Information

about UC-UAW negotiations and a UAW strike

This page was created to provide factual information about UC’s contract negotiations with the United Auto Workers(UAW), and UC’s position on the union’s strike. UC continues to negotiate in good faith with the union and is committed to working collaboratively with the UAW to find solutions to outstanding issues.

Sections:

Status of Negotiations

February 9, 2024

Statement on the settlement agreement between the University and UAW on GSR appointment percentages

Since the parties ratified the new Graduate Student Researcher (GSR) collective bargaining agreement in late 2022, we have been working through difficult implementation issues, including how to account for research work performed as an employee for the institution when there is simultaneous effort towards academic progress as a student. On January 26th, the University of California signed an agreement to resolve some of these disputes, wherein we agreed to bring some GSR appointments up to 50% for the Spring term of 2024.

The agreement between both parties does not represent an agreement on 50% FTE as the standard appointment for a GSR appointment at the University of California. Specifically, the parties agreed to affirm the language in the collective bargaining agreement (CBA) that states that the University has the flexibility to align GSR employment appointments to the duties performed.

The University has implemented the new GSR contract in a manner consistent with the terms that the parties agreed to in 2022, and remains committed to following our obligations under the parties' agreement going forward.

Summary: Settlement Agreement on <50% Appt Grievances:

  • Limited to Certain Locations

The settlement agreement is limited to Berkeley, Davis, Irvine, Santa Barbara, Los Angeles, San Diego, and Lawrence Berkeley National Laboratory locations and only in specified departments and programs as listed in the Settlement Agreement.

  • Does Not Mandate 50% FTE Appointments

There are no mandates for 50% FTE in perpetuity. The settlement reaffirms that the University has the managerial right to set the percent FTE for GSR appointments and to do so in accordance with the Time and Effort Article, which requires that the workload be commensurate with appointment percentage.

  • Settlement Terms:

At Davis, Irvine, Santa Barbara, Los Angeles, San Diego, and Lawrence Berkeley National Laboratory locations:

  • One-Time FTE Adjustments

All regular, non-trainee/fellow GSRs who are appointed between 40%-49.99% in the impacted departments will be adjusted to 50% FTE for Spring 2024 only. Future appointments beyond Spring 2024 must be made commensurate with workload, in accordance with the Time and Effort article.

  • GSR Trainees and Fellows

At Berkeley, Davis, Irvine, Santa Barbara, Los Angeles, San Diego, and Lawrence Berkeley National Laboratory locations, GSR Trainees and Fellows who are appointed between 40%-49.99% FTE in Spring 2024 term in the impacted departments shall receive a lump sum payment of $1000, in lieu of an FTE adjustment.

  • UC Berkeley-only Provision

At Berkeley, a prior settlement proposal on this issue was implemented, which moved GSRs in Spring 2023 within the impacted department with appointments between 20% and 24.99% FTE or 40% and 49.99% FTE to either 25% or 50% FTE respectively, with limited exceptions.

  • Guidance for GSR Appointments

If Departments or Dean’s Offices have any questions on GSR appointments, please contact the campus Graduate Division, Academic Personnel Office, and/or Labor Relations office for guidance.

December 23, 2022

University of California graduate student workers end strike, ratify three-year contracts

Graduate student researchers and academic student workers at the University of California voted this week to approve new contracts, ending their six-week strike today (Dec. 23). Under the terms of the new contracts, these workers will be among the best supported in public higher education in the country. 

“The University of California welcomes the ratification of these agreements with our valued graduate student employees. The University believed that the assistance of a third-party mediator would help the parties reach an agreement, which is why we are so grateful that the union accepted our invitation to mediation and partnered with us in selecting Sacramento Mayor Darrell Steinberg to serve as the mediator,” said Letitia Silas, executive director of systemwide labor relations. “As a result of this collaboration, the parties were ultimately able to reach tentative agreements on the contracts as a whole in just a few days following months of negotiations. The University of California has negotiated several fair labor agreements over the last year with our represented employees. Today’s ratification demonstrates yet again the University’s strong commitment to providing every one of our hardworking employees with competitive compensation and benefit packages that honor their many contributions to our institution, to our community, and to the state of California.”

The new contracts go into effect immediately and will be in place through May 31, 2025. The University reached tentative agreements with both bargaining units on Dec. 16, and members voted throughout the past week to ratify the contracts.

