UPTE STRIKE VOTE RESULTS: UCSF members authorize strike by 98%
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!
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 Strike Vote Has Begun at UCSF, Vote Now!
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
I am proud that our clinicians, researchers, and technical staff at UCSF are prepared to be the first to stand up and strike to hold the UC system accountable for its unfair labor practices. UCSF members, you can cast your ULP strike authorization vote now by visiting upte.org/vote.
We cannot allow UC to drag out negotiations and prolong the crisis of recruitment and retention with these illegal tactics. If UC continues its pattern of unfair practices, we need everyone across the state to be ready to vote to strike, too. While UCSF votes, ensure all your coworkers have signed a commitment card and are ready to join us.
What are some ways UC has bargained in bad faith, putting patient care, and research at risk by prolonging the recruitment and retention crisis?
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.
UC has also announced plans to implement significant increases in healthcare costs—such as a 30% coinsurance that could cost $1,800 per year per drug for those relying on specialty medications, and monthly premium increases of up to $550 for the previously no-cost CORE PPO. Implementing these changes unilaterally is unlawful and disregards the university's legal obligations to bargain with union employees.
A YES vote to strike will send a strong message to the University that you will not allow UC to drag out negotiations and prolong the crisis of recruitment and retention with these illegal, unfair labor practices.
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
Bargaining Update #9: More bad-faith bargaining from UC with 2 weeks until our contracts expire
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.
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.
So what did UC do in bargaining?
UC's only "movement" was to remove the contingency on state funding for a 3% raise in 2027 and to add a step increase for RX/TX in 2025. When UC asked if UPTE would bargain for LBNL separately, we made it clear that we will not leave LBNL members behind, nor will we leave Research and Technical workers without annual step increases. This is too little, too late.
UC also rejected our proposal to decrease parking rates by pay band, instead proposing to increase the existing annual cap on parking rates at UC Davis and Merced.
Click here to see an updated side-by-side comparison of our proposals and here for an explanation of how UC's proposal to remove caps on healthcare premium increases could be used to wipe out any raises we receive in this contract.
UC has been bargaining in bad faith for months; refusing to supply data on vacancies and reclassification and failing to provide their negotiators with significant authority. On top of this, they are implementing significant healthcare increases without bargaining.
Click here to sign a strike pledge and let UC know that you won't let them keep violating their duty to bargain in good faith thus deepening the crisis of recruitment and retention across UC.
How much could UC’s cost-shifting cost you?
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)
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 and UC Blue & Gold plans, thanks to the $25 annual cap we won in our last contract. In 2024, our cap 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 “credit” for Pay Band 1, $75 “credit” for Pay Band 2 (after their increases)
How much of what UC currently contributes could they shift to you and your family (per month) in 2026 under their proposal?*
| Family Plan Rate | Kaiser | UC Blue & Gold |
|---|---|---|
| Pay Band 1 ($71,000 and under)** | $2,089.90 ($2189 - $100 credit) | $2,451 ($2,551 - $100 credit) |
| Pay Band 2 ($71,001-$140,000)** | $1,997 ($2072 - $75 credit) | $2,358 ($2433 - $75 credit) |
| Pay Band 3 ($140,001-$210,000)** | $1,962 | $2,326 |
| Pay Band 4 ($210,001 and above)** | $1,849 | $2,219 |
*Estimate based on 2024 rates*
*2025 Pay Bands
To see the amount UC could make you pay, look for the name of your plan (eg. “Kaiser Perm NoCal”) on your paystub under “EMPLOYER PAID BENEFITS.”
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 $140,000 or more)
CORE PPO premiums of up to $550 per month (previously no-cost)
Outpatient visit copays increase to $30 Specialty drugs will have 30% coinsurance, up to $150 per prescription per month
UC’s unilateral implementation of cost increases without bargaining is an illegal, unfair labor practice.
UC’s unilateral implementation of cost increases without bargaining is an illegal, unfair labor practice.
Sign a strike pledge today to let UC know that you’ve had enough!
Enough is enough. Your UPTE bargaining team has called for a strike vote.
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.
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.
Pledge to strike today!
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.
A YES vote will authorize our leadership to call a strike. The length of the strike will be announced at least 10 calendar days in advance if the strike affects any UC Medical Center.
A YES vote will send a strong message to UC that we will not indefinitely tolerate their bad faith bargaining and refusal to engage with the demands made by a majority of UPTE members across the state.
UC has the ability to avoid a strike action by changing their behavior, which we sincerely hope that they do before a strike is called. Click here to pledge to strike and vote YES on the first day!
