Minutes 5-31-00
(UCOP)
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May 31, 2000 (UCOP) Minutes

UCOP Attendees:

  • Judy Boyette, Associate Vice President, Human Resources and Benefits
  • Dennis Galligani, Associate Vice President, Student Academic Services
  • Lubbe Levin, Assistant Vice President, Human Resources and Benefits
  • Judy Ackerhalt, Executive Director, Human Resources and Benefits
  • Eva Devincenzi, Assistant Director, Human Resources and Benefits
  • Michele French, Director, Human Resources and Benefits
  • Steven Mathews, Deputy Assistant Vice President, Facilities Administration
  • Lily Pang, Manager, Human Resources and Benefits
  • Judith Rill, Principal Personnel Analyst, Human Resources and Benefits

UCLGBTA Attendees:

  • Chad Sanger, Chair UCLGBTA, UCSC
  • Jonathan Winters, Former Chair, UCLGBTA, UCB
  • Bob Anderson, UCB
  • Sarah Archibald, UCSD
  • Mark Costella, LBNL
  • Alan Hwang, UCD
  • Ron Kos, UCB
  • Emily Nalven, UCOP
  • Shane Snowden, UCSF
  • Allison Subasic, UCD
  • Nancy Tubbs, UCR
  • Pat Walsh, UCI

 
Minutes Prepared by: Deborah Larson, UCOP; Chad Sanger, UCSC

I. Introductory Comments

Judy Boyette, Dennis Galligani, and Lubbe Levin welcomed members of the UCLGBTA to the Office of the President and provided the introductory comments to the meeting. The importance of exchanging information and ideas with members of UCLGBTA was reiterated. The meeting provided a context to discuss issues of mutual concern and the UCLGBTA can act as an advisory group in sharing informationand ideas about how the University can address its current and future recruitment and retention needs, as well as issues of interest to students. Within that context, a series of updates were provided.

II. Current Status on Student Housing Developments

Dennis Galligani provided the background and led the discussion on student housing developments. Student family housing was coupled with the domestic partners benefits issue in 1996. Prior to the benefits item vote, housing was tabled with the agreement that the issue of the utilization of "family" housing would be brought back to the Board at an appropriate time.

Dennis Galligani reported there was no additional information regarding family housing because it has yet to go back to the Board. Dennis Galligani asked for assistance in making the case when the issue does go to the Board. He asked the UCLGBTA to play a role in "taking away the negatives" through presenting research on LGBT families, and telling "personal stories" which were successful on the issue of health benefits. Presently UCOP allows campuses to govern housing as the individual institutions see fit and the campus needs to do what it takes to serve its needs. The UC Davis and Santa Cruz approaches which have identified "family" housing as housing which meets campus needs; but with a preference for students with children, fit this model. The main proposal still favored by UCOP is the same one presented in 1997 (reaffirming the Chancellor's control over their own campus housing under Standing Order 100.6).

III. Mortgage Origination Program and Status of Staff Housing Developments on the Campuses

Steven Mathews discussed the loan programs available to employees, which include the Mortgage Origination Program (MOP) and the Supplemental Home Loan Program (SHLP). Steve Mathews relayed that modifications to the loan programs are being proposed at the July or September Regent's meeting. MOP, which is available to faculty and senior management, provides assistance for home purchases and comes from STIP funds. SHLP is available to faculty, senior administration, and some staff for first and second loans, to purchase or renovate a home and is funded through campus funds. For both loan programs, upon death of an employee, an eligible spouse or surviving child may continue payments indefinitely. In the case of non-married couples, including domestic partners, the loan must be repaid within a six-month period.

The "For Sale" Housing Program has 1100 units at UCB, UCD, UCI, UCLA, UCSB, and UCSC. The program is open to all employees and the unit must be sold to a qualified UC employee, or resold to the University upon the eligible employee vacating the unit. Surviving co-owners are typically allowed 3-5 years occupancy with some occupancy of longer duration. Upon death of an employee, a spouse might occupy the unit indefinitely, whereas domestic partners may need to vacate the unit within six months.

