Tentative agreement ratified by 98%, nearly 12k votes!
Nearly 12,000 members participated in our ratification vote, with 98% voting in favor of ratification. Our ratification vote means our new contract terms with the University of California and Lawrence Berkeley National Laboratory are effective immediately.
Our new contract is an important foundation for the work we still have to do: addressing profession and department-specific issues, welcoming workers who work alongside us—but who UC has moved into non-union titles—back into our union, and preparing to take on other issues important to our members, both inside and outside of UC.
In 2025 alone, more than 2,000 non-union workers won UPTE representation—with thousands more working to win representation right now! This work is crucial to building our strength and density for future fights.
I hope we are all able to rest and enjoy the beginning of the holiday season with the security this contract provides. Congratulations to us all!
Nearly 12,000 members participated in our ratification vote, with 98% voting in favor of ratification. Our ratification vote means our new contract terms with the University of California and Lawrence Berkeley National Laboratory are effective immediately, with the following timelines:
The UPTE Floating Holiday will be available within 120 days of ratification; we are awaiting UC’s confirmation of when it will be available for use.
Combined Pregnancy & Childcaring Leave: we are awaiting UC’s confirmation that those already on Pregnancy Disability Leave can remain on leave by combining it with the new provisions.
Lump sums for those eligible for a January 2025 step, but at the top of their scale, will be paid within 120 days.
The following will be processed within 120 days, retroactive to the first full pay period following ratification (November 23 for bi-weekly pay, December 1 for monthly pay)
Step placement for workers in Dietitian 4, BHC/BHPP 1-4, and Optometrist titles
Adjustment of scales with steps below $25/hr
For Lawrence Berkeley National Laboratory: The Lab is working to process the October 2025 7% raises now. Salary ranges will be moved by 7%, which means that everyone who is currently within their title’s salary range will receive the full 7% increase. In future years, salary ranges will also be moved by the full amount of our raise.
Today is the final day to make benefit changes via Open Enrollment, but the Blue & Gold and Kaiser premiums shown in Open Enrollment remain inaccurate for UPTE members. The correct rates are those at upte.org/premiums. Because of this, UC has agreed to give UPTE members who wish to change to a Blue & Gold or Kaiser plan until December 5 to do so: Go here for instructions on how to make changes after Open Enrollment closes.
Our new contract is an important foundation for the work we still have to do: addressing profession and department-specific issues, welcoming workers who work alongside us—but who UC has moved into non-union titles—back into our union, and preparing to take on other issues important to our members, both inside and outside of UC.
In 2025 alone, more than 2,000 non-union workers won UPTE representation—with thousands more working to win representation right now! This work is crucial to building our strength and density for future fights.
I hope we are all able to rest and enjoy the beginning of the holiday season with the security this contract provides. Congratulations to us all!
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Your last chance to vote—join me!
As part of the 2018-19 UCLA Organizing Committee, I was proud of the contract we won in 2019. It was similar to the nurses' contract - but took us nearly another year to win.
I am even prouder that this year, UPTE became the first union to win a strong Tentative Agreement (TA).
Today is the last day to vote—that's why I'm asking you to join me in casting your YES ballot to approve this historic contract now at upte.org/vote.
In this agreement, we won the largest raises UPTE has ever seen. Not only did we stop significant increases in premium costs for every pay band and coverage level of our PPO plans, we even managed to lower costs for 2026 for the UC Blue & Gold plan compared to our current rates.
But in order to lock in those victories, we first need to approve this TA. Vote yes now.
As part of the 2018-19 UCLA Organizing Committee, I was proud of the contract we won in 2019. It was similar to the nurses' contract - but took us nearly another year to win.
I am even prouder that this year, UPTE became the first union to win a strong Tentative Agreement (TA).
Today is the last day to vote—that's why I'm asking you to join me in casting your YES ballot to approve this historic contract now at upte.org/vote.
In this agreement, we won the largest raises UPTE has ever seen. Not only did we stop significant increases in premium costs for every pay band and coverage level of our PPO plans, we even managed to lower costs for 2026 for the UC Blue & Gold plan compared to our current rates.
But in order to lock in those victories, we first need to approve this TA. Vote yes now.
Beating back UC's healthcare cuts, just as we did with its attempt to push new hires onto an inferior pension plan in 2019, is a huge achievement. It will make a huge difference for my family and thousands of others across the state.
It will help stop the recruitment & retention crisis and encourage thousands of other workers to join UPTE; making us even stronger when we return to the bargaining table in 2028.
