1. 2017 SEBAC Framework and UCHC-AAUP Collective Bargaining Agreement
INFORMATION SESSIONS
July 5, – 2 PM, Onyiuke Dining Room
July 6, – PM, Massey Auditorium
July 7, – 10 AM, OPP 2nd floor conference room

2. Union Ratification Votes
Overview
Union Ratification Votes
Electronic Voting to take place July 12-17th 2017.
Two (Yes/No) Votes:
SEBAC tentative agreement
UCONN Health : UCHC-AAUP Collective Bargaining Agreement
SEBAC: State Employee Bargaining Agent Coalition
Pension and Health Care agreement with Governor’s office.
Concessions in exchange for SEBAC extension to 2027 and preservation of most health care and pension benefits
SEBAC agreement set framework for compensation and job security through June 2021

3. SEBAC Provisions on Wages Job Security
Contract Term
FY18
FY19
FY20
FY21
Wage Increases
Zero
$2,000 Lump Sum
3.5% GWI
+ Step Inc. (2%)
Longevity
April > July 19
April FY18
+ Normal Oct/April
Normal
Furlough Days
3 Days
none
Job Security
Full Job Security for OLR units, Non-OLR negotiated terms
Employee Health Care Premium
No change
Increase 1% up to 15%
FY22 – 1% up to 16%
Pension
Contibutions
ARP +0.75%
SERS/Hybrid
+1.5%
ARP +0.25%
+0.5

4. UCHC-AAUP CBA highlights
Maintains structure of existing compensation plan:
• in FY20 and FY21, “distribution pool” is 5.5% of total base salaries of FMP faculty
• 75% (4.125%) provides “equity adjusted general wage increase (EAGWI) to all FMP faculty
• 25% (1.375%) pool for academic and clinical merit payments to FMP faculty
• Alternative Bonus Plan (ABP) faculty receive same calculated EAGWI as FMP faculty but not paid out of distribution pool
• ABP bonuses also not paid out of distribution pool

5. UCHC-AAUP CBA highlights
EAGWI calculations:
Based on AAMC median salary for rank and specialty (“target salary”)
•if your salary is below target, you will get proportionately higher base salary increase
• if your salary is above target, you will get proportionately lower base salary increase
(Target salary/your salary)2 = equity adjustment factor (EAF)

6. UCHC-AAUP CBA highlights
• for Clinical Salaries EAGWI calculation takes into account clinical productivity (RVUs compared to median) relative to salary
CPMR = (your RVU/median RVU)/(your salary/median salary)
Example: (3,500/4,200)/($205k/$215k) = (0.833)/(0.953) = 0.874
• CPMR cut-off for full EAGWI and Clinical Merit stays at 0.8.

7. UCHC-AAUP CBA highlights
Merit Calculations to distribute (25% pool)?
Merit applied to base salary up to “Target Salary”
Above Target Salary paid in lump sum bonus
•Academic merit (for non-clinical effort) based on annual academic merit evaluations (R, E, A, Ex)
•For FY20 merit payouts using evaluations from CY 2015, 2016, and 2017; for FY21 merit using evaluations from 2018 and 2019
•Clinical merit based on clinical productivity (RVU or revenue). 30% of clinical merit pool based on “good standing” CGCAHPS, scheduling and Chair/Director payouts – No CPMR cutoff – but On-Time annual training

8. UCHC-AAUP CBA highlights
Alternative bonus plan (“ABP”)
• hospitalists, ED, high revenue specialties: administration can offer alternative (incentive-based) bonus plan
• base salary increases calculated by same EAGWI formula
• Mechanisms to limit abuse of ABPs: “distribution pool floor” maximizes FMP payouts if ABP numbers go up significantly; minimal ABP hiring salary at 80% AAMC(50);
EAGWIs don’t come from distribution pool; base salary for FMP and ABP must be the same; faculty not required to accept ABPs

9. UCHC-AAUP CBA highlights
What is new in current draft CBA?
• Job Security: most in-residence faculty will be automatically renewed through FY20 (June 2020)
• Multi-year Appointments: for in-residence faculty: 2 years (asst. profs.) and 3 years (assoc. and full profs.), if reappointment standard met
• relaxed reappointment standard for FY19, FY20 ensures more faculty will be reappointed through the term of the CBA, RVU(50)

10. UCHC-AAUP CBA highlights
What is new in current draft CBA?
• Faculty development accounts: starting in FY19, all new Asst. Profs. will have access to $500 per year that can be used for professional development
• Parking: rates cannot be raised until July 2018
• Long-term disability coverage maintained; separate agreements on dental clinic evening hours, non-compete clauses, pass-through contracts

11. Questions on CBA?

12. SEBAC Provisions for Pensions
Contract Term
FY18
FY19
F20
FY21
ARP Plan
UCH – 7.25%
Emp. – 5.75%
(opt out – 5%)
No change
UCH – 7%
Emp. – 6%
(opt out)
SERS/Hybrid
Emp. – 6.5%
Emp. – 7%
No Change

13. SEBAC Health Care Provisions
Contract Term
FY18
Drug Co-Pays
$5/$20/$35
$5/$10/$25/$40 Active 10/02/2017 – Tiered Generics
ER Co-Pay
$35
$250 for unnecessary visit, Urgent Care-$10 – Waivers Apply
Site of Service
Site of Labs and Diagnostics networks to encourage savings – reduced co-pays
Treatment Choice Incentives
Provider groups for procedures eliminate co-pays

14. SEBAC Health Care Retirees
Contract Term
FY18
Retiree Health Premiums
Increase 1.5% for non-Haz Duty <25yrs
POS/POE Plans –
Medicare Advantage
Group medicare advantage improve network and health maintenance support while still providing POS and POE access.
Site of Service
Site of Labs and Diagnostics networks to encourage savings – reduced co-pays
Treatment Choice Incentives
Provider groups for procedures eliminate co-pays

15. SEBAC Pension COLA Changes
Most Pension Changes take place Oct 2022
Pension COLA calculations: Actual COLA if <2%, Normal calc. >3.3%
First COLA delayed 18 months but if dramatic increase in CPI during that time get partial recovery

16. SEBAC and CBA Info
SEBAC TA and CBA link in distributed s and on UCHC-AAUP website
(UCHC-AAUP.org) “Stay Informed”
SEBAC Provisions Q&A – Health Care, Wages, Pension, Retirement