Historically, the University has provided graduate student support packages that cover in-state tuition and provide annual stipends and health benefits. Each University-provided support package has traditionally comprised a combination of wages for graduate students appointed as Academic Student Employees (ASEs) or Graduate Student Researchers (GSRs), as well as direct support from fellowships, training grants, and other sources. In addition, these special positions also provide in-classroom or in-lab experience to ASEs and GSRs, making them more competitive in the job market.

In response to the union’s proposals and following the University’s evaluation of other top research institutions across the country, UC has restructured and enhanced its support packages to better align with similarly placed institutions of higher education. These enhancements reflect the important role that these student employees play and the University’s dedication to support its graduate students as they obtain their master’s and doctoral degrees.

Highlights of the agreements include:

Academic Student Employees (ASEs)

  • Compensation:
    • Within 90 days of ratification, TAs/Associate Instructors will receive a 7.5 percent increase. Teaching Fellows will receive an 8.9 percent increase. Hourly ASEs will receive 5 to 8 percent increases.
    • In addition to October 2023 increases that range from 16.5 to 32.7 percent for TAs and Associate Instructors, these student employees will also be eligible for experience-based increases. Teaching Fellows will see 16.5 to 25.1 percent increases.
    • By Oct. 1, 2024, the minimum 9-month salary for TAs with a 50-percent time appointment will be $34,000. By October 1, 2024, the minimum salary rate for UC Berkeley, UCSF, and UCLA TAs will be $36,500. Associate Instructors and Teaching Fellows will receive a 16.7 percent increase.
  • Childcare reimbursement: $1,350/quarter or $2,025/semester, plus $1,350 for summer. ASEs will also be entitled to an additional $100 per year, effective on Oct. 1, 2023, and Oct. 1, 2024.
  • Paid Leave: Expanded to 8 paid weeks per year for serious health conditions, family care, baby bonding, pregnancy or childbirth-related needs; short-term paid leave of 2 days for quarter campuses and 3 days for semester campuses; paid bereavement leave of 5 calendar days.
  • Fee remissions: UC to cover 100 percent of campus fees for eligible ASEs with 25 percent or greater appointments, up from $100 per quarter and $150 per semester. This represents an increase of over $1,000 per year on certain campuses, in addition to the 100 percent coverage of tuition, student services fees, and health care already provided to qualified ASEs. This amounts to UC covering a total of $13,707 and up to $22,248 for all tuition and fees for eligible ASEs, depending on the campus. In addition, UC will maintain its current practices concerning Nonresident Supplemental Tuition for eligible ASEs who have advanced to candidacy in their degree programs.
  • Transit:
    • Participation in transit and parking-related services on the same basis as other employees.
    • Within 12 months of ratification: Access to a pre-tax program to pay for transit costs, and access to a UC-negotiated e-bike purchase discount program.
    • UC agrees to attempt to negotiate reduced-fee or no-fee access to regional transit system(s).
    • Formation of a joint labor-management committee to explore additional measures.
  • Benefits: Continued participation for eligible ASEs in a UC-sponsored student health plan to the same degree as other eligible students at that campus. Eligible ASEs with 25 percent or more appointment to receive full remission of monthly premium for a UC-sponsored student health plan. In addition, UC will pay 100 percent of dependent child premiums for eligible ASEs.
  • Reasonable Accommodation: Confirms reasonable accommodations for those with disabilities and access needs and provides temporary work adjustments for bargaining unit members during the interactive process; establishes a joint labor-management committee to address accessibility.
  • Respectful work environment: New contract provision to address abusive conduct and provide a dispute resolution process.
  • Holidays: Recognition of Juneteenth as a UC holiday.

Graduate Student Researchers (GSRs)

