96.4% Vote Yes!

Posted On May 22nd, 2026

Workers Ratify Historic Agreement Setting the Highest Standard at UC!

What We Won Because Of Our Powerful Campaign:

LIVABLE WAGES:

  • A $1,500 lump sum for all non-probationary career workers.
  • Our $25/5% campaign moved UC in 2025: 5% and $25 minimum wage
  • Annual Wage Increases (ATBs)/Equity Increases + Guaranteed Step: 
      • April 2026: 6% + July 2026: 2% step increase 
      • April 2027: 5% + (includes 1% equity pool) + July 2027: 2% step increase
      • April 2028: 4% + July 2028: 2% step increase
      • April 2029: 4% + July 2029: 2% step increase
  • 2% lump sum for those at top step each year
  • Guaranteed annual Steps for all who are not topped out, including UCSF and UCLA Health.
  • All titles now will have at least 8 steps.
  • One-time $1,000 longevity payment in July: for those with20 years of service, including those who already received a one-time longevity payment under the last contract. Continues through the contract for anyone who reaches 20 years of service in 2027 to 2029.
  • Minimum Wage: Increase the minimum wage for Step 1 to $25 in 2025, $26.50 in 2026, and reach $30.10 by April 2029.
  • Shift differentials: increased to a $1.25 minimum
  • Right to negotiate increases to on-call pay and shift differentials at each UC location

AFFORDABLE HEALTHCARE:

  • Most affordable healthcare rates within the UC system, with 7.5% caps for Kaiser and 5% caps for Blue & Gold, and the largest credits. Most workers will see the rate go down in 2027, and a $10 cap for the duration of the contract.

JOB SECURITY

  • Layoff protections include retraining instead of layoffs and continued pay during emergencies. 
  • Maintaining prohibition on daily call-offs/”emergency layoffs.”
  • Additional severance in the case of layoffs: One week of severance for each full year of service, with a minimum of 2 weeks to a maximum of 16 weeks.

SAFE STAFFING & DEVELOPMENT

  • Added respiratory therapist ratios (Title 22) to the contract. 
  • Protected our seniority Rights: stopped UC from disqualifying workers from transferring shift or location if they had 1) transferred in the last 12 months or 2) been disciplined in the last 6 months.
  • Expanded rights to meal and rest periods—and pay when missed. 
  • Expanded development leave rights: Paid development leave even on your days off; all 40 hours of development leave can be home/internet.
  • Stopped UC’s attempt to create new “multi-location” appointments outside of an employee’s home campuses/medical centers (eg. UCLA to UCSD) to cover staffing shortages.
  • Expanded per diem conversion rights (Service same as PCT)
  • Expanded enforcement of development leave (Service same as PCT)

OTHER KEY VICTORIES:

  • Added an additional floating personal day.
  • Premium pay for MLK Holiday and December 24th
  • Secured new leaves for childcaring and victims/survivors of violence. 
  • Caps on parking rate increases are maintained at $10 or 10%.
  • Per diems receive 16 hours of sick leave per year, and leave can be carried over up to workers having a max of 24 hours accrued.
  • UC must respond to vacation requests in a timely way, and must facilitate alternative dates if vacation requests are not approved.

Term of Agreement: Expires on November 30, 2029.