Human Resources: HR News

HR News

2013
New Retiree Health Eligibility Rules Effective July 1, 2013 About half of current faculty and staff will be affected by new eligibility rules for retiree health benefits that go into effect on July 1, 2013. To help employees understand the changes to retiree health, Anne Wolf, Systemwide Coordinator in Internal Communications at the Office of the President, sat down with Gary Schlimgen, Executive Director of Retirement Programs & Services, to field some of the most commonly asked questions. Read more
Introducing the UCR Core Competencies UCR has revised its core competencies for staff and developed a comprehensive website that details how they can be used in recruitment, performance management, and individual development plans. Read more
Your Guide to Professional Development Performance appraisal time is right around the corner. With appraisals comes the chance to set goals and create development plans for the upcoming year. Not sure where to start? Human Resources has combined several resources on one web page that provide a “one stop shop” for professional development ideas and tools. Read more
New Benefits Service Delivery Model UCR is implementing a new benefits service delivery model to optimize faculty and staff support in the years ahead. This model has been thoughtfully developed to ensure a similar level of service continues to be provided to faculty, staff, and retirees despite resource (budget) reductions and reduced staffing levels. The new approach leverages technology but also continues to offer in-person support when appropriate. Read more
Staff advisors help give employees a voice! Consider applying for a chance to become the 10^th staff advisor since the Staff Advisor program was launched. Applications for the 2013-2015 staff advisor-designate will be accepted through March 1, 2013. Read more
UC Bargaining Bulletin: UPTE Healthcare Professionals (HX) Negotiations For more than a year since October 2011, UC has been negotiating with the University Professional and Technical Employees (UPTE) union for a new contract covering UC’s 3,300 healthcare professionals. UC and the union continued discussing compensation during their most recent two days of bargaining Jan. 31-Feb. 1. Although tentative agreement has been reached on more than half the articles in the contract, UC is very disappointed at the lack of agreement regarding post-employment benefits and employee compensation. Post-employment benefits In 2010, after months of careful study and extensive consultation with the university community, UC adopted a series of reforms to its post-employment benefits. These reforms are aimed at maintaining good and financially sustainable post-employment pension and health benefits for employees. UC’s post-employment benefits proposal already applies to the general UC employee population, and 14 UC bargaining units also have agreed to the changes, which include increasing employee contributions to the UC Retirement Plan (UCRP) from 5 percent to 6.5 percent, and increasing UC’s contribution to 12 percent, effective July 1, 2013. By contrast, UPTE is asking to be treated differently and wants pension contributions for its members to stay at the current level of 5 percent of pay. UC objects to this because it is unfair to other employees who will be contributing more. UPTE has been unwilling to participate in substantive bargaining over the University’s proposal on post-employment benefits even though the University submitted this proposal on October 20, 2011. UC has even gone so far as to invite UPTE to meet with UC leaders and the UC actuary to discuss post-employment benefits. Compensation UC health care professionals play a vital role in delivering quality care at our medical centers and campuses, and UC is committed to providing a competitive compensation package to retain our dedicated staff and attract new talent. UC has proposed a five-year agreement with annual wage increases and excellent benefits that justly compensate employees for their hard work, and is both fair and fiscally responsible. UC believes in a holistic approach to financial issues, and has conveyed to UPTE that any agreement on compensation must include an agreement on post-employment benefits. The next bargaining session is scheduled for March 11-12 and UC will continue its efforts to reach a fair contract with UPTE.
UC, UPTE in Negotiations for New Contract for Research, Technical Staff (Jan. 30 2013) UC has begun negotiations with UPTE for a new contract covering more than 8,600 research and technical (RX/TX) employees. On Jan. 24-25, 2013, the university and the union completed their third bargaining session since talks began in mid-December. So far, UC has presented 20 proposals and UPTE 18 proposals on contract terms dealing primarily with working conditions and non-economic issues. The university plans to present information and a proposal on retiree health and pension benefits at the next bargaining session Feb. 4-6, 2013 in San Diego. UPTE has indicated that it opposes UC’s approach to post-employment benefits, which are part of a coordinated strategy to protect the financial health of these programs while still providing attractive benefits to our employees. These benefits already apply to the general UC employee population and many unionized employees. The university looks forward to discussing this proposal and hearing any viable alternatives the union may present, as long as they are consistent with the university’s