Tentative agreement on UC contract reached—UPTE strike canceled!
UPTE and the University of California have reached a Tentative Agreement (TA) after the mediator brought us back into communications following days of mediation. This is a major victory for UPTE members across the University of California system and Lawrence Berkeley National Laboratory: delivering significant pay increases over four years, predictable and progressive caps on healthcare premium increases, and improvements in work-life balance, career progression, and job security.
The TA summary is below. Further details about the TA and timing of a ratification vote will be forthcoming. RSVP for a presentation and Q&A on the Tentative Agreement on Wednesday, November 12, at noon, via Zoom. We will address all your questions about the agreement and the next steps in our campaign to reset UC's priorities.
This would not have been possible without the perseverance and commitment of thousands of UPTE members and more than one thousand unit and workplace representatives, who helped develop our platform and advocate for our patients, research, and students over the course of a two-year fight that included seven days on strike.
UPTE and the University of California have reached a Tentative Agreement (TA) after the mediator brought us back into communications following days of mediation. This is a major victory for UPTE members across the University of California system and Lawrence Berkeley National Laboratory: delivering significant pay increases over four years, predictable and progressive caps on healthcare premium increases, and improvements in work-life balance, career progression, and job security.
The TA summary is below. Further details about the TA and timing of a ratification vote will be forthcoming. RSVP for a presentation and Q&A on the Tentative Agreement on Wednesday, November 12, at noon, via Zoom. We will address all your questions about the agreement and the next steps in our campaign to reset UC's priorities.
For UPTE-represented employees working at the University of California:
| Compensation |
*Lump sums for those eligible, but at the top step. January 2025 lump sums for those at the top step to follow ratification. **Imposed by UC with full retroactivity as of the first full period in November of 2025. |
| Benefits |
|
| Work-Life Balance |
|
| Career Progression |
|
| Job Security |
|
For UPTE-represented employees working at Lawrence Berkeley National Laboratory:
| Compensation |
*Pending United States Department of Energy approval |
| Benefits |
|
| Work-Life Balance |
|
| Career Progression |
|
| Job Security |
|
This would not have been possible without the perseverance and commitment of thousands of UPTE members and more than one thousand unit and workplace representatives, who helped develop our platform and advocate for our patients, research, and students over the course of a two-year fight that included seven days on strike.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
UPTE Strike Nov. 17 and 18 - RSVP now
UPTE will be striking at all UC locations on November 17th and 18th in response to UC's failure to agree to a fair contract after 16 months of negotiations and 3 weeks of mediation. Learn more at upte.org/rsvp.
Our strike will be crucial to demonstrate our commitment to a contract that addresses the ongoing crisis of recruitment and retention which is endangering patient care and research.
That's why over ten thousand of our colleagues voted again to authorize our strike and why we are preparing for the largest strike in the history of the University of California.
UC needs to see that we are more serious than ever about resetting UC's priorities. Attend your campus picket line to show them we won't rest until we get the contract our students, patients, and research deserve.
UPTE will be striking at all UC locations on November 17th and 18th in response to UC's failure to agree to a fair contract after 16 months of negotiations and 3 weeks of mediation. Learn more at upte.org/rsvp.
Our strike will be crucial to demonstrate our commitment to a contract that addresses the ongoing crisis of recruitment and retention which is endangering patient care and research.
That's why over ten thousand of our colleagues voted again to authorize our strike and why we are preparing for the largest strike in the history of the University of California.
UC needs to see that we are more serious than ever about resetting UC's priorities. Attend your campus picket line to show them we won't rest until we get the contract our students, patients, and research deserve.
We have built the power to force them to do the right thing. Let's use it until we win.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst
UC Berkeley
Mediation continues, UC imposes
Mediation with UC over our contract continues to be productive and will continue on Monday and Tuesday of next week. While our goal remains to reach a settlement prior to a strike, we must continue preparing for a strike to become a necessity.
Also, UC has imposed its proposed January 2025 step and July 2025 5% across-the-board and $25/hr minimum wage - with full retroactivity.
This imposition is a down payment on a good contract - and we need to use it to help us prepare to strike in larger numbers and for longer, if necessary.
Mediation with UC over our contract continues to be productive and will continue on Monday and Tuesday of next week. While our goal remains to reach a settlement prior to a strike, we must continue preparing for a strike to become a necessity.
Also, UC has imposed its proposed January 2025 step and July 2025 5% across-the-board and $25/hr minimum wage - with full retroactivity.
This imposition is a down payment on a good contract - and we need to use it to help us prepare to strike in larger numbers and for longer, if necessary.
In 2019, UC imposed a raise in June. By August, we had a fair contract.
2026 healthcare changes
UC has published its 2026 healthcare rates, which represent another significant increase in premiums. This year, rates increased by up to $169.07 per month. This makes our fight to protect our caps on healthcare increases even more important.
Why is UC giving us up to a 7% percent raise now?
UC administrators are concerned about the power of an impending strike, especially after UPTE's massive turnout in the strike vote ending October 2nd.
What does this mean for our fight for a fair contract?
We maintain all of our rights to strike, and bargain for the priorities you and your coworkers have identified. UC's move shows that they are beginning to crack - and that we need to step up the pressure to force them to reset their priorities.
What happens now?
With more than 80,000 workers out of contract on November 1, we all need to prepare for the biggest and most powerful strike in UC history. Please make plans to coordinate rides and meeting places for your coworkers if a strike is called.
UC administrators have the power to avoid a strike by addressing the crisis of recruitment and retention with a fair contract that reflects your priorities.
UC's move to unilaterally impose a raise shows they are feeling the pressure. Let's use UC's attempt to buy us off as a down payment for the contract we deserve.
In solidarity,
Dan Russell
UPTE President
Chief Negotiator
Business Technology Support Analyst, UC Berkeley
UPTE agrees to UC request for mediation on October 17, 23-24th
UC has requested confidential mediation over our ongoing bargaining and UPTE has agreed to meet on October 17th, 23rd, and 24th.
