Alternatives to Furlough/Payroll Savings Plan for Represented Employees

Please click here for Implementation Guidelines for the UCD Alternative to Furlough Savings Plan

Please click here for the Payroll Savings Log for Represented Employees

UC Davis’s budget planning for 2009-10 requires that payroll savings be effectuated for employees in each bargaining unit as well as for non-represented faculty and staff employees.  The approved furlough plan contained several exclusions to the plan (see below) and the UCD alternatives plan will apply the alternatives in an equivalent manner.  The following principles and goals have been applied to this alternative plan:

• Equity/fairness:  applies to as many represented employees as is legally permissible and operationally feasible
• Operational impact:  minimizes disruption of the delivery of services to students and faculty
• Payroll savings:  generates comparable payroll savings as to the savings that would have been generated through the furlough/salary reduction plan
• Simplicity:  minimizes the effort required to plan, implement, and manage
• Flexibility:  allows maximum implementation flexibility for departments
• Degree of risk:  minimizes the potential of legal challenges
• Impact mitigation: as is possible, mitigate the financial impact of the salary reduction program for represented employees

The strategy described for each bargaining unit generally excludes the same groups of employees that are exempted from the Regents furlough/salary reduction plan to the extent permitted by the specific provisions of each MOU:

• Represented employees whose compensation is 100 percent funded from federal, state, other government or private contracts, grants or cooperative agreements.  Or the portion of an employee’s salary that may be partially funded from these sources.
• Foreign national represented employees working pursuant to H-type Visas
• Represented employees currently enrolled in the Staff Reduction and Academic Reduction in Time (START) to the extent their voluntary reduction is maintained at a level equaling or exceeding the percent reduction for their respective salary tier as set forth in the furlough/salary reduction plan and for the same length of time.

The following strategies will be used for each bargaining unit:

Clerical Unit (CX):  Temporary Layoff, requires 15 day notice, layoff must occur over a 120 day duration and must be consecutive, not intermittent, days; duration of each temporary layoff will be 11 to 16 days, based on the individual’s salary (<=$40,000, 4% salary reduction or 11 days; $40,001 - $46,000, 5% salary reduction or 13 days; $46,001-$60,000, 6% salary reduction or 16 days).  The temporary layoffs will occur between February 1, 2010 and August 31, 2010 and will not occur immediately prior to or following a campus closure, and will apply to all represented clerical unit employees except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these temporary layoffs as long as the equivalent salary savings is generated.

Research Unit (RX):  Temporary Layoff, requires 15 day notice, layoff must occur over a 120 day duration and must be consecutive, not intermittent, days; duration of each temporary layoff will be  11 to 18 days, depending on the individual’s salary (<=$40,000, 4% salary reduction or 11 days; $40,001 - $46,000, 5% salary reduction or 13 days; $46,001-$60,000, 6% salary reduction or 16 days average; $60,000-$90,000, 7% salary reduction or 18 days).  The temporary layoffs will occur between February 1 and August 31, 2010, will not occur immediately prior to or following a campus closure, and apply to all represented research unit employees, except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these temporary layoffs as long as the equivalent salary savings is generated.

Technical Unit (TX):  Temporary Layoff, requires 15 day notice, layoff must occur over a 120 day duration and must be consecutive, not intermittent, days; duration of each temporary layoff will be 11 to 18 days, depending on the individual’s salary (<=$40,000, 4% salary reduction or 11 days; $40,001 - $46,000, 5% salary reduction or 13 days; $46,001-$60,000, 6% salary reduction or 16 days ; $60,000-$90,000, 7% salary reduction or 18 days).  The temporary layoffs will occur between February 1 and August 31, 2010, will not occur immediately prior to or following a campus closure, and apply to all represented technical unit employees, except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these temporary layoffs as long as the equivalent salary savings is generated.

