Is UC ready to bargain in good faith?
Our unfair labor practice strike on April 1 forced UC executives to admit to California legislators in a March 31st communique, that "the strikes in November and February cost UC tens of millions of dollars each day to staff our medical centers and campuses." This is presumably in addition to lost revenues from things like cancelled surgeries, which are likely in the hundreds of millions of dollars.
Why does UC continue to provoke costly, disruptive strikes at the same time that announces a hiring freeze based on supposed financial uncertainty? UC executives are panicked about the power and determination of our campaign and are saying whatever they can to try to slow us down.
This week, UPTE filed an Unfair Labor Practice charge over the University's imposition of the hiring freeze, which would further undermine patient care, research, and education across the state. UC knows what it has to do to avoid further strikes - end its unfair labor practices and bargain in good faith with all UPTE members over our proposals to end the recruitment and retention crisis.
Our unfair labor practice strike on April 1 forced UC executives to admit to California legislators in a March 31 communique that “the strikes in November and February cost UC tens of millions of dollars each day to staff our medical centers and campuses.” This is presumably in addition to lost revenues from things like canceled surgeries, which are likely in the hundreds of millions of dollars.
Why does UC continue to provoke costly, disruptive strikes at the same time that announces a hiring freeze based on supposed financial uncertainty? UC executives are panicked about the power and determination of our campaign and are saying whatever they can to try to slow us down.
This week, UPTE filed an Unfair Labor Practice charge over the University's imposition of the hiring freeze, which would further undermine patient care, research, and education across the state. UC knows what it has to do to avoid further strikes - end its unfair labor practices and bargain in good faith with all UPTE members over our proposals to end the recruitment and retention crisis.
We are also continuing to meet with elected officials at all levels to push UC to reset their priorities and get our negotiations back on track.
Check out coverage of Tuesday's strike from across California, including outlets like KQED, the San Francisco Examiner, KCAL News Los Angeles, KION546 News Central Coast, ABC10 San Diego, CBS News Sacramento and stay tuned for next steps.
UPTE Ends 1-Day Unfair Labor Practice Strike, Calls on UC to End Unlawful Behavior & Engage in Meaningful Bargaining
On April 1, twenty thousand UPTE members at every University of California healthcare center, campus, and key laboratories participated in an Unfair Labor Practice (ULP) strike. The strike was in response to UC’s decision to engage in a pattern of illegal behavior including continued attempts to unilaterally and unlawfully increase health insurance costs for some of the most vulnerable union members outside of the bargaining process. UC has also forced newly organized groups of workers into their own separate negotiation process, which has rendered the bargaining process hopelessly impractical and ineffective—a classic “divide-and-conquer” strategy that violates the law.
“We believe UC’s priority should be the people of California and that they have an obligation to follow the law just like any other employer in our state. When they egregiously trample on our legal rights and protections, it emboldens other wealthy and powerful bullies to do the same to the rest of us—but we’re willing to fight to hold them accountable. It isn’t clear to us why UC has such a hard time respecting the rights of workers. What is clear is that when frontline workers speak out about the staffing crisis, UC is quick to dismiss it—while executives will report the same concerns internally,” said Amy Fletcher, a Staff Research Associate at UC Davis and a member of UPTE’s bargaining team.
Check out press coverage of our strike from:
On April 1, twenty thousand UPTE members at every University of California healthcare center, campus, and key laboratories participated in an Unfair Labor Practice (ULP) strike. The strike was in response to UC’s decision to engage in a pattern of illegal behavior, including continued attempts to unilaterally and unlawfully increase health insurance costs for some of the most vulnerable union members outside of the bargaining process. UC has also forced newly organized groups of workers into their own separate negotiation process, which has rendered the bargaining process hopelessly impractical and ineffective—a classic “divide-and-conquer” strategy that violates the law.
“Students come to us for help navigating challenges like loss, mental health crises, substance use, assault, and more, and are often met with long wait times and difficulty receiving care. It’s frustrating that instead of engaging with us in a meaningful way to address the staffing crisis, UC is refusing to seriously consider proposals from the workers who support student mental health, or sincerely discuss any of the proposals that have been brought forth to address the staffing crisis that is rampant across the UC. Forcing newly-organized workers into their own separate bargaining tables is a trick to delay negotiations and demoralize workers, and does nothing to help students," said Angie Bryan, a behavioral health clinician at UC Santa Barbara.
UC has consistently refused to make any meaningful progress at the bargaining table, including rejecting zero-cost proposals that would attempt to address the staffing crisis leading to negative patient outcomes, threatening the state’s bird flu response, delaying care for at-risk patients, and impacting research on diseases like cancer. UPTE members have been bargaining for eight months, with all contracts having expired in October 2024.
“Patients might wait three months for an optometry appointment, and if they need to see an ophthalmologist, that wait could exceed six months. When I see patients for follow-up, it’s often later than what I would consider optimal simply because our schedule is so backed up. When you need help with your vision, even a short delay can greatly disrupt your life. It’s disappointing that UC would rather ignore our suggestions on how to make things better than commit to addressing the staffing crisis we’re dealing with. How does illegally increasing healthcare costs address any of this?” said Andrew Vo, optometrist at UC San Diego Health.
