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'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,
