Bargaining Updates

Thousands of members participated in our strike vote at UCSF, voting yes to strike by 98% and dwarfing turnout from all past UPTE strike votes.

Over 75% of healthcare workers voted to strike, meaning that our power to hold UC accountable will be on full display at UCSF's Medical Centers, labs, and clinics.

A strike at UCSF may be announced at any time. UPTE will provide at least 10 days notice to the University and has already reminded them of their responsibility to plan for this.

Click here to find a strike FAQ.

We are limiting this strike to UCSF in order to give UC an opportunity to begin to bargain in good faith. If UC continues to commit illegal, unfair labor practices, all of us must be prepared for a statewide strike vote.

Have all of your colleagues pledged to strike already? Please ask to make sure they have today!

Our bargaining team has unanimously recommended a strike vote over UC's Unfair Labor Practices. You can cast your ballot online now at upte.org/vote.

What are some ways UC has bargained in bad faith, putting patient care and research at risk by prolonging the crisis of recruitment and retention?

• Sending representatives who lack the authority to address the critical issues we've raised at the bargaining table;

• Making proposals that they know we would not accept;

• Refusing to disclose the number of unfilled positions in our titles statewide—or how many millions of dollars they're saving by not filling budgeted staff.

UCSF members: cast your ballot now at upte.org/vote

Not at UCSF? Make sure you and your coworkers have signed your strike commitment cards so that if the time comes for a strike vote at your campus or workplace, you’ll be ready: upte.org/strike

Questions? Check out our ULP strike FAQ at upte.org/ucstrikefaq

We are now in our 5th month of negotiations and our contracts expire in less than 2 weeks. Yet the University has not ended its unfair practices, made significant movement on our priorities, nor even provided a complete contract proposal. 

UC has not provided any pay proposal at all for Lawrence Berkeley National Lab (LBNL) and has not responded to proposals that UPTE made more than 2 months ago, such as Shift Differentials and Subcontracting.

At bargaining yesterday at UC Santa Cruz, UPTE members once again packed the room to share stories of how poor compensation, misclassification, lack of career progression and more are impacting our students and our research. We were also joined by State Assemblywoman Gail Pellerin who called on the University to address the affordability crisis, and by State Senator John Laird who pledged his support if a strike becomes necessary. 

Our rally was covered by KSBW Action News 8, local NPR affiliate KAZU 90.3, and Lookout Santa Cruz.

On Friday, October 11, UPTE filed an unfair labor practice charge in response to UC’s bad faith bargaining and illegal plan to implement unlimited healthcare cost increases while we are bargaining.

UC currently pays 76-95% of monthly healthcare premiums on Kaiser & UC Blue & Gold plans, thanks to the $25 annual limit we won in our last contract.

After significant increases in 2024, this saved up to $224/month compared to non-union employees.

By proposing to remove the cap, UC wants the ability to shift up to $2,451.37 per month in costs to us - numbers that are likely to increase dramatically in 2025 and beyond.

What UC is proposing in bargaining:

• No limit on healthcare premium increases

• $100 subsidy for Pay Band 1, $75 subsidy for Pay Band 2 (after their increases)

Some of what UC is planning to implement outside of bargaining in 2025:

• 9% increase in cost on pay bands 1 and 2 (those making less than $140,000)

• 11% increase in cost on pay bands 3 and 4 (those making more than $140,000)

• CORE PPO no longer no-cost (premium cost not announced)

For months, we have been met with UC's bad faith at the bargaining table, and unfair labor practices by the University even longer. UC is sitting on billions in reserves due to vacancies but fails to provide us with information we need - and are legally entitled to - about staffing, vacancies, or how much they are saving while our patients, research, and students suffer the effects of short staffing.

Adding insult to the University's predictably unacceptable proposals at bargaining, UC just announced massive increases to employee healthcare costs. They plan to increase premiums by 9-11%, eliminate the one no-cost insurance plan, raise co-pays from $20 to $30 per outpatient visit, and shift 30% of specialty drug prices to employees. UC never even proposed these changes to UPTE – it is just making the changes unilaterally.

Your bargaining team has unanimously recommended a strike vote over UC's Unfair Labor Practices. The affected UC locations (all or certain campuses) will be announced at the beginning of the vote, on October 21st. Only the campuses who are called on to strike will be asked to vote at this time.

Ballots will be sent via email and in-person voting locations will be announced on the 21st. Sign your strike commitment today and pledge to stand with your coworkers if a strike is necessary.