We do not know what - if anything - will come of mediation, but it is clear that UC's request to meet is a result of the momentum of our powerful strike vote and the imminent threat of the largest strike in UC history.
Mediation is confidential - similar to our mediation in January - unless either party makes a formal proposal. We will share any progress or lack thereof, as soon as possible following mediation.
UC has requested confidential mediation over our ongoing bargaining and UPTE has agreed to meet on October 17th, 23rd, and 24th.
We do not know what - if anything - will come of mediation, but it is clear that UC's request to meet is a result of the momentum of our powerful strike vote and the imminent threat of the largest strike in UC history.
Mediation is confidential - similar to our mediation in January - unless either party makes a formal proposal. We will share any progress or lack thereof, as soon as possible following mediation.
The urgent task for all UPTE members is to continue preparing to strike. Make sure all of your coworkers have a plan to communicate their strike readiness to management and a plan to arrive together to the picketline if a strike is called.
UPTE, AFSCME, and CNA will be participating in a joint sticker-up this week on October 15th. Coordinate with your staff Organizer to get stickers into your workplace!
In solidarity,
Dan Russell
UPTE President, Chief Negotiator
Business Technology Support Analyst, UC Berkeley
10,000 Votes, 97% Yes!
More than 10,000 UPTE members have voted, with 97% in favor of authorizing a strike - even more than in our previous strike vote in February!
This sends yet another strong message to UC executives, who still have time to come back to the table with proposals that address UPTE members' priorities for resolving the crisis of recruitment and retention and prioritizing patient care, research, and education.
A strike could be announced at any time. The length of a strike will only be known when the strike is announced, which will be 10 days in advance of any strike that includes a UC hospital.
More than 10,000 UPTE members have voted, with 97% in favor of authorizing a strike - even more than in our previous strike vote in February!
This sends yet another strong message to UC executives, who still have time to come back to the table with proposals that address UPTE members' priorities for resolving the crisis of recruitment and retention and prioritizing patient care, research, and education.
We will not stand for unlimited healthcare cost increases and falling behind other UC, Kaiser, and Stanford workers on job security, work-life balance, and pay.
We will keep fighting and win, just like we did in 2019.
A strike could be announced at any time. The length of a strike will only be known when the strike is announced, which will be 10 days in advance of any strike that includes a UC hospital.
We are asking members to be prepared to strike for longer than we have in the past, although the exact length of any given strike will depend on many factors, including the University's behavior.
UPTE's Hardship Fund remains strong and will be able to provide $100/day to everyone who meets the requirements.
Let's hope UC hears our message. We don't want to strike – but we are prepared to if that is what it takes to protect our patients, research, and students.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Three things to know about “UC’s Last, Best, and Final Offer”
We have learned over the last 15 months that we won't get answers from UC at the bargaining table. We will only get answers—and the contract we deserve—by showing UC that we aren't going to be tricked into backing down from our fight.
UC wants us to think that their "Last, Best, Final" offer is a great deal. What is the truth?
We have learned over the last 15 months that we won't get answers from UC at the bargaining table. We will only get answers—and the contract we deserve—by showing UC that we aren't going to be tricked into backing down from our fight.
UC wants us to think that their "Last, Best, Final" offer is a great deal. What is the truth?
UC has the money—and has never explained its opposition to UPTE's proposals, including those that are low or no cost
Despite UC's claims about "financial challenges," UC has $26 billion in liquid capital, $41 billion in endowments, and courts have consistently rejected the Federal Government's attempts to cut UC's funding. Even if any of those cuts materialize, UC has the resources to weather a shortfall.
Moreover, UC has never said it is rejecting our proposals because they are too expensive or it couldn't afford them.
In fact, some of UPTE's proposals would save the University money - like UPTE's proposal for UC to offer vacant positions to workers who are facing layoff and who are qualified for those positions. This is a win-win: it lets UC retain institutional knowledge and avoid an expensive, time-consuming talent search. Plus, UC has already agreed to this with AFSCME and CNA. UC has never explained why it has rejected this proposal.
UPTE's proposal to increase vacation time would also be a low-to-no cost proposal. If UC were to provide UPTE employees with the same vacation accruals it already provides to Librarians, Academic Researchers, other professionals, managers, and executives - it would amount to an average of 3.5 more vacation days per employee per year. The actual cost would be far lower given that in most cases the same amount of work will get done in less time. Study after study shows that a reduced workweek leads to improvements in productivity, morale, and retention.
2. UC's offer would allow for unlimited hikes to our healthcare costs
Did you know that many of UC's competitors provide free healthcare options?
Kaiser Permanente, Stanford University, Sutter Healthcare, Dignity Healthcare (some of its facilities acquired by UCSF), Tenet Healthcare (some of its facilities acquired by UCI), and Children's Hospital Oakland (affiliated with UCSF), to name a few.
We are simply asking UC to keep our healthcare affordable. As a much larger institution than all of the above competitors (other than Kaiser), why is UC trying to shift the costs of healthcare on to us?
3. UC's economic proposals would leave all of us further and further behind our colleagues
UC's proposal would leave us all at least 5% behind UC nurses and Kaiser workers—and would set us up to fall further and further behind each year if UC can raise healthcare costs without limits.
UC's proposal leaves Researchers & Technical workers without a step increase in 2027. It leaves Berkeley Lab workers even further behind—with no step increases or guaranteed raises; entirely at the whims of management's subjective, performance-based "matrix" system.
While UC's proposed "market-based adjustments" are another sign that UC is feeling our pressure, they come nowhere close to bringing our titles to market and don't seem to follow any logic. UC Los Angeles, the campus with the second most UPTE employees, proposed no adjustments; nor did UC Santa Cruz, UC Riverside, UC Merced, nor Berkeley Lab. No adjustments were proposed for our entire Research Unit—more than 6,000 workers statewide - who are perhaps the farthest behind market wages.
