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HR Update; January 19, 2007

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UC Regents Approve Permanent Staff Advisors to Strengthen Inclusion of Employees’ Views in Board Decisions

The University of California Board of Regents voted to permanently add two UC employees as advisors to the board. The action comes amidst completion of a two-year pilot program designed to increase direct communication between UC employees and regents, and to help facilitate the inclusion of the views of staff and non-Senate academic employees in board deliberations. 

http://www.ucop.edu/staffadvisor/. 

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Agreement between UC and UPTE for Health Care Professionals (HX) Employees Expires

On January 19, 2007 the agreement between UC and UPTE for Health Care Professionals (HX) employees expired. 

Upon the contract expiration, there is a transition to the status quo of terms and conditions for represented employees.  The status quo period requires the University to maintain the same wages, hours and terms and conditions of employment for represented bargaining unit employees that existed at the time the contract expired.

Many of these “status quo” conditions are reflected in contract language, but some are not.  Thus, once a contract has expired, the University cannot really change anything related to wages, hours and terms and conditions of employment without giving notice to the union and negotiating the change.  That includes things like:  changes in hours, changes in sick leave procedures, changes in performance evaluation procedures, etc.

Our position is that the current terms and conditions for employees in the bargaining units will continue with special notes for selected Articles of the current contract(s) as follows:

Access—With respect to union rights contained in this Article, the University will continue to offer use of e-mail for grievances as the contract currently provides, to allow the use of meeting rooms according to local access rules, new employee orientation as currently provided at each location, and the use of the telephone according to the current contract.

Arbitration—There will be no employee or union access to the arbitration process for those grievances which arise after the expiration of the contract.  However, individual employees who are dismissed after the expiration of the contract will have the right to the “post-deprivation” procedures in lieu of arbitration.

University Benefits—The University will continue to treat bargaining unit employees as eligible for benefits subject to any changes to benefits that are consistent with the dynamic status quo.  HX employees participated in the Open Enrollment process last November but due to the fact that we were engaged in bargaining, HX employees have had their medical premium contributions frozen at 2006 rates.  Paid release time will continue for the representative to attend the benefits meeting held on a systemwide basis.

Corrective Action, Discipline and Dismissal—Notice to the union discontinues.

Grievance Procedure—The grievance procedure will continue as the terms and conditions of employment for employees; however, the union cannot file a union grievance alleging violations of the contract that occur after January 19, 2007.  The University will provide paid leave for grievance representatives as described in the contract. 

Hours of Work – The University’s ability to offer compensatory time-off for overtime payment (CTO) ceases with the expiration of the contract and, without an express agreement by the union on behalf of all the eligible employees, overtime and premium overtime will be paid in cash.  Of course, employees may still use banked CTO according to current terms and conditions of employment as described in the contract.

Layoff and Reduction in Time—The notice obligations to the union as provided in this Article continue.  Also, the severance benefits continue as part of the status quo.

Leaves of Absence for Union Business—This Article is a specific creature of the contract that will cease to exist as a right for the union after the contract expiration.  Those employees already on leave will be allowed to continue under continuing terms and conditions of employment for employees, but no new leaves or extensions will be granted during the status quo period.

Medical Separation—The notice obligations to the union will cease.

Payroll Deduction—The University will continue agency fees and dues through payroll deductions.

Release Time for Bargaining—These terms and conditions will continue for affected employees as status quo.

Work Rules –Generally changes in work rules need to be bargained.  If you are planning to change a work rule, please contact your labor relations manager who will advise you how to proceed.

This list makes up the main issues about terms and conditions that are affected by the contract expiration which has been conveyed to the affected unions. 
It can be a difficult situation for management.  However, not everything related to wages, hours and terms and conditions of employment are subject to bargaining.  Some of these issues are beyond the scope of bargaining.  They are and continue to remain within management’s prerogative during the status quo period.  The obvious include, but are not limited to:  decisions about reorganizing services; decisions about the organization of activities or programs, hiring decisions, decisions that go to the mission of the University, etc.

While certain management decisions are beyond the scope of bargaining, the effects of those decisions may be bargainable.

If you have any questions about what you can and cannot do during the status quo period, please consult with Labor & Employee Relations before implementing changes of the nature described above.

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Chancellor’s Award for Public Service 2007

Nominations are now encouraged for the 2007 Chancellor’s Award for Public Service.

Three individuals – one academic, one staff, one student, resident, or postdoctoral scholar – will be recognized for outstanding public service beyond the scope of their normal job duties, research, or training.  Each will be awarded $2000. 