IV. Current Status on Proposed Changes to UCRP

Judy Boyette, Judy Ackerhalt, and Eva Devincenzi described the proposed changes to UCRP as a package of modifications to address recruitment and retention considerations. Recruitment and retention of qualified faculty and staff have become a primary focus in re-evaluating the benefits that the University offers. A 43% increase in the student population is expected over the next ten years, so that the need to recruit new faculty and staff in support of the projected growth will become increasingly important. UC Human Resources and Benefits is exploring various options that would address retirement benefit portability.

One option would be to add a new feature to UCRP for an account balance that would provide portability for employees who leave the University before reaching age 50. This would not replace our current defined benefit plan, but would be an additional feature allowing for a cash payment upon termination prior to eligibility for retirement. Another option under consideration is possible changes to UCRP age factors that are used to calculate the pension benefit. A recommendation on age factor changes to UCRP will be presented to The Regents with an effective date of January 1, 2000 or January 1, 2001. The other proposed changes to UCRP would be prospective and not likely to be effective before January 1, 2001.

Judy Boyette also mentioned consideration of benefit equity for single people and is reviewing a specialized "Single Life Annuity Option" for single employees. This consideration might be presented as a discussion item to The Regents in September with an action item to The Regents in November, in order to provide adequate time for campus consultation.

V. Discussion of Health and Welfare Benefits

Michele French and Lily Pang discussed renewal proposals that are due from insurers of all the plans by summer 2000. UCOP is consulting with the medical, dental, and vision carriers for more information regarding coverage for opposite-sex domestic partners as part of UC's "expanded family" definition. UCOP is also exploring offering group LegalCare, Accidental Death and Dismemberment, and Dependent Life Insurance plans to domestic partners.

VI. Selected University Policies - FMLA and Non-Discrimination Policy

Lubbe Levin and Judi Rill discussed the application of several human resource policies as they relate to leaves and non-discrimination. Federal law under the Family Medical Leave Act (FMLA) provides an entitlement of 12 weeks of unpaid leave for employees with a serious ill family member; however, the Federal law does not cover domestic partners. Thus, the University's Family Medical Leave policy does not extend additional time to employees with domestic partners because doing so would advantage them over other employees (i.e. those with domestic partners would also be entitled to take leave for other family members). There is no difference between academic and staff policies related to the Family Medical Leave Act. However, University staff policies on use of sick leave, vacation leave, and catastrophic leave are flexible in that they cover "any member of the household" and leave time is not limited to the care of family members. Lubbe Levin indicated she would be pleased to follow up with campuses on whether any problems had arisen on policy interpretation in this area.

Currently, the issue of including gender identity under the University's non-discrimination statement is being explored with General Counsel following a request from UC Santa Cruz. The University's policy is consistent with State and Federal law. Whether we could include this form of discrimination within the existing policy language related to sexual orientation without adding another new category is under discussion.

VII. Climate Assessment and Other Related Issues

Vice Chair Jonathan Winters, UCLGBTA, described the Diversity Study proposed by Susan R. Rankin, Ph.D., Pennsylvania State University, that includes a Lesbian, Gay, Bisexual, and Transgender (LGBT) Climate Assessment. Thirty-five institutions have been contacted for inclusion in the study. A survey was created that was piloted in the spring of 1999 and the results of the survey were used to create the final assessment tool. Institutions of higher education have been invited to participate in this study which is being supported by The National Association of Student Personnel Administrators, The National Consortium of Directors of LGBT Campus Resources in Higher Education, and the National Gay and Lesbian Task Force. A national summary report will be prepared with participating institutions remaining anonymous.

Dennis Galligani mentioned at the meeting that UCLA has approved participation in the study and other UC campuses are in the process of seeking approval and funding to participate. There is UCOP interest in the study and Dennis Galligani would like to review the study with the Vice Chancellors ú Student Affairs in the fall.

Also discussed was funding support for UCLGBTA as an advisory group. A budget will need to be prepared by UCLGBTA that itemizes annual expenses to be reviewed by Human Resources and Benefits and Student Affairs so that the possibility of funding support can be explored.

The meeting adjourned at 3:05pm.