Where do our negotiations with UC stand?
Please find a downloadable version of this information by clicking here.
You can find a full archive of our bargaining updates at upte.org/uofcalifornia.
| Issue | UPTE's Proposal | UC's Proposal |
|---|---|---|
| Fair Pay | • 5% raise and $25 minimum wage retroactive to July 2023 • 9% raise in 2025, 8% in 2026, 8% in 2027 • Annual step increases and additional steps for every scale • Minimum step placement / adjustment based on experience • Equal raises plus 3% retro to May ‘22 for workers at Berkeley Lab (LBNL) • 10% evening, 15% night and weekend shift differentials |
• NO retroactive raise, $25 minimum in 2025 • 5% in 2025, 3% in 2026, 3% in 2027 • NO step in 2027 for RX/TX, Annual steps for HX • NO minimum step placement / adjustment based on experience • NO proposal for Berkeley Lab (LBNL) • NO increased shift differentials |
| Career Progression | • Clear, objective criteria and enforceable process to ensure appropriate title • Automatic reclass after 15 days of working in a higher classification • Pay retroactive to when duties began • Open positions offered to most senior qualified applicant |
• UC has 7 months to respond to reclassification request, no ability to appeal to neutral 3rd party • Minimum raise from SRA 1 to 2 promotion reduced from 5% to 4% |
| Work/Life Balance | • 24 days of vacation per year • Right to 10% reduction in time for all, 20% after 5 years of service or for new parents • At least 2 days/week of remote work where feasible • 7 Floating Holidays • Up to 10 days of sick leave for per diems • Additional unpaid parental leave (already available to UC nurses) |
• NO vacation increase • Remove Cesar Chavez Day as floating holiday for HX • NO right to remote work when feasible • NO right to bargain over remote work • NO right to flexing to part time • NO reduction in work week • 2 days of sick leave for per diems • NO additional parental leave |
| Job Security & Staffing | • Qualified workers offered vacant positions prior to layoffs • Campus and classification-wide seniority in case of layoffs • No moving work to non-union titles or subcontractors • UC can’t go to court to stop new titles from joining UPTE • Option for Per Diems who work at least 50% time to convert to Career |
• UC no longer has to notice the union when moving workers to non-union positions • NO Career Conversion for Per Diems • NO improved layoff protections |
| Parking & Transportation | • Reduce & pay-band parking rates • $100 monthly subsidy for public transit, bikes, or ebikes |
• Raise caps on annual parking increases at UCD & UCM to $10, no proposal from UCLA |
| Benefits | • Freeze healthcare costs at 2024 levels • $4200 contribution to Dependent Care FSA • Low-interest home loans, like Executives and Faculty receive |
• NO limit on healthcare increases, $100 and $75 credit for Pay Band 1 and 2 |
| Training & Development | • 80 hours annual professional development leave • $3,000 annual reimbursement for education, licensure, etc. |
• NO increase in professional development leave or reimbursements |