  • Compensation: Most GSRs will see 10 percent increases in the first year of the contract, with 6.4 percent increases in each subsequent year (GSRs on the lowest three salary points will see an especially significant increase in the first year due to conversion to a new salary scale.) By Oct. 1, 2024, the first step on the new, six-point GSR salary scale will be set at $34,564.50 for a 50-percent time appointment.
  • Childcare reimbursement: $1,350 per fiscal quarter. GSRs will also be entitled to an additional $100 per year, effective on Oct. 1, 2023, and Oct. 1, 2024.
  • Paid Leave: Expanded to 8 paid weeks per year for serious health conditions, family care, baby bonding, pregnancy or childbirth-related needs; short-term paid leave of 2 days for quarter campuses and 3 days for semester campuses; paid bereavement leave of 5 calendar days. In addition, 12 days of paid Personal Time Off (PTO) is a new benefit for GSRs.
  • Fee remissions: UC to cover 100 percent of campus fees for eligible GSRs with 25 percent or greater appointments, up from $100 per quarter and $150 per semester. This represents an increase of over $1,000 per year on certain campuses, in addition to the 100 percent coverage of tuition, student services fees, and health care already provided to qualified GSRs. This amounts to UC covering a total of $13,707 up to $22,248 for all tuition and fees for eligible GSRs, depending on the campus. In addition, UC will maintain its current practices concerning Nonresident Supplemental Tuition for eligible GSRs who have advanced to candidacy in their degree programs.
  • Transit:
    • Participation in transit and parking-related services on the same basis as other employees.
    • Within 12 months of ratification: Access to a pre-tax program to pay for transit costs, and access to a UC-negotiated e-bike purchase discount program.
    • UC agrees to attempt to negotiate reduced-fee or no-fee access to regional transit system(s).
    • Formation of a joint labor-management committee to explore additional measures.
  • Benefits: Continued participation for eligible GSRs in a UC-sponsored student health plan to the same degree as other eligible students at that campus. Eligible GSRs with 25 percent or more appointment to receive full remission of monthly premium for a UC-sponsored student health plan. In addition, UC will pay 100 percent of dependent child premiums for eligible GSRs.
  • Reasonable Accommodation: Confirms reasonable accommodations for those with disabilities and access needs and provides temporary work adjustments for bargaining unit members during the interactive process; establishes a joint labor-management committee to address accessibility.
  • Respectful work environment: New contract provision to address abusive conduct and provide a dispute resolution process.
  • Holidays: Recognition of Juneteenth as a UC holiday.

Following eight formal requests for neutral private mediation by the University, the United Auto Workers (UAW) finally agreed to engage a third-party mediator, Sacramento Mayor and former California Senate President pro Tem Darrell Steinberg, on Dec. 9. This quickly facilitated discussions that led to parties reaching tentative agreements in a week.

On Dec. 9, Postdoctoral Scholars and Academic Researchers ratified separate contracts with the University. Further information about all four agreements between the University and the UAW may be found on our website here.

 

UC reaches tentative agreements with the UAW mediated by Mayor Steinberg

December 16, 2022

The University of California today (Dec. 16) announced a tentative agreement between the University and the United Auto Workers (UAW) regarding contracts for UC Academic Student Employees (ASE) and Graduate Student Researchers (GSR). Under the tentative agreements, the University would provide minimum salary scales for Academic Student Employees, including Teaching Assistants, and Graduate Student Researchers, as well as multiyear pay increases, paid dependent access to University health care, and enhanced paid family leave. If approved, the contracts will be effective through May 31, 2025.

“I would like to thank Mayor Steinberg, and negotiators for both the University and the UAW, for coming together in a spirit of compromise to reach this tentative agreement. This is a positive step forward for the University and for our students, and I am grateful for the progress we have made together,” said Michael V. Drake, president of the University of California. “Our Academic Student Employees and Graduate Student Researchers are central to our academic enterprise and make incredible contributions to the University’s mission of research and education. These agreements will place our graduate student employees among the best supported in public higher education. If approved, these contracts will honor their critical work and allow us to continue attracting the top academic talent from across California and around the world. I would also like to thank our faculty, students, and staff, who have managed the burden of this strike with dedication and patience over the last month."

Negotiations for Academic Student Employees and for Graduate Student Researchers began this past March and April respectively. On Dec. 9, UC and the UAW agreed to engage a third-party mediator, Sacramento Mayor and former California Senate pro Tem Darrell Steinberg, to facilitate discussions between them and to help resolve outstanding issues and reach agreements on the contracts for those units.

In the last year, the University of California has also settled contracts with unions representing its lecturers, nurses, police officers, clerical and other administrative staff. Most recently the University also negotiated a contract with our Postdoctoral Scholars and Academic Researchers, also represented by the UAW. These agreements were the result of both sides working collaboratively to find solutions and demonstrating flexibility and a genuine willingness to compromise at the bargaining table. UC has approached its negotiations with the UAW in the same fashion.

Terms of Tentative Agreement:

Graduate Student Researchers:

By October 1, 2024, the first step on the new, six-point Graduate Student Researcher salary scale will be set at $34,564.50 for 50-percent time work. There will be a side letter with UCSF to move its GSRs onto the salary scale by October 1, 2024.

