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P L E A S E
P O S T
June 23, 2000
DEAN
JONATHAN VARAT
Re:
Proposed New Law School Professor Series Salary Scale
The
Academic Vice Chancellors have recommended an increase in the Law School
Professor Series salary scale. Enclosed
for formal review is the proposed new Law School salary scale. The proposed scale will help campuses recruit and retain
faculty and remain competitive with peer institutions.
The
proposed new Law School salary scale will be implemented in two stages,
effective
July 1, 2000 and July 1, 2001.
Campuses are responsible for ensuring the funds to support the new scale.
Attached
is the proposed Law School salary scale with proposed salaries for July 1, 2000
and 2001. The proposal is also
available online at:
http://www.ucop.edu/acadadv/acadpers/law.html
Please
make this proposed new salary scale available to the Law School faculty for
comment. Return comments to me by Wednesday,
July 12, 2000.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
P L E A S E P O S T
November 1, 1999
DEANS, DEPARTMENT CHAIRS and
DIRECTORS
Re: Definition of Family and
Medical Leave Year
On September 27, 1999, you
received notice of a proposed change to the Family and Medical
Leave Year Designation. The proposal involved changing the
current definition of the "leave year" from commencing
on the date leave is first taken, to that of a calendar year.
This communiqué is to advise you
that the University will adopt the calendar year definition
effective January 1, 2000. To recap the changes:
-
Under the new leave year
definition, employees who have at least 12 months of
University service and who have worked at least 1,250
hours during the 12-month period immediately preceding
the commencement date of the requested leave would be
granted up to 12 workweeks of Family and Medical Leave
for any qualifying reason during the 12-month period that
begins each January 1.
-
An employee who has the need
to continue a Family and Medical Leave that is in
progress on December 31 for the same qualifying reason
would not be required to re-qualify to continue
eligibility for Family and Medical Leave in the new
calendar year; however, the portion of leave that
continues into the new calendar year would count against
the employee’s entitlement to 12 workweeks of leave
for that calendar year. If an employee in this
circumstance requests leave for a different qualifying
reason, that employee would be required to re-qualify to
be eligible for Family and Medical Leave, subject to the
maximum 12 workweeks allowed in a calendar year.
-
All eligible employees would
be entitled to continuation of health benefits (i.e.,
medical, dental, and vision), as provided in the
applicable policy or collective bargaining agreement, for
all periods of time on approved Family and Medical
Leaves, including Family and Medical Leaves that exceed
12 workweeks because they continue from one calendar year
into the next calendar year. Different rules, however,
apply to continuation of health benefits during leaves
other than Family and Medical Leave.
Please make this final policy
available to your faculty and all interested parties.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
November 1, 1999
DEANS, DEPARTMENT
CHAIRS and DIRECTORS
Re: 1998-99 Faculty
Recruitment and Retention Survey
I write to advise you
that Office of the President will again be conducting a survey on
faculty recruitment and retention. In order to respond to a
Presidential initiative on the state of the faculty, the Office
of the President has been asked to conduct the survey this Fall.
The data produced from the survey will also be used in preparing
for the Legislative hearings on faculty salaries.
Shortly, a member of the
Office of the President staff will be calling selected Department
Chairs with a brief set of questions about faculty hired and
those that left. As always, we want to assure Chairs that all
responses will be treated confidentially.
Thank you for your
cooperation.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
October 8, 1999
DEANS, DEPARTMENT
CHAIRS and DIRECTORS
Re: 1998-99 Outside
Professional Activities Report
I am writing to remind
you that reports by faculty members of their outside professional
activities for the year 1998-99 should be submitted to Department
Chairs no later than Monday, November 1, 1999. Reports should
also be obtained from administrative officers who hold one of the
listed faculty titles in a department.
Detailed information
concerning these annual reports, including a listing of those
faculty members who should submit reports, is set forth in The CALL, Appendix 19. The Outside
Professional Activities Report can be easily accessed on the
Academic Personnel Office web site at http://www.apo.ucla.edu/apoweb/salary.htm.
Department Chairs are
asked to take appropriate steps to ensure that these reports are
filed. Thank you for your attention to this matter.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
October 4, 1999
DEANS, DEPARTMENT
CHAIRS and DIRECTORS
Re: 1999-2000
Academic Salary Scales effective October 1, 1999
Enclosed are the
Academic Salary Scales for 1999-2000, with pay rates effective
October 1, 1999. These scales reflect the following
application of range and parity adjustments:
-
A cumulative 2.9
percent parity/range adjustment was applied to Professor
and Lecturer SOE scales and will be applied to Off-Scale
salaries.
