HR Update; June 4, 2010

In this Edition

University Implements Increase for Nurses Effective September 2010; California Nurses Association Announces Strike for June 10, 2010

In January of this year, the University exercised its right to implement contract terms for Nurses after reopener negotiations with the California Nurses Association (CNA) reached an impasse (see HR Update, January 8, 2010). These terms included a step increase in July 2010. In April, the University supplemented those terms by offering CNA an across-the-board 2% wage increase effective September 2010. As a result of the parties once again being at impasse, the University has implemented the latest proposed wage increase.

On May 28, 2010, CNA notified the University of its intention to conduct a one-day strike from 7 am on Thursday, June 10th until 7 am on Friday, June 11th. The University considers this strike to be unlawful.

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

Health Care Professionals (HX) Bargaining

The University and UPTE returned to the bargaining table regarding the Health Care Professionals (HX) Unit for several days of bargaining over the last few weeks. During the last session on May 26, 2010, it was evident that the parties have not yet bridged the gap with respect to at least one of the three topics that are open for bargaining: wages, health care premiums and pension contributions.

Here is a comparison of the latest proposals:

TOPIC	UC	UPTE
*Compensation*
FY 09-10	0	0
FY 10-11
*Step Increases*
(July 2010)	2%
(Nov 2010)	0	2%
*Across the Boards*
(July 2010)	0	3%
(Nov 2010)	1.5%	3%
*Equities*	Implement Locally	7%
*Health Benefits - UC & UPTE same*
Cal Year 2010	same as others
Cal Year 2011	same as others
*Pension*
April 15, 2010	2%	2%

In the above proposals, the parties would return to the bargaining table over the entire contract before it expires next June 2011.

UPTE suggested that the parties file for impasse as they believe we are unable to reach agreement. UC is considering this suggestion.

Change to Outplacement Services for Managers and Senior Professionals

The University of California, San Francisco provides non-represented employees in the Manager and Senior Professional (MSP) and Professional and Support Staff (PSS) programs who are laid off the opportunity to participate in outplacement services offered through Lee Hecht Harrison and paid for by the respective department. The cost for service for employees in the Manager and Senior Professional (MSP) group has been changed to $4,000/person for a three month in person search. The service description for MSP employees continues to include personal and career assessment and job search preparation. These changes will be effective June 1, 2010. Follow this Outplacement Services link for more information.

Please direct questions to your assigned Labor and Employee Relations Analyst.

New Absence From Work Policy

The University of California has implemented a new Absence From Work policy. The new policy consolidates existing Personnel Policies for Staff Members (PPSM) leave policies within a single, comprehensive absence policy. The Absence From Work policy includes revised language for compliance with legal requirements and provides certain enhanced provisions.

The most significant change within the new policy is an expansion of an employee’s ability to use accrued sick leave for certain life events. These events include parental bonding leave, leave under the Family Medical Leave Act, and bereavement leave.

The updated policy supersedes seven PPSM policies and applies to Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members. This policy is in effect June 1, 2010 and is available here.

The following is a summary of policy changes:
General Leave Provisions:

New language advises employees on the potential consequences for misrepresenting a reason for a leave request or for not providing appropriate documentation to support the leave.
New language references Paid Time Off (PTO) programs, which have been adopted by some Medical Centers as an alternative to vacation and sick leave.

Vacation:

New language prohibits an employee from using vacation leave on an intermittent basis during an unpaid leave of absence in order to benefit from holiday pay and employer contributions toward benefits that would not otherwise be provided.
New language describes the impact of an appointment reduction to less than 50% time on the accrual of vacation.
New language clarifies that supervisor approval is required for requested vacation leave.
New language references the President’s Delegation of Authority that authorizes the implementation of local Catastrophic Leave Donation Programs.

Sick Leave:

New language prohibits an employee from using sick leave on an intermittent basis during an unpaid leave of absence in order to benefit from holiday pay and employer contributions toward benefits that otherwise would not be provided.
Increases the period of time (from 15 days to 90 days) a reemployed staff member will have accrued sick leave from prior service reinstated upon returning to work.