Academic Student Employees:

By October 1, 2024, the minimum nine-month salary for Teaching Assistants will be $34,000 for 50-percent time work. By October 1, 2024, the minimum salary rate for Berkeley, San Francisco, and UCLA will be $36,500. The University will proportionally increase the Associate Instructor and Teaching Fellow rates for October 1, 2024, to correspond to the additional increases provided for Teaching Assistants.

Both units:

  • Total Compensation: Compensation under the contracts will include certain student support funds, where the funds are provided in the same term as employment.
  • Childcare Reimbursements: GSRs and ASEs will be entitled to $1,350/quarter or $2,025/semester, plus $1,350 for summer. GSRs and ASEs will also be entitled to an additional $100 per year, effective on Oct. 1, 2023, and Oct. 1, 2024.
  • Dependent Health Care Premiums: Continued participation for eligible GSRs and ASEs in a UC-sponsored student health plan to the same degree as other eligible students at that campus. Eligible GSRs and ASEs with 25 percent or more appointment will continue to receive full remission of monthly premiums for a UC-sponsored student health plan. In addition, UC will pay 100 percent of dependent child premiums for eligible GSRs and ASEs.
  • Trainees and Fellows: Trainees and fellows in the GSR unit, as defined by the recognition article, will be paid salaries that match the GSR wage scale. NRST: UC will cover Nonresident Supplemental Tuition for up to three years for eligible ASEs and GSRs who have advanced to candidacy in their degree programs.
  • ULPs: All unfair labor practice charges will be dismissed upon ratification. 
  • Dependent Health Care Premiums: Continued participation for eligible GSRs and ASEs in a UC-sponsored student health plan to the same degree as other eligible students at that campus. Eligible GSRs and ASEs with 25 percent or more appointment will continue to receive full remission of monthly premiums for a UC-sponsored student health plan. In addition, UC will pay 100 percent of dependent child premiums for eligible GSRs and ASEs. Trainees and Fellows: Trainees and fellows in the GSR unit, as defined by the recognition article, will be paid salaries that match the GSR wage scale.

The above terms build on UC’s last offer made on December 2, 2022. The terms of our previous proposal are available here: Information about UC-UAW negotiations and a UAW strike.

December 9, 2022

University of California and United Auto Workers enter private mediation

After months of negotiations and seven formal requests by the University of California to engage a private mediator, the University is pleased to announce that the United Auto Workers (UAW) agreed today (Dec. 9) to enter private mediation with the University. This joint move to mediation is designed to assist the two parties in overcoming recent negotiation gridlock.

“The University is pleased that the UAW has agreed to neutral private mediation so that we may resolve our differences and end the strike that has been impacting our students, faculty, and staff,” said Letitia Silas, executive director of systemwide labor relations. “We remain committed to securing a fair and reasonable contract with the union that honors the hard work of our valued graduate student employees. With the help of a neutral mediator, we hope to secure that agreement quickly.”

Since spring of 2022, the University and the United Auto Workers have held more than 60 bargaining sessions, including nearly daily formal and informal sessions since the strike began on Nov. 14.

The University recently offered the UAW generous proposals that would raise salaries for all graduate student employees by 12.5 to 48.4 percent over the course of the next three years. The majority of these employees would receive an average three-year salary increase of 26 percent, not including annual experience-based increases. The offers also include increased child care reimbursements, campus fee remissions, and other benefits. Student employees with 25 percent or greater employment with the University already receive full coverage of tuition, student services fees, and health care premiums. The proposals offered by the University to the UAW would place UC graduate student employees squarely among or above the most highly compensated student employees at any public research university in the nation.

A timeline for mediation will be set soon. During that time, both parties will be prohibited from speaking publicly about the negotiations. For additional details on the University’s most recent proposal, including compensation, please visit our website here.

November 29, 2022

UC and UAW reach tentative agreements for postdoctoral scholars and academic researchers

University of California officials today (Nov. 29) announced tentative agreements with the United Auto Workers (UAW) on new five-year contracts for UC Postdoctoral Scholars and Academic Researchers. Once ratified by union members, the new contracts will be effective through September 30, 2027.

The new contracts address key issues including fair compensation, job security and paid family leave.

“Our dedicated colleagues are vital to UC’s research activities and we are very pleased to have reached agreements that honor their many important contributions,” said Letitia Silas, executive director of systemwide labor relations. “These agreements also uphold our tradition of supporting these employees with compensation and benefits packages that are among the best in the country.”

Highlights of the agreements include:

Postdoctoral Scholars

Academic Researchers

In the last year, UC has settled contracts with unions representing UC lecturers, nurses, police and clerical and other administrative staff. These agreements were the result of both sides working collaboratively to find solutions, and demonstrating flexibility and a genuine willingness to compromise at the bargaining table. UC has approached the negotiations with UAW in the same fashion.

