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