Increase across-the-board base-building range increases allocated to all clerical unit employees. CUE proposes a wage program to recover the 6.7% that has been lost to inflation over the last 5 years and to give clericals a real salary increase. This would take the form of at least 14% spread over 3 years.
The step system should be retained, with single steps being approximately 5%.
Add more steps to the top of each range. There should be three steps added to the top of each existing salary range.
Implement longevity pay. Employees who have been at the top of their range for 5 years should receive a longevity increase of 5% every five years.
End the incentive award system and use those funds to support base-building increases, more steps and longevity raises.
Satisfactory pay for satisfactory work. When determining step increases of 1/2 step, 1 step, and 1 1/2 step, a guideline shall be that an employee receiving a satisfactory performance evaluation should receive a one-step increase.
Shift differentials should be consistent and fair and should be extended to all clerical titles. A weekend differential should be added to the evening and night shift differentials, both of which should be increased.
Introduce career ladders for employees.
UC clerical employees should have preferential rights to transfer and promotion over outside applicants.
UC should pay for an independent study to determine the extent of gender-based salary inequities among UC employees who do work with comparable educational and skill requirements. Criteria for such a study should be determined jointly by UC and CUE.
The pay differences that exist between campuses should be gradually narrowed by application of special inequity adjustments to the lower rates.
Implement a consistent bilingual supplemental pay scale. Positions requiring use of a foreign language or American Sign Language should be paid an additional bilingual differential.
Eliminate current "by agreement" arrangements, in which UC hires clerical employees at below-standard pay rates by making "agreements" with individual employees. Replace this with a fair and standardized salary schedule for all employees in the same
job title.
Money made available to UC for clerical salaries should be used for clerical salaries, not for other expenses or salaries for other groups.
Implement a rational salary system at LBNL consistent with the principles outlined above.