principles of financial feasibility and fairness across all employee groups. UC is committed to bargaining in good faith with the goal of finalizing an agreement before the current contract expires June 30, 2013. Reaching a successor agreement before the current expiration date will provide certainty to both employees and the university, and can be achieved with the requisite diligence and efficiency. The university’s goals for these negotiations include: Reaching a multi-year contract that provides stability for employees and the university, and addresses key issues such as wages, safe working conditions and retirement benefits; Providing a fair total economic package that compensates staff for their hard work and dedication, and helps attract new employees as needed; Conducting respectful negotiations that culminate in a fair agreement; Achieving a responsible contract that protects the financial health and quality of the university. For more information about the current contract, visit At Your Service at www.atyourservice.ucop.edu.
Proposed Policy on Reporting Child Abuse and Neglect The University is proposing to issue a Policy on Reporting Child Abuse and Neglect. The policy is written to comply with California's Child Abuse and Neglect Reporting Act (CANRA) and related amendments that took effect on January 1, 2013. As with all such policies, UC invites employees to comment on the proposed policy. The Policy describes the legal requirements that the University is obligated to implement and enforce. Some University positions, such as health care professionals, employees of law enforcement agencies, athletic coaches, and individuals who have regular contact with and/or supervision of children, are Mandated Reporters under the law. These Mandated Reporters are required to report observed or suspected child abuse to local Child Protective Services offices or law enforcement agencies. They are also required to sign a form acknowledging that they understand this important obligation. In the proposed Policy, UC will additionally require all UCR employees whose workplace responsibilities include regular interactions with minors to function as Mandated Reporters. The policy's primary goal is to help assure that any concerns of child abuse or neglect are promptly reported and addressed. Please note that standard faculty instructional responsibilities do not constitute interactions with minors under UC's CANRA policy. Responsibility for identifying Mandated Reporters rests with each organizational unit. Once the system-wide policy is finalized, local procedures will be developed to assist organizational units in identifying individuals who are Mandated Reporters on an ongoing basis. The proposed policy, mandated reporter categories, and frequently asked question are available on the At Your Service website. In accordance with our process for formal review, employees are encouraged to provide comments on the proposed policy by February 9, 2013, to Elizabeth Sanchez in Human Resources at elizabeth.sanchez@ucr.edu.
UC and Librarians Reach Agreement on Post-employment Benefits The University of California and American Federation of Teachers have reached agreement on retirement benefits for the university's more than 350 librarians. Under the agreement, the librarians will join the general UC employee population in participating in the revised retiree health and pension benefits that go into effect July 1, 2013. These changes include current employees contributing 6.5 percent of pay to the UC Retirement Plan, and new employees hired on or after July 1, 2013 contributing 7 percent for a slightly modified pension plan. The university will contribute 12 percent for all employees. "We believe treating our people equally and providing everyone with the same high-quality retirement benefits is the right thing to do," said Dwaine B. Duckett, vice president of systemwide Human Resources. "We're pleased this agreement with the AFT helps us with that goal." The post-employment benefit changes are part of a series of measures the university has undertaken to preserve the long-term viability of its pension and retiree health programs, while still providing attractive post-employment benefits to faculty and staff. Other unions also have agreed to these measures. The university is continuing negotiations with other labor groups on retirement benefits. Other highlights of the agreement with AFT include: The librarians will participate in the university's general academic merit increase program in the current year and the next 7 years, when the university decides to administer it. If the university does not administer the general academic merit program in any given year, the union may request to negotiate healthcare and retirement benefits. The existing contract is extended to Aug. 31, 2013. Over the next several months, the university and union will continue to negotiate the remaining terms of a new contract including wages. The university and AFT began negotiations in April 2012. UC is committed to continuing to bargain in good faith to reach an agreement that is fair and responsible.
FINAL REMINDER: UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013 UCR will be converting all non-exempt employees (hourly and salaried) and readers and tutors to bi-weekly pay cycles. All other academic employees and exempt staff will remain on monthly pay schedules. Employees should mark February 1, 2013 as a partial monthly paycheck date! Bi-weekly Pay Conversion website