Negotiations for Postdoctoral Scholars began in July 2021 and in May 2022 for Academic Researchers.

The UAW also represents UC Academic Student Employees (teaching assistants/readers/tutors) and Graduate Student Researchers, and contract negotiations for those groups are ongoing. Information on current University proposals for these groups is available here.

What UC is offering each bargaining unit

  (Updated: December 16, 2022)

Academic Student Employees (ASEs)

On December 16, 2022, UC and the United Auto Workers (UAW) announced tentative agreements on a new contract for UC Academic Student Employees. Details here.

Graduate Student Researchers (GSRs)

On December 16, 2022, UC and the United Auto Workers (UAW) announced tentative agreements on a new contract for UC Graduate Student Researchers. Details here.

Postdoctoral Scholars (Postdocs)

On November 29, 2022, UC and the United Auto Workers (UAW) announced tentative agreements on a new five-year contract for UC Postdoctoral Scholars. Details here.

Academic Researchers (RAs)

On November 29, 2022, UC and the United Auto Workers (UAW) announced tentative agreements on a new five-year contract for UC Academic Researchers. Details here.

How compensation for UC academic employees compares nationally

To maintain fair and competitive compensation for UC academic employees, UC researches the pay, benefits and other terms of employment that other top-tier U.S. universities — both public and private — provide their academic employees.

The wage proposals offered to the UAW, if accepted, would place UC’s academic employees at the top of the pay scale among the country’s leading public universities and are more comparable to what the top U.S. private universities offer.

In addition to competitive pay and annual salary increases, UC also provides many academic employees the following financial support:

It’s important to note that Graduate Student Researchers and Academic Student Employees are part-time student employees who work 20 hours or less per week. See details on UC's offers here.

Frequently asked questions about key issues

Student employees say UC doesn’t pay them enough to live on — what’s UC’s response?

At UC, academic student employment is strictly part-time in order to support students while they are pursuing their graduate or doctoral degree. In fact, UC policy prohibits them from working more than 20 hours per week to ensure they have the time and energy they need for their studies and other academic activities. Accordingly, their salary rates reflect a part-time work schedule.

UC has a long tradition of providing its academic student employees with some of the best compensation and other financial support in the country. Not only is UC’s current proposal fair and generous in terms of proposed pay increases and other benefits, if accepted UC’s current wage proposals would place our student employees at the top of the pay scale among the nation’s leading public universities and are more comparable to what the top U.S. private universities offer.

To put UC’s current wage proposals in further context, if UC’s student workers were full-time employees, here is the full-time equivalent pay under UC’s proposal:

Student employee group Proposed salary ranges
for 50%-time work		 Equivalent salary ranges
if these were full-time employees
Academic Student Employees $24,874 – $30,893 $49,748 – $61,786
Graduate Student Researchers $28,275 – $47,679 $56,550 – $95,358

These part-time work opportunities are one of many ways in which UC supports these student employees as they pursue their course of study. In addition to competitive pay and annual pay increases, UC also provides eligible student employees the following compensation:

Why won’t UC tie wages and pay increases to housing rents as the union is requesting?

UC believes its wage proposals are highly competitive and provide strong support for students. Rental rates for non-UC housing vary across the state and UC has no ability to control or predict rates charged by private landlords and companies. The financial impacts of such an unprecedented proposal would be both large and unpredictable.

At the same time, we are acutely aware that affordable housing is a serious statewide issue in California, and we are very sensitive to the housing challenges our faculty, staff and undergraduate and graduate students face. In addition to being among the nation’s most highly compensated student employees, UC also offers undergraduate and graduate students multiple types of support to help them with their housing costs, including:

A top priority for UC is the creation and acquisition of more affordable student housing.

Why can’t UC waive out-of-state supplemental tuition for international and other non-resident graduate students?

As a state-funded public institution, UC has an obligation to California resident students. Waiving tuition for out-of-state (including international) student employees puts California resident students at a financial disadvantage, as doing so would effectively give non-resident students a larger compensation package than resident student employees for doing the same work. We greatly value and appreciate the contributions of our international graduate and other non-resident graduate students, and we support them in a variety of ways. However, exempting them from paying nonresident supplemental tuition would be unfair to our in-state student employees and is counter to UC’s commitment to the residents of California.

How is UC addressing the union’s request for transportation and parking support?

