April 1 marks the beginning of an exciting week for University of California workers. We kick off our 2024 Contract Platform vote and Bargaining Team elections. The polls will be open from April 4 through April 18.

"Last year, we had thousands of conversations with UPTE members across their state who made their demands loud and clear; we deserve fair pay, clear pathways to career progression, improved work/life balance, better staffing, and job security. Those are the principles that our 2024 Contract Platform is rooted in," said Matthew Stephen, a Physician Assistant at UCSF and UPTE Chapter Co-Chair.

Contract negotiations are about showing strength in numbers, and we want to start bargaining off from a place of strength. That means UC needs to know that an overwhelming majority of our 18,000 members support these priorities. Strong turnout during our ratification vote will help us send a clear message to management that we're serious.

"We have a responsibility to provide world-class patient care, research, and education to Californians in every corner of our state—and our employer has a responsibility to make sure we have the support, resources, and staffing to fulfill that tremendous mission," Matt said. "Swing by with a few of your coworkers to vote together and say 'hello!'"

Behind the academic achievements and vibrant campus life lies an essential yet often hidden workforce in the heart of campuses across the University of California system. Among this group of workers is Andrew Fugman, a Principal Electronics Technician at UC Santa Barbara, whose story showcases determination and the steps to win material improvements to working conditions.

"We worked on flyer materials that went beyond equity issues for us," expressed Andrew. "We emphasized in our messaging how our work directly connects to campus safety, staff safety, and, above all, student safety. We handed out the flyers in high-profile, high-foot-traffic areas across campus, including to prospective students doing their orientations with their parents to get the attention of management."

In response to the demand submitted by the Electronics Techs, the University proposed 3-7% equity increases and adjustments to pay scales that allowed members who had been at the top of their pay scale to receive a January step increase, as well as creating room for additional step increases with the next contract.

As we gear up for bargaining with the University of California, the story of the electronics technicians' fight for fairness is a potent reminder of the strength in unity. "It will be a lot different at the bargaining table when we have eighteen thousand members behind us systemwide instead of just a few electronics techs here at one campus," Andrew reflected.

In contract negotiations, the path to victory is often paved with steadfast organizing and strategic pressure. That was precisely the case for UPTE members at UCLA, who recently celebrated a significant win against UC management: a five percent equity increase for all, plus additional compensation for night and weekend shifts. This achievement wasn't merely handed to us; it was the result of persistent collective action and negotiations.

Jeanna Harris, a dedicated UPTE unit representative and Case Manager at the UCLA Medical Center, shared the behind-the-scenes story of how UPTE members, including social workers and case managers, came together to make their voices heard. Over the past few years, our members have faced the longstanding issue of inadequate differential pay for night and weekend shifts, a critical factor for ensuring sufficient staffing levels at all times.

Jeanna further highlighted that "this victory is a testament to what we can achieve when we stand together, united by our commitment to fairness and equity." She also noted the potential for this success to set a new standard for upcoming contract negotiations, focusing not just on compensation but also on holistic issues like work-life balance and job satisfaction.

As we move forward, this experience has taught us the value of collective action and the power of maintaining a constructive dialogue with management. Our success at UCLA is a beacon for UPTE members across the system, showing that we can achieve substantial wins for all UC workers when we organize, engage, and negotiate in good faith.

Along with our union siblings represented by AFSCME Local 3299, dedicated UPTE workers at the Division of Laboratory Animal Medicine (DLAM) have stepped forward in a march on the boss at the David Geffen School of Medicine at UCLA. Paving the way for significant improvements across the UC system, the recent joint UPTE & AFSCME 3299 action in February served as a preview for the fight ahead for thousands of UC workers.



"The recent march on the boss at DLAM is a preview of what is to come," explained Ursula Quinn, an Occupational Therapist 2 at UCLA, vice president of UPTE, and chapter co-chair for the UCLA chapter. "More than just one labor union, we are a labor movement. UPTE and AFSCME 3299 have come together, determined to change the narrative and fight for a workplace that values every employee's health, safety, and dignity. As we enter the contract negotiations alongside AFSCME 3299, our strength comes from our numbers and the impact of our unified voice."



As we organize with AFSCME 3299, we are not just seeking to win better contracts for UC workers; we are demonstrating what it means to stand together in solidarity. The demands laid out by the DLAM workers for reasonable workloads, additional staffing, transparent reclassification processes, and a focus on employee recruitment and retention are not just items on a list; they are the blueprint for a fairer, more equitable workplace for all.

