Dear Colleagues,
After a week of mediation centered around the cost of our proposals and two weeks of negotiations, management finally produced proposals for Bargaining Units 324 and 325. We are extremely frustrated to report that we are further apart than before we returned to the table during this three-week period (details below). These proposals are regressive and unacceptable—clearly we have a long way to go before reaching a fair, equitable, and competitive contract.
As a reminder, the UAPD bargaining team has designed a pay and benefits package that is laser-focused on making the County of LA a competitive employer to facilitate recruiting and retaining physicians, dentists, psychiatrists, and veterinarians.
- Benefit equity = Megaflex
- Competitive salaries
- Special pay bonuses
We need to hear from each and every one of you what you are willing to do to have your demands heard. Please take this survey now to share your perspective.
Thank you,
Stuart A. Bussey, M.D., J.D.
UAPD President
Management Proposal Overview – BU324
COLA: Management withdrew the two cost-of-living adjustments (COLAs) of 5.5% and 3.25% (both retroactive) and proposed just one COLA adjustment of 3.25% in 2024. Further, management proposed extending our contracts to 2029 with no additional COLA during this period.
What this means:
- We have not received a COLA since 2020.
- Prices in California increased by 20% from 2020-2024.
- Assuming 3% inflation per year, this means that we will have a roughly 26% pay cut by 2029.
MegaFlex: Management proposed a radically pared down version of MegaFlex with a 10% contribution, a cap of $244 per month and the elimination of the MetLife subsidy. Further, management’s proposal states clearly that the Union would have no right to negotiate any aspect of the MegaFlex plan (contribution, taxable cash, plan design, etc.), and no bargaining unit member can remain in the Choices Plan.
What this means:
For all those currently in the MegaFlex Plan, it is based on:
- A percentage of salary of 14.5-17%, based on length of County service.
- Medical and dental premiums are heavily subsidized by the County.
- Employees receive 10 days of paid leave; additional leave is purchased with MegaFlex dollars.
- There is no cap on the amount of money an employee can take home after using the money to buy benefits.
The impact of the County’s proposal is as follows:
- A 41% reduction from the contribution received by County executives and others currently in MegaFlex.
- The imposition of a $244 take home cap per month, which dramatically impacts the County’s ability to recruit and retain medical professionals.
- By denying our Union the ability to negotiate, the County can impose any cost share or plan design changes at any time without our say.
Special Pay Bonuses: Management largely ignored our carefully crafted D-Scale adjustment recommendations, instead proposing the following for Bargaining Unit 324:
- Adjustment to some classifications to start at Step 2 or 3.
- 10% bonus for Primary Care.
- 20% bonus for Carceral Care.
- Merit/Leadership bonus of 4%, 8%, and 12%.
- Physician Loyalty bonus of $10,000 for residents that remain at the County.
- High Desert bonus change to $57 per hour (in person only).
Management Proposal Overview – BU325
COLA (same at BU324): Management withdrew the two cost-of-living adjustments (COLA) of 5.5% and 3.25% (both retroactive) and proposed just one COLA adjustment of 3.25% in 2024. Further, management proposed extending our contracts to 2029 with no additional COLA during this period.
What this means:
- We have not received a COLA since 2020.
- Prices in California increased by 20% from 2020-2024.
- Assuming 3% inflation per year, this means that we will have a roughly 26% pay cut by 2029.
MegaFlex (same as BU324): Management proposed a radically pared down version of MegaFlex with a 10% contribution, a cap of $244 per month, and the elimination of the MetLife subsidy. Further, management’s proposal states clearly that the Union would have no right to negotiate any aspect of the MegaFlex plan (contribution, taxable cash, plan design, etc.), and no bargaining unit member can remain in the Choices Plan.
What this means:
For all those currently in the MegaFlex Plan, it is based on:
- A percentage of salary of 14.5-17%, based on length of County service.
- Medical and dental premiums are heavily subsidized by the County.
- Employees receive 10 days of paid leave; additional leave is purchased with MegaFlex dollars.
- There is no cap on the amount of money an employee can take home after using the money to buy benefits.
The impact of the County’s proposal is as follows:
- A 41% reduction from the contribution received by County executives and others currently in MegaFlex.
- The imposition of a $244 take home cap per month, which dramatically impacts the County’s ability to recruit and retain medical professionals.
- By denying our Union the ability to negotiate, the County can impose any cost share or plan design changes at any time without our say.
Special Pay Bonuses: Management proposed to eliminate the two Board Bonuses and the Dentist Bonus.
For dentists and dental hygienists, management proposed the following:
- Dentists move from D1 to D2.
- Senior Dentists move from D2 to D3.
- Dental Specialist – Oral Maxillofacial Surgery salaries remain at D28.
- All other Dental Specialists move from D3 to D4.
- Dental Hygienists who receive a “competent” or better on their most current performance evaluation move up two half steps (approximately 2.75%).