The nomination form, award description, and selection criteria are available on the Chancellor’s website.

Nominations must be received in the Chancellor’s Office by 5:00 PM on Monday, February 12, 2007.

For more information, please call 476-2405.

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Nominations Sought for Exceptional Service, Management

The campus community is encouraged to nominate a colleague for the annual Chancellor’s Award for Exceptional University Service and the Chancellor’s Award for Exceptional University Management.

These two awards recognize non-academic employees who have consistently performed in their University positions at a level beyond ordinary expectations.

Read More…

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Access Guidelines

Recently, questions have come up regarding campus access rules.  Access rules were established in order to provide regulations governing the use of UCSF facilities and access to UCSF employees by employee organizations and their representatives.  In an effort to make these rules more accessible, below is a link to the existing guidelines which are now posted on the Human Resources website. 

If you have any questions, please contact your Labor and Employee Relations Analyst.

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Featured January/February Development & Training Courses

Which of these upcoming space-available January & February classes will help you and your staff perform at top levels? Learn more about these and all our classes, and register now at: http://training.ucsf.edu/. 

MANAGEMENT & LEADERSHIP COURSES

CAREER & SELF-DEVELOPMENT COURSES

TECHNICAL SUPPORT PARTNERSHIP COURSES

HUMAN RESOURCES COURSES

BUSINESS PROCESS COURSES

COMPUTER SOFTWARE COURSES

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What Contributes to Your Self-Esteem: Part I

‘Self-esteem’ is a frequently used expression which is often accompanied with a broad interpretation.  It is often thought that self-esteem and self confidence are the same thing.  However, there are a myriad of people who are quite talented, confident and well recognized that still feel poorly about themselves.  The word ‘esteem’ comes from the Latin word ‘estimare’, meaning to estimate.  Your self-esteem, then, is your estimation or opinion of yourself.  You can rate your own self-esteem by asking yourself the following questions:

People who struggle with self-esteem have difficulty answering yes to these questions.  To make improvements in your self-esteem, it can be useful to understand from where it comes. 

Self-esteem is based on several contributing factors including your personal values, how you were parented, your job, your life purpose, your achievements, your place in the world, your potential for success, your personal strengths and weaknesses, your social status, how you relate to others, how you think others see you and your ability to take care of yourself.  Low self-esteem develops when your attitude about one or more of the above creates a poor self image; particularly if you find that you are living in a way that is not consistent with what you value.  High self-esteem is created from a good self image developed through integrity to your own personal ideals.  Having good self-esteem creates confidence, happiness, self assuredness and motivation.  In a 2002 CNN interview Larry King stated, “The most important thing is to work on your self-esteem; that’s the best advice I can give.”

When developing our own self-esteem it is important to become aware of what messages we are getting from society.  We are frequently flooded with images of Hollywood life, ideals from competitive sport and business practices and values based on money and appearance.  We are taught to judge ourselves based on standards of how we look, how rich we are, how bright, where we live or which rewards we receive.  Each of us needs, instead, to develop an internal measure of worth based on what we value, not what society terms successful. 

We need to learn to pat ourselves on the back and to encourage and support ourselves.  Become aware of and acknowledge ourselves for the good things we do throughout the day, even if they may seem inconsequential.  For example, you might note that you were polite to other shoppers in the check out line, even though you were tired, or that you were courteous to other drivers on the road during rush hour traffic.  You might also credit yourself for the time you spend developing happy family memories or talking on the phone to a friend who needs a listening ear.  It can be useful to make a list of one or two positives things you do during the day so you can not only become aware of your achievements, but also remember your multiple successes.  Over time this will enhance your self-esteem and improve your sense of self worth.  While large accolades are exciting, it’s the way we live our day to day lives that constructs who we are. 

Your perspective in interpreting your environment, and the way in which you talk to yourself also has a strong impact on your self-esteem.  Watch for next month’s article on internal dialog and specific suggestion on how you can beat your self critic and enhance your self-esteem. 

If you find yourself caught struggling with low self-esteem or would like to address issues regarding your self image, the UCSF Faculty and Staff Assistance (FSAP) program is here to help.  FSAP provides confidential assessment, counseling, and referral services that support the well being of both the individual and the organization. Please contact us at (415) 476-8279 or visit the HR web site at:

FSAP - http://www.ucsfhr.ucsf.edu/assist

If you would like to do some further reading on topics of self-esteem or self talk, please refer to the following sources for this article: 

References

Books

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