In 2022, an interim IT director was appointed at UC San Diego, signaling the beginning of a managerial shift in the Information Technology Services department. The new manager implemented changes that significantly disrupted the established working environment, including a drastic alteration in personnel duties, responsibilities, and scheduling. This led to a thinly stretched workforce, making recruiting and retaining necessary personnel impossible.

The situation highlighted significant operational flaws, including an on-call rotation with shift differentials established without proper negotiation or agreement with UPTE, violating the standard bargaining processes and contract negotiations. All of this precipitated an eventual call by UPTE members for an equity review.

The joint committee's collective efforts culminated in a victorious equity review for all Business Technical Support Analysts (BTSA) 2 and 3 working at UC San Diego Health. UPTE IT members also fought to reverse the one-way, non-negotiated on-call rotation with shift differentials policy and the constraining vacation policy.

"By building solidarity between workers, we hold an undeniable power," described Pablo Labarrere. "By coming together and not letting our differences divide us, we've shown that it's entirely possible to push back against and reverse unilateral changes imposed by management. What we did is not just about the issues we faced; it's a broader statement on the efficacy of collective action and solidarity. Our success is a reminder that we can ensure our voices are heard and acted upon through unity and collective organizing, leading to a more just and respectful workplace."

Cheyenne Dean, a Staff Research Associate 4, UPTE Chapter co-chair at UCSF, and unit representative, recently shared her experiences as a woman working in a scientific discipline at a panel discussion organized by the Diversity, Equity, and Inclusion Committee at UCSF's Institute for Global Health Sciences. The panel took place after a screening of the 2017 documentary film "Dolores," which celebrates the legacy of Dolores Huerta's fight for labor and women's rights.

Her recounting of a job interview focused more on her appearance than her qualifications, illustrating the skewed perceptions women often contend with. "Men are not asked, 'Is your beard going to be a problem in the lab?' Typically, men aren't asked about their appearances in the same way women are," Chey pointed out, shedding light on the subtle yet pervasive biases that can hinder women's professional progress.

"A core element to my personal story is the fact that fifty to seventy-five percent of women with attention deficit hyperactivity disorder [ADHD] don't even get diagnosed," Chey revealed, highlighting a specific challenge that intersects with gender in the workplace. "Worse, girls with ADHD are diagnosed on average five years later than boys—boys at age seven, girls at age twelve."

Chey's story underscores the indispensable role of unions in providing a platform for advocacy, support, and empowerment. Her story highlights the transformative potential of being in a union, offering both a reflection on the current state of labor and gender equity and a hopeful vision for the future.

Earlier this year, we officially unveiled our 2024 UC Contract Platform, which will reorient UC's priorities towards patient care, research, and education by demanding world-class treatment for our world-class work. This document represents the priorities identified by thousands of UPTE workers across the state during our bargaining survey campaign at the end of 2023. After reviewing your responses, it was clear that there were three key categories where we must fight for improvements:

Fair pay and career progression

Work/life balance

Job security & staffing

We need to demonstrate to UC administrators that we are united in our demands and ready to do what it takes to win—and you can take action right now to bring us closer to that goal. All you need to do is click here and pledge to vote YES on our platform during the ratification vote we'll hold from April 4 - 18. We'll be updating the list of dates, times, and locations for in-person voting at upte.org/vote.

Workers are the heart of UC. Because of us, millions of patients receive life-saving care, students across the system get a life-changing education, and we make the world a better place through cutting-edge research. We'll win the contract we deserve not just at the bargaining table, but with broad support and involvement in our workplaces from members like you. Take the pledge today to support our 2024 Contract Platform and be sure to cast your ballot between April 4 - 18.

Tim Wilson is an Assistant Museum Scientist who has worked as a film prep technician at UCLA's Film & Television Archive for over 13 years after a career as an assistant film editor on feature films. Along with his fellow UPTE unit representatives around the state, Tim has been helping spread the word about the upcoming platform ratification and bargaining team election vote among his colleagues.

"I've been doing a lot of meetings with groups in the RX classification. We've been sharing the pamphlet that lays out our tentative platform for negotiations as a jumping-off point for discussions, and so far people have been really excited about everything they've seen in there," Tim said.

Although the platform resonates broadly with Tim and his colleagues, fair pay and career progression is an important priority for them. "Our expertise is rare, but sustaining a career at UC can be challenging for us because the pay is not great and many people deserve reclassification," said Tim. But he feels confident that by continuing to take action and demonstrate our unity, we'll be able to win a strong next contract with UC in this year's negotiations. "This is all about showing numbers to the UC. We're focused on maintaining high membership levels and participation among our group in the RX unit and we encourage everyone else to do the same by participating in the platform ratification process."