2013

New Retiree Health Eligibility Rules Effective July 1, 2013

About half of current faculty and staff will be affected by new eligibility rules for retiree health benefits that go into effect on July 1, 2013. To help employees understand the changes to retiree health, Anne Wolf, Systemwide Coordinator in Internal Communications at the Office of the President, sat down with Gary Schlimgen, Executive Director of Retirement Programs & Services, to field some of the most commonly asked questions.

Introducing the UCR Core Competencies

UCR has revised its core competencies for staff and developed a comprehensive website that details how they can be used in recruitment, performance management, and individual development plans.

Your Guide to Professional Development

Performance appraisal time is right around the corner. With appraisals comes the chance to set goals and create development plans for the upcoming year. Not sure where to start? Human Resources has combined several resources on one web page that provide a “one stop shop” for professional development ideas and tools.

New Benefits Service Delivery Model

UCR is implementing a new benefits service delivery model to optimize faculty and staff support in the years ahead. This model has been thoughtfully developed to ensure a similar level of service continues to be provided to faculty, staff, and retirees despite resource (budget) reductions and reduced staffing levels. The new approach leverages technology but also continues to offer in-person support when appropriate.

Staff advisors help give employees a voice!

Consider applying for a chance to become the 10^th staff advisor since the Staff Advisor program was launched. Applications for the 2013-2015 staff advisor-designate will be accepted through March 1, 2013.

UC Bargaining Bulletin: UPTE Healthcare Professionals (HX) Negotiations

For more than a year since October 2011, UC has been negotiating with the University Professional and Technical Employees (UPTE) union for a new contract covering UC’s 3,300 healthcare professionals.

UC and the union continued discussing compensation during their most recent two days of bargaining Jan. 31-Feb. 1.

Although tentative agreement has been reached on more than half the articles in the contract, UC is very disappointed at the lack of agreement regarding post-employment benefits and employee compensation.

Post-employment benefits

In 2010, after months of careful study and extensive consultation with the university community, UC adopted a series of reforms to its post-employment benefits. These reforms are aimed at maintaining good and financially sustainable post-employment pension and health benefits for employees.
UC’s post-employment benefits proposal already applies to the general UC employee population, and 14 UC bargaining units also have agreed to the changes, which include increasing employee contributions to the UC Retirement Plan (UCRP) from 5 percent to 6.5 percent, and increasing UC’s contribution to 12 percent, effective July 1, 2013.
By contrast, UPTE is asking to be treated differently and wants pension contributions for its members to stay at the current level of 5 percent of pay. UC objects to this because it is unfair to other employees who will be contributing more.
UPTE has been unwilling to participate in substantive bargaining over the University’s proposal on post-employment benefits even though the University submitted this proposal on October 20, 2011.
UC has even gone so far as to invite UPTE to meet with UC leaders and the UC actuary to discuss post-employment benefits.

Compensation

UC health care professionals play a vital role in delivering quality care at our medical centers and campuses, and UC is committed to providing a competitive compensation package to retain our dedicated staff and attract new talent.
UC has proposed a five-year agreement with annual wage increases and excellent benefits that justly compensate employees for their hard work, and is both fair and fiscally responsible.
UC believes in a holistic approach to financial issues, and has conveyed to UPTE that any agreement on compensation must include an agreement on post-employment benefits.

The next bargaining session is scheduled for March 11-12 and UC will continue its efforts to reach a fair contract with UPTE.

UC, UPTE in Negotiations for New Contract for Research, Technical Staff (Jan. 30 2013)

UC has begun negotiations with UPTE for a new contract covering more than 8,600 research and technical (RX/TX) employees.

On Jan. 24-25, 2013, the university and the union completed their third bargaining session since talks began in mid-December. So far, UC has presented 20 proposals and UPTE 18 proposals on contract terms dealing primarily with working conditions and non-economic issues.

The university plans to present information and a proposal on retiree health and pension benefits at the next bargaining session Feb. 4-6, 2013 in San Diego.

UPTE has indicated that it opposes UC’s approach to post-employment benefits, which are part of a coordinated strategy to protect the financial health of these programs while still providing attractive benefits to our employees. These benefits already apply to the general UC employee population and many unionized employees. The university looks forward to discussing this proposal and hearing any viable alternatives the union may present, as long as they are consistent with the university’s principles of financial feasibility and fairness across all employee groups.

UC is committed to bargaining in good faith with the goal of finalizing an agreement before the current contract expires June 30, 2013. Reaching a successor agreement before the current expiration date will provide certainty to both employees and the university, and can be achieved with the requisite diligence and efficiency.

