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Accretions

Understanding Accretions

Accretion is the process of adding title codes that were not previously represented to an existing bargaining unit.

In order to begin this process, the Union will file a petition with the Public Employee Relations Board (PERB). UCOP has created a tracker called Unit Modification Tracker for all petitions. See Unit Modification Tracker in the Resources section below. 

In their filing the Union must demonstrate the following:

  • That there’s a “community of interest” between the current bargaining unit classifications and previously unrepresented classification(s) (i.e. group of employees).
  • These unrepresented classifications share similar job duties, working conditions, or other relevant factors with the existing classifications the Union represents.

The University will then have the opportunity to review the petition.

  • If the University objects, PERB will hold a hearing.
  • If the University does not object, PERB issues a unit modification order which results in the titles at issue being absorbed into the bargaining unit.

Once PERB issues an accretion order, the newly added title codes and the employees in those classifications become part of the Union's bargaining unit. As bargaining unit members, they are entitled to Union representation and are covered by the applicable collective bargaining agreement, although certain provisions may require bargaining to address their unique circumstances. In addition, all contract appointments in the affected title codes must be converted to either career or limited appointments, retroactive to the effective date of the unit modification order.

Are there any positions that can be excluded from accretions?

Under the Higher Education Employer-Employee Relations Act (HEERA), managerial, confidential, and, with limited exceptions, supervisory employees are excluded from any bargaining unit.

Confidential Designation

A confidential employee is defined as someone who is responsible for developing or presenting management positions in collective bargaining and/or whose duties require access to information that significantly contributes to shaping these positions. Merely having access to sensitive information is not sufficient for exclusion from a bargaining unit based on confidential status. To qualify, an employee must actively participate in the development or presentation of management positions for collective bargaining or have access to information that plays a key role in their formulation.

Supervisory Designation

The University of California maintains its long-standing guidance that employees designated as “Supervisory” must supervise at least 2.0 career FTEs. Student employees and those in limited appointments do not count toward this threshold. The employee should be responsible for hiring, performance evaluation, work assignments, merit increases and reclassifications, discipline/discharge, and complaint/grievance resolution. They should also have signature authority to sign the personnel actions discussed herein – i.e., they should not simply be serving as a lead for the team. Employees who do not hold a “Supervisory” designation may continue to perform supervisory functions; however, it is at the department’s discretion to determine whether those responsibilities should be reassigned following accretion.

Managerial Designation

The “Managerial” designation is reserved exclusively for employees with significant responsibilities for formulating or administering policies and programs. The employee must also have discretion and authority in their job duties beyond just following policy. Essentially, they are responsible for making decisions and setting direction for the organization, department, or a specific area within the University.

What is the process at UCLA for when a position is accreted?

After PERB rules on the petition and grants the Union’s request, the Office of the President will issue a notice to each local campus. This notice will include a joint letter to affected employees from the University of California and the Union regarding the accretion, along with a PERB notice detailing the newly accreted position(s) or unit(s). At UCLA, the Labor Relations Office will send the joint letter to affected employees and a separate communication to the respective supervisors and managers.

After positions are accreted, negotiations on wages, hours, and working conditions will take place through the systemwide collective bargaining process. Labor representatives from each campus will participate in these negotiations on behalf of the University of California.

Are there any changes that I can expect now that I am managing a unionized employee?

It is important for supervisors to review the collective bargaining agreement of the newly accreted position(s) and become familiar with the provisions within the CBA.

ELR encourages supervisors not familiar with supervising in a Union environment to contact your LR Advocate for assistance. The Labor Relations Office also hosts “Managing A Unionized Workforce” trainings, on a rolling basis.

For any questions, please contact accretions@chr.ucla.edu.

If my position, or my employee's position, is accreted into a bargaining unit, is Union membership required?

Each employee has the individual right to join the Union or opt-out. This is the individual’s sole choice. Therefore, the University will remain neutral and will not advise employees one way or the other. Impacted employees should discuss these options with their Union representative. See "Contact Your Union Representative" in Resources below.

Resources

Questions? 

If you have questions for Labor Relations, please contact your Labor Relations (LR) Advocate or email labor.relations@chr.ucla.edu. 

UCLA Health employees can receive assistance by emailing uclahealthlaborrelations@mednet.ucla.edu or by calling 310-794-0500.