In a profession where resilience meets compassion, social workers provide support for countless people navigating all of life's difficulties. Among these dedicated professionals is Sonya Mogilner, a Licensed Clinical Social Worker (LCSW) of nearly eight years. Sonya is a UPTE unit representative at UC Davis Medical Center, California's only Level 1 Trauma Center north of San Francisco.

"I never really fancied myself as a union girl or a leader," Sonya conveyed. "When I first came here, I had a horrible boss. I felt she was trying to get me to quit. I filed and ultimately won a grievance against her. After that, I felt unstoppable. I was like, 'I'm out here.' I stuck my neck out, and I won."

As the United States observes Social Work Month in March, the spotlight on social workers like Sonya underscores the essential, yet often overlooked, roles they play in society. "It's about being there on what could be the worst day of a patient's life, offering not just care, but a shoulder to lean on, guidance, and hope," Sonya articulates, capturing the essence of her profession's mission. Sonya is at the forefront of a campaign advocating for market equity adjustments for LCSWs, emphasizing that "this petition is more than just about pay; it's about respect, recognition, and the sustainability of our profession."

Show your support by signing their petition at upte.org/lcsw.

UPTE behavioral health clinicians at UC Santa Cruz recently showcased their dedication to their profession by taking their grievances directly to the campus's administration. In their march on John Bollard, Associate Vice Chancellor and Student Health & Wellness Chief Well-being Officer, these committed professionals demanded the recognition and respect their vital work deserves.

Amelia Cutten, a Behavioral Health Counselor 3 working at UC Santa Cruz for four-and-a-half years and a UPTE Healthcare Professionals Unit Representative, highlighted the critical nature of their roles: "Every day, we're on the front lines, offering support and guidance to students navigating the complexities of mental health challenges. Our work is not just about counseling; it's about creating a safe, supportive environment that fosters growth and healing."

"Our hope is that these actions will bring to light the importance of what we do at Counseling and Psychological Services and lead to a meaningful engagement with the administration," Amelia continued. In demanding recognition, behavioral health clinicians highlight an often-overlooked truth: that the health of any academic institution lies not just in its achievements and accolades but in the strength and support of its student community. "We are here not just for ourselves but for the betterment of the entire university community."

At UCLA, the systems administrators who keep the lights on, the computer systems functioning, and videos streaming at their highest quality recently flexed their collective muscle. Ernie Ibarra, a System Administrator 3 at the University of California, Los Angeles, for over twenty-five years, and his colleagues recently staged a march on the Executive Vice Chancellor to call for fairness in pay and recognition of their essential contributions.

Ernie highlighted that researching targets for petitions is an excellent way to move coworkers into becoming more active as UPTE members: "It's about stirring and encouraging them to take action, whether signing a petition or participating in a march. Once we identified Hunt as a target, we saw increased engagement. Notably, individuals who had been inactive for over three years suddenly participated by signing our petition. That was intriguing, especially considering some of these individuals had never before taken part in any of our initiatives since joining UPTE."

The petition, a document laden with the collective aspirations and grievances of UCLA's IT workforce, underscored the stark disparities in pay between UCLA and other UC campuses despite the escalating cost of living in Los Angeles. "We are not asking for more than we deserve; we are asking for equity and recognition," Ernie expressed, encapsulating the essence of their campaign.

Extreme weather events across California did not deter UPTE optometrists from striking. On February 6 and 7, 2024, these healthcare professionals participated in an unfair labor practice strike with a clear message to UC: Stop your union-busting and bad-faith bargaining tactics and address the issues optometrists are demanding and their patients deserve.

"In February, over a thousand people—fellow UPTE members, community supporters, university students, other labor unions, and public officials— joined us on the frontline, battling through harsh winds and relentless rain, standing firm against the oppressive tactics of UC," said Lauren Guajardo, an Optometrist 3, working at the University of California, Davis. "Together, we made our demands clear to the University of California: End your union-busting tactics and bad-faith bargaining now. Address the urgent demands of optometrists and the rightful needs of our patients. It's time for action, not excuses."

"Our recent two-day unfair labor practice strike demonstrated our refusal to let UC undermine negotiations and our efforts to improve recruitment, retention, and patient care," conveyed Dan Russell, the president of UPTE. "As we continue preparations for full contract negotiations later this year, we should take every opportunity to show the University that we will not stand for its attempts to undermine our rights."