Leaves Related to Life Events:

The amount of accrued sick leave an employee may use during a Family and Medical Leave to address a serious health condition on behalf of the employee, a spouse or domestic partner, a child, or a parent has been increased from 30 days to a 12-week period.
A new Parental Bonding Leave allows an employee to use up to 30 days of accrued sick leave to care for and bond with a newborn, adopted, or foster care child.
New sections have been added describing Family and Medical Leave Military Caregiver Leave and Family and Medical Leave Qualifying Exigency Leave.
The amount of accrued sick leave an employee may use in the event of the death of a family or household member has been increased from 5 to 10 days.

Military Leave, Civil Duty and Service Leaves:

New language references the existing Policy on Supplement to Military Pay, and new provisions for Military Spouse/Domestic Partner Leave, and Civil Air Patrol Leave.
New language allows an employee to request vacation leave or unpaid leave to serve as an election officer on Election Day.
New language references unpaid leave available to an eligible employee aiding with emergency response efforts or engaging in fire or law enforcement training.
New language advises employees of work expectations and potential overtime requirements when an employee is called to jury duty.

Administrative Leaves:

An employee may use accrued sick leave in order to donate bone marrow (up to 5 days) or organs for transplant (up to 30 days).
New language incorporates existing Guidance on Emergency Response to Disasters to address an employee’s request for a leave related to natural or other emergencies.

Other Leaves:

A new section provides information on leave provisions addressed under California law, including: school suspensions; school activities; victims of domestic violence or sexual assault; victims of serious or violent felonies; and requests for literacy leave or rehabilitation leave.

Questions may be directed to your assigned Labor and Employee Relations Analyst.

UC Retirement Readiness Education Programs

Please pass this on to your colleagues, circulate invitations, post the actual scheduled workshops happening near your location, or otherwise re-broadcast these weekly reminders about our valuable (FREE) education programs for faculty and staff. Bring your lunch; your questions; your spouse/partner.

UC Retirement Plan (UCRP)-UC’s Defined Benefit Plan

“The Features of UCRP”

Schedule this workshop for your department—click here

The Future of UCRP

UC Retirement Savings Plans - the 403(b), 457(b) and DC Plans

“Remaining Confident in a Volatile Market”

June 15, Mount Zion, Hellman Center, 10:30 a.m.
June 23, Laurel Heights, LHts – 376, 9:00 a.m.
June 30, Parnassus, HSW – 301, 9:30 a.m.

“Creating a Portfolio for Lifetime Income in Retirement”

June 7, Mission Bay, HD – 160, 9:00 a.m.

“Taking Control of Your Personal Finances”

June 9, Laurel Heights, LHts – 376, 2:30 p.m.
June 30, Parnassus, HSW – 301, 8:00 a.m.

“Accessing Your Accounts Online”

June 18, Parnassus, HSW – 303, 9:30 a.m.
June 23, Laurel Heights, LHts – 376, 2:30 p.m.

“Building a Portfolio for any Weather”

June 15, Mount Zion, Hellman Center, 12:00 p.m.
June 18, Parnassus, HSW – 303, 8:00 a.m.

“Quarterly Market Perspective”

Coming again soon

“Getting on the Right Path with Your Workplace Savings”

June 7, Mission Bay, HD – 160, 12:00 p.m.
June 9, Laurel Heights, LHts – 376, 1:00 p.m.
June 15, Mount Zion, Hellman Center, 9:00 a.m.
June 18, Parnassus, Toland Hall, 4:15 a.m.
June 23, Laurel Heights, LHts – 376, 1:00 p.m.
June 30, Parnassus, Toland Hall, 4:15 a.m.

Refer to these schedules for details and future workshops
Arrange to have these workshops at a meeting in your department
Focus on Your Future!

Usually there can be at least one (or more) workshop(s) per week scheduled at various UCSF locations around town. For more details and listings for upcoming scheduled presentations, please refer to our Workshops and Presentations Schedules menus found at our local UCSF HR/Benefits website.

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