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.
Current as of UC’s 09/10/25 “Last, Best, Final” Offer
| Issue | Our Proposal | UC’s Proposal |
|---|---|---|
| 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, 4% in 2026, 3% in 2027, 3% in 2028 - No step in 2027 for RX/TX - NO minimum step placement/adjustment based on experience - NO guaranteed raises (Matrix only) or steps 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 90 days to respond to reclassification request, no ability to appeal to a 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 - Department 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 notify the union when moving workers to non-union positions - NO Career Conversion for Per Diems - Non-career employees and contractors will be released prior to layoff of career workers in RX/TX - No requirement to release per diems prior to layoff of career HX workers |
| 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 -$125 and $100 “credit” for Pay Band 1 and 2 in 2025 -$100 and $75 “credit” for Pay Band 1 and 2 in 2026-28 |
| Training & Development |
- 80 hours annual professional development leave - $3,000 annual reimbursement for education, licensure, etc. |
- NO increase in professional development time or reimbursements |
| Parking & Transportation |
- Reduce & pay-band parking rates - $100 monthly subsidy for public transit, bikes, or ebikes |
- Raise caps on annual parking increases at UCD and UCM from $5 to $10 per month, and UCSD from $10 to $15 per month |