HR Update; September 28, 2007

In this Edition

UPTE RX / TX (Research Support Professional and Technical Units) 2007-2008 Salary Increases - Range Adjustments

RX (Research Support Technical Unit)

In accordance with the collective bargaining agreement in effect between the University and UPTE Research Support Professionals (RX), effective October 1, 2007, the University will increase the salary ranges by 3.3% for all classifications in the Research Support Professional Unit. Each eligible step-based employee shall receive a 3.3% salary increase resultant from the range adjustment. The University will also increase by one-half percent (.5%) the salary ranges for all classifications in the Research Support Professional Unit. Each Eligible employee shall receive a .5% salary increase resultant from the range adjustment. Eligible employees are in positions in the bargaining unit on the effective date of the increase and at the time of payment.

TX (Techical Unit)

In accordance with the collective bargaining agreement in effect between the University and UPTE Technical (TX), effective October 1, 2007, the University will increase the salary ranges by 3.2% for all classifications in the Technical Unit. Each eligible step-based employee shall receive a 3.2% salary increase resultant from the range adjustment. The University will also increase by one-half percent (.5%) the salary ranges for all classifications in the Technical Unit. Each Eligible employee shall receive a .5% salary increase resultant from the range adjustment. Eligible employees are in positions in the bargaining unit on the effective date of the increase and at the time of payment.

Should you have questions, please contact Kristen Stewart at or 415-476-8034.

SX (Service Unit) 2007-2008 Salary Increases

In accordance with the collective bargaining agreement in effect between the University and the American Federation of State County and Municipal Employees (AFSCME), effective October 1, 2007, all employees in the service (SX) bargaining unit will receive an across-the-board salary increase of 4.5%. Both salary ranges and individual rates will be adjusted to correspond with this increase.

The UCSF title and pay plan will be updated accordingly to reflect these changes.

For questions or additional information on implementation of these increases, please contact Pat Coleman at .

Facts about UC’s Efforts to Address Key Employment Issues with AFSCME

For the past several months, UC has been discussing several important issues concerning UC employees, both at the bargaining table and in other venues, with the American Federation of State, County and Municipal Employees union (AFSCME). Below is information about the issues being discussed and UC’s efforts to resolve differences.

WAGES: UC continuing to make progress on market-competitive salaries for staff
Salaries for many employee groups continue to lag the market, and UC is working to ensure market-competitive salaries for all employees. Recent successes include:

Over $12 million in wage increases for lower-paid employees in 2006-07;
Improved state funding for 2007-08 salary increases, which is critical to helping UC close market pay gaps and help realize market-competitive compensation for all UC personnel. Details available online;
UC remains committed to good faith bargaining over market-based, equitably-distributed, wages for represented employees.

HEALTH BENEFITS: UC working hard to preserve good benefits and control employees’ costs

UC employees will continue to have quality medical benefits in 2008, and monthly premium increases have been limited - very good news considering the benefits reductions and cost increases other employers are experiencing.
UC will continue to pay the majority-approximately 87%-of healthcare costs for employees, and some employees will actually see decreases in their monthly premiums.
The University is currently engaged in bargaining over health benefits for PCT employees for 2008.
More information about changes to medical plans for 2008 are available online.

UCRP GOVERNANCE: The University remains open to methods for strengthening employee input

UC’s pension benefits are considered among the best in the country, and UC employees have not had to contribute to the cost of these benefits for 17 years due, in part, to prudent pension plan management and strong investment performance.
We understand-and share-AFSCME’s interest in employee input regarding pension benefits, which is why numerous mechanisms for employee involvement already exist, including the following: Participation on the UCRS Advisory Board, Staff Advisors to the regents, public comment at Regents’ meetings, the ability to communicate directly to the president through his website and collective bargaining over pension issues for represented employees.
UC is also exploring options for enhancing employee participation even further, including looking at alternative governance models.

RESOLUTION REQUIRES COMPROMISE, GOOD FAITH AND RESPECTFUL DISCOURSE

UC is working hard to address the union’s concerns and resolve differences and believes that successful resolution requires compromise, good faith bargaining, and respectful discourse from both parties.
Progress toward the goal of market-competitive compensation and benefits for AFSCME-represented employees requires the cooperation of the union.

UC Retirement Readiness Education Programs

Are your ducks all in a row? Start to plan now-it’s never too early.

UC RETIREMENT PLAN-UCRP
RETIREMENT SAVINGS PLANS-403(b), 457(b), and DC PLANS

Please pass this on to your colleagues, circulate invitations, post the actual schedules, 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”
  - Coming Again Soon!
- Refer to this schedule for details and future workshops
- The Future of UCRP
UC Retirement Savings Plans-the 403(b), 457(b) and DC Plans
- “Enrolling in Your UC Savings Program”
  - October 4, Parnassus, Toland Hall, 8:00 a.m. - 9:00 a.m.
  - October 10, Mission Center, MCB 126, 8:00 a.m. - 9:00 a.m.
- “Finding the Right Investment Strategy”
  - October 4, Parnassus, Toland Hall, 10:00 a.m. - 11:00 a.m.
  - October 10, Mission Center, MCB 126, 10:00 a.m. - 11:00 a.m.
- “Achieving a Sound Retirement”
  - October 4, Parnassus, Toland Hall, 12:00 p.m. - 1:00 p.m.
- “Understand the How-to’s of FITSCo’s NetBenefits Website”
  - October 10, Mission Center, MCB 126, 12:00 p.m. - 1:00 p.m.
- Refer to this page for details and future workshops
- 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.

Sexual Harassment Prevention Training Launches in September

California law (AB 1825), which went into effect in 2005, requires employers to offer all supervisors at least two hours of mandatory training in sexual harassment every two years. Because they assign and direct the work of others, including research and teaching assistants, the University has determined that all faculty are supervisors and must also complete the training.

The Office of the President will roll out a revised online sexual harassment prevention training program to all UC supervisors and faculty.

Many supervisors and faculty completed their initial training in 2005. Since it is two years since this training was taken, they must now take the revised course. Since supervisors and faculty are required to take the course every two years, those who took sexual harassment prevention training in 2007 or later will not have to take the revised course this year, however, they will be required to complete a course two years from the year they last took it.

The course can be taken from any computer with Internet access. The course does not have to be taken in one sitting; for those who need to return to the training, the program will take them to where they last were in the course.

The supervisors and faculty who are required to take the course this year will be sent an e-mail from Judy Boyette, Associate Vice President, Human Resources and Benefits, with a personalized link to the online training course. Periodic reminders will be sent to those who have not completed the course.

For more information, visit the Sexual Harassment Prevention Training website:
http://www.universityofcalifornia.edu/sexual-harassment/

UCSF Staff Council Learn@Lunch Series

The UCSF Staff Council is pleased to announce a new 2007-08 Learn@Lunch series and other special events. The Learn@Lunch series offers informative discussions and presentations on issues of interest to staff including a staff development and leadership panel discussion and a presentation by the Staff Advisors to the Regents.

For more details please see our flyer online.

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