Bargaining Update #3: UPTE Continues Work-Life Balance Proposals, UC Responds on Reclassification & Holidays
On July 18-19, your UPTE bargaining team proposed our second set of work-life balance improvements, focused on priorities set by you and your coworkers regarding reduced workweeks, flexible schedules, remote work, improved parental leave, additional pay for temporarily taking on higher level duties, and more.
After UC initially refused to meet on the UCLA campus, more than 300 workers joined bargaining and a rally at UPTE's office in Los Angeles to send a message that we're united and ready to act to win the world-class agreement we deserve.
Check out our rally video showcasing our power on Facebook, Instagram, Twitter, and Threads. Make sure to share the video with your coworkers, friends, and the community!
Your bargaining team's proposals
Hours of work:
40 hours of pay for 36 hours of work, overtime after 36 hours
At least 2 days per week of remote work, where operationally feasible
Right to reduction in schedule/hours based on years of service
Volunteers for overtime solicited by seniority
Overtime if not provided 8 hours off work between shifts
50% pay for on-call
Out of Classification Pay:
At least a 4% stipend from the first day you take on the majority of the functions of a higher classification
Leaves of Absence:
12 months contiguous, combined leaves of absence for birth parents
4 months of leave for non-birth parents, including adoption, fostering, and step-parents
2 months of 100% Pay for Family Care and Bonding
Align UCLA Medical Center with the rest of UC:
Separate Sick/Vacation Banks
Annual Step Increases for All Titles
After more than a month, UC finally provided a proposal on reclassification. UC's proposal did not address our demands for clear, objective criteria for movement through title series nor an enforceable process for ensuring that we have the title appropriate for our duties. Instead, UC is proposing only that it will respond to requests for reclass within 120 days.
Despite testimony from dozens of members demonstrating how the reclassification process is broken, the University insists that the existing reclassification "process is working." We know that this is not true - and made clear that we will not be backing down on this issue.
When asked why UC was opposed to allowing UPTE members to appeal reclassification denials to a 3rd party arbitrator, UC responded that one of its core values is its "management rights." Do you think UC deserves the right to pay the wages of a lower classification if you are doing the work of a higher one?
UC's proposal for Holidays did not address UPTE's proposal for additional floating holidays or a guarantee for healthcare workers to have at least Thanksgiving, Christmas, or New Year off. Instead, UC is actually proposing to eliminate the option that hospital-based healthcare workers currently have to take Cesar Chavez Day as a floating holiday!