April 1 marks the beginning of an exciting week for University of California workers. We kick off our 2024 Contract Platform vote and Bargaining Team elections. The polls will be open from April 4 through April 18.

"Last year, we had thousands of conversations with UPTE members across their state who made their demands loud and clear; we deserve fair pay, clear pathways to career progression, improved work/life balance, better staffing, and job security. Those are the principles that our 2024 Contract Platform is rooted in," said Matthew Stephen, a Physician Assistant at UCSF and UPTE Chapter Co-Chair.

Contract negotiations are about showing strength in numbers, and we want to start bargaining off from a place of strength. That means UC needs to know that an overwhelming majority of our 18,000 members support these priorities. Strong turnout during our ratification vote will help us send a clear message to management that we're serious.

"We have a responsibility to provide world-class patient care, research, and education to Californians in every corner of our state—and our employer has a responsibility to make sure we have the support, resources, and staffing to fulfill that tremendous mission," Matt said. "Swing by with a few of your coworkers to vote together and say 'hello!'"

Behind the academic achievements and vibrant campus life lies an essential yet often hidden workforce in the heart of campuses across the University of California system. Among this group of workers is Andrew Fugman, a Principal Electronics Technician at UC Santa Barbara, whose story showcases determination and the steps to win material improvements to working conditions.

"We worked on flyer materials that went beyond equity issues for us," expressed Andrew. "We emphasized in our messaging how our work directly connects to campus safety, staff safety, and, above all, student safety. We handed out the flyers in high-profile, high-foot-traffic areas across campus, including to prospective students doing their orientations with their parents to get the attention of management."

In response to the demand submitted by the Electronics Techs, the University proposed 3-7% equity increases and adjustments to pay scales that allowed members who had been at the top of their pay scale to receive a January step increase, as well as creating room for additional step increases with the next contract.

As we gear up for bargaining with the University of California, the story of the electronics technicians' fight for fairness is a potent reminder of the strength in unity. "It will be a lot different at the bargaining table when we have eighteen thousand members behind us systemwide instead of just a few electronics techs here at one campus," Andrew reflected.

In contract negotiations, the path to victory is often paved with steadfast organizing and strategic pressure. That was precisely the case for UPTE members at UCLA, who recently celebrated a significant win against UC management: a five percent equity increase for all, plus additional compensation for night and weekend shifts. This achievement wasn't merely handed to us; it was the result of persistent collective action and negotiations.

Jeanna Harris, a dedicated UPTE unit representative and Case Manager at the UCLA Medical Center, shared the behind-the-scenes story of how UPTE members, including social workers and case managers, came together to make their voices heard. Over the past few years, our members have faced the longstanding issue of inadequate differential pay for night and weekend shifts, a critical factor for ensuring sufficient staffing levels at all times.

Jeanna further highlighted that "this victory is a testament to what we can achieve when we stand together, united by our commitment to fairness and equity." She also noted the potential for this success to set a new standard for upcoming contract negotiations, focusing not just on compensation but also on holistic issues like work-life balance and job satisfaction.

As we move forward, this experience has taught us the value of collective action and the power of maintaining a constructive dialogue with management. Our success at UCLA is a beacon for UPTE members across the system, showing that we can achieve substantial wins for all UC workers when we organize, engage, and negotiate in good faith.

Along with our union siblings represented by AFSCME Local 3299, dedicated UPTE workers at the Division of Laboratory Animal Medicine (DLAM) have stepped forward in a march on the boss at the David Geffen School of Medicine at UCLA. Paving the way for significant improvements across the UC system, the recent joint UPTE & AFSCME 3299 action in February served as a preview for the fight ahead for thousands of UC workers.



"The recent march on the boss at DLAM is a preview of what is to come," explained Ursula Quinn, an Occupational Therapist 2 at UCLA, vice president of UPTE, and chapter co-chair for the UCLA chapter. "More than just one labor union, we are a labor movement. UPTE and AFSCME 3299 have come together, determined to change the narrative and fight for a workplace that values every employee's health, safety, and dignity. As we enter the contract negotiations alongside AFSCME 3299, our strength comes from our numbers and the impact of our unified voice."



As we organize with AFSCME 3299, we are not just seeking to win better contracts for UC workers; we are demonstrating what it means to stand together in solidarity. The demands laid out by the DLAM workers for reasonable workloads, additional staffing, transparent reclassification processes, and a focus on employee recruitment and retention are not just items on a list; they are the blueprint for a fairer, more equitable workplace for all.

In 2022, an interim IT director was appointed at UC San Diego, signaling the beginning of a managerial shift in the Information Technology Services department. The new manager implemented changes that significantly disrupted the established working environment, including a drastic alteration in personnel duties, responsibilities, and scheduling. This led to a thinly stretched workforce, making recruiting and retaining necessary personnel impossible.

The situation highlighted significant operational flaws, including an on-call rotation with shift differentials established without proper negotiation or agreement with UPTE, violating the standard bargaining processes and contract negotiations. All of this precipitated an eventual call by UPTE members for an equity review.