In solidarity,
Dan Russell
UPTE President
Bargaining Update #8: UC Proposes Unlimited Healthcare Premium Increases
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.
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.
How much cost could UC shift back to us per month under their proposal?*
| *Estimate based on projected 2025 Rates for Pay Band 1, after $100 subsidy | Kaiser | UC Blue & Gold |
|---|---|---|
| Self | $725.16 | $860.84 |
| Self + Adult | $1,385.38 | $1,630.71 |
| Self + Child | $1,596.11 | $1,840.05 |
| Family | $2,259.15 | $2,610.63 |
In 2024, our $25/month cap saved up to $224/month when UC shifted costs onto non-union employees. Under this proposal, UC could shift thousands of dollars of their contributions onto us in 2026 and 2027, effectively taking back any raises we win in this contract.
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 to us.
UC continued its bad-faith bargaining by proposing to strip us of the right to bargain over remote work and to advance notice when workers are being reclassified into non-union jobs.
UPTE revised our proposal for a 36-hour workweek to a right to a reduction in time to 36 hours for all and 32 hours for those with 5 years or service or those with new children, with pay and accruals reduced accordingly.
Click here to see updates from previous bargaining sessions and a side-by-side summary of UPTE and the University’s proposals.
There is no question that UC’s healthcare proposal would deepen the recruitment and retention crisis. Sign a strike pledge now to let UC know you are ready to stand with nearly 7,000 other UPTE members who have already pledged to strike.
Our next bargaining sessions are October 16 - 17 in Santa Cruz. Contact your UPTE Organizer to learn more.
UPTE President Dan Russell: "With one month before our contracts expire, UC continues bargaining in bad faith and commits other unfair practices outside of bargaining."
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.
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?
Here's some of what we do know about how UC's misplaced priorities are fueling short staffing that is affecting students, patients and research:
Counseling provider vacancy rates have skyrocketed from pre-pandemic levels of around 10-11% to a staggering 23.29%. Rather than providing competitive pay to recruit and retain counselors, UC paid $30.8 million to Lyra, a venture capital-backed company that employs a UCSF professor to make misleading claims about Lyra's efficacy.
43% of all UC career staff surveyed answered that they are seriously considering leaving the UC system. 54% of UPTE staff with career appointments have been hired in the last 5 years.
Fixing this recruitment and retention crisis is core to our contract campaign - but UC is showing no urgency in addressing it.
Last month, the UC Regents approved raises of 16-39% for UC Chancellors. Yet, they still expect us to accept a 5% raise that will leave us behind inflation?
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.
We have our 8th bargaining session with UC on Thursday and Friday. Watch for our next bargaining update and steps to let UC know that they need to take this more seriously.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Bargaining Update #7: Our stories continue to fall on deaf ears, as patients, students, and research suffer
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.
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.
| UPTE's Proposals | UC's Proposals |
|---|---|
| -Increased UPTE representative employer-paid release time -Remove arbitrary limits on union-paid release time |
-No additional parental leave (which UC provides to nurses) -5 days of unpaid reproductive loss leave (required by state law) |
Additional release time for UPTE representatives has been crucial to our success in addressing these issues and countless more over the past 2 years as we prepared for this contract fight. You only need to glance at upte.org/news to see some of the great work being done by UPTE unit and workplace reps as a result of this release time.
UCSB members also delivered powerful testimony to UC during these negotiations about the importance of long-term research, technical, and healthcare staff to student safety. Too many of our colleagues who are committed to our students and the incredible research we make possible at UC end up being forced to leave if we want to be able to start families and/or buy homes. This quite literally puts student and staff lives, as well as world-changing research, at risk.
Social Workers, Behavioral Health Counselors, and Psychologists, including Dr. Lily Clark, spoke about the importance of being there for students and staff in their moments of greatest need and the devastating consequences of short staffing.
"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.
Watch and share Lily's comments on Instagram, Facebook, or Twitter.
Ross Derer, a Principal Electronics Technician emphasized that his colleagues are responsible for maintaining increasingly complex fire alarm and suppression systems, returning to dormitories at all hours of the day to keep students safe.
"If a call comes in that affects a student's dorm room or even an entire building, the best case scenario is that it's an inconvenience. But the fact of the matter is far too often a critical piece of hardware fails leaving large areas unprotected in instances of a fire," said Ross, who has been at UCSB for eight years.
"Having an unqualified person work on life safety equipment is an unacceptable gamble with our students' safety. I constantly feel anxiety and an immense amount of pressure for this reason.
Cricket Wood, a 24-year Staff Research Associate 4 reminded UC that they are often the only career employees in labs with hazardous and valuable materials that short-term academic employees will not be as familiar with, leading to safer labs and cost savings.
