WE WON!

HISTORIC WINS FOR SERVICE AND PATIENT CARE WORKERS

After over two years of fighting UC and refusing to give up, our team reached a tentative agreement with UC, setting the highest standards at UC. Our campaign forced UC to invest in the long-term security of its frontline workers.

Our Bargaining Team unanimously recommends a YES vote.

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.

VOTE YES!
MAY 19- 21

We also celebrate another historic outcome of our campaign — we successfully gathered 1.3 million signatures to put our housing benefits proposal on the ballot. California voters can support down payment loans for UC frontline workers, helping our members be one step closer to homeownership and housing security.