Service Unit (SX):  Reduction in Time (Indefinite), requires 30 day advance notice, unless five or more FTE in the same unit on the same date, then 45 days notice, RIT can be realized through intermittent days off without pay or a consistent “daily/weekly” reduction in time, e.g., 40 hour work week reduced to 38 hour work week; duration of the reduction in time will be indefinite and equivalent to a _%  reduction (amount of reduction must be the same for all bargaining unit employees due to seniority issues; amount will be a minimum of 4% and will need to be larger if the cost of range adjustment and step increases mandated for FY09/10 are added to total salary savings target).  The reductions in time will be effective November 1, 2009 through August 31, 2010, and apply to all represented service unit employees, except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these reductions in time as long as the equivalent salary savings is generated.  Provisions of the contract related to seniority will be followed.

Librarian Unit (LX):  The AFT and the University are actively engaged in positive discussions.  News of the outcome of these discussions is expected soon.  In the meantime, the following payroll savings reduction plan is planned.  Reduction in Time (Indefinite) requires 90 day advance notice.   RIT can be realized through intermittent days off without pay or a consistent “daily/weekly” reduction in time; duration of the reduction in time will be indefinite and the percentage of time will be based on the individual’s salary (starting at a minimum of 6% or 14 days).    The reduction in time will be effective at the conclusion of the 90 day notice period and will continue through August 31, 2010, and apply to all represented librarians, except those that are in the excluded employee group described above. The University Librarian will be given the option of implementing permanent layoffs in lieu of reductions in time as long as the equivalent salary savings is generated.  Provisions of the contract related to seniority will be followed.

Non-Senate Instructional Unit (IX):  Non-reappointment of pre-six lecturers/Supervisors of Teacher Education (STE); reduction in appointment (one course reduction requires 30 days advance notice; >1 course reduction requires up to 90 days advance notice, based on length of service); or indefinite layoff (30 to 90 days advance notice for pre-six lecturers/STE’s, based on length of service; one year advance notice for continuing appointees).  The timeframe for effecting the reductions in appointment and/or indefinite layoffs will be determined after additional conversation with our academic units.  To achieve the required salary savings, Deans have the option of not reappointing pre-six year appointees (in compliance with contract requirements), or of laying off or reducing the appointments of any represented non-Senate faculty.

Nurse Unit (NX), - Temporary Layoff, requires 15 day notice, layoff must occur over a 120 day duration and must be consecutive, not intermittent, days; duration of each temporary layoff will be 11 to 16 days, based on the individual’s salary (8% salary reduction or 21 days).  The temporary layoffs will occur between February 1, 2010 and August 31, 2010 and will not occur immediately prior to or following a campus closure, and will apply to all represented nurse unit employees except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these temporary layoffs as long as the equivalent salary savings is generated.

Patient Care Technical Unit (PCT), Reduction in Time (Indefinite), requires 30 day advance notice.  RIT can be realized through intermittent days off without pay or a consistent “daily/weekly” reduction in time, e.g., 40 hour work week reduced to 38 hour work week; duration of the reduction in time will be indefinite and equivalent to a _%  reduction (amount of reduction must be the same for all bargaining unit employees due to seniority issues; amount will be a minimum of 4% and will need to be larger if the cost of range adjustment and step increases mandated for FY09/10 are added to total salary savings target).  The reductions in time will be effective November 1, 2009 through August 31, 2010, and apply to all represented patient care technical unit employees, except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these reductions in time as long as the equivalent salary savings is generated.

Health Care Professional Unit (HX):  Temporary Layoff, requires 15 day notice, layoff must occur over a 120 day duration and must be consecutive, not intermittent, days; duration of each temporary layoff will be 11 to 16 days, based on the individual’s salary (8% salary reduction or 21 days).  The temporary layoffs will occur between February 1, 2010 and August 31, 2010 and will not occur immediately prior to or following a campus closure, and will apply to all represented health care professionals unit employees except those that are in an excluded employee group as described above.  Deans and Vice Chancellors or the equivalent level will be given the option of implementing permanent layoffs in lieu of these temporary layoffs as long as the equivalent salary savings is generated. 

The following chart details numbers of impacted employees in each bargaining unit.  This is provided for information only so that individuals who are reading the plan will understand the impacts of some of the decisions that will be made at the unit level on the overall UCD campus workforce.  Each administrative unit has the option to employ one or more of the alternatives described above. 

Click here for the information on this page as a Word document.