UC Davis Human Resources provided the following document, dated Sept. 17, 2009: Alternatives to Furlough-Payroll Savings Plan for Represented Employees. Click here to read the Dateline article.

UC Davis’ budget planning for 2009-10 requires that payroll savings be effectuated for employees in each bargaining unit as well as for nonrepresented 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 memorandum of understanding:

• 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 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 or less, 4 percent salary reduction, or 11 days; $40,001-$46,000, 5 percent salary reduction, or 13 days; $46,001-$60,000, 6 percent salary reduction, or 16 days). The temporary layoffs will occur between Feb. 1 and Aug. 31, 2010; 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 or less, 4 percent salary reduction, or 11 days; $40,001-$46,000, 5 percent salary reduction, or 13 days; $46,001-$60,000, 6 percent salary reduction, or 16 days average; $60,000-$90,000, 7 percent salary reduction, or 18 days). The temporary layoffs will occur between Feb. 1 and Aug. 31, 2010; 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.

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 or less, 4 percent salary reduction, or 11 days; $40,001-$46,000, 5 percent salary reduction, or 13 days; $46,001-$60,000, 6 percent salary reduction, or 16 days; $60,000-$90,000, 7 percent salary reduction, or 18 days). The temporary layoffs will occur between Feb. 1 and Aug. 31, 2010; 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.

Service Unit (SX)

Reduction in time (indefinite), requires 30-day advance notice, unless five or more full-time equivalent employees in the same unit on the same date, then 45-day notice. Reduction in time can be realized through intermittent days off without pay or a consistent “daily-weekly” reduction in time; e.g., 40-hour workweek reduced to 38-hour workweek; duration of the reduction in time will be indefinite and equivalent to a ( ) percent reduction (amount of reduction must be the same for all bargaining unit employees due to seniority issues; amount will be a minimum of 4 percent, and will need to be larger if the cost of range adjustment and step increases mandated for fiscal year 2009-10 are added to total salary savings target). The reductions in time will be effective Nov. 1, 2009, through Aug. 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. Reduction in time 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 percent, or 14 days). The reduction in time will be effective at the conclusion of the 90-day notice period and will continue through Aug. 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)

Nonreappointment of pre-six lecturers-supervisors of teacher education (STE); reduction in appointment (one course reduction requires 30-day advance notice; greater than one course reduction requires up to 90-day advance notice, based on length of service); or indefinite layoff (30- to 90-day advance notice for pre-six lecturers-STEs, based on length of service; one-year advance notice for continuing appointees). The time frame 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 percent salary reduction, or 21 days). The temporary layoffs will occur between Feb. 1 and Aug. 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. Reduction in time can be realized through intermittent days off without pay or a consistent “daily-weekly” reduction in time; e.g., 40-hour workweek reduced to 38-hour workweek; duration of the reduction in time will be indefinite and equivalent to a ( ) percent reduction (amount of reduction must be the same for all bargaining unit employees due to seniority issues; amount will be a minimum of 4 percent and will need to be larger if the cost of range adjustment and step increases mandated for fiscal year 2009-10 are added to total salary savings target). The reductions in time will be effective Nov. 1, 2009, through Aug. 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 percent salary reduction, or 21 days). The temporary layoffs will occur between Feb. 1 and Aug. 31, 2010; 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.

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This 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 work force. Each administrative unit has the option to employ one or more of the alternatives described above.