While UC leadership dismisses workers' concerns about the staffing crisis, executives readily sound the alarm in other settings. In 2023, UC’s CFO, Nathan Brostrom, stated in a Board of Regents meeting that vacancy rates were three times higher than pre-pandemic levels, impacting students, patients, and the broader public. Similarly, President Drake himself told the Assembly Budget Subcommittee #3 on Education Finance earlier this year that UC is leaving thousands of positions vacant year-over-year as a money-saving measure, saying “We have thousands of vacant positions that we continue to roll vacant year after year and use that funding to be able to support the gaps that we have.”
Between October 2018 and 2023, the number of senior executive leaders grew by 42.5%, while the number of front-line professional and support staff increased by only 18.6%. Additionally, UC plans to spend over $30 billion between FY 2023-29 on capital projects, public-private partnerships, and the acquisition of hospitals and medical centers. Meanwhile, UC continues to experience a 54% turnover rate among healthcare workers and a 67% turnover rate among researchers over the past five years.
“We believe UC’s priority should be the people of California and that they have an obligation to follow the law just like any other employer in our state. When they egregiously trample on our legal rights and protections, it emboldens other wealthy and powerful bullies to do the same to the rest of us—but we’re willing to fight to hold them accountable. It isn’t clear to us why UC has such a hard time respecting the rights of workers. What is clear is that when frontline workers speak out about the staffing crisis, UC is quick to dismiss it—while executives will report the same concerns internally,” said Amy Fletcher, a Staff Research Associate at UC Davis and a member of UPTE’s bargaining team.
Statewide ULP Strike on April 1!
UPTE will be striking all UC locations on April 1 in response to UC’s unfair labor practices.
During our contract negotiations, UC has refused to bargain over pay scales and other issues unique to the thousands of workers in non-union titles who joined UPTE in the past few years, most recently Research and Development Engineers. Many of these workers have been attempting to bargain separately for more than three years now.
UC wants every new title to keep being stuck in a separate bargaining process forever—in short, an illegal “divide-and-conquer” tactic that ultimately UC could extend to all of us simply by moving us to non-union titles.
UC also imposed higher healthcare premiums during bargaining for many workers—unilaterally, with no prior notice, even though UC promised that it would not increase premiums while it was bargaining with us.
Be sure to RSVP now at upte.org/ucstrike and plan to join us on the picket lines on April 1.
UPTE will be striking all UC locations on April 1 in response to UC’s unfair labor practices.
During our contract negotiations, UC has refused to bargain over pay scales and other issues unique to the thousands of workers in non-union titles who joined UPTE in the past few years, most recently Research and Development Engineers. Many of these workers have been attempting to bargain separately for more than three years now.
UC wants every new title to keep being stuck in a separate bargaining process forever—in short, an illegal “divide-and-conquer” tactic that ultimately UC could extend to all of us simply by moving us to non-union titles.
UC also imposed higher healthcare premiums during bargaining for many workers—unilaterally, with no prior notice, even though UC promised that it would not increase premiums while it was bargaining with us.
Be sure to RSVP now at upte.org/ucstrike and plan to join us on the picket lines on April 1.
UC's unfair labor practices are designed to undermine bargaining and make your coworkers think that it is somehow futile for us to try to bargain for better staffing, career progression, wages, benefits and job protections. Our strike, with your participation, will show UC that their unfair practices are having the opposite effect—strengthening our unity and resolve.
UPTE has a hardship fund available to those facing hardship due to loss of pay during the strike and who attend a complete shift at the picket line. You must fill out a hardship form application on the picket line on April 1 and sign in and sign out at the picket line to be eligible.
We will be hosting a Pre-Strike Town Hall to provide updates and answer your questions on Tuesday, March 25, at 6 pm. Register for our pre-strike town hall here.
If you are already working when the strike begins on April 1, finish your shift. Additionally, do not go to work mid-shift on April 2nd for shifts that start on the 1st.
Please invite friends and family to join you on the picket line. Our numbers, our stories, and our solidarity are essential for UC to change course on its unlawful behavior.
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
How far behind would UC’s proposals put us?
Next week, UPTE and UC will begin fact-finding, the final step of the impasse process, before we can call a strike over our bargaining demands. As part of this, we are reminded of where UC’s contract proposals would leave us in three years: far behind other UC workers and our top competitors.
UC’s recruitment and retention crisis is due in large part to its failure to meet industry standards in key areas. If we continue to fall even further behind—and lose more committed colleagues each year—what will that mean for our patients, research, and students?
How far behind would UC’s proposals put us?
UC continues to claim that there is no staffing crisis—and that it is offering proposals that address our concerns. Make sure your co-workers understand the truth—and what is at stake.
UC is hoping that uncertainty around state and federal funding - along with a newly-announced statewide hiring freeze - will weaken our resolve to address the staffing crisis and convince us to accept cuts that will leave us permanently behind other workers.
Many of our departments have still not recovered from UC's COVID hiring freeze, when our working conditions and wages fell further behind those of other workers.
Yet, UC’s assets have more than recovered. In fact, UC’s assets have doubled since 2014 and its investments grew by $16 billion to a total of $180 billion at the end of the last fiscal year.
Why is a public institution like UC hoarding tens of billions in savings if they are not prepared to invest them in public healthcare, research, and education?