The university’s goals for these negotiations include:

Reaching a multi-year contract that provides stability for employees and the university, and addresses key issues such as wages, safe working conditions and retirement benefits;
Providing a fair total economic package that compensates staff for their hard work and dedication, and helps attract new employees as needed;
Conducting respectful negotiations that culminate in a fair agreement;
Achieving a responsible contract that protects the financial health and quality of the university.

For more information about the current contract, visit At Your Service at www.atyourservice.ucop.edu.

Proposed Policy on Reporting Child Abuse and Neglect

The University is proposing to issue a Policy on Reporting Child Abuse and Neglect. The policy is written to comply with California's Child Abuse and Neglect Reporting Act (CANRA) and related amendments that took effect on January 1, 2013. As with all such policies, UC invites employees to comment on the proposed policy.

The Policy describes the legal requirements that the University is obligated to implement and enforce. Some University positions, such as health care professionals, employees of law enforcement agencies, athletic coaches, and individuals who have regular contact with and/or supervision of children, are Mandated Reporters under the law. These Mandated Reporters are required to report observed or suspected child abuse to local Child Protective Services offices or law enforcement agencies. They are also required to sign a form acknowledging that they understand this important obligation.

In the proposed Policy, UC will additionally require all UCR employees whose workplace responsibilities include regular interactions with minors to function as Mandated Reporters. The policy's primary goal is to help assure that any concerns of child abuse or neglect are promptly reported and addressed. Please note that standard faculty instructional responsibilities do not constitute interactions with minors under UC's CANRA policy.

Responsibility for identifying Mandated Reporters rests with each organizational unit. Once the system-wide policy is finalized, local procedures will be developed to assist organizational units in identifying individuals who are Mandated Reporters on an ongoing basis.

The proposed policy, mandated reporter categories, and frequently asked question are available on the At Your Service website.

In accordance with our process for formal review, employees are encouraged to provide comments on the proposed policy by February 9, 2013, to Elizabeth Sanchez in Human Resources at elizabeth.sanchez@ucr.edu.

UC and Librarians Reach Agreement on Post-employment Benefits

The University of California and American Federation of Teachers have reached agreement on retirement benefits for the university's more than 350 librarians.

Under the agreement, the librarians will join the general UC employee population in participating in the revised retiree health and pension benefits that go into effect July 1, 2013. These changes include current employees contributing 6.5 percent of pay to the UC Retirement Plan, and new employees hired on or after July 1, 2013 contributing 7 percent for a slightly modified pension plan. The university will contribute 12 percent for all employees.

"We believe treating our people equally and providing everyone with the same high-quality retirement benefits is the right thing to do," said Dwaine B. Duckett, vice president of systemwide Human Resources. "We're pleased this agreement with the AFT helps us with that goal."

The post-employment benefit changes are part of a series of measures the university has undertaken to preserve the long-term viability of its pension and retiree health programs, while still providing attractive post-employment benefits to faculty and staff.

Other unions also have agreed to these measures. The university is continuing negotiations with other labor groups on retirement benefits.

Other highlights of the agreement with AFT include:

The librarians will participate in the university's general academic merit increase program in the current year and the next 7 years, when the university decides to administer it.
If the university does not administer the general academic merit program in any given year, the union may request to negotiate healthcare and retirement benefits.
The existing contract is extended to Aug. 31, 2013. Over the next several months, the university and union will continue to negotiate the remaining terms of a new contract including wages.

The university and AFT began negotiations in April 2012. UC is committed to continuing to bargain in good faith to reach an agreement that is fair and responsible.

FINAL REMINDER: UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013

UCR will be converting all non-exempt employees (hourly and salaried) and readers and tutors to bi-weekly pay cycles. All other academic employees and exempt staff will remain on monthly pay schedules. Employees should mark February 1, 2013 as a partial monthly paycheck date!

Bi-weekly Pay Conversion website

2012

Service Employees Bargaining Update #4

UC and the American Federation of State, County and Municipal Employees (AFSCME) continued to present proposals and discuss contract issues Dec. 5-6, 2012 as they continued negotiations for a new agreement covering service employees.

During the two-day meeting at UC Santa Barbara, the university and union talked extensively about staffing levels. In addition, the union presented its proposal on health and welfare, rejecting UC's proposal to continue treating service employees the same as other staff employees. The university presented proposals on holidays, leaves of absence, and no strikes.

The next bargaining session is January 29-30, 2013, at UC Riverside.

Applications are now being accepted for the 2013 sessions of the Management Skills Assessment Program (MSAP).