"I manage huge, invaluable resources and all of the students and persons that are here short-term. And so I have to provide the consistency and organization to prevent waste. Part of the struggle is that there's so much turnover in our lab staff, and I provide the institutional memory," said Cricket, who works on aging and basic cell health and development.
"I want UC to step up and put some of the money that they take from our research grants back into our research staff, supporting us and keeping good research continuing."
Our next bargaining sessions are scheduled for October 3 - 4* in San Diego and 16 - 17 in Santa Cruz. Contact your UPTE Organizer to learn more.
*We have contacted the University regarding the omission of October 3-4 from their communications about upcoming bargaining but have yet to receive a response. We hope that they still intend to bargain on these dates, as we will be just weeks from both contracts being expired.
Bargaining Update #6: "We are not going to watch our talented and committed colleagues leave while our patients, our research, and our students suffer."
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.
Your UPTE bargaining team was back at the table with management on August 28 - 29 at UC Davis. You can find a summary of UPTE and the University’s proposals made in previous sessions here. UPTE and the University made the following proposals:
| UPTE | UC |
|---|---|
| Freeze Healthcare Rates at 2024 Levels Option for Per Diems who work at least 50% time to convert to Career |
Make contract enforcement via arbitration more time consuming & expensive Make it harder for your co-workers who act as union reps to address issues at work |
We are now less than 2 months from our contracts’ expiration and UC is showing no urgency to reach an agreement.
Last week, a member at UC Davis who has given 19 years of her life to the University told UC negotiators that she relies on food pantries to make ends meet. UC’s response? The same as always: “You have our proposal, we look forward to a counterproposal.”
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.
Fortunately, we are not alone. Last week, leading Mayoral candidates Aaron Peskin and Flojaune Cofer joined our rallies in San Francisco and Sacramento to let UPTE members know that they have our backs and are prepared to walk the picket lines with us. Over the past two weeks, thousands of UPTE members attended mass rallies and signed our pledge to strike.
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.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Bargaining Update #5: UC finally makes a compensation proposal — and it leaves a lot to be desired
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 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.
| UPTE's Pay Proposal | UC's Pay Proposals |
|---|---|
| 5% raise and $25 minimum wage retroactive to July 2023 9% raise in 2025, 8% in 2026, 8% in 2027 Annual step increases and additional steps for every scale Minimum step placement / adjustment based on experience Equal raises plus 3% retro to May '22 for workers at LBNL 10% evening, 15% night and weekend shift differentials |
NO retroactive raise, $25 minimum in July 2025 5% in 2025, 3% in 2026, 2%* in 2027 NO step in 2025 or 2027 for RX/TX, Annual steps for HX but NO additional steps on scales NO minimum step placement / adjustment based on experience No proposal for LBNL No proposal for shift differentials *1% additional in '27 contingent on state funding |
UC also made their vacation and sick leave proposals:
No vacation increase
No guaranteed right to use vacation
No right to cash out vacation
Per Diems can only accrue 2 days of sick leave
When questioned, UC acknowledged that based on their proposal, workers may never be allowed to use any of their accrued vacation time.
According to UC's bargaining updates, their offers are "not designed to be a 'starting point' but rather reasonable offers that reflect the significance of the services UPTE-represented employees provide."
Check out this side-by-side of our proposals vs UC’s proposals and please feel free to print and distribute.
While this is far from what we deserve, it is a much better proposal than the University has made at this point in previous negotiations. They see our growing power — and that should give us confidence that we can win better wages and improvements in career progression, work-life balance, staffing, and job security—if we keep building our collective strength.
UC's own representatives do not seem to understand how many of our colleagues are struggling to survive, initially claiming that no technical workers make less that $25 an hour—when in fact, more than 25% of technical workers earn under $25 an hour.
Visit upte.org/uofcalifornia to read our other bargaining updates.
"We have kept UC running these past years even while costs of living have skyrocketed. After 10 years at UCSF, I make $22.72 an hour. UC's is proposing to keep my family in poverty, and force our colleagues to decide between a dignified life and staying at UC. It is high time for us to reclaim our sense of self-worth, self-respect, and self-love by preparing to strike if necessary.”
Lalaine Rojo
UCSF Lab Assistant
UPTE Unit Representative
UPTE Bargaining Team member
Dispatch from Negotiations: "Every minute UC wastes in negotiations is a minute we use to get more organized"
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.
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.
