The UPTE Update: Pending settlement payout; UCB, UCSF, UCLA members organize and win

Welcome to The UPTE Update, a monthly newsletter from University Professional and Technical Employees.

In this edition:

• Settlement payout for members impacted by UC’s unilateral healthcare premium hike

• University Health Services workers at Berkeley restore hybrid work schedules and win compensation

• Department action wins 32% raise for 20 UPTE members at UCSF’s Lab Animal Resource Center

• UCLA social workers protect work/life balance, double stipend

Settlement payout for members impacted by UC’s unilateral healthcare premium hike

Thousands of our members should look for settlement payouts in their paychecks over the next few months, ranging from $183 to 541. When UC unilaterally imposed healthcare premium increases during active contract negotiations back in 2025, we filed an unfair practice charge with California’s Public Employment Relations Board (PERB).

UPTE negotiated with UC to reach an agreement that will result in a settlement payment for employees in an an UPTE-represented title and receiving University-provided health insurance with Kaiser Permanente, UC Blue & Gold, or UC Care, as of January 1, 2025. Those hired or whose titles became represented after this date would not be eligible.

One-time settlement payouts are expected to be paid by November 2, 2026 in the following amounts:

• Employee Only: $183

• Employee + Child(ren): $337

• Employee + Spouse: $388

• Family: $541

• Eligible UPTE-represented employees currently on Leave of Absence will receive their settlement payout upon their return.

No action is required in order for eligible employees to receive this payout! Contact us here if you have any questions about this settlement or other matters.

University Health Services workers at Berkeley restore hybrid work schedules and win compensation

When University Health Services (UHS) leadership at UC Berkeley changed our hybrid work agreement without consulting our union, UPTE members organized.

• The change: UHS unilaterally implemented a new patient records system that immediately caused disruption, confusion, and an unnecessary 9-week onsite mandate.

The abrupt and haphazard transition interrupted patient care and created unreasonable family and financial burdens for UPTE members across the department. Here’s how we organized:

• Met with UPTE and UC leadership, UHS staff, and other stakeholders

• Gathered petition signatures and conducted an impact survey with 80% participation

• Marched directlyinto the offices of UHS leadership to demand a seat at the decision-making table

Overwhelming member engagement positioned us to successfully push back against these changes. Because we took action, we reduced the onsite mandate from 9 to 7 weeks and secured financial compensation for UHS staff impacted by the mandate.

"It is non-negotiable that UC prioritizes staff wellbeing and provides the support needed for every UPTE member. We will continue to demand professional respect, inclusion, and clear communication in our interactions with UC. We will always honor our duty to uphold the rights and interests of our staff."

Alexander Bennett
Counseling Psychologist 3, UPTE Workplace Representative
UC Berkeley

Hear more from Alex — watch here!

Department action wins 32% raise for 20 UPTE members at UCSF's Lab Animal Resource Center

Principal Animal Technicians at UC San Francisco's Laboratory Animal Resource Center (LARC) noticed their compensation was falling behind their co-workers. While the issue impacted 20 workers, nearly 80 UPTE members across LARC took action to ensure salary equity.

• The approach: Workers formed a committee to discuss the issue and create an action plan. After gathering a supermajority of signatures from their co-workers, they delivered a petition to the director of LARC.

The actions and consistent pressure workers applied secured a meeting with department leadership to resolve salary inequities. Leadership was receptive to our members' concerns, but we continued preparing to escalate until concrete changes were made.

Because of the discipline, pressure, and solidarity of the full department, our members received an official proposal from UCOP within a month of their meeting with management.

• The results: All 20 Principal Animal Techs received a retroactive 8% equity increase—resulting in a 32% effective raise—and 4 new steps at the top of their career progression ladder

"Principal Animal Technicians are the oil that keeps LARC running smoothly. Given this, we knew that market equity oversight could not stand. Together, we fought for our futures with the same dedication and passion we bring to work every single day. Together, we claim this victory." 

Rachel Rotondi
Principal Animal Technician
UC San Francisco, Lab Animal Resource Center

See more about this campaign here.

UCLA social workers protect work/life balance, double stipend

Pediatric social workers in UCLA's Department of Care Coordination & Clinical Social Work successfully overturned a proposal from management that would've significantly disrupted work/life balance.

• Our written agreement has allowed these workers to receive a $400 stipend for opting in to a weeklong, 24/7 on-call shift supporting UCLA's Suspected Child Abuse and Neglect Team (SCAN).

Department leadership requested to re-negotiate this agreement and change from an opt-in system to a mandatory requirement. While our members understand the urgency to ensure SCAN coverage, we knew forcing everyone to work a disruptive schedule was not an effective approach.

UPTE members sprung into action. Our workplace representatives called an emergency meeting that was widely attended. After running a survey and reaching consensus on our demands, we secured a meeting with department leaders and decision makers.

• Collective action paid off. Department management agreed to maintain the opt-in system, accepted our proposed SCAN schedule through the end of the year, and doubled the stipend for those who opt in to the assignment.

"Protecting our work/life balance and prior agreement with management required a lot of organizing. We were unified in our decision not to let management get away with violating our contract rights. We're happy about our win and look forward to improving SCAN compensation in future contract fights!"

Amanda Plath
Clinical Social Worker 3, UPTE Workplace Representative
UC Los Angeles

More here.