MSAP is designed to strengthen the engagement and preparation of high potential UC supervisors, managers, and professionals. It offers an intensive, off-site, assessment center experience for early career managers. For specific dates, program information, and to access the application, please visit msap.ucr.edu.

Opportunity to Participate in a Training Needs Assessment

In an effort to provide the most relevant and useful development courses to our staff, the Staff Employment and Development Unit has developed a training needs assessment in the form of a short online survey to gather your feedback. We would like to hear directly from you in what kinds of courses you are interested and what courses will help you develop skills to be successful in your current and future positions. We would appreciate your feedback by December 14, 2012.

Go to survey

Mark your Calendars!

UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013

The University of California has embarked on a plan to deploy a single payroll and human resources information system across all campuses and medical centers; this project is known as UCPath. As a result, all UC campuses have or will be converting all non-exempt employees (hourly and salaried) and readers and tutors to bi-weekly pay cycles. All other academic employees and exempt staff will remain on monthly pay schedules. Employees should mark February 1, 2013 as a partial monthly paycheck date! More information can be found on the website listed below.

Bi-weekly Pay Conversion website

UC-AFSCME Bargaining Update #2 for Service Employees — Nov. 15, 2012

UC and the American Federation of State, County and Municipal Employees (AFSCME) discussed retirement benefits and other issues Nov. 8-9, 2012 at UC Santa Cruz during contract negotiations for service employees.

Bargaining session highlights:

AFSCME shared members' concerns about wages and benefits. The university wants to reassure employees that UC values its staff and provides a compensation package that rewards them for their hard work and dedication. UC is committed to efficient negotiations resulting in a multi-year agreement that is fair to staff and the university.
AFSCME rejected UC's plan for new retiree healthcare eligibility rules, pension contribution rates and a new tier for employees hired on or after July 1, 2013. The union wants to keep retirement benefits at their current level, which includes an employee contribution rate of 5 percent to the UC Retirement Plan.
UC has proposed that current employees contribute 6.5 percent to the UCRP starting July 1, 2013 and new employees hired on or after that date pay 7 percent for a new tier of benefits. UC would contribute 12 percent for all employees.
The contribution rates are the result of nearly two years of extensive study and consultation with many different groups. These rates, along with other measures that have been adopted, will protect the long-term viability of the retirement programs and ensure that employees have a stable retirement.
Even with these changes, UC's retirement benefits remain competitive with other employers.
All employees — represented and non-represented — are in the same pension plan, and the university is asking the union to join its colleagues in contributing at the same rates. These pension rates already apply to the general UC employee population. Several unions also have agreed to these benefits.
UC presented proposals on employee vacation leave, sick leave and curtailment of operations such as winter closure.

Bargaining is scheduled to continue Nov. 28-29, 2012 at UC San Diego.

en Español

UC-AFSCME Patient Care Technical Bargaining Update #10 – Nov. 6, 2012

UC and the American Federation of State, County and Municipal Employees (AFSCME) discussed retirement benefits and other key issues Nov. 1-2, 2012 as negotiations for a new contract for patient care technical employees continued.

The discussion included:

Pension contributions: AFSCME presented an actuarial report on the UC Retirement Plan, and rejected UC's plan for new pension contribution rates and a new tier for employees hired on or after July 1, 2013.

Under the university's proposal, current employees would contribute 6.5 percent to the UCRP starting July 1, 2013 and new employees hired on or after that date would pay 7 percent for a new tier of benefits. UC would contribute 12 percent for all employees.

The contribution rates are the result of nearly two years of extensive study and consultation that included input from senior leaders, faculty, staff and retirees. These rates, along with other measures that have been adopted, will protect the long-term viability of the retirement programs and ensure that employees have good benefits they can count on at the end of their careers.

Even with these changes, UC's retirement benefits remain competitive with other employers.
Wages: AFSCME is seeking an annual double-digit salary increase for each of the next four years, while at the same time rejecting the university's pension proposal aimed at preserving the health of its retirement programs.

UC is committed to fairly compensating its patient care technical staff and will consider reasonable proposals that are fiscally responsible.

