Tentative Agreement FAQs
CX Bargaining Unit
Am I eligible for the $1,200 signing bonus?
You must be a non-probationary career CX-bargaining unit employee (except LBNL) on payroll status on the date of
ratification and payout. Part-time employees will receive a pro-rated bonus based on appointment percentage.
*For LBNL, your initial raise is retroactive to October 1, 2016.
What are the wage increases in the agreement?
Our members will receive guaranteed 19.4% compounded increases over the term of the agreement, with raises
in each year. You will receive a guaranteed 6.1% wage increase in 2017, and guaranteed 3% raises in each of the
following years.
But the UC said our increases are only 18% over the contract? How can it be 19.4%?
If you simply add the raises you get 18% but that is not the way wage increases work. The percentage increases
are compounded, which means that they build off an increasing wage base, which results in a guaranteed 19.4%
increase over the term of the agreement.
Who is eligible for the wage increases?
All CX-bargaining unit employees on payroll status the day of ratification and on the date of payout, regardless of
probationary status or career status, will receive the wage increases. All wage increases are guaranteed for everyone, regardless if you are at the top of the range and are not subject to performance evaluation scores or “merit”-based favoritism.
*For LBNL, you must have been on payroll status as of October 1, 2016 and on the date of payout.
What happened to “merit”-based increases?
We fought for and won guaranteed wage increases of 19.4% over the life of the contract for everyone. It was a major victory for us to remove the “merit”-based favoritism component in our existing pay scale system. Additionally,
at LBNL, we were able to break from the unfair PRD process, and now each wage increase is guaranteed for everyone.
When does the agreement expire?
This is a five-year agreement beginning upon ratification and expiring March 31, 2022. In an effort to prevent our
CX-Unit from working without a contract in the future, or going without a wage increase for too long, we moved up
the expiration of our agreement, and the timetable for successor negotiations to begin.
How soon will I see my increases?
A guaranteed 3% increase and the signing bonus are effective the first full pay period after the ratification of the
tentative agreement, which begins April 22, 2017. The University must pay the increase and the lump sum no later
than 60-days from ratification. An additional 3% wage increase will go into effect on July 1, 2017.
Page 1
Exactly how much in dollars, will my wage increase be?
You can use our wage calculator on our website to find out exactly what your hourly wage will be after each increase.
For quick reference, here are the most common hourly wage rates over the agreement:
Does the agreement protect my retirement?
The agreement maintains a guaranteed defined benefit pension plan for all current and future employees. It also
safeguards against increases in employee contributions requiring the UC to bargain with the Union over any proposed changes. In conjunction, the Union shall have the option of reopening Article 45 – Wages. New hires will
have a choice of a defined benefit pension (with the same 2013 Tier benefits) or a defined contribution plan, just
like non-represented employees and members of the following Unions: IX & LX-Units: AFT; DX-Unit: UAPD/AFSCME;
K2-Unit: San Francisco BTC; K5-Unit: IUOE; KB-Unit: Alameda County BTC; K8 & K9 & KM-Units: SETC.
What is different with my healthcare?
Under the agreement, current medical plan options and benefit levels are maintained. To protect affordability, caps
have been established to limit the University’s ability to increase employee contributions. Also, the progressive
structure of Pay Bands (tiered member contribution system) are maintained by adjusting the threshold with inflation, continuing affordability of coverage for our lowest paid members.
How did we arrive at this agreement?
The agreement was hard fought and earned by our members, and in particular the women and men who showed
real leadership by going out on strike. Through our organizing and display of strength at the worksite, we pushed
the University off their initial insufficient and insulting proposal of 7.7% wage increase over the term to a guaranteed 19.4% compounded increase over a five-year agreement.
The following chart shows how your hard work moved the University from their initial offer, to this tentative agreement:
Page 2
What is a reopener clause?
Reopener clauses in our agreement allow the Union the option to reopen select provisions in our contract before its
expiration if certain conditions are met. These are protections to ensure fairness and equity for our members, as well
as safeguards against increases in employee contributions towards our retirement.
Who can vote on the agreement?
Only full Teamster members can vote on this agreement. If you have not signed up to be a Teamsters Local 2010
member, membership cards will be available at all polling places that you can fill out and sign before you cast your
ballot.
Where can I cast my vote?
Check for your polling places on our website at www.teamsters2010.org.
What if I cannot make it to a voting site?
If you cannot make it out to a polling location due to distance or personal hardships, please contact us at (800) 6757968 or email at [email protected] with your name, chapter, ID number, and reason you cannot make it
to your polling location.
What happens if the agreement is not ratified?
Voting “no” means that you reject the terms and conditions in the agreement. This will authorize further strike
actions against the University and trigger certain steps the Union can take provided for under HEERA including:
impasse, mediation, and fact-finding.
-----Have questions that are not included and feel should be? If so, please email them to: [email protected]
Page 3