Join me in voting YES now at upte.org/vote to ratify this agreement before voting ends tonight.
In solidarity,
Ursula Quinn
UPTE Vice President
UCLA Occupational Therapist
How our tentative agreement will change my life
I’m an Animal Health Technician at UCSF who has faced significant financial struggles while pouring my heart into my work. At the beginning of our journey for a new contract, my goal was to show UC that their undervalued staff were so much more than just numbers on a badge—UPTE workers are the strong foundation on which patient care, research, and education are built.
That’s why I’m proud to vote YES on our tentative agreement, and why I am writing today to ask you to join me at upte.org/vote.
I’ve told my story countless times over the last many months, and I’ve seen how my experience resonates with colleagues; perhaps their family members would benefit from our neurodegenerative disease research, or maybe because they, too, were single parents attempting to make ends meet while the cost of living soared.
Our tentative agreement represents significant progress in resetting UC's priorities and making our work more sustainable. The year-to-year raises, equity pool adjustments, and our triumph on enforcing a $25 minimum across all of our job titles will be transformative for my colleagues who, like me, have long been overlooked by UC. This contract is proof positive that when we fight, we win.
I’m an Animal Health Technician at UCSF who has faced significant financial struggles while pouring my heart into my work. At the beginning of our journey for a new contract, my goal was to show UC that their undervalued staff were so much more than just numbers on a badge—UPTE workers are the strong foundation on which patient care, research, and education are built.
That’s why I’m proud to vote YES on our tentative agreement, and why I am writing today to ask you to join me at upte.org/vote.
I’ve told my story countless times over the last many months, and I’ve seen how my experience resonates with colleagues; perhaps their family members would benefit from our neurodegenerative disease research, or maybe because they, too, were single parents attempting to make ends meet while the cost of living soared.
Maybe my story resonated because, like me, they had to resort to desperate measures to house themselves while working in the most expensive areas of the country by seeking out hotels, hostels, or sleeping in their cars. This should never happen to workers at one of the wealthiest institutions on earth.
Our stories are too seldom told, but when we are brave enough to tell them, they inspire others to work together to transform our work and our lives. The next step in that journey is voting yes on our tentative agreement now.
Our tentative agreement represents significant progress in resetting UC's priorities and making our work more sustainable. The year-to-year raises, equity pool adjustments, and our triumph on enforcing a $25 minimum across all of our job titles will be transformative for my colleagues who, like me, have long been overlooked by UC. This contract is proof positive that when we fight, we win.
Today, I am overjoyed that I will be able to afford a safe place to sleep close enough to commute to my job at UCSF. I am thrilled that my coworkers will finally be able to provide for their families without having to worry about how they're going to pay the bills. And I am emboldened to keep telling my story, which is now not just a story of loss, but of victory.
Let's carry on together, like we have from the beginning, towards ratifying this historic agreement by voting yes at upte.org/vote.
Sí se puede,
Carina Jauregui
UPTE Unit Representative
Animal Health Technician 4, UC San Francisco
Reminder: No strike on Monday or Tuesday—vote to ratify our TA!
Due to our Tentative Agreement (TA) with the University of California, UPTE is no longer striking on Monday and Tuesday, and you should report to work as normal. We encourage you to join AFSCME 3299 and CNA on their picket lines before work, as early as 7 am, and for 11:30 am / noon-time rallies.
I am excited to announce that more than 7,500 members have already submitted their ratification vote. If you haven't, submit yours here now! More members must vote YES than NO for the TA to become our contract.
Changes in the contract, including title-specific equity increases, will be effective retroactive to the first full pay period following ratification—November 23, 2025, for bi-weekly pay and December 1, 2025, for monthly pay—but may take up to 120 days to be processed and appear in a paycheck.
If you have questions about the TA, reach out to your UPTE Unit or Workplace Representative, or UPTE Organizer.
Due to our Tentative Agreement (TA) with the University of California, UPTE is no longer striking on Monday and Tuesday, and you should report to work as normal. We encourage you to join AFSCME 3299 and CNA on their picket lines before work, as early as 7 am, and for 11:30 am / noon-time rallies.
I am excited to announce that more than 7,500 members have already submitted their ratification vote. If you haven't, submit yours here now! More members must vote YES than NO for the TA to become our contract.
This Tentative Agreement is a significant step forward in improving our lives, stabilizing staffing and retention across UC and at LBNL, and a strong foundation to continue fighting to address issues in our departments and communities, and to organize thousands more workers before we return to the bargaining table in 2028.
