150-14 Labor Relations

Effective Date: 1/1/92 (revised 2/1/97)

Office of Origin: Human Resources--Labor/Employee Relations

I. Purpose

This policy governs the rights of employees, the obligations of the University under existing collective bargaining agreements, University policies and procedures affecting labor relations, and the role and functions of Labor/Employee Relations.

II. Definitions

Collective bargaining unit: a unit of employees, usually established by the Public Employment Relations Board, which may determine through an election process whether or not to be represented by an employee organization for purposes of collective bargaining. An appropriate bargaining unit can consist of one or more locations of a particular employer.
Exclusive representative: an employee organization, certified by the Public Employment Relations Board, which is the sole and legal collective bargaining agent for employees in a particular collective bargaining unit. The employer has a legal obligation to bargain in good faith with this representative.
Grievance: an alleged violation, committed by an employer, of the collective bargaining agreement.
Higher Education Employer-Employee Relations Act (HEERA): this law, which recognizes and provides for the right of all non-supervisory employees to form and join employee organizations if they choose, became effective on June 1, 1979. It is administered by the Public Employment Relations Board.
Public Employment Relations Board (PERB): the state agency charged with administering HEERA and other legislation involving the bargaining rights of public employees. Members of PERB are appointees of the Governor. It consists of five members with four-year terms.
Unfair practice: an alleged violation of HEERA by an employer or a labor organization.

III. Policy

A. This policy was established to ensure:

1. fair, consistent and non-discriminatory application of law, policies, and procedures on UCSF employees;

2. compliance with obligations under HEERA, other applicable federal and state laws and the collective bargaining agreements to which UCSF is a party; and

3. that managers and supervisors are provided appropriate training and availability of technical resources to enable them to manage effectively and within the scope of the policies outlined herein.

B. All managers and supervisors are responsible, as agents of UCSF, for adhering to this policy. Managers and supervisors should consult with Labor/Employee Relations for technical advice with respect to corrective actions, contract interpretation, layoffs, and other matters as appropriate.

C. Labor/Employee Relations is responsible for providing timely, accurate, and constructive advice to the management of UCSF and representing management in the grievance process, at arbitrations, in unfair practice cases, and in collective bargaining negotiations, as appropriate.

IV. Responsibility

Contact Office of Origin (see above) with any questions.

V. Related Policies

None provided.

VI. References

UCSF Campus Code of Conduct
Agreement between the Regents of the University of California and the San Francisco Building and Construction Trades Council
Higher Education Employer-Employee Relations Act (HEERA), 6/1/79
Memorandum of Understanding, University of California and UC Council-American Federation of Teachers, Non-Senate Instructional Unit
University of California and AFSCME Agreement, Clerical and Allied Services Unit
University of California and AFSCME Agreement, Patient Care Technical Unit
University of California and AFSCME Agreement, Service Unit
University of California and California Nurses Association Agreement, Registered Nurses Unit