If you have questions about UC's "Last, Best, Final Offer," contact your Bargaining Team Representative or Organizer today.
If you haven't already, click here to vote YES to strike today - and encourage your co-workers to do the same.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Our strike vote starts now—vote YES!
UC has threatened to impose its "Last, Best and Final Offer" (LBFO)—review how far behind that offer would leave us and how much more we won in 2019 after UC's LBFO.
The most important thing each of us can do is vote to strike and prepare to be on the picket lines for a longer strike, if that is what it takes to convince UC to invest in frontline workers.
A YES vote will send a clear message to UC: we are prepared to strike for as long as it takes to win the changes we need to continue delivering world-class healthcare, doing world-class research, and providing world-class education.
Cast your ballot at upte.org/vote
Our strike vote is now open! Go here to vote now and encourage all of your colleagues to do the same.
A YES vote will send a clear message to UC: we are prepared to strike for as long as it takes to win the changes we need to continue delivering world-class healthcare, doing world-class research, and providing world-class education.
UPTE's strike fund remains strong and will provide $100/day of a strike to those who sign in and out for a shift at the picket line each and every day of a strike.
Instead of working with frontline workers to protect public healthcare, research, and education, UC executives are negotiating with the federal government behind closed doors. That's why UPTE joined with other UC unions and academic organizations to file a lawsuit against the government's extortion attempt.
Voting ends on Thursday, October 2, 2025
Vote YES to strike
Find in-person voting locations and more details at upte.org/vote
The most important thing each of us can do is vote to strike and prepare to be on the picket lines for a longer strike, if that is what it takes to convince UC to invest in frontline workers.
UC has threatened to impose its "Last, Best and Final Offer" (LBFO)—review how far behind that offer would leave us and how much more we won in 2019 after UC's LBFO.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
UC’s “Last, Best, and Final” v. What we won in 2019
Don't be confused by the term "Last, Best, and Final" offer. In 2019, we beat UC's attempt to cut the pension, won significantly more in raises and daily overtime pay by continuing to fight - and strike - following UC's Last, Best, and Final Offer (LBFO) and imposition.
UC is likely to impose a raise, along with their proposed healthcare cuts, without UPTE's agreement, in an attempt to confuse us and keep us from having a powerful strike.
We can't let that stop us from continuing our fight for our patients, our research, and or our students. Make sure all of your co-workers are committed to voting to strike on the first day of our vote - September 22nd - and are ready for a longer strike, if necessary!
Don't be confused by the term "Last, Best, and Final" offer. In 2019, we beat UC's attempt to cut the pension, won significantly more in raises and daily overtime pay by continuing to fight - and strike - following UC's Last, Best, and Final Offer (LBFO) and imposition.
| UC's "Last Best and Final" Offer | |||
|---|---|---|---|
| UC Last Best Final Offer*, February 2019 | UPTE 2019 HX Contract, August 2019 | UPTE 2019 RX/TX Contract, August 2019 | |
| Wages | Total: 12% from 2019-2021 • 3% at ratification3% in 2019 • 3% in 2020 • 3% in 2021 |
Total: 32% from 2019-2024 • 7% in 2019 (including step increase) • 5% in 2020 (including step increase) • 5% in 2021 (including step increase) • 5% in 2022 (including step increase) • 5% in 2023 (including step increase) • 5% in 2024 (including step increase) |
Total: 29% from 2019-2024 3% imposed in June 2019 3% retroactive to July 2019 6% in 2020 3.5% in 2021 5% in 2022 (including step increase) 3.5% in 2023 5% in 2024 (including step increase) |
| Pension | New hires have to work 5 years longer to retire | All UPTE members retain ability to retire at 50, maximize age factor at 60 | |
| Overtime | Only after 40 hours in a week | After 8 hours in a day, doubletime after 12 hours in a day | |
UC is likely to impose a raise, along with their proposed healthcare cuts, without UPTE's agreement, in an attempt to confuse us and keep us from having a powerful strike.
We can't let that stop us from continuing our fight for our patients, our research, and or our students.
Make sure all of your co-workers are committed to voting to strike on the first day of our vote - September 22nd - and are ready for a longer strike, if necessary!
UPTE's strike fund remains healthy and hardship pay of $100 per day will be available for those who attend picket lines every day of a strike.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
UC responds to strike vote with plan to force healthcare cuts
Today, UC sent UPTE its "Last, Best, and Final Offer" (LBFO). Thisdoes not mean that UC will not improve its offer when we agree to a contract.
Far from an actual "last, best and final" offer, this is a technical term for something UC must provide before it is allowed to implement any of its proposals without UPTE's agreement - something we should expect them to do in the following weeks.
UC made a "last, best, final offer" and then implemented its terms on our AFSCME siblings recently and to our Research and Technical members in 2019. We know that we can win more by continuing to fight, just like we did in 2019.
Today, UC sent UPTE its "Last, Best, and Final Offer" (LBFO). Thisdoes not mean that UC will not improve its offer when we agree to a contract.
Far from an actual "last, best and final" offer, this is a technical term for something UC must provide before it is allowed to implement any of its proposals without UPTE's agreement - something we should expect them to do in the following weeks.
UC made a "last, best, final offer" and then implemented its terms on our AFSCME siblings recently and to our Research and Technical members in 2019. We know that we can win more by continuing to fight, just like we did in 2019.
UC's LBFO proposes immediate, significant increases in healthcare costs for many members and would give UC the right to raise healthcare costs with no limit in January, less than 4 months from now.
UC has increased premiums by more than $300 per month for some non-union workers since 2023 and could shift hundreds - if not thousands - of dollars of healthcare costs back to us every month, starting in January, if we don't fight to protect our controls on those costs.
| UC's "Last Best and Final" Offer | |
|---|---|
| Wages | • 5% in 2025, 4% in 2026, 3% in 2027, 3% in 2028 • No step in 2027 for Research & Technical Workers • No guaranteed raises or steps for Berkeley Lab |
| Benefits | • Unlimited increases in healthcare costs |
| Work-Life Balance |
• No increase in vacation accruals |
| Job Security | • No improvements |
| Career Progression |
• No clear criteria • No enforceable process • 90-day timeline to respond to requests |
Even if UC implements, we can still strike to win a fair contract and reverse the healthcare cuts. Implementation would not mean that bargaining is over nor that we have to accept any less at the bargaining table.