What would accepting UC’s proposed cuts - and letting this crisis worsen for another 3 years - mean for our families? What would a deepening of the recruitment and retention crisis mean for our patients, our research, and our students?
| Vacation & Sick Leave | • 3-6 days/year fewer than UC managers and senior professionals • Up to 10 days/year fewer than Kaiser workers |
|---|---|
| Wages | • 5% behind UC nurses • 7% behind Kaiser workers by 2026 |
| Healthcare | • $48-299 monthly premium increase for Kaiser, Blue & Gold family plans in 2025 for Pay Band 2-4 • CORE plan, increases from $0 to $131-$550/month for family plans • Other plans increase 9% for Payband 1-2, 11% for Paybands 3-4 • $150/month copay per specialty prescription • Unlimited increases in 2026, 2027, 2028 |
How far would our wages have fallen since 2023?
| Raises | UC Nurses | Kaiser | UC to UPTE | How far behind? |
|---|---|---|---|---|
| 2023 | 6 | 6 | 3-3.5 | 2.5-3% |
| 2024 | 5 | 5-5.25 | 3 | 4.5-5% |
| 2025 | 5 | 5 | 5 | 4.5-5% |
| 2026 | TBD | 5 | 3 | 6.5-7% |
How much less time off do we have? How much would UC’s healthcare cuts cost us? See the two charts below.
| Days/Year | UPTE | UC Academic Researchers + Librarians | UC Managers & Senior Professionals | Kaiser UHW NorCal | Kaiser NUHW NorCal | Kaiser NUHW SoCal |
|---|---|---|---|---|---|---|
| Paid Holidays | 14 | 14 | 14 | 10 | 8 | 7 |
| Vacation at hire | 15 | 24 | 18 | 10 | 19 | 21 |
| Vacation tier 2 | 18 at 10 years | 24 | 21 at 5 years | 15 at 2 years | 24 at 2 years | 26 at 5 years |
| Vacation tier 3 | 21 at 15 years | 24 | 24 at 10 years | 20 at 5 years | 29 at 5 years | 31 at 9 years |
| Vacation tier 4 | 24 at 20 years | 24 | 24 | 25 at 10 years | 34 at 10 years | 36 at 11 years |
| Sick at hire | 8 | 8 | 8 | 8 | 6 | 9 |
| Sick Tier 2 | - | - | - | 15 at 4 years | - | - |
| Total at 2 years | 37 | 46 | 40 | 33 | 38 | 37 |
| at 5 years | 37 | 46 | 43 | 45 | 43 | 42 |
| 11 years | 40 | 46 | 46 | 50 | 48 | 52 |
| Pay Band 1 - Family | UPTE's 2024 Rates | UC Proposed 2025 Rates* | Monthly Increase for 2025 | Projected 2028 Rates** | Projected Monthly Increase by 2028** |
|---|---|---|---|---|---|
| Blue & Gold | $294.08 | $290.91 | $0.00 | $406.24 | $112.16 |
| Kaiser | $111.30 | $49.16 | $0.00 | $93.17 | $0.00 |
| Pay Band 2 - Family | |||||
| Blue & Gold | $411.79 | $463.24 | $51.45 | $622.04 | $210.25 |
| Kaiser | $229.01 | $277.33 | $48.32 | $381.28 | $152.27 |
| Pay Band 3 - Family | |||||
| Blue & Gold | $518.90 | $687.87 | $168.97 | $940.75 | $421.85 |
| Kaiser | $338.46 | $551.37 | $212.91 | $754.07 | $415.61 |
| Pay Band 4 - Family | |||||
| Blue & Gold | $625.97 | $832.44 | $206.47 | $1,138.47 | $512.50 |
| Kaiser | $451.84 | $750.73 | $298.89 | $1,026.72 | $574.88 |
| CORE | |||||
| Pay Band 1 - Family | $0.00 | $131.22 | Specialty Pharmaceutical Co-Pays | $150/month per perscription | |
| Pay Band 2 - Family | $0.00 | $276.46 | |||
| Pay Band 3 - Family | $0.00 | $411.11 | |||
| Pay Band 4 - Family | $0.00 | $549.96 |
*Including $100 subsidy for PB1 and $75 subsidy for PB2
**Assumes 9% annual increases for PB1/2 and 11% annual increases for PB3/4
Sources:
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Do you hear us now, UC?
Last week's strike was not just the largest in UPTE's history - it was the first time UPTE members had shut UC down statewide on our own.
The sea of blue formed by thousands and thousands of UPTE members marching across the state is the strongest and clearest rebuttal of UC's claim that "there is no crisis of recruitment and retention" and their attempt to silence frontline workers.
We hope UC has heard us and is prepared to work with us rather than continuing on the current course of violating the law by committing unfair labor practices. If they do not, we know what we have to do.
We are scheduling hundreds of meetings across the state in the next 2-3 weeks to debrief the strike and discuss how we make our next strike even stronger, if that becomes necessary.
Last week's strike was not just the largest in UPTE's history - it was the first time UPTE members had shut UC down statewide on our own.
The sea of blue formed by thousands and thousands of UPTE members marching across the state is the strongest and clearest rebuttal of UC's claim that "there is no crisis of recruitment and retention" and their attempt to silence frontline workers.
Our call for UC to reset its priorities resonated across the country.
First-hand stories about the impacts of UC's unlawful behavior on patient care, research, and education earned unprecedented state and national media coverage:
We hope UC has heard us and is prepared to work with us rather than continuing on the current course of violating the law by committing unfair labor practices. If they do not, we know what we have to do.