At last week's bargaining session, UC proposed to remove the current $25 cap on annual healthcare premium increases on Kaiser and Blue & Gold Plans in exchange for a $100 and $75 subsidy for those in Pay Bands 1 and 2, respectively.

Days before, UC revealed that they are planning 9-11% premium increases for 2025, alongside increases in co-pays and a new 30% coinsurance fee for specialty drugs of up to $150/prescription.

This subsidy might provide a benefit to those in pay bands 1 and 2 in 2025 but would increase rates by up to $126/month for those on pay bands 3 and 4 and allow UC to shift an unlimited amount of their cost onto everyone in subsequent years. 

With just a month before our contracts expire, UC is not only trying to keep our pay below inflation, they are trying to give themselves a free hand to push us even further and further behind each year by offsetting healthcare premium costs on us.

After 4 months of bargaining, we are now just a month away from our the expiration of our contracts. Instead of taking our concerns, our testimony, or our demands seriously, UC continues bargaining in bad faith and commits other unfair practices outside of bargaining.

One of UC's most egregious unfair labor practices is their failure to bargain in good faith over our demands that impact staffing levels. On April 12, 2023, we requested information that would help us better understand the depths of the recruitment and retention crisis, such as the number of vacant positions in UPTE job titles across the state. 18 months later, we have yet to receive any of this information.

Why is UC withholding this data? Do they not want the public to know how many budgeted healthcare providers, researchers, and technical positions are being left empty while patient care, research, and students suffer?

Enough is enough. After 4 months of bargaining, we are now just a month away from our contracts being expired. Instead of listening to your demands, concerns, and testimony, UC continues bargaining in bad faith and commits other unfair practices outside of bargaining.

UPTE's bargaining team was back at the table with the University of California last week at UC Santa Barbara. UC continues to reject UPTE's proposals regarding pay, reclassification, work-life balance, staffing, and job security.

When questioned, management's bargaining team has offered little or no explanation for rejecting proposals - even those that would cost the University little to nothing, such as improved rights to vacant positions or additional unpaid leave.

Fortunately, we know that UC has the resources to correct all of these issues. Our strikes in 2018/2019 and those by UAW academic workers in 2022 show that UC can be convinced to make the changes that we deserve. Join thousands of your colleagues and sign a strike commitment card today at upte.org/strike.

"College counseling today isn't about choosing a career or adjusting to being away from home. It's about keeping students alive and helping them get an education for a better future. It makes me wonder what UC is prioritizing if not student wellbeing and education," said Dr. Lily Clark, a Counseling Psychologist at UCSB CAPS.

We are now less than 2 months from our contracts’ expiration and UC is showing no urgency to reach an agreement. UC isn’t just rejecting our proposals - they are refusing to even acknowledge that issues like fair pay and compensation, work-life balance, job security, or staffing deserve serious consideration or discussion.

None of us want to strike, but we are not going to watch our talented and committed colleagues leave while our patients, our research, and our students suffer. We need to be ready to strike if that is the only thing that will convince UC to take our demands and their legal obligations seriously.

Sign our strike pledge today at upte.org/strike. All of us need to be ready to vote YES to strike and walk the picket line, if UC doesn’t change course and FAST.

We were back at the bargaining table with UC last week near UC Irvine Medical Center. It was tremendous seeing hundreds of UPTE members join us for mass meetings and to pack the bargaining table.

UC finally made their compensation proposal—the first proposal that addresses any of our priorities. 

UC is trying to divide us — offering only 1 step increase in 3 years for researchers or technical workers, while leaving all of us behind inflation and our CNA-represented nursing colleagues.

UC's proposed "raise" is actually a real wage cut — it doesn't even make up for the significant inflation that has eaten away at wages since the pandemic.

We've been bargaining for two months. Over 10 days of bargaining, we have heard from Pharmacists who don't have the necessary staff to save lives in the emergency room, counselors who don't have enough colleagues to keep students from dropping out - or worse, and researchers whose breakthroughs in cancer treatment and climate change are being put at risk because UC can't retain qualified staff. 

And yet, UC isn't engaging. The administration's bargaining team has proposed no improvements to wages, career progression, proper classification, job protections, or time off, all while trying to keep you and your coworkers out of the process.

This is disappointing - but not surprising. In our last contract negotiations, UC only began to take negotiations and their legal obligations seriously after multiple strikes. As we have seen at UC, Kaiser, in Hollywood, and at the big 3 automakers, strikes are working people's most powerful tool in negotiations.