The university has a demonstrated commitment toward rewarding employees for their hard work and dedication, while remaining mindful of the financial health of its system. AFSCME members have received wage increases in the past, including at least a 5 percent increase each of the past two years.
Transition from monthly to bi-weekly pay: The university and union reached agreement on providing temporary financial assistance to employees who need help during the transition from monthly to bi-weekly pay. UC is providing similar assistance to the general UC employee population. The transition will occur on Jan. 20, 2013.
Other issues: UC presented its proposal for contract terms on seniority, layoffs and reduction in time, and vacation leave. AFSCME presented proposals on health and welfare benefits, contracting out for services, and compensation for employees working nights and weekends.

Contract negotiations will continue Nov. 16, 2012 at UC San Francisco. For more bargaining updates, visit http://ucal.us/pct.

October 25, 2012

Contract Negotiations for Service Staff: Bargaining Update #1

The University of California and the American Federation of State, County and Municipal Employees (AFSCME) met Oct. 23-24, 2012 for their second bargaining session on the road to negotiating a new contract for service workers.

The university and union presented proposals for various provisions of a contract. The university's presentation included its proposal for post-employment benefits, which include revised eligibility rules for retiree health care benefits and new contribution rates to the UC Retirement Plan. Starting July 1, 2013, current employees would pay 6.5 percent to the UCRP, new employees would pay 7 percent for a new tier of benefits, and UC would pay 12 percent for all employees. The rates already apply to the general UC employee population. Several unions also have agreed to these benefits.

The UC Board of Regents adopted these rates to help protect the long-term viability of the retiree health and pension programs. This measure, along with other actions, will ensure that employees will have excellent benefits and a stable retirement when they are ready to sunset their careers.

Even with these changes, UC's retirement benefits remain competitive with other employers.

During the two-day session, UC and AFSCME reached agreement on some contract terms including moving expenses and employment conditions for people with multiple appointments.

The next session is Nov. 8-9, 2012 at UC Santa Cruz, when the university and union will continue to review each other's proposals.

UCR UCPath Site Launches

The University of California (UC) has embarked on an initiative to implement a single, university-wide payroll and human resources system as part of a project called UCPath. This new system will replace the university’s decades old Payroll Personnel System (PPS) and meet UC’s complex operational and workforce requirements. We are pleased to announce the launch of two websites in conjunction with this project: UCPath and UCR UCPath.

UC begins negotiations for new contract for service workers

The University of California educates and nurtures the brightest minds, and pioneers life-changing innovations. UC’s more than 8,000 service workers provide essential custodial, dining, mail, transportation and other support services that help keep our campuses, laboratories and medical centers running smoothly and efficiently every day. UC and the American Federation of State, County and Municipal Employees (AFSCME) began initial negotiations for a new contract for service workers on Oct. 12, 2012 at UC Irvine. Bargaining continues Oct. 23-24 at UC Berkeley.

Extension of Compensatory Time (CTO Provisions) for Patient Care Technical (EX) Unit

UC has obtained an agreement with AFSCME PCT to continue compensatory time off during the status quo period. Provided is the signature agreement.

Overtime Compensation Contract Provisions for Service (SX) Unit

Pursuant to ARTICLE 12, HOURS OF WORK, H.6.a.b.c., of the contract between the University and AFSCME Service Unit, overtime compensation contract provisions are changing for the SX bargaining unit employees.

Regents approve increased pension contributions for 2013

Beginning July 1, 2013, faculty and staff will contribute 6.5 percent of their pay and UC will contribute 12 percent to the UC Retirement Plan (UCRP). Employees currently pay 3.5 percent and UC pays 7 percent. Those rates will increase to 5 and 10 percent respectively on July 1, 2012. Rates for represented employees are subject to collective bargaining.

Making Excellence Inclusive: A Diversity Certificate Program

Applications are being accepted now

The MEI Certificate Program is proudly kicking off its fifth year on campus.
During this six-month program, participants research, analyze, and apply their new knowledge to actual situations in the UCR work environment and develop capstone projects designed for immediate or near-term implementation. To date, more than a dozen individual projects have been created by MEI grads and many already have been integrated into the campus culture.

Become a Diversity Trainer: Join the Diversity Educators Network

The Diversity Educators Network (DEN) is a group of individuals from across campus with a passion for diversity, and a desire to share that passion with others. DEN Facilitators volunteer their time during the year to facilitate various programs including the Chancellor's Diversity Education Program.

UC and UPTE Reach Agreement on Health and Pension Benefits

The University has reached an agreement with the University Professional and Technical Employees (UPTE) Union regarding health insurance rates and pension contributions for employees in the Research Support Professionals and Technical units. Negotiations were limited to health and pension benefits under the existing contract, which ends June 2013.