We are scheduling hundreds of meetings across the state in the next 2-3 weeks to debrief the strike and discuss how we make our next strike even stronger, if that becomes necessary.
Please watch for an email from your Unit Representative. If you do not know your Unit Representative, click here to contact your UPTE Chapter.
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Statewide Strike Feb 26-28, Authorized by 98%!
Our statewide strike vote has closed, and today, UPTE is announcing a statewide strike from February 26 to 28, 2025, in response to UC's ongoing unfair labor practices. You can check out our announcement in the Los Angeles Times.
You should not report to work for any shifts between 12 am (midnight) on February 26 and 11:59 pm on February 28. You should complete any shifts that start on February 25 and continue into February 26—do not stop work mid-shift. Check out our FAQs about the strike here.
Four times as many UPTE members participated this time compared to our last statewide strike vote in 2018, voting to authorize the strike by 98%. Instead of working together to address the recruitment and retention crisis, UC is attempting to silence workers for speaking out for our patients, research, and students.
RSVP for our UPTE Statewide Strike Town Hall on Wednesday, February 19, 2025, from noon to 1 pm. We'll discuss the strike vote results, our next steps, and how we can stand together to protect our rights.
Our statewide strike vote has closed, and today, UPTE is announcing a statewide strike from February 26 to 28, 2025, in response to UC's ongoing unfair labor practices. You can check out our announcement in the Los Angeles Times.
You should not report to work for any shifts between 12 am (midnight) on February 26 and 11:59 pm on February 28. You should complete any shifts that start on February 25 and continue into February 26—do not stop work mid-shift. Check out our FAQs about the strike here.
Four times as many UPTE members participated this time compared to our last statewide strike vote in 2018, voting to authorize the strike by 98%. Instead of working together to address the recruitment and retention crisis, UC is attempting to silence workers for speaking out for our patients, research, and students.
RSVP for our UPTE Statewide Strike Town Hall on Wednesday, February 19, 2025, from noon to 1 pm.We'll discuss the strike vote results, our next steps, and how we can stand together to protect our rights.
UC has enacted new rules to limit our ability to advocate for ourselves and interfered with our rights by unilaterally forcing individuals to come to work during our November unfair practice strike at UCSF. With public healthcare, research, and education under attack from the federal government, it is more important than ever that we defend our rights to advocate for our professions.
Whether UC attempts to stop us from speaking up for patient care, students, or the public—or continues bargaining in bad faith—it is up to us to take action to hold them accountable. Don't just stay home from work; our patients, research, and students are counting on us.
Sign up for a shift now and join us in person on the picket line.
Thousands of workers on the picket line will counter UC's narrative that the strike has no impact, encourage colleagues on the fence not to cross, and show our determination to the press, elected officials, and other supporters joining us for noon-time rallies.
I'll see you on the picket line!
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Every vote counts—let’s end this week with a strong showing
More than 9,000 of our UC colleagues across the state cast their ballots in the first week of voting. Now, we're focused on making sure that we finish the week strong so we can send a clear message to UC that we won't tolerate unfair labor practices or their misplaced priorities any longer.
Over the past two years, thousands of clinicians, researchers, and technical support professionals came together to identify the changes we need to continue providing the best research, patient care, and education. Instead of engaging in good faith with our 20,000 colleagues, UC has violated state law dozens of times.
Let's put an end to the bad-faith bargaining and unfair practices hurting patients, research, and students with a strong YES vote to authorize a statewide strike if necessary.
More than 9,000 of our UC colleagues across the state cast their ballots in the first week of voting. Now, we're focused on making sure that we finish the week strong so we can send a clear message to UC that we won't tolerate unfair labor practices or their misplaced priorities any longer. Join me and thousands of your colleagues across the state by voting YES now at upte.org/vote.
Over the past two years, thousands of clinicians, researchers, and technical support professionals came together to identify the changes we need to continue providing the best research, patient care, and education. Instead of engaging in good faith with our 20,000 colleagues, UC has violated state law dozens of times.
Let's put an end to the bad-faith bargaining and unfair practices hurting patients, research, and students with a strong YES vote to authorize a statewide strike if necessary.
I've sat across the table from UC for eight months now and have traveled the state hearing testimony from UPTE members like us:
The behavioral health clinician whose students struggle to access timely care when they're in crisis;
The clinical research coordinator who is too overworked to spend adequate time with study participants;
The IT worker who sees how the backlog for support impacts faculty and students;
The rehabilitation specialist who wonders how delays for patients could impact someone's recovery in the long-term.
The list goes on.
UC negotiators' flagrant disregard for the law and the mission of our institution breaks my heart. They've bargained in bad faith, unilaterally increased healthcare costs, restricted our right to speak out, and withheld information on short staffing. You can learn more about their unfair practices here and then cast your ballot at upte.org/vote.
Let's use our strength in numbers to stop UC's unfair practices, reset their priorities, and re-center our mission of providing the healthcare, research, and education people depend on us for.
In solidarity,
Danielle Daniels
Animal Health Technician
UPTE RX/TX Bargaining Team Member
UPTE Chapter Co-Chair, UC Davis
I’m voting YES to strike - will you join me?
My name is Ursula Quinn. I'm an Occupational Therapist at UCLA and a leader in our union, UPTE. Over 6,000 members cast their ballots on the first day of our statewide strike vote. Will you to join us in voting YES to strike today at upte.org/vote?