The joint committee's collective efforts culminated in a victorious equity review for all Business Technical Support Analysts (BTSA) 2 and 3 working at UC San Diego Health. UPTE IT members also fought to reverse the one-way, non-negotiated on-call rotation with shift differentials policy and the constraining vacation policy.

"By building solidarity between workers, we hold an undeniable power," described Pablo Labarrere. "By coming together and not letting our differences divide us, we've shown that it's entirely possible to push back against and reverse unilateral changes imposed by management. What we did is not just about the issues we faced; it's a broader statement on the efficacy of collective action and solidarity. Our success is a reminder that we can ensure our voices are heard and acted upon through unity and collective organizing, leading to a more just and respectful workplace."

Cheyenne Dean, a Staff Research Associate 4, UPTE Chapter co-chair at UCSF, and unit representative, recently shared her experiences as a woman working in a scientific discipline at a panel discussion organized by the Diversity, Equity, and Inclusion Committee at UCSF's Institute for Global Health Sciences. The panel took place after a screening of the 2017 documentary film "Dolores," which celebrates the legacy of Dolores Huerta's fight for labor and women's rights.

Her recounting of a job interview focused more on her appearance than her qualifications, illustrating the skewed perceptions women often contend with. "Men are not asked, 'Is your beard going to be a problem in the lab?' Typically, men aren't asked about their appearances in the same way women are," Chey pointed out, shedding light on the subtle yet pervasive biases that can hinder women's professional progress.

"A core element to my personal story is the fact that fifty to seventy-five percent of women with attention deficit hyperactivity disorder [ADHD] don't even get diagnosed," Chey revealed, highlighting a specific challenge that intersects with gender in the workplace. "Worse, girls with ADHD are diagnosed on average five years later than boys—boys at age seven, girls at age twelve."

Chey's story underscores the indispensable role of unions in providing a platform for advocacy, support, and empowerment. Her story highlights the transformative potential of being in a union, offering both a reflection on the current state of labor and gender equity and a hopeful vision for the future.

Earlier this year, we officially unveiled our 2024 UC Contract Platform, which will reorient UC's priorities towards patient care, research, and education by demanding world-class treatment for our world-class work. This document represents the priorities identified by thousands of UPTE workers across the state during our bargaining survey campaign at the end of 2023. After reviewing your responses, it was clear that there were three key categories where we must fight for improvements:

Fair pay and career progression

Work/life balance

Job security & staffing

We need to demonstrate to UC administrators that we are united in our demands and ready to do what it takes to win—and you can take action right now to bring us closer to that goal. All you need to do is click here and pledge to vote YES on our platform during the ratification vote we'll hold from April 4 - 18. We'll be updating the list of dates, times, and locations for in-person voting at upte.org/vote.

Workers are the heart of UC. Because of us, millions of patients receive life-saving care, students across the system get a life-changing education, and we make the world a better place through cutting-edge research. We'll win the contract we deserve not just at the bargaining table, but with broad support and involvement in our workplaces from members like you. Take the pledge today to support our 2024 Contract Platform and be sure to cast your ballot between April 4 - 18.

Tim Wilson is an Assistant Museum Scientist who has worked as a film prep technician at UCLA's Film & Television Archive for over 13 years after a career as an assistant film editor on feature films. Along with his fellow UPTE unit representatives around the state, Tim has been helping spread the word about the upcoming platform ratification and bargaining team election vote among his colleagues.

"I've been doing a lot of meetings with groups in the RX classification. We've been sharing the pamphlet that lays out our tentative platform for negotiations as a jumping-off point for discussions, and so far people have been really excited about everything they've seen in there," Tim said.

Although the platform resonates broadly with Tim and his colleagues, fair pay and career progression is an important priority for them. "Our expertise is rare, but sustaining a career at UC can be challenging for us because the pay is not great and many people deserve reclassification," said Tim. But he feels confident that by continuing to take action and demonstrate our unity, we'll be able to win a strong next contract with UC in this year's negotiations. "This is all about showing numbers to the UC. We're focused on maintaining high membership levels and participation among our group in the RX unit and we encourage everyone else to do the same by participating in the platform ratification process."

In a profession where resilience meets compassion, social workers provide support for countless people navigating all of life's difficulties. Among these dedicated professionals is Sonya Mogilner, a Licensed Clinical Social Worker (LCSW) of nearly eight years. Sonya is a UPTE unit representative at UC Davis Medical Center, California's only Level 1 Trauma Center north of San Francisco.

"I never really fancied myself as a union girl or a leader," Sonya conveyed. "When I first came here, I had a horrible boss. I felt she was trying to get me to quit. I filed and ultimately won a grievance against her. After that, I felt unstoppable. I was like, 'I'm out here.' I stuck my neck out, and I won."

As the United States observes Social Work Month in March, the spotlight on social workers like Sonya underscores the essential, yet often overlooked, roles they play in society. "It's about being there on what could be the worst day of a patient's life, offering not just care, but a shoulder to lean on, guidance, and hope," Sonya articulates, capturing the essence of her profession's mission. Sonya is at the forefront of a campaign advocating for market equity adjustments for LCSWs, emphasizing that "this petition is more than just about pay; it's about respect, recognition, and the sustainability of our profession."

Show your support by signing their petition at upte.org/lcsw.