It is no coincidence that UC sent this offer just after we announced a strike vote beginning on September 22. UC wants to trick our members into thinking that either we agreed to a contract or can't win a better contract – and that it isn't worth it to keep fighting and striking.
Fortunately, we know this isn't true from our contract victory in 2019. UC implemented on RX and TX members in April of 2019 and in August of 2019 we won a contract with significant improvements from UC's Last, Best, and Final offer. Mark your calendar today for September 22nd and vote YES to strike!
If you haven't heard from your Unit Rep or Organizer about our plans to prepare for larger, longer strikes, contact us today!
Strike Vote! Sept 22 - Oct 2
More than 15 months since we began negotiations, patients, research, and students continue to suffer as UC bargains in bad faith while continuing to pour billions into over-priced, luxury architecture.
UC systemwide strike vote
September 22 – October 2
Vote YES to strike
Details to be announced
UC is sticking to its offer of three years of raises over four years, which would leave us permanently behind inflation and UC nurses, along with unlimited increases in healthcare costs, promising only to exacerbate the crisis of recruitment and retention.
Maintaining the status quo is not an option: we are faced with a choice between escalating our fight for a fair contract or moving backward for the next four years, facing hundreds, if not thousands, of dollars in healthcare cost increases each month.
Your YES vote on September 22 will send a strong message to UC's new President James B. Milliken: UC's behavior is unacceptable, and you are willing to strike for as long as it takes to win.
More than 15 months since we began negotiations, patients, research, and students continue to suffer as UC bargains in bad faith while continuing to pour billions into over-priced, luxury architecture.
UC is sticking to its offer of three years of raises over four years, which would leave us permanently behind inflation and UC nurses, along with unlimited increases in healthcare costs, promising only to exacerbate the crisis of recruitment and retention.
UC systemwide strike vote
September 22 – October 2
Vote YES to strike
Details to be announced
Maintaining the status quo is not an option: we are faced with a choice between escalating our fight for a fair contract or moving backward for the next four years, facing hundreds, if not thousands, of dollars in healthcare cost increases each month.
Your YES vote on September 22 will send a strong message to UC's new President James B. Milliken: UC's behavior is unacceptable, and you are willing to strike for as long as it takes to win.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
“Unbounded financial liability” from UC healthcare proposal: Fact Finder
UPTE and the University have completed the final steps of the state-mandated impasse process with the release of a report by a neutral arbitrator. The report is not binding on either party: it is intended to help reach agreement but does not restrict UPTE's right to strike in order to win our demands.
Fact finding reports typically recommend the status quo and UC was unable to make such a case for their proposal to remove healthcare premium caps, leading the fact finder to conclude:
"This credit-based model does not exist in any other UC collective bargaining agreement. All comparator unions rely on premium caps or tiered structures—not flat monthly credits—to manage cost exposure. Furthermore, UC's proposed model lacks a cap on total employee premium increases, meaning that even with the credit, employees could face unbounded financial liability."
In 2019, the fact finder recommended against UC's proposal to cut the pension for new hires and remove healthcare premium caps. It was not the fact finding report that moved UC but thousands of UPTE members going on strike. Click here to RSVPfor our webinar on Tuesday, July 22nd at noon to hear more about the next steps in our fight!
UPTE and the University have completed the final steps of the state-mandated impasse process with the release of a report by a neutral arbitrator.
The report is not binding on either party: it is intended to help reach agreement but does not restrict UPTE's right to strike in order to win our demands.
Fact finding reports typically recommend the status quo and UC was unable to make such a case for their proposal to remove healthcare premium caps, leading the fact finder to conclude:
"This credit-based model does not exist in any other UC collective bargaining agreement. All comparator unions rely on premium caps or tiered structures—not flat monthly credits—to manage cost exposure. Furthermore, UC's proposed model lacks a cap on total employee premium increases, meaning that even with the credit, employees could face unbounded financial liability."
For better or worse, no mediator or fact finder has the power to compel UC to make the necessary changes to prioritize research, students or patient care. That is up to us.
In 2019, the fact finder recommended against UC's proposal to cut the pension for new hires and remove healthcare premium caps.
However, it was not the fact finding report that moved UC but thousands of UPTE members going on strike.
We won 19-22% in additional raises and steps, saved the right for new hires to retire at 60 instead of 65, and maintained our healthcare premium cost caps.
Click here to read the full report and click here to RSVP for our webinar on Tuesday July 22nd at noon to hear more about the next steps in our fight!
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Bargaining & fighting layoffs—webinar July 22 @ noon!
Over the past weeks, we have seen a familiar pattern from UC San Diego Health and UCSF Health executives: laying off frontline workers despite healthy reserves and revenues. Instead, these layoffs were likely aimed at securing more favorable terms for acquisition and construction plans.
Fortunately, UPTE's Workplace Representative Councils jumped into action, organizing mass actions, telling our stories of patient care and operational impacts publicly, and winning a reversal of a majority of these layoffs.
Leaders from UC San Francisco and UC San Diego will share their experiences in organizing and winning next Tuesday, July 22, 2025, via Zoom. RSVP here now!
While we continue to analyze the potential effects of the recent budgetary legislation passed by Congress, cuts to National Institutes of Health- and National Science Foundation-funded projects seem inevitable. However, given the high turnover in many research support roles, if UC committed to retraining and redeployment, it could seriously reduce the possibility of layoffs. Forcing them to do this, however, will require a fight.
UC executives know how to turn a crisis into an opportunity. We saw this when they used the pandemic to withhold raises, freeze hiring, and increase workloads while stockpiling billions of dollars more in investments.