On July 31 and August 1 at UC Berkeley, your UPTE bargaining team made proposals to end UC's ability to move our work to non-union contractors and job titles. Divided workplaces undermine our ability to stand in solidarity and advocate for the best patient care, research, and education.

UPTE also proposed to streamline the process of bringing thousands of those already working alongside UPTE members under our contracts and stop UC from appealing to the courts in order to delay union-representation for years.

It is becoming clear to our bargaining team that UC is not hearing the voices of the members across our job titles who have spoken at our bargaining sessions. Despite more than a thousand workers mobilizing to bargaining, UC's actions thus far show no intent to reach a fair agreement nor to respect its obligations under the law.

We encourage all members to join the mass meetings that UPTE is organizing, where we will discuss whether we need to begin preparing to strike and what that would look like.

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.

Read the full update to see details of our union’s work/life balance
proposals, as well as UC’s proposals and responses as well.

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!

Watch and share our first Dispatch from Negotiations on Facebook, Instagram, Twitter, or Threads.

“Our first month of bargaining with the University of California for UPTE healthcare, research, and technical members is in the books and our solidarity was on full display all month. You can find bargaining updates after each week of negotiations at www.upte.org/uofcalifornia.

During both weeks of negotiations in San Diego and later San Francisco, members joined us for in-person rallies at lunchtime and packed the bargaining room throughout the rest of the day to observe, show their support for our team, and occasionally provide scheduled testimony on a particular issue. These first-hand accounts, and our visible displays of unity, have a powerful impact on bargaining.

Everything we do this year has to show UC that we are united and prepared to pull off a super-majority strike statewide if they continue committing illegal and unfair labor practices or fail to take our proposals seriously.

We're hopeful we can quickly reach a deal at the table, but we’re also beginning to educate each other early about our rights if a strike becomes necessary. UC needs to see that we’re ready to fight to win the world-class contract we deserve. If you’re eager to get strike school scheduled at your workplace, reach out to your local leadership and staff organizers and let them know. Otherwise, we’ll be sharing more details soon.”

On June 25 - 26, UPTE’s bargaining team passed our first set of work-life balance proposals, focused on priorities set by you and your coworkers regarding Vacation, Holidays, and Sick Time.

• Our research shows that UPTE members' combined holidays, sick, and vacation accruals are far below competitor institutions as well as other workers at UC.

• UC Librarians and Academic Researchers start their careers with 24 days of vacation, 9 more than UPTE members.

• UC managers start with 3 more vacation days than us, increasing to 6 more at their 5 year anniversary.

• By their 11-year anniversary, many Kaiser workers get between 8-12 more total days off than UPTE members and up to 5 bereavement days.

The University's actions thus far run completely counter to their claim that their "priorities [...] include fair pay and quality benefits, supportive working conditions, and efficient, good-faith negotiations."

UC knows that we have the power to force them to invest in those of us that make patient care, research, and education happen. That's why UC bargaining team's priorities are to keep you out of the room, in the dark, and unable to address problems directly in the workplace while they drag out negotiations. Let's work together to reset their priorities: reach out if you can help us schedule an UPTE Strike School for you and your colleagues, where we'll learn our rights and strategy to win.

At our first contract bargaining session at UCSD last week, UPTE's statewide bargaining team came prepared to bargain.

We presented a detailed proposal to fix broken career ladders across the state. Our proposals require measurable, objective criteria to reach higher titles in a job series, and create an enforceable guarantee to receive that title and pay from the date you begin performing those duties.

UCSD members came prepared as well. Hundreds of members from UC San Diego came out to show their support for UPTE's proposals, to listen, and share powerful testimonials and case reports from across the system showing how the same problems impact workers across titles & UC campuses.

UPTE members like you shared powerful examples of how losing qualified staff due to broken or non-existent career ladders endangers patient care and research at UC. It was powerful having members pack the room, rally outside, and show UC we're serious.

Between April 4 and 18, over 9,000 members cast their ballots to overwhelmingly ratify our 2024 Contract Platform. We're proud that with a majority of all UPTE workers at UC casting a ballot, more than 99% voted YES to stand behind our proposals to reset UC's priorities.

This high engagement means that our bargaining team will have a better understanding of what our members want—and that our members will be prepared to take action to win those things quickly. We should celebrate this accomplishment, but we should also see it as a stepping stone in our larger campaign to win a world-class contract for UC workers this year.

This platform ratification was the culmination of more than a year of hard work from UPTE leaders who engaged nearly four times as many members as were engaged in our previous contract negotiations, first through a form that collected everyone's top 3 priorities and then through a bargaining survey with the top issues that emerged from those priorities.