University of California, Riverside

Human Resources



Bargaining Unit Contracts


Information on UC Riverside staff and academic bargaining units is provided here. Included are the common bargaining unit names, the union affiliation, the current status of each contract, and the code applicable to each bargaining unit.

Bargaining UnitUnionStatusCode
Systemwide Contracts
Academic Student Employees CASE/UAW In effect 06/21/2014 through 06/30/2018. BX
Clerical and Allied Services TEAMSTERS LOCAL 2010 Extended through 12/09/2016. CX
Physicians, Dentists and Podiatrists UAPD In effect 07/21/2015 through 06/30/2019. DX
Patient Care Technical AFSCME

In effect 03/28/2014 through 12/31/2017.

EX
Residual Health Care Professionals UPTE-CWA In effect 12/20/2013 through 10/31/2017. HX
Non-Senate Instructional AFT In effect 02/29/2016 through 01/31/2020. IX
Professional Librarians AFT In effect 11/07/13 through 10/31/18. LX
Registered Nurses CNA In effect 11/26/2013 through 9/30/2017. NX
Police Officers FUPOA Extended until further notice. PA
Research Support Professionals UPTE-CWA

In effect 12/20/2013 through 9/30/2017.

RX
Service AFSCME In effect 03/08/2014 through 06/30/2017. SX
Technical UPTE-CWA

In effect 12/20/2013 through 9/30/2017.

TX
Postdoctoral Scholars CASE/UAW In effect 10/17/2016 through 09/30/2020. PX
Local Contracts
Skilled Crafts IUOE #501 In effect 12/12/2014 through 09/30/2018. K5

News & Updates

2016

2014

2013

December 2013

November 2013

October 2013

  • The University of California is pleased to announce that its police officers have ratified a comprehensive four-year agreement that includes fair compensation and good working conditions.

Read more

  • UC and CWA-UPTE have signed a joint letter, agreeing to meet in the interest of reaching a negotiated long-term settlement. While these efforts are underway, the university has agreed not to implement contract terms, and CWA-UPTE has agreed not to strike.

    Read the full announcement and the joint letter.

 

August 2013

July 2013

June 2013

May 2013

April 2013

March 2013

February 2013

January 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.

2012

December 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.

November 2012

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.

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