It is more important than ever for us to organize to win strong contracts with improved layoff protections, benefits, and career advancement to protect staffing levels and protect research, education, and patient care.
Join us on Tuesday, July 22, at noon to hear the latest updates from bargaining, learn how we can fight back against layoffs, and discover our plan to win strong contracts that protect our colleagues, patients, research, and students.
Over the past weeks, we have seen a familiar pattern from UC San Diego Health and UCSF Health executives: laying off frontline workers despite healthy reserves and revenues. Instead, these layoffs were likely aimed at securing more favorable terms for acquisition and construction plans.
Fortunately, UPTE's Workplace Representative Councils jumped into action, organizing mass actions, telling our stories of patient care and operational impacts publicly, and winning a reversal of a majority of these layoffs.
Leaders from UC San Francisco and UC San Diego will share their experiences in organizing and winning next Tuesday, July 22, 2025, via Zoom. RSVP here now!
Bargaining & Fighting Layoffs
Tuesday, July 22, 2025
Via Zoom
12 – 1 pm
While we continue to analyze the potential effects of the recent budgetary legislation passed by Congress, cuts to National Institutes of Health- and National Science Foundation-funded projects seem inevitable. However, given the high turnover in many research support roles, if UC committed to retraining and redeployment, it could seriously reduce the possibility of layoffs. Forcing them to do this, however, will require a fight.
UC executives know how to turn a crisis into an opportunity. We saw this when they used the pandemic to withhold raises, freeze hiring, and increase workloads while stockpiling billions of dollars more in investments.
It is more important than ever for us to organize to win strong contracts with improved layoff protections, benefits, and career advancement to protect staffing levels and protect research, education, and patient care.
Join us on Tuesday, July 22, at noon to hear the latest updates from bargaining, learn how we can fight back against layoffs, and discover our plan to win strong contracts that protect our colleagues, patients, research, and students.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Bargaining update #13: UPTE holds the line
UPTE met with UC on July 8 and 9, where UC provided "a new package of proposals" that includes no raises in 2028, no limits on increases to healthcare costs, no increased time off, and no right to vacant positions prior to layoff.
The most meaningful improvement was UC agreeing to UPTE's proposal to expand preferential rehire rights from just someone's home campus (e.g., UCSF) to all UC campuses and extend recall and rehire rights for HX unit members to three years for those with more than ten years of service (matching the RX & TX bargaining units). However, UC proposed reducing recall and rehire rights for those at Berkeley Lab (LBNL) from three years to one year, without providing an explanation.
Check out a summary of UPTE's proposals compared to UC's here.
This is all two months after our last bargaining session, demonstrating that UC is still not taking the ongoing crisis of recruitment and retention seriously. We have now missed a step increase and an across-the-board raise due to UC's stalling and unfair labor practices.
We have not fought this long and hard to accept less than UC has already agreed to with our AFSCME 3299 and CNA colleagues when it comes to compensation and job security, or less vacation time than other UC professionals. As UC sows confusion and misinformation about supposed 'financial constraints' while spending tens of billions on expansion and new construction, it is more important than ever that we hold the line on these issues.
UPTE met with UC on July 8 and 9, where UC provided "a new package of proposals" that includes no raises in 2028, no limits on increases to healthcare costs, no increased time off, and no right to vacant positions prior to layoff.
The most meaningful improvement was UC agreeing to UPTE's proposal to expand preferential rehire rights from just someone's home campus (e.g., UCSF) to all UC campuses and extend recall and rehire rights for HX unit members to three years for those with more than ten years of service (matching the RX & TX bargaining units). However, UC proposed reducing recall and rehire rights for those at Berkeley Lab (LBNL) from three years to one year, without providing an explanation.
Check out a summary of UPTE's proposals compared to UC’s here.
This is all two months after our last bargaining session, demonstrating that UC is still not taking the ongoing crisis of recruitment and retention seriously. We have now missed a step increase and an across-the-board raise due to UC's stalling and unfair labor practices.
We have not fought this long and hard to accept less than UC has already agreed to with our AFSCME 3299 and CNA colleagues when it comes to compensation and job security, or less vacation time than other UC professionals. As UC sows confusion and misinformation about supposed 'financial constraints' while spending tens of billions on expansion and new construction, it is more important than ever that we hold the line on these issues.
After 13 months of bad-faith bargaining and other unfair labor practices, UPTE's bargaining team informed UC that we will not make further movement if UC does not show they are willing to address our members' priorities and commit to addressing the recruitment and retention crisis.
Statewide, UC is experiencing a crisis of leadership, with a new systemwide president, James B. Milliken, starting on August 1. That's why it's so important if you haven't heard about our preparation for a more prolonged strike in order to bring these negotiations to a close, contact your unit representative or organizer today.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Beating UC’s unnecessary layoffs
As you may have heard, UC San Diego and UC San Francisco announced significant, hospital-wide layoffs last week, with top hospital leadership demanding cuts of 1.5% and 1% of payroll across the board.
Though these cuts were supposedly due to financial necessity, we know that these hospitals are sitting on billions of dollars in reserves—and that these layoffs are likely related to a desire to best position the hospitals to finance even further expansion. UCSF and UC San Diego each have ongoing and planned capital expansion projects totaling more than $10 billion.
Laying off frontline staff to finance expansion projects, amidst a well-documented crisis of short staffing, is unacceptable and puts patient care, research, and education at risk.
That's why UPTE's Unit Representatives at both campuses sprang into action, calling emergency meetings and organizing mass meetings to protest the layoffs, and joining pickets in solidarity with AFSCME and CNA workers who are also facing layoffs. UPTE members spoke to the press about the impacts of layoffs on patient care and operations, garnering important coverage across the state, including in the San Francisco Chronicle and 10News – ABC San Diego KGTV.
Thanks to our quick response, some layoffs have already been rescinded, and we are continuing to build pressure to rescind the rest.