Changes in the contract, including title-specific equity increases, will be effective retroactive to the first full pay period following ratification—November 23, 2025, for bi-weekly pay and December 1, 2025, for monthly pay—but may take up to 120 days to be processed and appear in a paycheck.
If you have questions about the TA, reach out to your UPTE Unit or Workplace Representative, or UPTE Organizer.
In solidarity,
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
Blue & Gold, Kaiser premiums incorrect in Open Enrollment
Unfortunately, the 2026 Blue & Gold and Kaiser premiums displayed in UC's Open Enrollment and Alex tools are inaccurate—they are based on UC's previous proposals at the bargaining table and UC has informed us that they are unable to update them at this point.
Our actual premiums for 2026 Blue & Gold and Kaiser plans based on our Tentative Agreement (TA) are available here. Our rates are lower for most members—but slightly higher for some—because we won subsidies that keep costs affordable for everyone; no matter how much you make or who you insure.
You can still make changes to your Open Enrollment choices through November 21st.
If you haven't already, review the other wins in our TA and vote to ratify the TA. Nearly 7,000 members voted on the first day! The TA will only become our contract if more members vote YES than NO.
Unfortunately, the 2026 Blue & Gold and Kaiser premiums displayed in UC's Open Enrollment and Alex tools are inaccurate—they are based on UC's previous proposals at the bargaining table and UC has informed us that they are unable to update them at this point.
Our actual premiums for 2026 Blue & Gold and Kaiser plans based on our Tentative Agreement (TA) are available here. Our rates are lower for most members—but slightly higher for some—because we won subsidies that keep costs affordable for everyone; no matter how much you make or who you insure.
You can still make changes to your Open Enrollment choices through November 21st.
If you haven't already, review the other wins in our TA and vote to ratify the TA. Nearly 7,000 members voted on the first day! The TA will only become our contract if more members vote YES than NO.
Dan Russell
UPTE President & Chief Negotiator
Business Technology Support Analyst, UC Berkeley
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.
| Raises and Compensation |
• 2025: 8% or more: January 2025 minimum 2% step* + (5% Across the Board (ATB) or $25 minimum whichever is more**) +
Title-Specific Equities for all titles of at least 1% retroactive to ratification, to be paid within 120 days of ratification • 2026: 7% (January minimum 2% Step* + July 5% ATB raise) • 2027: 6% (January minimum 2% Step* + July 4% ATB raise) • 2028: 6% (January minimum 2% Step* + July 4% ATB raise) • Lawrence Berkeley National Laboratory: 7%-7%-6%-6% ATBs in October 2025–26–27–28 and no merit matrix! • Annual Steps for UCLA Health: Elimination of any experience-based steps *2% Pensionable Lump Sums for those at the top step! January 2025 lump sums to follow ratification. **Retro for step and first raise was paid in the first full pay period of November 2025! |
|---|---|
| Healthcare |
• Subsidies keeping most 2026 Blue & Gold and some 2026 Kaiser rates the same as 2024, with no Blue & Gold or Kaiser employee rates seeing more than a $64 increase! • Annual caps on premium increases in 2027 & 2028 • Review Blue & Gold and Kaiser 2026 rates here |
| Work-Life Balance |
• An additional floating holiday • Full holiday pay for exempt employees working 8+ hour shifts • Up to 12 months unpaid parental leave for birth parents • Pre-approved window of up to 10 consecutive days after denied vacation requests • 30-day minimum notice for changes in remote/hybrid schedules • No reduction in vacation/PTO accruals for employees who joined UPTE before Nov 2025 • Cesar Chavez retained as a floating holiday (HX) • Transition to Vacation/Sick (from PTO/ESL) for UCLA Health • 8 hours of Sick Leave for Per Diem employees |
| Career Progression |
• Significant improvements to Reclassification Process • 90-day response timeline for UC • Clear criteria required for reclass review • Department reclassification committee to define clearer progression criteria • Appeals panel made up of compensation staff outside the worker’s department • Binding enforcement of the process • Right to use Education/Professional Development Hours on days off; restrictions on remote education removed |
| Job Security, Layoffs, Seniority |
• Guaranteed “Alternatives to Layoffs” process before layoffs, including right to open positions • Preferential Rehire rights at all campuses • Extended Preferential Rehire and Recall Rights to 3 years in HX |
| Union Rights |
• Increase Unit Representatives to at least 1 per 100 workers; additional release hours • 30-minute Orientation for all titles joining UPTE |
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
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."
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!
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.
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
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. 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 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.
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