-
Above-Scale
faculty also will receive the combined parity/range
adjustment in accordance with the average faculty
parity/range, 2.9 percent.
-
The new scale
reflecting five with-in step salary rates for the
Professional Research Series, Fiscal Year is on page 12.
The top of each range is equivalent to the Faculty-Ladder
Ranks—Professor Series, Fiscal Year salary for each
step. The bottom of each range is the October 1, 1998,
scale for the Professional Research Series, Fiscal Year,
range adjusted by 2 percent.
-
All other academic
salary scales have been range adjusted by 2 percent,
across-the-board, for all ranks and steps. For any of
these titles covered by a Memorandum of Understanding
(MOU), the range adjustment applies only to the extent
provided for in the MOU.
The University of
California Salary Scales can be found online at http://www.ucop.edu/acadadv/acadpers/tab9900/tabcont.html. The UCLA salary scale
for the Professional Research Series and associated coding can be
found at http://www.apo.ucla.edu/apoweb/attach2.htm.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
September
27, 1999
DEANS, DEPARTMENT CHAIRS, and
DIRECTORS
Re: Family and Medical Leave
(FMLA) Year Designation
In early 1997 the University
provided notice to employees and employee organizations that it
wished to change the definition of the leave year to a calendar
year, commencing on January 1, 1998, for the purposes of
determining family and medical leave entitlements. However, the
proposal was withdrawn because agreement could not be reached
with all exclusive representatives. Culminating with several
recently negotiated agreements, the University has now reached
agreement with all exclusive representatives and proposes that
the calendar year definition be implemented on January 1, 2000.
Under current policies and
collective bargaining agreements applicable to staff and academic
personnel, the University of California grants eligible employees
up to 12 workweeks of Family and Medical Leave during the
12-month period (leave year) that begins on the date leave is
first taken. Final regulations issued by the Fair Employment and
Housing Commission, a State agency, allow California employers,
including the University of California, to choose any one of
several alternate methods for defining the leave year. Pursuant
to these regulations, the University proposes to change its leave
year definition to a calendar year, effective January 1, 2000.
The policies applicable to
academic titles regarding FMLA can be found in APM 715 or in The
CALL, Appendix 25. I suggest that you review these sections in
order to better understand the scope of the changes being
proposed.
The proposed change, which is
intended to be responsive to employee needs and simplify the
administration of Family and Medical Leave, would have the
following effects on Family and Medical Leave entitlements:
-
Under the new leave year
definition, employees who have at least 12 months of
University service and who have worked at least 1,250
hours during the 12-month period immediately preceding
the commencement date of the requested leave would be
granted up to 12 workweeks of Family and Medical Leave
for any qualifying reason during the 12-month period that
begins each January 1.
-
An employee who has the need
to continue a Family and Medical Leave that is in
progress on December 31 for the same qualifying reason
would not be required to re-qualify to continue
eligibility for Family and Medical Leave in the new
calendar year; however, the portion of leave that
continues into the new calendar year would count against
the employee’s entitlement to 12 workweeks of leave
for that calendar year. If an employee in this
circumstance requests leave for a different qualifying
reason, that employee would be required to re-qualify to
be eligible for Family and Medical Leave, subject to the
maximum 12 workweeks allowed in a calendar year.
-
All eligible employees would
be entitled to continuation of health benefits (i.e.,
medical, dental, and vision), as provided in the
applicable policy or collective bargaining agreement, for
all periods of time on approved Family and Medical
Leaves, including Family and Medical Leaves that exceed
12 workweeks because they continue from one calendar year
into the next calendar year. Different rules, however,
apply to continuation of health benefits during leaves
other than Family and Medical Leave.
Please make this proposed policy
available to your faculty and all interested parties for comment.
Questions regarding FMLA policy should be directed to Alexis Shaw
at extension 54785 or via e-mail at ashaw@conet.ucla.edu. Please return comments to me by Wednesday,
October 27, 1999.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
September 27, 1999
DEANS, DEPARTMENT CHAIRS, and
DIRECTORS
Re: Professional Research
Series Salary Scales
Expanded salary scales for the
Professional Research series have been approved, effective
October 1, 1999, which is also the effective date for this
year’s range adjustment. See Attachment I.
As you know, salaries for the
Professional Research series became de-linked from faculty
salaries in 1995. In connection with the implementation of these
new expanded salary scales, the goal is to restore Professional
Research series salaries to the faculty levels as soon as
reasonably feasible. We say, "as soon as reasonably
feasible" since, in setting new salary levels, care should
be taken not to put sudden, undue budgetary stress on extramural
grants that have previously-established budgets. Accordingly, in
appropriate cases, the goal of approximating the level of faculty
salaries may be accomplished gradually over a period of time.
