| Coalition of University Employees (CUE) | 2855 Telegraph Ave., Suite #302, Berkeley, CA 94705 Contact CUE (510) 845-2221 (phone), (510) 845-7444 (FAX) |
FAQ: the new CUE/UC clerical contract
February 22, 2006
FREQUENTLY ASKED QUESTIONS ABOUT THE CUE/UC CONTRACT
-- Compiled by the CUE Bargaining Team
Following are answers to many of the questions that UC clericals are asking concerning our new contract. If you have additional questions, please let us know by responding to the CUE bargainer from your campus or by sending a note to CUE at the above address.
Q: WHAT PAY RAISES ARE IN THIS CONTRACT?
A: The contract includes (1) across-the-board range adjustment increases for everyone: 3.5% effective October 2005, and 3.25% and 4.5% effective in October of 2006 and 2007 respectively (failure to pay these would cause automatic cancellation of "No Strike" provisions); (2) a $180 payment to those who were docked pay during the December 2004 UC closure period; (3) an additional 5.1% equity increase for Library Assistants in 2005, see below.
Q: WHAT DATE IS THE PAY RAISE EFFECTIVE?
A: October 1, 2005.
Q: WHEN WILL WE RECEIVE THE RETRO CHECK?
A: The University has up to 120 days after they have been notified that the contract has been ratified.
Q: WILL THE RETRO MONEY BE PAID SEPARATELY FROM OUR REGULAR PAY CHECK?
A: No. If the retro raise money is issued in a separate check, it will be coded as a bonus and taxed at higher rate.
Q: WHEN WILL WE SEE THE $180?
A: We expect that this, too, will be added to the regular paychecks within the 120-day time frame. UC has said that wherever and whenever possible, they would give clerical employees advance notice of the retro and $180 payments.
Q: THE HEALTH INSURANCE INCREASE WAS TAKEN OUT OF MY LAST PAYCHECK, BUT WE DID NOT HAVE A CONTRACT. WHY WAS THIS DONE?
A: In response to an Unfair Labor Practice charge brought by CUE, challenging the 2006 health benefit increases, the University committed in writing " . . . to begin reimbursing employees for differential employee contributions by May 2006, and even earlier if possible." This reimbursement would cover increased 2006 premiums and co-payments incurred by employees up to the time that the new CUE contract went into effect February 15, 2006. There will not be any reimbursement for increased costs incurred after the contract takes effect.
While we believe UC should comply with this legal obligation, UC Chief Negotiator Peter Chester recently indicated that the University was looking to get out of the commitment. Stay tuned for more information, and in the interim, save all receipts for increased co-pays and prescription drugs.
Q: WHEN WILL PARKING RATES GO UP?
A: Different campuses have different plans, and CUE expects that the University will apply the parking rate increases the first of the month after the contract goes into effect.
Q: ARE THE LIBRARY ASSISTANTS RECEIVING A 5% OR .5% EQUITY ADJUSTMENT?
A: Under the terms of the contract, Library Assistants will be receiving a 5.1% (five and one-tenth percent) market equity adjustment. This percentage is calculated by taking .5% (one-half percent) of the total payroll for the CX Unit (clericals) for July 2005. The 5.1% is derived from the compounding effect resulting from 3.5% range adjustment. The Library Assistants will see an increase of 3.5% plus the equity adjustment of 5.1% (for a total increase of 8.6 %). In CUE's bargaining survey, clericals in all classifications overwhelmingly supported an equity raise to move Library Assistants closer to market rates.
Q: HOW CAN I GET AN EQUITY INCREASE?
A: Equity increases can be granted to individual employees whose departments have the money and where the supervisor is supportive. There are several ways to approach this possibility. Review the guidelines for compensation and/or equity increases at your campus, medical center or worksite. These are often available on the Human Resources web page. Talk to your supervisor. For example, at UCSD, information on equity increases can be found under the "Compensation" section on BLINK, the staff information portal on the UCSD HR web page. A definition is provided for an equity increase, the form is available as both Word and PDF, and the criteria are outlined. It can be merit-based and only non-probationary employees are eligible.
Contact your local CUE office. Perhaps if there is enough interest, your CUE local will hold a workshop on equity increases.
Q: I HAVE LEFT UC/RETIRED. DO I GET THE RETROACTIVE PAY?
A: The eligibility requirement is that the employee must be on the payroll (or approved leave) at the time of the contract ratification and distribution of the money (at the latest by June 15, 2006). However you should check with the Human Resources Benefits Representative to see if the October 05 effective date of the retroactive pay increase will be calculated into the retirement benefit.
Q: I AM NO LONGER IN THE CLERICAL UNIT, BUT I STILL WORK AT UC. DO I STILL GET THE RETROACTIVE PAY INCREASE?
A: The eligibility requirement is that the employee must be on the payroll (or approved leave) at the time of the contract ratification and distribution of the money.
Q: WHAT ABOUT STEP INCREASES?
A: There is more good news in this area. In 2005-06 and 2007-08, the University is adding half-steps to the tops of the ranges for all __ Assistant classifications, which (depending upon the departments' financial capabilities) can be used for equity increases. The exceptions to this provision will be the Library Assistants and Administrative Assistant IV classifications, which will receive 4 additional half-steps in 2006-2007.
Q: WILL I GET A MERIT INCREASE NOW?
A: No. The raises will be distributed as across-the-board range adjustments rather than as merit raises. The additional steps that will be added to the top of each classification can be used by individual departments for retention, equity or other concerns and are funded by the departmental budget. The only FUNDED step increase in this contract is the half-step equity increase that all Library Assistants will receive. CUE and all the UC unions must continue to present persuasive data to UC management, as well as put political pressure on them, to finally allocate the money in the UC budget that will annually fund steps for our unit in the future.
Q: WHY AREN'T WE GETTING THREE YEARS OF RETROACTIVE PAY? AREN'T CUE MEMBERS OWED IT AFTER WORKING FOR THREE YEARS WITHOUT A CONTRACT?
A: UC refused to negotiate on this with us during this last bargaining cycle. Their attitude and statements indicated that after having gone through fact-finding in the previous bargaining cycle, the University chose to ignore the findings of the impartial fact-finder, Gerald McKay. The embarrassment UC suffered from the negative publicity was not enough to force them to accept and adopt the fact-finders' recommendations to bring all clericals up to market pay rates at that time. Legally, they had no obligation to abide by the fact-finders' recommendations, so they did not. Such is the important distinction between "legality" and "justice".
Even in mediation, which was overseen by a very fair mediator, UC would not budge.
In short, in a perfectly just world, CUE workers would be getting retroactive pay for the 3 years with no raise. But we won't in this contract. Doubtless, the issue will be raised in meetings of the Joint Committee on Compensation, which is a feature we negotiated into this new agreement. More information on the Joint Committee on Compensation will be sent out soon.
However, the CUE bargaining team is made up of 11 people (give or take), while CUE represents 16,000 clericals! If you want to see big changes at UC, we need each and every clerical worker to be active in voicing concerns with UC, and there are many ways to do this. Pressure needs to come from you, our co-workers, the public, the press, and the State Legislature. And it needs to start now. Contact your CUE local for information on ways you can help.