At UC campuses, not only are UAW-represented student employees able to participate in transit and parking-related services on the same basis as other employees, eight of UC’s 10 campuses offer some form of student transit subsidy. In addition, UC has offered to pay 100% of campus fees for eligible appointments which, if accepted by the UAW, means all existing student-funded transit discounts would be fully funded by UC. Also, UC has offered to ensure all campuses will make pre-tax programs available to eligible employees for purposes of paying for transit and has committed to matching graduate student employee contributions up to $30 per month into such accounts. Finally, UC has committed to negotiating a significant e-bike discount program for employees interested in alternative methods of transportation.

UAW claims UC has committed unlawful acts and is bargaining in bad faith — is this true?

We strongly disagree with the UAW’s allegations and welcome the opportunity to address them in front of the state labor board. Here are some key points regarding UAW’s claims of Unfair Labor Practices (ULPs). Though the UAW has filed numerous charges of unfair labor practices (ULP) against the University, to date there has been no finding of wrongdoing by UC. After a ULP is filed, a PERB agent reviews the charge and determines whether a “complaint” should be issued.

A “complaint” is not a ruling or finding of wrongdoing — it is a preliminary determination that the allegations on their face are sufficient to warrant closer review. PERB has issued complaints on several of UAW’s ULPs, and the hearings on these charges are scheduled for February 2023. PERB has not fully adjudicated any of the UAW’s ULP charges, so to date, there has been no finding of wrongdoing by UC.

In the last year, UC has settled contracts with unions representing UC lecturers, nurses, police and administrative staff. These agreements were the result of both sides working collaboratively to find solutions, and demonstrating flexibility and a willingness to compromise at the bargaining table. UC has approached the negotiations with UAW in the same fashion and remains committed to continuing its good-faith efforts to reach agreements with UAW as quickly as possible.

UC’s responses to priority union issues

The following summarizes UC’s positions on priority union issues common to all four bargaining units.

Fair pay: Providing fair and competitive pay to all employees is a UC priority and essential to ensuring the excellence of our workforce and the quality of our service to students and the public. Due to the different roles and duties of each of the UAW-represented groups, compensation for each bargaining unit necessarily varies. UC’s specific pay proposals for each group are outlined below.

Respectful work environment: UC has listened closely to the UAW and bargaining unit members’ concerns about workplace environment issues and is pleased to have reached a tentative agreement with the union on the issue.

Housing: The UAW is asking that UC increase wages such that no bargaining unit member pays more than 30% of their salary toward their housing costs, with wage increases tied to housing costs. Affordable housing remains an issue for individuals and families throughout California, including for many UC students, faculty, and staff, and increasing access to affordable student housing is a top UC priority. On average, UC rents systemwide are 20-25% below market rates, with some campuses providing even deeper discounts. UC has offered wage increases for all UAW members which would further help them meet their housing needs.

Transportation subsidies: The UAW is asking that UC cover 100% of the cost of regional public transit passes for all bargaining unit members; provide cash incentives to take public transit or bike to work; and subsidize the purchase of bicycles, including e-bikes. At UC campuses, not only are UAW members who are students able to participate in transit and parking-related services on the same basis as other employees, eight of UC’s 10 campuses offer some form of student transit subsidy. In addition, UC has offered to pay 100% of campus fees for eligible appointments which, if accepted by the UAW, means all existing student-funded transit discounts would be fully funded by UC.

Workplace accessibility: UC has an existing process to accommodate employees with specific needs. On occasion, such employees need interim assistance while awaiting a permanent solution. UC and the UAW have agreed to temporary workplace adjustments (e.g., a sit-stand desk has not yet arrived so an adjustment is made to work in a different location) to address individual needs and circumstances, as well as joint labor-management meetings to further discuss workplace accessibility issues.

International student fees: The UAW is requesting that international students in bargaining units be exempt from paying non-resident tuition fees, which is a financial benefit not afforded to other students.

UC committed to collaboration and compromise

In the last year, UC has settled contracts with unions representing UC lecturers, nurses, police and clerical and other administrative staff. These agreements were the result of both sides working collaboratively to find solutions, and demonstrating flexibility and a genuine willingness to compromise at the bargaining table. UC has approached the negotiations with UAW in the same fashion.

UC’s position on and preparations for a UAW strike

The UAW bargaining unit members began a strike on November 14, which could adversely affect students and other members of the UC community.