For the last seven months, UC has refused to meaningfully address our priorities and concerns. We tell them about our dedication to world-class patient care, innovative research, and high-quality education for our students—all of which depend on sustainable working conditions and an end to the staffing and recruitment crisis. Instead of meaningful counterproposals, they respond with bad faith bargaining and other unfair labor practices, like illegally implemented healthcare cost increases and interfering with our union rights.
Our UCSF colleagues have already led the way to hold UC accountable with their powerful strike last November—now, it's up to the rest of us to step up. Please join more than 6,000 other UPTE members and visit upte.org/vote to cast your YES vote now.
My name is Ursula Quinn. I'm an Occupational Therapist at UCLA and a leader in our union, UPTE. Over 6,000 members cast their ballots on the first day of our statewide strike vote. Will you to join us in voting YES to strike today at upte.org/vote?
Occupational Therapy is critical for children facing developmental delays or disabilities and adults recovering from an injury or illness. Early intervention and regular treatment can mean the difference between recovery or permanent disability and loss of independence. I've heard from members across so many of our professions that relate to the impacts of short-staffing and recruitment issues.
For the last seven months, however, UC has refused to meaningfully address our priorities and concerns. We tell them about our dedication to world-class patient care, innovative research, and high-quality education for our students—all of which depend on sustainable working conditions and an end to the staffing and recruitment crisis. Instead of meaningful counterproposals, they respond with bad faith bargaining and other unfair labor practices, like illegally implemented healthcare cost increases and interfering with our union rights.
For many of us, career progression and proper classification are top of mind. We've been clear that UC needs to make progress in two key areas:
Clear Criteria for Career Progression: UC must develop transparent criteria for progressing through a classification series, differentiating specific tasks, responsibilities, and requirements for each (eg. from Physical Therapist 1-3, Systems Administrator 1-3, or Staff Research Associate 1-4). Without clearer criteria, there is no way to ensure that workers are appropriately classified - and compensated - for the work we do.
An Enforceable Process: UC must agree to allow denied reclassification requests to be appealed to an independent arbitrator, who can overturn denials if they do not conform to the criteria for moving through a title series.
UC's response to these proposals? They addressed neither concern, instead, only promising to give a final answer within seven months of a reclass request being submitted. Click here to see a comparison of our other proposals and their responses.
Fortunately, we know we can move UC, just like we did in 2019. Today, UC is sitting on $27 billion in liquid capital and many of our demands would likely be cost-neutral (or even save UC money by reducing costly turnover).
Our UCSF colleagues have already led the way to hold UC accountable with their powerful strike last November—now, it's up to the rest of us to step up. Please join more than 6,000 other UPTE members and visit upte.org/vote to cast your YES vote now.
In solidarity,
Ursula Quinn
UPTE Vice President & UCLA Chapter Co-Chair
UPTE Bargaining Team member
UCLA Occupational Therapist
Our strike vote starts now!
Our strike vote is live. Please visit upte.org/vote to cast your ballot now.
I and our bargaining team encourage you to vote YES and ask you to encourage all your co-workers to do so as well.
A strong YES vote will send UC the strongest possible message that you are prepared to strike for as many days as necessary to win a strong contract, end their unfair labor practices, and ready to stand in solidarity with our AFSCME colleagues.
UC's representatives have made it increasingly clear: UC administrators will not engage with the urgent demands set out by clinicians, researchers, and frontline staff without the pressure of a strike.
Vote to strike at upte.org/vote and make sure all of your coworkers vote today.
Our strike vote is live, please visit upte.org/vote to cast your ballot now.
I and our bargaining team encourage you to vote YES and ask you to encourage all your co-workers to do so as well.
A strong YES vote will send UC the strongest possible message that you are prepared to strike for as many days as necessary to win a strong contract, end their unfair labor practices, and ready to stand in solidarity with our AFSCME colleagues.
Below, find links to a summary of how we won our previous contract, our bargaining priorities, and the unfair labor practices UC has committed.
UC's representatives have made it increasingly clear: UC administrators will not engage with the urgent demands set out by clinicians, researchers, and frontline staff without the pressure of a strike. Vote to strike at upte.org/vote and make sure all of your coworkers vote today.
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Increased Premiums and Co-Pays are Illegal and Cruel
Workers across the state report that UC has illegally implemented increased co-pays—which was one of the bases for our November unfair labor practice strike at UCSF—and has now made new changes to premiums.
Increased monthly co-insurance of $150 for specialty drugs hit the lowest paid workers hardest and are especially cruel to those of us who need these drugs for ourselves or family members battling life-threatening illnesses or just to live happy and productive lives. UC made these changes even though unilateral changes are unlawful during bargaining, despite our active unfair labor practice charges over this illegal action.
"The increase in specialty drug co-insurance, from $40 to $150, has a significant financial impact on my family and countless other patients who are facing similar increases. Such increases can mean difficult decisions between paying for essential treatments or other basic needs, further exacerbating the financial burdens that already come with managing chronic health conditions."
Judd Laraway
UPTE Bargaining Team Member
UC San Diego Senior Physician Assistant
Workers across the state report that UC has illegally implemented increased co-pays—which was one of the bases for our November unfair labor practice strike at UCSF—and has now made new changes to premiums.