It is recommended that in
submitting new grant applications, the salaries of Professional
Research series personnel should be budgeted at the upper end of
the range, and, to the extent feasible, at a level equal to the
professorial fiscal year salary level.
UCLA IMPLEMENTATION AND
APPROVAL AUTHORITY
It is estimated that UCLA has over
500 individuals holding appointments in the Professional Research
series. Therefore, in order to manage the salary ranges provided
by the Office of the President, local salary rates have been
established within each range (See Attachment II). The Academic Personnel Office will provide
further information regarding the associated Personnel/Payroll
procedures under separate cover to Deans’ offices during
this next week.
With regard to use of the new
scales, salary adjustments may occur either via the normal merit
process or with annual "within step" adjustments made
at the time of reappointment. Deans have final approval authority
for all within step adjustments in addition to their present
authority for academic advancement as described in The CALL.
Providing that funding is available, Schools are encouraged to
start making salary adjustments effective with the October 1st
implementation.
OCTOBER RANGE ADJUSTMENT
PROCESS
Implementation of the new salary
ranges will occur during a two-step process. First, all
individuals appointed to the Professional Research series will be
automatically range adjusted by the Personnel/Payroll System
during the regular range adjustment process as normal. Once that
process has been completed, then departments may process within
step adjustments in accordance with the new salary scale to be
effective October 1, 1999. As previously indicated, any change in
rank or step must follow its normal course as indicated in The
CALL.
If you have any questions, please
call Alexis Shaw in the Academic Personnel office at ext. 54785.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
P L E A S E
P O S T
August 30, 1999
DEANS, DEPARTMENT
CHAIRS and DIRECTORS
Re: The University
of California Health Sciences Clinical Enterprise
Corporate Compliance Program
The Office of Clinical Services
Development, in consultation with a systemwide committee
comprised of the leadership of the Schools of Medicine and
Medical Centers, has been working during the past year to develop
a Corporate Compliance Program for the University’s health
sciences clinical enterprise.
The purpose of the Program is to
demonstrate the University's commitment to ethical and legal
behavior and to clearly communicate the specific standards of
conduct that address those potential areas of risk that have been
identified by the Federal government. The Program will apply to
management personnel, physicians, health professions faculty and
students, and other health care professionals and staff involved
in clinical services, including patient care and billing services
at the medical schools and University-owned or leased hospital
facilities.
The proposed Program conforms to
the Office of the Inspector General's (OIG) guidelines governing
compliance programs for the health care industry. Important
elements of the Program include:
-
a Code of Conduct, including
standards of ethical conduct;
-
educational and training
programs;
-
processes for faculty and
staff to raise questions and concerns, including a
toll-free Hotline telephone number to anonymously report
suspected violations of compliance issues;
-
an emphasis on the
University's existing Policy on Safeguarding Resources
and Investigating Misuse of Resources, and the Policy For
Reporting Improper Governmental Activities and Protection
Against Retaliation, as the appropriate vehicles to
report and investigate alleged improper/illegal
compliance activities;
-
regular self-monitoring
activities to ensure compliance with the University's
Program;
-
an emphasis on implementation
of remedial actions, corrective or disciplinary actions,
or both for noncompliance pursuant to the provisions of
existing personnel policies and collective bargaining
agreements; and
-
exclusion of sanctioned
individuals from Medicare or Medicaid billing,
reimbursement and patient care.
A proposed Compliance Manual has
been developed to provide guidance to locations in the
development of local compliance programs. The Code of Conduct
contained in this manual will be incorporated into each
location's Corporate Compliance Program.
Please make this proposed new
policy available to your faculty and all interested parties for
comment. The proposed new Compliance Manual is also available
online at http://www.ucop.edu/acadadv/acadpers/apm/corp-man.html. Please return any comments to my office
by Friday, September 10, 1999.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
P L E A S E
P O S T
August 12, 1999
DEANS, DEPARTMENT CHAIRS and
DIRECTORS
Re: 1999-2000 Range/Parity
Adjustments
On June 29, 1999, the Governor
signed the 1999-2000 State budget, which includes funding for
general and parity increases for University academic employees.
Based on the budget, the
University proposes to provide all eligible academic employees
with a 2% general increase (range adjustment), effective October
1, 1999. In addition, Ladder-Rank faculty are proposed to receive
an additional 0.9% parity increase, effective October 1, 1999.
If you wish to comment regarding
this proposal, please return comments to me by Tuesday, August
24, 1999.
Sincerely,
Norman Abrams
Vice Chancellor
Academic Personnel
Please contact
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x54857 for any questions
regarding Vice Chancellor Communiqués
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