The University continues to do everything possible to mitigate the impacts of a strike and ensure continuity of instruction and research. We have appropriate measures in place to ensure instructional continuity and are encouraging faculty departments and academic units to provide additional support and resources for student learning. Our campuses will be prepared for contingencies in the event a strike impacts the conclusion of the academic term.

Ultimately, differences must be resolved at the bargaining table, with both sides being flexible and willing to compromise. UC believes its proposals are fair, reasonable, and responsive to the union’s priorities, and looks forward to continuing negotiations with the UAW and settling these contracts as quickly as possible.

Background

UC is currently in contract negotiations with the United Auto Workers (UAW) which represents UC academic employee groups in four separate bargaining units: Postdoctoral Scholars, Academic Researchers, Academic Student Employees (teaching assistants/readers/tutors), and Graduate Student Researchers.

UC’s primary goal in these negotiations is multiyear agreements that recognize these employees’ important and highly valued contributions to UC’s teaching and research mission with fair pay, quality health and family-friendly benefits, and a supportive and respectful work environment.

UC believes its offers are generous, responsive to union priorities, and recognize the many valuable contributions of these employees. UC’s proposals include pay increases, expanded paid leaves, increased family support, and child care benefits for postdoctoral scholars, ASEs, and GSRs, and full coverage of all campus fees for eligible ASEs and GSRs. This is in addition to full UC coverage for tuition, healthcare, and student services for eligible ASEs and GSRs.

Throughout negotiations, UC has listened carefully to UAW priorities with an open mind and a genuine willingness to compromise. Negotiations are ongoing and tentative agreements have been reached on several important topics such as respectful work environment and health and safety matters.

At the same time, significant differences remain regarding a number of core issues. UC has proposed that UC and the UAW enter into mediation with a neutral, private mediator to help resolve the remaining differences.

UC continues to negotiate in good faith and is committed to reaching agreements as soon as possible.

  • Total Compensation: Compensation under the contracts will include certain student support funds, where the funds are provided in the same term as employment. Childcare Reimbursements: GSRs and ASEs will be entitled to $1,350/quarter or $2,025/semester, plus $1,350 for summer. GSRs and ASEs will also be entitled to an additional $100 per year, effective on Oct. 1, 2023, and Oct. 1, 2024.
    • Compensation:
      • Implementation of a new salary scale by April 1, 2023, which will result in average salary increases of 8 percent for all Postdocs;
      • Annual pay increases each October, with an increase of approximately 7.5 percent in the first year and 3.5 percent in each of the remaining years;
      • Annual experience-based pay increases of 3.7 percent for eligible Postdocs.
    • Child care:
      • Up to $2500 annual reimbursement for child care expenses with flexibility to use funds for child care expenses related to professional travel;
      • Annual $100 increases in 2024, 2025 and 2026.
    • Appointments: Two-year initial appointments (up from one year) followed by one-year reappointments.
    • Paid Family Leave: Effective January 1, 2023, a new special Postdoc Paid Leave program of 8 weeks of 100% paid family leave for all Postdocs.
    • Respectful work environment: New contract provision to address abusive conduct and a dispute resolution process.
    • Transit:
      • Access to a pre-tax program to pay for transit costs and an e-bike purchase discount program;
      • UC agrees to attempt to negotiate reduced-fee or no-fee access to regional transit system(s);
      • Formation of a joint labor-management committee to explore additional measures.
    • Compensation:
      • Pay increases of 4.5 percent in the first year, 3.5 percent in the 2nd, 3rd and 4th years; and 4 percent in the 5th year.
      • Appointments: All reappointments no longer have exceptions for less than minimum length.
    • Paid Leave:
      • Effective January 1, 2023, 8 weeks 100% pay for family care and bonding for eligible Academic Researchers;
      • Increased bereavement leave.
    • Respectful work environment: New contract provision to address abusive conduct and provide a dispute resolution process.
    • Transit:
      • Access to a pre-tax program to pay for transit costs and an e-bike purchase discount program;
      • UC agrees to attempt to negotiate reduced-fee or no-fee access to regional transit system(s);
      • Formation of a joint UC-UAW committee to explore additional measures.
    • All ASEs would see pay increases, with Teaching Assistants (67% of the bargaining unit) seeing an average 3-year salary increase of 26%, not including annual experience-based increases.
    • By fall 2024, new base salaries for 50%-time employment would range from $29,000 to $36,000.

    • UC is offering to increase the childcare reimbursement to $1350/quarter or $2025/semester, plus $1350 for the summer session. This represents a 22 percent increase over the current contract.