Increased monthly co-insurance of $150 for specialty drugs hit the lowest paid workers hardest and are especially cruel to those of us who need these drugs for ourselves or family members battling life-threatening illnesses or just to live happy and productive lives. UC made these changes even though unilateral changes are unlawful during bargaining, despite our active unfair labor practice charges over this illegal action.
“The increase in specialty drug co-insurance, from $40 to $150, has a significant financial impact on my family and countless other patients who are facing similar increases. Such increases can mean difficult decisions between paying for essential treatments or other basic needs, further exacerbating the financial burdens that already come with managing chronic health conditions.”
Judd Laraway
UPTE Bargaining Team Member
UC San Diego Senior Physician Assistant
UC has also increased premiums for those whose January 1, 2025 salary would have put them in a new pay band. For those who were moved from Pay Band 1 to 2, this may have more than doubled your monthly premium—again, hitting the lowest-paid workers hardest.
UC's refusal to respect its legal obligations in the face of our November strike at UCSF shows the urgency of our escalation to a statewide strike vote on February 3rd. Please take the time now to make a plan with all your coworkers to vote on the first day of voting to send UC a loud and clear message.
UC wants us to believe we can't beat their healthcare cuts, short-staffing, and more—but we know we can, just as we beat their attempts to increase our healthcare costs and cut our retirement benefits in 2013 and 2019.
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Statewide Strike Vote on February 3rd
Step increases were not processed for the first full pay period in January because, after 7 months of bargaining, UC continues to bargain in bad faith and has refused to engage over our bargaining priorities meaningfully.
A statewide strike authorization vote will begin on February 3rd. This vote will ask you to authorize UPTE leadership to call strikes in response to UC's ongoing bad-faith bargaining or other unfair labor practices UC commits, failure to agree to your bargaining priorities, and in solidarity with our AFSCME 3299 siblings who are also fighting for similar demands to protect our patients, research, and students.
The next step in negotiations - mediation - has been scheduled for January 28-29. While we hope that UC will engage in mediation in good faith, UC has shown no inclination to do so at the bargaining table. Neither mediation nor the impasse process ultimately requires UC to make movement in their bargaining proposals - that is ultimately up to our willingness to take collective action. Click here for a brief explanation of the "impasse" process.
Step increases were not processed for the first full pay period in January because, after 7 months of bargaining, UC continues to bargain in bad faith and has refused to engage over our bargaining priorities meaningfully.
A statewide strike authorization vote will begin on February 3rd. This vote will ask you to authorize UPTE leadership to call strikes in response to UC's ongoing bad-faith bargaining or other unfair labor practices UC commits, failure to agree to your bargaining priorities, and in solidarity with our AFSCME 3299 siblings who are also fighting for similar demands to protect our patients, research, and students.
Instead of bargaining in good faith to address your concerns, UC has refused to provide information and has insisted on maintaining illegal restrictions on our ability to advocate for ourselves, our patients, our research, and our students. If UC continues to commit unfair labor practices, we must be ready to hold it accountable statewide.
Right now, UC is offering only 11% in across-the-board increases through 2028 - 19% less than we are asking for and 5% less than they agreed to with CNA-represented nurses from 2022-2025 - while removing limits on increases to healthcare costs.
UC has not made meaningful movement on our demands for reclassification, work-life balance, job security, or staffing. Click here to see a side-by-side comparison of our proposals and UC's.
Accepting UC's proposals or allowing them to continue bargaining in bad faith will only deepen the crisis of recruitment and retention that is threatening all of the important work that we do, including keeping the world safe from a bird flu pandemic.
While our October strike vote was limited to UCSF, we will be voting - and need to be prepared to strike - at every campus, clinic, hospital, and laboratory moving forward.
The next step in negotiations - mediation - has been scheduled for January 28-29. While we hope that UC will engage in mediation in good faith, UC has shown no inclination to do so at the bargaining table. Neither mediation nor the impasse process ultimately requires UC to make movement in their bargaining proposals - that is ultimately up to our willingness to take collective action. Click here for a brief explanation of the "impasse" process.
Make sure that all of your colleagues are prepared to vote YES to strike and to be on the picket line for as many days as needed.
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
Bargaining Update #11: Contract bargaining with UC reaches impasse
After our 24th day of bargaining, the University showed no intention to address our priorities nor to take their legal obligations more seriously. When we asked the University to explain the claim that they are offering 19-23% raises (when in fact UC has offered just 11% across the board raises) UC's Chief Negotiator said "I didn't do the update, so no, I won't try to."
On December 11, we informed the University that we believe negotiations are no longer productive and that we should begin an 'impasse' process required by the Public Employment Relations Board before we are able to call a strike directly over our bargaining priorities. We can continue to strike in response to the University's Unfair Labor Practices during this time.
Your bargaining team is recommending that UPTE hold a statewide strike vote to authorize UPTE leadership to call a strike in response to unfair labor practices committed by UC. Among the ongoing unfair labor practices UC has committed are their unilateral increase to healthcare costs, bad faith bargaining, and unconstitutional restrictions on union speech and activities.
After our 24th day of bargaining, the University showed no intention to address our priorities nor to take their legal obligations more seriously. When we asked the University to explain the claim that they are offering 19-23% raises (when in fact UC has offered just 11% across the board raises) UC's Chief Negotiator said "I didn't do the update, so no, I won't try to."
On December 11, we informed the University that we believe negotiations are no longer productive and that we should begin an 'impasse' process required by the Public Employment Relations Board before we are able to call a strike directly over our bargaining priorities. We can continue to strike in response to the University's Unfair Labor Practices during this time.
