Today at Berkeley Lab: A SPECIAL UC UPDATE REGARDING CURRENT LABOR NEGOTIATIONS

Monday, April 11, 2005

A SPECIAL UC UPDATE REGARDING CURRENT LABOR NEGOTIATIONS

April 7, 2005

Dear UC Colleague:

As you may be aware, AFSCME the union representing service employees in negotiations with the University, has provided notice of its intent to strike on Thursday, April 14, 2005.

The University believes it is important that all members of the UC community understand what the key issues are in these negotiations, and all that the University is doing on its side of the bargaining table to offer the best proposals possible given the present budget circumstances, and to resolve outstanding differences.

It is equally important that the UC community understand all that the University has been doing for employees during these tough budgetary times, and that the duty to negotiate in good faith and with financially realistic expectations is an obligation that both the University and the unions share.

UC commitment to good faith negotiations, fair contracts and honoring the bargaining process

The proper forum for resolving labor disputes is at the bargaining table and via the negotiation process. The University takes seriously its bargaining obligations, which include the duty to bargain in good faith and work earnestly to settle differences and to utilize the entire collective bargaining process, including mediation, fact-finding and good faith consideration of the findings and recommendations contained in the fact-finder’s report, to explore all possibilities for agreement.

UC efforts to recognize and reward employees during bad budget years

The University strives to offer its employees the most competitive salaries and benefits within available resources. Due to the lack of state funding the past few years, the university has not been able to offer systemwide wage increases, and as a result, many of the salaries for UC faculty and staff have started to fall behind the market. Fortunately, UC’s new compact with the governor provides increased funding for salaries, which if approved by the Legislature, should allow the University to resume regular systemwide raises.

Meanwhile and despite the lack of state funding, the University has taken several actions to help recognize and reward employees over the past several years including:

Implementing a salary-based approach to health care so that lower paid employees pay less for insurance premiums while maintaining the same level of benefits as other employees.
Issuing two retirement income enhancements for all employees (CAPS), which will boost employees’ future income.
Offering two additional paid vacation days during the 2004 holidays.

History has shown that when UC receives sufficient state salary funding, the University has been able to offer higher, more market-competitive wages:

In the late 1990s when state revenues were strong and state funding commitments for UC salaries were met, employees consistently received salary increases that kept better pace with inflation and the market.
In 2000, UC sought and received an additional $19 million in supplemental state funding for employee salaries, most of which was used to raise salaries for lower-paid employees.

Information about employees’ rights and obligations regarding strikes

Strikes do not help resolve differences and tend to make matters worse by inflaming negotiations. Further, the university believes it is inappropriate to expose hard-working students or needy patients to labor disputes. Strikes are presumptively unlawful if they are called at any time during the collective bargaining process, which includes mediation and impasse proceedings. This applies to all strikes, including “sympathy strikes” (striking in support of another union.) The University will continue to meet with AFSCME following the fact-finding hearing to see if an agreement can be reached.

In addition to understanding the issues, it’s also very important for employees to understand their rights and obligations regarding strikes. Accompanying this letter are answers to specific questions regarding strikes that all employees should review.

More Information

If you have any questions or would like additional information about these matters, please feel free to contact your local human resources office or the UCOP labor web site or (510) 987-9900.

Sincerely,

UC Labor Relations