfully negotiated a settlement for a casual employee who was not converted to career.
- CUE-Davis successfully negotiated a settlement for a clerical employee to resign in lieu of being terminated.
- CUE-Davis successfully reduced a three day suspension to a one day suspension for a clerical employee.
- CUE-Davis collaborated with UCD Human Resources in developing a new employee performance appraisal report form
- CUE-Davis updated its jurisdictional e-mail address list. CUE-Davis now have 2049 e-mail addresses out of a total of 2352 clerical bargaining unit members at Davis campus and Medical Center.
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