From UUP President Frederick E. Kowal
Dear Colleague,
What do you want to see in the next UUP contract? How should UUP approach its negotiations over compensation, health benefits, telecommuting, contingent faculty concerns, hospital issues, and more?
We are writing one final time, asking that you take a few minutes out of your busy schedule to complete UUP’s Contract Negotiations Member Survey. When we go to the table, we want to make sure that we are bargaining on behalf of the pressing needs of our members. We also want to be able to emphasize to the State that we have an active, engaged membership—a membership that is paying attention to negotiations and needs to see specific, material improvements in our working conditions.
Completing the survey doesn’t take long and it will give us leverage at the table. We’ll be closing the survey on 12/17 so that we can begin to prepare our contract proposals. Once you have completed the survey, please take a minute to remind your colleagues and co-workers to do the same. As always, we’re stronger together.
Yours in union,
Fred Kowal, UUP PresidentBret Benjamin,
UUP Chief Contract Negotiator
UUP, SUNY, state agree on overtime pay for hospitals
UUP has reached agreement with the state and SUNY on a pilot program for overtime pay for UUP members at SUNY-operated hospitals in Brooklyn, Stony Brook and Syracuse. Under the Memorandum of Agreement, eligible members at the University Hospital at Brooklyn, Stony Brook University Hospital, the Long Island State Veterans Home and Upstate University Hospital will receive an overtime rate of up to 2.5 times their rate of regular pay. Click HERE to download the MOA.
UUP President Fred Kowal worked closely with the chapter presidents at the three hospitals to finalize the agreement after weeks of tense talks between UUP, SUNY and the state.
“The hard-working, dedicated heroes at our hospitals deserve this,” Kowal said. “They’ve put their lives on the line every day during the pandemic. Securing this was challenging, frustrating and maddening at times. But we got it for our members and we’re proud of that.”
The agreement is for non-exempt/overtime-eligible employees in identified titles who are engaged in providing health care services and who work more than 40 hours in a work week. The MOA is retroactive to Oct. 14 and is set to end Jan. 30, 2022—unless all parties decide to extend it.
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