As you may have heard, UC San Diego and UC San Francisco announced significant, hospital-wide layoffs last week, with top hospital leadership demanding cuts of 1.5% and 1% of payroll across the board.
Though these cuts were supposedly due to financial necessity, we know that these hospitals are sitting on billions of dollars in reserves—and that these layoffs are likely related to a desire to best position the hospitals to finance even further expansion. UCSF and UC San Diego each have ongoing and planned capital expansion projects totaling more than $10 billion.
Laying off frontline staff to finance expansion projects, amidst a well-documented crisis of short staffing, is unacceptable and puts patient care, research, and education at risk.
That's why UPTE's Unit Representatives at both campuses sprang into action, calling emergency meetings and organizing mass meetings to protest the layoffs, and joining pickets in solidarity with AFSCME and CNA workers who are also facing layoffs. UPTE members spoke to the press about the impacts of layoffs on patient care and operations, garnering important coverage across the state, including in the San Francisco Chronicle and 10News – ABC San Diego KGTV.
Thanks to our quick response, some layoffs have already been rescinded, and we are continuing to build pressure to rescind the rest.
Not all layoffs are being announced publicly, and we are aware that UC is not properly notifying UPTE in all cases. If you receive an unexpected layoff notice, please reach out to your UPTE Organizer or Unit Representative to understand your rights and discuss ways to fight back.
Fortunately, UPTE contracts ensure that we maintain the right to preferential rehire and recall in the event of layoffs—a benefit that UC has stripped from many non-union workers.
In our ongoing contract negotiations, we are demanding that UC offer vacant positions to workers facing layoffs; something they have already agreed to with our AFSCME 3299- and CNA-represented colleagues.
When we fight, we win!
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Next bargaining session July 8–9: UC stonewalls, recruitment crisis deepens
Tuesday, July 8, and Wednesday, July 9, will be our 13th bargaining session, and UC is refusing to provide a bargaining location at either UC Berkeley or UC San Francisco. We are looking into alternative locations in the Bay Area.
After more than a year of bargaining, why is UC not doing its part to reach a fair agreement that addresses the recruitment and retention crisis?
The most recent state budget has restored UC's expected fundingcompletely—and thus far, no major federal funding cuts have been made. Yet UC continues to use uncertainty as an excuse to dig in their heels on the same unfair proposals they made a year ago.
We hope that incoming UC President James B. Milliken will recognize that our demands are reasonable and that now is the time to settle a contract that will end the recruitment and retention crisis.
Under President Milliken's leadership at the City University of New York, workers started their careers with eight more days off per year (sick, vacation, and holidays combined) than UPTE members do, and have 15 more days off per year than we do after ten years of service. They also receive up to four days of bereavement leave per year, which does not count against their sick leave accruals.
However, UC has thus far refused any increase in paid time off—even though other UC employees already receive up to nine days more off per year than we do.
Tuesday, July 8, and Wednesday, July 9, will be our 13th bargaining session, and UC is refusing to provide a bargaining location at either UC Berkeley or UC San Francisco. We are looking into alternative locations in the Bay Area.
Our next bargaining session with UC
Tuesday, July 8 & Wednesday, July 9, 2025
Location and time to be determined.
After more than a year of bargaining, why is UC not doing its part to reach a fair agreement that addresses the recruitment and retention crisis?
The most recent state budget has restored UC's expected funding completely—and thus far, no major federal funding cuts have been made. Yet UC continues to use uncertainty as an excuse to dig in their heels on the same unfair proposals they made a year ago.
We hope that incoming UC President James B. Milliken will recognize that our demands are reasonable and that now is the time to settle a contract that will end the recruitment and retention crisis.
Under President Milliken's leadership at the City University of New York, workers started their careers with eight more days off per year (sick, vacation, and holidays combined) than UPTE members do, and have 15 more days off per year than we do after ten years of service. They also receive up to four days of bereavement leave per year, which does not count against their sick leave accruals.
However, UC has thus far refused any increase in paid time off—even though other UC employees already receive up to nine days more off per year than we do.
UC refuses to guarantee that workers facing layoff will be offered vacant positions for which they are qualified, despite having already agreed to this with our colleagues represented by AFSCME 3299 and the California Nurses Association. This proposal would save UC the cost of a talent search and allow it to retain crucial institutional knowledge.
UC offers a pay proposal that would leave us 5% behind UC nurses in 2025—and has no raises or steps in 2028.
We are all too aware of the consequences of accepting their proposals: more of our colleagues would leave, patient wait times would increase, and the quality of care, research, and education would continue to decline.
We won't let that happen.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Bargaining Update #12: Progress—but a long way to go
UPTE met with UC again on Thursday, May 8, and Friday, May 9, in Los Angeles. Hundreds of workers packed into UPTE's offices after the University refused to allow members to attend bargaining at the UCLA Faculty Club. Clinical research coordinators, clinical lab scientists, social workers, and case managers delivered powerful testimony about the impact of insufficient work-life balance, reclassification, and pay on their patients, research, and students.
UC provided a new proposal on layoffs in which it agreed to release non-career employees (including contractors) prior to any layoffs, but it still did not commit to providing vacant positions to employees facing layoff, as it has for our 60,000 colleagues in AFSCME and CNA.
UC also confirmed that it is proposing no steps or raises in 2028. We are already 5% behind our nurse colleagues—what will falling even further behind mean for our families, patients, research, and students?
UPTE responded to UC's proposal on layoffs and an earlier UC proposal on reclassification, in which UC agreed to a 90-day response time for reclassification requests.
Go here to see an updated side-by-side comparison of UPTE and UC's bargaining proposals.
While UC is slowly moving in the right direction on some issues, UC leadership is failing to acknowledge the urgency of the recruitment and retention crisis. It will be up to you and your colleagues to continue our campaign to make that urgency felt.
UPTE met with UC again on Thursday, May 8, and Friday, May 9, in Los Angeles. Hundreds of workers packed into UPTE's offices after the University refused to allow members to attend bargaining at the UCLA Faculty Club.