UC has launched the new online Retirement Review

The online Retirement Review will provide a personalized snapshot of how much one can expect to receive from UC’s pension plan and UC retirement savings when you retire.

2012 Annual Contribution Limits for 403(b) and 457(b) Plans Increasing

The Internal Revenue Service recently announced the 2012 Maximum Annual Contribution (MAC) limit for retirement plans. That means the MAC limit for the UC Retirement Savings Program's 403(b) Plan and/or 457(b) Plan will increase to $17,000.
Read more

UC Family Member Eligibility Verification FAQ

With the June 30 deadline for submitting documents to verify your family members' eligibility for UC health insurance fast approaching, UC Human Resources answers the 10 most frequently asked questions.

Watch for family member eligibility verification mailing

All faculty and staff with enrolled family members in UC sponsored health plans will receive materials in the mail asking them to verify their family members’ eligibility for UC insurance.

Regents approve increased pension contributions for 2013

Notice To Non-Represented Staff Regarding Union Organizing Efforts

The University Professional and Technical Employees union (UPTE) is engaged in an attempt to unionize non-represented, policy-covered employees throughout the UC system..Read full announcement

Union Representation

The University periodically provides employees with information about the process of union representation. Some common questions that employees have asked concerning the representation process and its implications are available here. UC seeks to make certain that employees understand this process and exercise informed choices. If you have additional questions, call the Labor Relations Office at ext. 2-3641 (951-827-3641).

New Retiree Health Benefits Factsheet

This last December the Regents approved changes to retiree health benefits. A factsheet summarizing the details of the changes is now available on UC’s website, The Future of UC Retirement Benefits. (Spanish version available)

Hiring a Postdoctoral Scholar?

Supervisors and administrators planning for or making a postdoctoral scholar appointment can now refer to this “FAQ When Hiring a Postdoctoral Scholar” resource document to assist them through the process. For additional information please access the Postdoctoral Scholars Collective Bargaining Agreement.

Additional Employee Resources

HeRe to Help In response to the impact the current economic climate is having on our campus community, a website offering informational resources has been developed by Human Resources. Please visit this HeRe to Help website which is designed to keep you informed on a range of topics: budget-related matters, professional development opportunities, work/life balance strategies, personal finance management, and special support services.

Human Resources

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HR News

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New Retiree Health Eligibility Rules Effective July 1, 2013

Introducing the UCR Core Competencies

Your Guide to Professional Development

New Benefits Service Delivery Model

Staff advisors help give employees a voice!

UC Bargaining Bulletin: UPTE Healthcare Professionals (HX) Negotiations

Post-employment benefits

Compensation

UC, UPTE in Negotiations for New Contract for Research, Technical Staff (Jan. 30 2013)

Proposed Policy on Reporting Child Abuse and Neglect

UC and Librarians Reach Agreement on Post-employment Benefits

FINAL REMINDER: UCR's Bi-Weekly Pay Conversion will occur on January 20, 2013

Service Employees Bargaining Update #4

Applications are now being accepted for the 2013 sessions of the Management Skills Assessment Program (MSAP).

Opportunity to Participate in a Training Needs Assessment

Mark your Calendars!

UC-AFSCME Bargaining Update #2 for Service Employees — Nov. 15, 2012

UC-AFSCME Patient Care Technical Bargaining Update #10 – Nov. 6, 2012

Contract Negotiations for Service Staff: Bargaining Update #1

UCR UCPath Site Launches

UC begins negotiations for new contract for service workers

Extension of Compensatory Time (CTO Provisions) for Patient Care Technical (EX) Unit

Overtime Compensation Contract Provisions for Service (SX) Unit

Regents approve increased pension contributions for 2013

Making Excellence Inclusive: A Diversity Certificate Program

Become a Diversity Trainer: Join the Diversity Educators Network

UC and UPTE Reach Agreement on Health and Pension Benefits

UC has launched the new online Retirement Review

2012 Annual Contribution Limits for 403(b) and 457(b) Plans Increasing

UC Family Member Eligibility Verification FAQ

Watch for family member eligibility verification mailing

Regents approve increased pension contributions for 2013

Notice To Non-Represented Staff Regarding Union Organizing Efforts

Union Representation

New Retiree Health Benefits Factsheet

Hiring a Postdoctoral Scholar?

Additional Employee Resources

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