In addition to their day jobs at UC, UPTE's Unit and Workplace Representatives have been hard at work spreading the word about what's happening in negotiations and helping to organize rallies and "pack the table actions" at each UC campus we visit for bargaining. Now, it's crucial that we show UC that we can mobilize in numbers to put strength in numbers behind our demands at the table.
It's time to call all of our colleagues across departments and job titles together for mass meetings this month. Find a meeting date, time, and location near you by visiting upte.org/massmeeting and selecting your campus from the dropdown menu.
Even if you have been following along with bargaining so far, or are already committed to taking whatever steps are needed to win the contract we deserve (up to and including a strike), I still encourage you to join us at this meeting. Your presence helps others see that they aren't alone, and demonstrates that we will take whatever next steps lie ahead together.
If you are unsure about whether you would participate in a possible strike, have questions about bargaining, or worries and concerns that you'd like to discuss, this is also an excellent opportunity for you to learn more.
No matter who you are, or what level of involvement you have in our union, I hope to see you at one of these important meetings in the month of August: upte.org/massmeeting
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
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Bargaining Update #4: UPTE Proposes Job Security, UC Responds to Reduced, Flexible & Remote Work
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 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.
You can find photos and videos from last week of UPTE members showcasing our power and rallying on UC Berkeley's campus for a strong next contract on Facebook, Instagram, Twitter, and Threads.
| UPTE's Proposals | UC's Proposals |
|---|---|
| Subcontracting -No subcontracting -Career jobs for currently contracted workers University Job Titles -Workers cannot be unilaterally placed in non-union job titles with inferior benefits -Stop UC's years-long appeals of state labor board decisions adding new titles to UPTE contracts |
Hours of Work -No reduced work week -No right to flex to a part-time schedule -No right to work from home when business needs allow Out of classification pay -Stipend for working in a higher classification only after 20 days Reclassification -Minimum increase for SRA 1s reclassed to SRA 2 reduced from 5% to 4% |
Despite UC once again refusing to meet on UC Berkeley's main campus, hundreds of UPTE members from UC Berkeley and LBNL joined a rally on campus and made the journey to bargaining to show their solidarity and determination to win a fair contract.
After four bargaining sessions, UC has offered no improvements to pay, benefits, reclassification, or staffing.
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.
Jonathan Bradford, UC Berkeley Principal Lab Mechanician and UPTE Bargaining Team member, said:
"We've sent some meaningful proposals as far as vacation and reclass and all these other important things that we want. And guess what their response has been? No. In fact, the vacation proposal that they gave us back wasn't even finished! They couldn't be bothered and they gave us a half-finished language!"
Jamie Gardner, a UC Berkeley Staff Research Associate 2 and UPTE Bargaining Team member, said:
"What I've seen in the past two months of bargaining is that UC is scared. They do not want to deal with us. They do not want to give us anything. They don't even want to talk. And they're trying to wait us out now, but every minute that they're stalling, we're getting more organized."
Bargaining & Rally at UC Irvine
August 14 from 12 noon - 1 pm
At the Healing Garden on the lawn of UCI Medical Center
101 The City Dr S
Orange, CA 92868
Lunch will be provided to those who RSVP in advance. Questions? Reach out to your local UC Irvine leadership or staff organizers at upte.org/contact-us.
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.
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!
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!
Bargaining & Rally at UC Berkeley
July 31 & August 1, Noon - 1 p.m. Exact Locations TBD but will be updated at upte.org/bargaining
Lunch will be provided to those who RSVP in advance. Questions? Reach out to your local UC Berkeley and Lawrence Berkeley National Laboratory leadership or staff organizers at upte.org/contact-us.
Dispatch from Negotiations: UPTE President Dan Russell shares his reactions to our first month of negotiations with the University of California
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.”
Make sure you and your coworkers are getting updates from the UPTE bargaining team fighting for fair pay, career progression, work/life balance, safe staffing, and job security—not the team representing management who is negotiating against us.
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.
On the second day of negotiations in San Diego, UC’s team took an extended lunch break to avoid facing a crowd of members rallying outside. One day one in San Francisco, they showed up a full hour late to bargaining and refused to stay for hundreds of members who were prepared to observe during lunch, leading to an impromptu rally outside calling on them to get back to the table and negotiate in good faith. Across the state, members wore UPTE stickers, buttons, shirts, and more to show their support.
UC isn’t going to give us everything we ask for because we ask nicely—and their conduct in bargaining with our sister union AFSCME 3299 has made that clear. UC is offering AFSCME members only 5% in 2025, including steps - doing nothing to address the inflation of the past 3 years. They also rejected AFSCME’s vacation and work/life balance proposals.
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.