Clinical research coordinators, clinical lab scientists, social workers, and case managers delivered powerful testimony about the impact of insufficient work-life balance, reclassification, and pay on their patients, research, and students.
“I work with children who have some of the most severe forms of epilepsy in the region. I help families cope emotionally, access resources, and navigate systems that are often confusing and overwhelming.
Many of these families are in crisis—facing housing instability, food insecurity, and round-the-clock caregiving demands. But because of how UC staffs our clinics, not every patient is assigned a social worker. We're stretched so thin that we can only consistently see patients who meet narrow insurance criteria—not because it's best for patient care, but because that's all the staffing allows.”
Jessica Appell
UPTE Workplace Representative
Clinical social worker 2, UC Los Angeles
UC provided a new proposal on layoffs in which it agreed to release non-career employees (including contractors) prior to any layoffs, but it still did not commit to providing vacant positions to employees facing layoff, as it has for our 60,000 colleagues in AFSCME and CNA.
UC also confirmed that it is proposing no steps or raises in 2028. We are already 5% behind our nurse colleagues—what will falling even further behind mean for our families, patients, research, and students?
UPTE responded to UC's proposal on layoffs and an earlier UC proposal on reclassification, in which UC agreed to a 90-day response time for reclassification requests.
Go here to see an updated side-by-side comparison of UPTE and UC’s bargaining proposals.
While UC is slowly moving in the right direction on some issues, UC leadership is failing to acknowledge the urgency of the recruitment and retention crisis. It will be up to you and your colleagues to continue our campaign to make that urgency felt.
You should soon hear from your UPTE organizer, unit, or workplace representative about a departmental meeting in June where we will discuss our strategy to step up our pressure on UC.
In solidarity,
Dan Russell
UPTE President
UPTE Chief Negotiator
BTSA, UC Berkeley
Carrying May Day momentum back into bargaining
It was incredible to see thousands of UPTE members striking in response to UC's illegal hiring freeze on May Day. We marched alongside hundreds of others from unions and community groups protesting attacks on workers' rights. As our numbers and support grow strike after strike, UC knows that we are not backing down in our fight for our patients, research, and students.
On Friday, the UC Regents appointed James Milliken as UC President. He will be paid 13% more than outgoing President Drake: $1.475 million annually. UPTE members were present at the Regents meeting to remind them that we are not going to stand by while they prioritize executive pay and expanding their market share over frontline workers and those we serve.
Our CNA-represented nurse colleagues are preparing to start bargaining this summer and will be joining UPTE, AFSCME, and other UC unions for a joint Webinar on UC's healthcare cuts at 6PM tomorrow, May 6th. Our unions remain united and prepared to defeat UC's healthcare cuts just like we have done in the past. RSVP here to join!
When we return to bargaining on Thursday at UCLA, we will find out whether UC is ready to seriously engage in discussions over our priorities. Meanwhile, we will be planning meetings in every department around the state to discuss our next steps.
It was incredible to see thousands of UPTE members striking in response to UC's illegal hiring freeze on May Day. We marched alongside hundreds of others from unions and community groups protesting attacks on workers' rights. As our numbers and support grow strike after strike, UC knows that we are not backing down in our fight for our patients, research, and students.
Click below for some highlights of our great press coverage:
On Friday, the UC Regents appointed James Milliken as UC President. He will be paid 13% more than outgoing President Drake: $1.475 million annually. UPTE members were present at the Regents meeting to remind them that we are not going to stand by while they prioritize executive pay and expanding their market share over frontline workers and those we serve.
Our CNA-represented nurse colleagues are preparing to start bargaining this summer and will be joining UPTE, AFSCME, and other UC unions for a joint Webinar on UC's healthcare cuts at 6PM tomorrow, May 6th. Our unions remain united and prepared to defeat UC's healthcare cuts just like we have done in the past. RSVP here to join!
When we return to bargaining on Thursday at UCLA, we will find out whether UC is ready to seriously engage in discussions over our priorities. Meanwhile, we will be planning meetings in every department around the state to discuss our next steps.
Pack the Table: Bargaining at UCLA
Thursday, May 8 from 11:30 am - 1pm
UCLA Faculty Club, Redwood Room
480 Charles E Young Dr E
Food: Lunch will be provided
Shuttle: Meet in front of RRMC roundabout/side entrance (811 Westwood Plaza)
Shuttle will leave every 15 or so minutes
RSVP to join us: upte.org/bargaining
In July, we will miss our first across-the-board increase. How many more of our colleagues will leave if we allow UC to continue to drag out these negotiations?
Our patients, our research, and our students are counting on us to keep up the fight.
In solidarity,
Dan Russell
UPTE President
UPTE Chief Negotiator
BTSA, UC Berkeley
Bargaining on May 8 & 9: We need to keep up the pressure!
UPTE has agreed to return to the bargaining table on Thursday, May 8, and Friday, May 9, 2025, after receiving an improved proposal from UC on reclassification via email.
In its new proposal, UC has agreed to UPTE's proposal for an initial response to reclassification requests within ninety days, a significant improvement from having no timeline in our current contract and UC's initial proposal of 210 days. However, the University has not agreed to address the lack of clear and objective criteria or an enforceable appeals process.
Now, we need to keep up the pressure to let UC know we won't back down: UC needs to offer solutions to the staffing crisis, bargain in good faith, and end its unfair labor practices. RSVP for our May 1 ULP strike against UC’s unlawful hiring freeze today at upte.org/ucstrike.
UPTE has agreed to return to the bargaining table on Thursday, May 8, and Friday, May 9, 2025, after receiving an improved proposal from UC on reclassification via email.
In its new proposal, UC has agreed to UPTE's proposal for an initial response to reclassification requests within ninety days, a significant improvement from having no timeline in our current contract and UC's initial proposal of 210 days.
However, the University has not agreed to address the lack of clear and objective criteria or an enforceable appeals process: UC still proposes unilateral control over the criteria and decision for reclassification. UC has also not made progress on other top priorities—like more time off, improved job security, or fair pay—and is still proposing the right to increase healthcare premiums without limit.
