|UPTE-CWA E-Bulletin: December 13, 2005|
Because the University has proposed dramatic changes to our retiree health, forcing mandatory contributions to our pension plan and even setting up a two-tier pension plan, we insisted on no longer allowing the University to make these changes unilaterally during the term of the contract. The University cannot even propose any changes prior to July 1, 2007 and at that time the University has to get our approval for any changes through the bargaining process. This is the first time we have had this kind of protection in any UPTE agreement.
One disappointment in this agreement is that we had to weaken our ability not to cross other union's picket lines. The University continues to be completely inflexible on this point. After nearly all the other unions at UC gave up this right, it became unrealistic for us to hold up our contract and wages over an issue where there was no movement. A prolonged strike or other major action with many unions against the Regents and the University will be necessary to change this. We will work closely with other unions to have our agreements expire at the same time so that we can coordinate our bargaining and pressure tactics, including strikes if necessary. If this contract passes, we will initiate this collaboration by working together to defend our retirement in 2007.
The UPTE systemwide executive board recommends a ‘yes' vote on ratification of this contract and the TX/RX negotiating team is not making a recommendation at this time.
For all the details, members can read the complete tentative agreement.
If the TX/RX contract passes, UPTE and the University have agreed to set up joint committees to address ongoing important issues on which we had wanted to make more progress in bargaining. Many job titles are still paid at dramatically under-market rates and we should push for additional equity increases. The University has agreed to work with UPTE to define hazardous work conditions so that we can push for extra protections and hazardous pay differentials. Finally, the University has agreed to track how much our raises really cost in a Compensation Evaluation Committee.
We are looking for input and possible participants for these committees. Please contact your campus UPTE local to get more information.
|The UPTE E-Bulletin is prepared by UPTE-CWA President Jelger Kalmijn for all members.
If you have any questions or comments, please do not hesitate to write him at firstname.lastname@example.org. If you wish to have dialogue with other members about UPTE-CWA issues, sign up for our web forum.