The University Professional and Technical Employees CWA Local 9119 union today rejected a new package of UC proposals that included wage increases up to 20% over the three-year contract.
Today's bargaining session was held at UPTE's request to return to the negotiation table, though the union did not present any new proposals for UC's consideration. Contract negotiations with the union, which represents nearly 20,000 health care, research and technical employees across the UC system, began in June 2024. UPTE’s rejection and refusal to come to negotiations with economic proposals is a continued pattern, as UPTE has failed to provide a response to UC’s economic proposal since September 2024. UPTE also declined the University’s invitation to schedule additional bargaining dates.
Despite UPTE’s failure to provide a substantive response to UC’s wage proposal, UC put a new economic proposal on the table to demonstrate to its valued UPTE-represented team members that it values their contributions and dedicated service. UC’s new proposals aim to settle the three-year contracts and build on previous proposals. The new proposals include:
Wage increases
- Year 1 – 5% or $25/hour
- Year 2 – 4%
- Year 3 – 3%
Due to federal oversight and administration, Lawrence Berkeley National Laboratory wage increases are subject to merit rules, but UC proposed the following for the eligible 262 UPTE-represented employees who work at that location:
- Year 1 – 6%
- Year 2 – 5%
- Year 3 – 4%
UC also proposed step increases averaging 2% in January 2025, 2026, 2027 and 2028 for UPTE health care professionals, and in January 2025, 2027, and 2028 for UPTE research support professionals, and technical employees. The total increases proposed would have raised some UPTE-represented employees’ pay by 20% by November 2028.
The University also proposed wage scale adjustments for Physician Assistants to bring their pay in line with Nurse Practitioners.
“We were happy to offer these additional wage increases to our UPTE represented team members despite continued federal budget uncertainty,” said Missy Matella, Associated Vice President for Systemwide Employee and Labor Relations for the University of California Office of the President. “Our goal with these new proposals was to reach a fair agreement so these employees can have the stability and certainty that we value their contributions to the University’s missions of public service — including patient care — research and education. We are disappointed that didn’t happen today and will continue to look for ways to support these employees.”
UC’s proposals today also directly address concerns their members have surfaced around vacation eligibility and health care costs and include:
Guaranteed Vacation, Streamlined Reclassification
UC also proposed new language that guarantees vacation time can be taken by employees by protecting employees from losing vacation time due to circumstances beyond their control. The University also proposed streamlined and clarified processes for reclassifications.
Medical Insurance Cost Offsets
UC also proposed medical insurance premium credits of up to $125 monthly for UPTE-represented UC employees to reduce costs.
For more information about these negotiations, visit labor.universityofcalifornia.edu/upte/.