    • UC’s offer includes an expanded benefit of 8 weeks of paid pregnancy disability leave (up from 6 weeks) and 5 weeks of paid baby bonding, personal medical, and family medical leave (up from 4 weeks) in addition to 5 days of bereavement leave. Short term leave includes 2 days for those on quarters and 3 days for those on semesters.

    • UC has proposed to cover 100% of campus fees for eligible ASEs with 25 percent or greater appointments, up from $100 per quarter and $150 per semester. This represents an increase of over $1,000 per year on certain campuses, in addition to the 100% coverage of tuition, student services fees, and health care premiums already provided to qualified ASEs. This amounts to UC covering a total of $13,707 - $22,248 for all tuition and fees for eligible ASEs, depending on the campus.

    • UC is offering to ensure that members have access to a pre-tax account. UC will double match contributions up to $30 (i.e. member contributes $15, UC contributes $30). This offer included access to a UC-negotiated ebike discount program (15% min w/ goal of 20%) and negotiates no-fee or reduced-fee transit passes. Labor and management to meet regularly to discuss transit concerns.

    • Eligible ASEs may participate in a UC-sponsored student health plan to the same degree as other eligible students at that campus. Eligible ASEs with 25 percent or more appointments will receive full remission of monthly premium for a UC-sponsored student health plan.

    • ASEs shall also continue to be eligible to participate in UC’s retirement plan(s) consistent with prior participation terms.

    • GSRs on the bottom two points of the current salary scale would see total 3-year salary increases of 41 – 52%, not including experience-based increases.
    • 83% of bargaining unit members would see an average 3-year salary increase of 26%, not including experience-based increases.
    • By fall 2024, new base salaries for 50%-time employment would range from $33,500 to $48,500.

    • UC’s offer increases the childcare reimbursement to $1350/quarter or $2025/semester; plus $1350 for summer. This represents a 22% percent increase over what campuses currently provide.

    • UC’s offer includes an expanded benefit of 8 weeks of paid pregnancy disability leave (up from 6 weeks) and 5 weeks of paid baby bonding, personal medical, and family medical leave (up from 4 weeks). In addition, UC is offering GSRs a new benefit that includes 12 days of paid Personal Time Off (PTO) in addition to 5 days of bereavement leave. Short term leave includes 2 days for those on quarters and 3 days for those on semesters.

    • UC has proposed to cover 100% of campus fees for eligible GSRs with 25% or greater appointments, up from $100 per quarter and $150 per semester. This represents an increase of over $1,000 per year on certain campuses, in addition to the 100% coverage of tuition, student services fees, and health care premiums already provided to qualified GSRs. This amounts to UC covering a total of $13,707 - $22,248 for all tuition and fees for eligible GSRs, depending on the campus.

    • UC is offering to ensure that members have access to a pre-tax account. UC will double match contributions up to $30 (i.e. member contributes $15, UC contributes $30). This offer included access to a UC-negotiated ebike discount program (15% min w/ goal of 20%) and negotiates no-fee or reduced-fee transit passes. Labor and management to meet regularly to discuss transit concerns.

    • Eligible GSRs may participate in a University-sponsored student health insurance plan to the same degree other eligible students at that campus participate. Eligible GSRs with 25% or more appointment to receive full remission of premium for a University-sponsored student health insurance plan.

    • reimbursements for child care expenses for eligible student employees and trainees
    • UC-paid leave for medical care, pregnancy, baby bonding, and family care
    • 100% UC-paid tuition, campus fees and healthcare remission for eligible student employees
    • Student housing rents that are 20-25 percent below market rates, with some campuses providing even deeper discounts
    • 100% UC-paid tuition and campus fees of $13,707 – $22,248 depending on the campus
    • Reimbursements for child care expenses
    • UC-paid leave for medical care, pregnancy, baby bonding, and family care
    • UC-paid health insurance premiums
    • UC subsidies and discounts for transit and parking programs
    • Student housing rents that are 20-25 percent below market rates, with some campuses providing even deeper discounts
    • Under-market rents: On average, UC student housing rents systemwide are 20-25% below market rates, with some campuses providing even deeper discounts — examples:
      • Family student housing rates at UCSB are 50-60% below market
      • Graduate family housing rates at UC Irvine are at least 39% below market
      • UCLA housing rates range from 20-55% below market
    • UC launched its Student Housing Initiative in January 2016 to add 14,000 beds by fall 2020. UC exceeded its 2020 goal with 15,000 beds.
    • UC plans an additional 26,000 beds across the system by 2025. These new units will be 10-20 percent below market rate in their respective communities.