As a reminder, you can find updates from our previous bargaining sessions at upte.org/uofcalifornia. A side-by-side comparison of our proposals and UC's proposals can be found here.
UC's refusal to bargain in good faith demonstrates a lack of respect for the important work all 20,000 of us do. By failing to address the growing staffing crisis in our hospitals, labs, and campuses, UC executives are jeopardizing patient care, research, and education. UC negotiators' behavior has made crystal clear that we need to keep building pressure to force UC decision makers to change course.
Your bargaining team is recommending that UPTE hold a statewide strike vote to authorize UPTE leadership to call a strike in response to unfair labor practices committed by UC. Among the ongoing unfair labor practices UC has committed are their unilateral increase to healthcare costs, bad faith bargaining, and unconstitutional restrictions on union speech and activities.
UPTE's Executive Board will soon be considering authorizing a statewide strike vote. Stay tuned.
In solidarity,
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
UPTE members at UC Davis blow the whistle on dangerous lab conditions in the facility testing dairy and poultry for bird flu
We knew how the world reacted to a worldwide pandemic with COVID-19. In California alone, nearly one hundred ten thousand have died from the contagious disease since first being detected in late January 2020. We have seen how our loved ones and entire communities were devastated by the pandemic. That is why we need to be on guard for the next time.
Workers at the California Animal Health & Food Safety Lab System (CAHFS) at UC Davis are raising the alarm about severe understaffing and unsafe conditions that jeopardize critical testing for diseases like Highly Pathogenic Avian Influenza (H5N1).
Please RSVP to join our informational picket line on December 11 at 12 pm, 2024, to support these essential workers in protecting the health and safety of our communities.
You may have seen the recent Los Angeles Times article highlighting the working conditions that workers have to endure on a daily basis just to protect all of us. The fight that CAHFS workers are going through is what we mean when talking about resetting UC's priorities to serve ALL Californians.
We knew how the world reacted to a worldwide pandemic with COVID-19. In California alone, nearly one hundred ten thousand have died from the contagious disease since first being detected in late January 2020. We have seen how our loved ones and entire communities were devastated by the pandemic. That is why we need to be on guard for the next time.
Workers at the California Animal Health & Food Safety Lab System (CAHFS) at UC Davis are raising the alarm about severe understaffing and unsafe conditions that jeopardize critical testing for diseases like Highly Pathogenic Avian Influenza (H5N1). On December 11, 2024, these essential workers who are protecting the health and safety of our communities held an informational picket to call attention to the burnout and turnover crisis in their lab.
You may have seen the recent Los Angeles Times article highlighting the working conditions that workers have to endure on a daily basis just to protect all of us. Please make sure to share it widely on Facebook, Instagram, Threads, Twitter, and Bluesky. The fight that CAHFS workers are going through is what we mean when talking about resetting UC's priorities to serve ALL Californians. At the bargaining table and across UC, UPTE members are fighting for safe staffing as part of our platform we're bringing to contract negotiations.
After five out of seven lab workers quit since January due to inadequate compensation and a lack of support, the timely and accurate monitoring of our nation's food supply is at risk, potentially leading to catastrophic outbreaks affecting poultry and human health.
Your support is crucial in urging UC management at CAHFS to address these issues and protect the health and safety of our communities. Our goal is to have UC address the staffing and working conditions issues by filling all vacant positions, improving compensation, and creating a supportive work environment. That will ensure that essential testing is conducted accurately and promptly, safeguarding public health, protecting the food supply, and preventing the spread of zoonotic diseases.
Please click here to send an email to Dean Stetter in support of UPTE members at CAHFS.
In solidarity,
Amy Fletcher
UPTE Treasurer
UPTE UC Davis Chapter Co-Chair
UC Davis Staff Research Associate 4
Our unfair labor practice strike at UCSF is over, but our fight to reset UC’s priorities continues
If UC had any doubts that UPTE members were willing to do whatever it takes to end the University's unfair labor practices and the crisis of recruitment and retention, our strike at UCSF put those to rest.
Through wind and rain, UPTE members at UCSF came out in their biggest numbers ever. Please take a look at the incredible photos and videos on Twitter, Instagram, Facebook, Threads, and Bluesky to get a sense of what it looked and felt like. You can also take a look at our coverage of our unfair labor practice strike in the San Francisco Chronicle, San Francisco Examiner, KTVU FOX 2 San Francisco, and ABC News.
In an email to UCSF staff this morning, Chancellor Hawgood and Suresh Gunasekaran, the President and CEO of UCSF Health, acknowledged that "[t]he strike has had an impact on all of us, and its effects will linger in the weeks ahead."
UC now knows how prepared thousands of UPTE members across the state are to strike if they continue their unfair labor practices.
If UC had any doubts that UPTE members were willing to do whatever it takes to end the University's unfair labor practices and the crisis of recruitment and retention, our strike at UCSF put those to rest.
Through wind and rain, UPTE members at UCSF came out in their biggest numbers ever. Please take a look at the incredible photos and videos on Twitter, Instagram, Facebook, Threads, and Bluesky to get a sense of what it looked and felt like. You can also take a look at our coverage of our unfair labor practice strike in the San Francisco Chronicle, San Francisco Examiner, KTVU FOX 2 San Francisco, and ABC News.