Our next round of bargaining will take place on July 18-19 at UCLA. If you’re in the LA area, stay tuned for details if you’re able to join us.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Bargaining Update #2: UPTE’s bargaining team presents our first work/life balance proposals
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.
On June 25-26th, your UPTE 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.
We also rallied at Mission Bay on Tuesday and Parnassus on Wednesday to put our solidarity on full display for UC administrators, and send a message that we're united and ready to act to win the world-class agreement we deserve. Check out photos (Facebook,Instagram, Twitter) and a video recap (Facebook, Instagram, Twitter) on UPTE social media, and share to help us build momentum.
UPTE's Work/Life Balance Proposals
Vacation Proposal:
24 vacation days per year at hire
Right to cash out accrued vacation days
Automatic cash out of vacation accruals if at maximum
Management must provide alternate vacation dates if a request is denied
No revocation of approved vacation except in emergencies
Sick Leave Proposal:
5 days of bereavement, in addition to sick leave, which would cover miscarriage and IVF failure
Sick leave for Per Diem workers
Holidays Proposal:
Add Juneteenth and 7 floating holidays
Improved holiday pay
Guarantee for at least 1 major 2-day holiday off
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 - as well as up to 5 bereavement days.
UPTE's proposal for 7 floating holidays would help workers subject to mandatory winter campus closures, celebrate holidays that the University does not recognize, and provide more time off to recover from stressful periods at work.
In response to UPTE's proposal to provide sick leave to Per Diem workers, the University asked whether "there was any thought to lowering per diem pay in exchange for a costly benefit?" UPTE was clear that it would not because sick leave is a mutual benefit for the employer, protecting workers from having to come in to work sick and infecting other colleagues and patients.
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 once again made no proposals to address the crisis of burnout, recruitment, and retention and did not address any of our priorities: pay, classification, work-life balance, job security, or staffing. Instead, UC's clearest and most significant proposal thus far would prevent UPTE leaders from directly approaching our managers to resolve workplace issues, unless the manager agrees in advance.
UC's bargaining team did not respond to UPTE's proposal regarding classification and career progression. More than 300 UPTE members joined bargaining rallies on Tuesday and Wednesday. Despite advance requests to meet when workers would be available to observe, the UC bargaining team left the room rather than face 150 workers who came out on their Tuesday lunch break.
UC continues to insist on having nearly identical conversations for healthcare workers on one day and research and technical workers the next day. UPTE has repeatedly proposed to discuss all bargaining units at the same time, which the University continues to reject - inevitably dragging negotiations out unnecessarily.
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.
Our next bargaining session will be at UCLA on July 18-19th. UCLA members, watch for an email with information on how to participate!
Bargaining Update #1: June 11 - 13
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.
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.
You can watch and share video recaps on UPTE social media from day one (Facebook, Instagram) and day two (Facebook, Instagram).
What did UC do during bargaining last week?
Instead of making substantive proposals, the University proposed limitations to who could participate in bargaining, including that we wouldn't even be allowed to share this update with you today!
UC negotiators are refusing to meet with us on the vast UCLA and UC Davis campuses, and are attempting to prevent us from bargaining in places accessible to you and your coworkers to attend. UPTE reiterated our insistence that bargaining be open to your participation.
Why are the UC's representatives focusing on keeping you and your colleagues away from bargaining instead of passing proposals that address our concerns? Because they understand that if thousands of UPTE members come together, we have the power to reset UC's priorities and force them to invest more in patient care, research, and the frontline workers who carry out their mission.
What do we do next? Make sure to join an UPTE Bargaining Strategy & Strike School, scheduled by your Unit and Workplace representatives, to learn more about what our options will be if UC does not bargain in good faith and settle a fair contract in the coming months. A schedule and more details will be coming soon.
We know from experience that UC administrators will alter their behavior only once they see us ready to act. If you want to help schedule a Strike School session in your Department, reach out to your campus Organizer at upte.org/contact.
Our next bargaining session will be at UCSF on June 25-26th. Please plan to join us if you work at UCSF or live close by!
In solidarity,
Your UPTE Bargaining Team
Over 9,000 members vote to affirm our bargaining principles
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.
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.
We'll be sharing the next steps soon, but the most important thing we can always do is talk to our coworkers about the importance of joining and being active in our union. If you want to get involved in this work with us, please reach out and let us know.
Let's keep up the momentum and continue to work towards a fair and promising future for us all. Together, we can continue to build a stronger, more inclusive union that represents the goals and priorities of every UPTE member at the University of California.
Dan Russell, UPTE President
Business Technical Support Analyst 3
UC Berkeley - TX Unit