Moreover, in another proposal provided via email, the University moved backward on wages—adding a year to the contract (2028) with no raise or step, after spending nine months publicizing to us, the public, and legislators how great raises for 2025, 2026, and 2027 were.
UC has seen thousands of UPTE members mobilize over the past few months and is clearly feeling pressure to begin addressing our demands. We have also used our power to demonstrate that we won't stand for UC's unfair practices.
Now, we need to keep up the pressure to let UC know we won't back down: UC needs to offer solutions to the staffing crisis, bargain in good faith, and end its unfair labor practices. RSVP for our May 1 ULP strike against UC’s unlawful hiring freeze today at upte.org/ucstrike.
Dan Russell
UPTE President
UPTE Chief Negotiator
Business Technical Support Analyst, UC Berkeley
UPTE is going on an unfair labor practice strike across the UC system on May 1
UPTE will be striking at all UC locations on Thursday, May 1, 2025 in response to UC's unfair labor practices. Learn more at upte.org/ucstrike.
On March 19, UC publicly announced a hiring freeze and has since implemented it at campuses without providing UPTE notice, let alone an opportunity to bargain over the freeze or its effects on our members—as it is legally required to do now that our contracts have expired.
Some campuses even apply the freeze to decisions about existing employees, such as reclassifications, promotions, equity increases, and conversion of term-limited employees to career employees.
After UPTE submitted a cease and desist and demand to bargain, the University explicitly refused to undo the hiring freeze so we could bargain. UC has also committed additional unfair practices like denying pension credit to workers at the hospitals it has acquired without bargaining, leaving these new workers behind, even as UC expands its market share.
This is all despite UC's holding more than $26 billion in liquid capital and a judge issuing a permanent stay on threatened across-the-board cuts to indirect cost reimbursements for research grants.
UPTE will be striking at all UC locations on Thursday, May 1, 2025 in response to UC's unfair labor practices. Learn more at upte.org/ucstrike.
On March 19, UC publicly announced a hiring freeze and has since implemented it at campuses without providing UPTE notice, let alone an opportunity to bargain over the freeze or its effects on our members—as it is legally required to do now that our contracts have expired.
Some campuses even apply the freeze to decisions about existing employees, such as reclassifications, promotions, equity increases, and conversion of term-limited employees to career employees.
After UPTE submitted a cease and desist and demand to bargain, the University explicitly refused to undo the hiring freeze so we could bargain. UC has also committed additional unfair practices like denying pension credit to workers at the hospitals it has acquired without bargaining, leaving these new workers behind, even as UC expands its market share.
This is all despite UC's holding more than $26 billion in liquid capital and a judge issuing a permanent stay on threatened across-the-board cuts to indirect cost reimbursements for research grants.
UC continues to act with impunity, and we can't let them get away with it—especially when a hiring freeze and leaving workers at new hospitals behind will only worsen already dire conditions for patients, students, and research. UC executives' refusal to protect frontline staff and essential services makes our campaign even more important.
UPTE members from UC Los Angeles, UC Irvine, and UC Riverside showed up and out to the “Fighting Oligarchy: Where We Go From Here” rally with U.S. Senator Bernie Sanders at Gloria Molina Grand Park in Los Angeles.
Fortunately, we are not alone in blowing the whistle on UC's actions. Just last week, Senator Bernie Sanders heard stories from UPTE leaders across the state and then met with us following his "Fighting Oligarchy" rally in Los Angeles. Dozens of California lawmakers have signed letters to UC President Drake, demanding that UC bargain in good faith.
It is sad to see UC executives using threats to public health, research, and education from the federal government as an excuse to undermine—rather than commit to using its vast resources to defend—the work that we do.
We have built the power to force them to do the right thing. Let's continue to use it until we win.
In solidarity,
Dan Russell
UPTE President
UPTE Chief Negotiator
Business Technical Support Analyst, UC Berkeley
Is UC ready to bargain in good faith?
Our unfair labor practice strike on April 1 forced UC executives to admit to California legislators in a March 31st communique, that "the strikes in November and February cost UC tens of millions of dollars each day to staff our medical centers and campuses." This is presumably in addition to lost revenues from things like cancelled surgeries, which are likely in the hundreds of millions of dollars.
Why does UC continue to provoke costly, disruptive strikes at the same time that announces a hiring freeze based on supposed financial uncertainty? UC executives are panicked about the power and determination of our campaign and are saying whatever they can to try to slow us down.
This week, UPTE filed an Unfair Labor Practice charge over the University's imposition of the hiring freeze, which would further undermine patient care, research, and education across the state. UC knows what it has to do to avoid further strikes - end its unfair labor practices and bargain in good faith with all UPTE members over our proposals to end the recruitment and retention crisis.
Our unfair labor practice strike on April 1 forced UC executives to admit to California legislators in a March 31 communique that “the strikes in November and February cost UC tens of millions of dollars each day to staff our medical centers and campuses.” This is presumably in addition to lost revenues from things like canceled surgeries, which are likely in the hundreds of millions of dollars.
Why does UC continue to provoke costly, disruptive strikes at the same time that announces a hiring freeze based on supposed financial uncertainty? UC executives are panicked about the power and determination of our campaign and are saying whatever they can to try to slow us down.
This week, UPTE filed an Unfair Labor Practice charge over the University's imposition of the hiring freeze, which would further undermine patient care, research, and education across the state. UC knows what it has to do to avoid further strikes - end its unfair labor practices and bargain in good faith with all UPTE members over our proposals to end the recruitment and retention crisis.
We are also continuing to meet with elected officials at all levels to push UC to reset their priorities and get our negotiations back on track.
Check out coverage of Tuesday's strike from across California, including outlets like KQED, the San Francisco Examiner, KCAL News Los Angeles, KION546 News Central Coast, ABC10 San Diego, CBS News Sacramento and stay tuned for next steps.