Among many powerful moments, perhaps the most exciting was an impromptu picket of UCSF Chancellor Sam Hawgood's "State of the University" address. Our presence could not be ignored.
In an email to UCSF staff this morning, Chancellor Hawgood and Suresh Gunasekaran, the President and CEO of UCSF Health, acknowledged that "[t]he strike has had an impact on all of us, and its effects will linger in the weeks ahead."
UC now knows how prepared thousands of UPTE members across the state are to strike if they continue their unfair labor practices.
Our next bargaining session is Tuesday, December 10, and Wednesday, December 11—the ball is in UC's court.
Bargaining Update #10
On Friday, UPTE and the University concluded our twenty-third day of bargaining. Even with all of our contracts now expired, UC has yet to provide a pay proposal for Lawrence Berkeley National Laboratory and is explicitly refusing—unlawfully—to bargain over our inclusion in the mortgage loan program it provides to Executives and Faculty.
While UC finally acknowledged the importance of guaranteeing the use of vacation accruals, they have not offered improved accruals or the right to cash out vacation despite already providing higher accruals to executives and managers. Overall, the movement made by the University after five months and ten bargaining sessions remains insignificant.
UC's raise offer would leave us behind in inflation, setting us up to fall even further behind by 2027. Worse, their healthcare cuts would allow them to raise costs as much as they want, allowing them to take back hundreds if not thousands of dollars per month. Go here to see a comparison of our offer and UC's.
UC continues to bargain in bad faith and plans to unilaterally increase healthcare costs in 2025, all violating California law. Go here to sign a strike pledge today!
Go here to RSVP for our November 20 and 21 unfair labor practice strike today—and make sure all of your colleagues have as well!
Share our video overviewing our campaign to reset UC's priorities.
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On Friday, UPTE and the University concluded our twenty-third day of bargaining. Even with all of our contracts now expired, UC has yet to provide a pay proposal for Lawrence Berkeley National Laboratory and is explicitly refusing—unlawfully—to bargain over our inclusion in the mortgage loan program it provides to Executives and Faculty.
While UC finally acknowledged the importance of guaranteeing the use of vacation accruals, they have not offered improved accruals or the right to cash out vacation despite already providing higher accruals to executives and managers. Overall, the movement made by the University after five months and ten bargaining sessions remains insignificant.
UC's raise offer would leave us behind in inflation, setting us up to fall even further behind by 2027. Worse, their healthcare cuts would allow them to raise costs as much as they want, allowing them to take back hundreds if not thousands of dollars per month. Go here to see a comparison of our offer and UC's.
| UPTE Proposal | UC Proposal | Nurses Contract | UC Executives | |
|---|---|---|---|---|
| Raises | 9% - 8% - 8% plus 5% retroactive raise 2025-27 |
5% - 3% - 3% 2025-27 |
6% - 5% - 5% 2023-25 |
16-40% just in 2024 alone |
UC continues to bargain in bad faith and plans to unilaterally increase healthcare costs in 2025, all violating California law. Go here to sign a strike pledge today!
Go here to RSVP for our November 20 and 21 unfair labor practice strike today—and make sure all of your colleagues have as well!
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
UC San Francisco will hold an unfair labor practice strike on Nov 20 & 21
Today, we are announcing that a ULP strike will take place at UCSF on November 20 and 21, 2024. We are limiting this strike to UCSF in order to give UC an opportunity to begin to bargain in good faith. If UC doesn't - and if they continue their pattern of unlawful behavior—all 20,000 UPTE workers across the state need to be prepared to act to hold UC accountable.
For five months, UC has refused to meaningfully engage with any of our proposals. Instead, they have withheld key information, bargained in bad faith, and threatened to impose healthcare cost increases without bargaining, in violation of California law.
The University's refusal to bargain in good faith is not just illegal, it insults the commitment that each and every one of you has to your patients, research, and students. UC won't even tell us how many vacant positions they leave unfilled, or how many millions of dollars these vacancies save them.
Today, we are announcing that a ULP strike will take place at UCSF on November 20 and 21, 2024. We are limiting this strike to UCSF in order to give UC an opportunity to begin to bargain in good faith.
If they don't - and if they continue their pattern of unlawful behavior—all 20,000 UPTE workers across the state need to be prepared to act to hold UC accountable.
Will you click here today and pledge to strike when the time comes to let our UCSF siblings know that you have their back?
For five months, UC has refused to meaningfully engage with any of our proposals. Instead, they have withheld key information, bargained in bad faith, and threatened to impose healthcare cost increases without bargaining, in violation of California law.
The University's refusal to bargain in good faith is not just illegal, it insults the commitment that each and every one of you has to your patients, research, and students. UC won't even tell us how many vacant positions they leave unfilled, or how many millions of dollars these vacancies save them.
I have heard again and again from clinicians who report that short staffing and delayed care could mean permanent health impacts. In the emergency room, sufficient staffing is the difference between life and death. Our laboratory and clinical researchers report that turnover and loss of institutional knowledge slows the pace of the important work we help advance to tackle some of the most pressing medical and scientific issues of our time.
If and when the time comes for a strike at your campus, I hope you'll be prepared to stand with thousands of UPTE members across the state. Sign your strike commitment pledge today and let us know we can count on you.
Dan Russell
UPTE President
UPTE Bargaining Team Chief Negotiator
UC Berkeley Business Technical Support Analyst 3
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!