Optometrists are set to bargain next with UC in late March. Their resolve and vision are clear: UC optometrists will continue fighting for good-faith bargaining during contract negotiations and—ultimately—a contract that puts patient care front and center.

The University of California is the third largest employer in our state. Workers like us at UC are responsible for providing life-saving medical treatment to millions of patients, life-changing higher education to hundreds of thousands of students, and world-changing research to benefit humanity.

As one of the most influential employers in our state, and one of our largest public institutions, UC also has a responsibility to raise standards for all Californians. What is preventing UC from investing in front-line staff and prioritizing its mission? High compensation for an ever-increasing number of senior administrators and executives, unnecessarily large investment pools, and massive expenditures on consulting, marketing, construction, and land acquisition.

In our bargaining survey, the majority of our members said they did not believe UC was doing all it can to provide the best patient care, education, and research. More than 95% of you said that UC should be setting better standards for what it means to live and work in our state.

Our 2024 contract fight is our opportunity to reshape our work lives across UC for the years to come. Let's make UC give us the resources and support we need to care for our patients, conduct our research, and support our students.

Social workers in the UCSF Parnassus Emergency Department (ED) do challenging work with vulnerable populations. They cover shifts seven days a week with close to 24/7 coverage. Their work can be dangerous—as a methamphetamine epidemic ravages San Francisco, people struggling with addiction who are often living on the street are brought to the ED on involuntary psychiatric holds or for jail clearance to be medicated and restrained.

"You really see what poverty and addiction look like firsthand. We care for some of San Francisco's most marginalized people with lots of trauma and untreated mental illness. There aren't enough psych beds for people, especially the uninsured or people with Medi-Cal," said Cecily Donegan, a Social Worker in the UCSF Parnassus ED. "We only have four secure rooms and sometimes have 10-15 people on a psych hold. Workplace violence is a real concern for us."

Together, Cecily and her coworkers wrote a list of demands covering their schedule, need for appropriate staffing, and their compensation concerns. They delivered the demands together to the head of their department, which resulted in a meeting and further discussion. Almost immediately, they won a schedule change that has been a tremendous benefit to their team, with more discussions ongoing.

Mental health workers across UC are standing up and advocating for themselves and the important mental health care they provide. On January 10, over 20 health professionals at UC Santa Barbara delivered a petition and met with Vice Chancellor of Student Affairs to express concerns about workload and cost of living, while Behavioral Health Workers at UC Riverside successfully petitioned for reclassification.

UC administrators have failed to staff up campus mental health services to meet demand. Clinicians are concerned about delays in care for students who need help managing stress, depression, substance abuse, and suicidality. Frontline mental health workers are struggling with stress and trauma of their own, as many worry about making ends meet.

"Many of us sacrifice with long commutes and high costs of living to work with our students. We often have to refer high-acuity students to outside providers, often resulting in further delays, compromised care, and increased complications with insurance," said Brandi McCallister, a Clinical Social Worker 3 at UCSB Student Health. "UCSB must provide easily accessible care to students. That's why almost every CAPs and Student Health professional signed our petition asking for an equity pay increase so that mental health workers can fulfill UC's promise to its students."

UC Irvine's nurse navigators (also sometimes called case managers) are responsible for coordinating all of the cancer patient's treatment and care plans while also providing education and emotional support during this difficult time in their lives. Oncology nurse navigators specialize in assisting cancer patients and their families with navigating the complex healthcare system by playing an important role in ensuring that all aspects of patient care run smoothly, from diagnosis to treatment and survivorship.

Last year, UC Irvine management went a step further by trying to take away the nurse navigators' work spaces, leaving many without a desk and some forced to work in common areas that are disruptive. Having assigned cubicles is more important than you might think for nurse navigators—these workers have lots of sensitive documentation that they handle every day, including insurance information, patient health information, discharge plan and continuing care paperwork, and more.

"Since our petition and march on the boss campaign, I can definitely notice a difference in the way that Labor Relations and management interact with us. They are much more likely to go out of their way to get our input or run things by us first, which at the end of the day is the kind of dignity and respect we all deserve from management," said Sarah Pinka-Majchrowski, a Nurse Navigator at UC Irvine. "They have committed to hiring more nurses, which will make it easier for us to take PTO or vacation to avoid burnout.”

For over a year, our optometrist colleagues at the University of California have faced UC's bad-faith bargaining, resulting in prolonged negotiations and the loss of skilled staff. UC's initial proposals have been unacceptably low. They've refused to discuss pressing issues like pay scale placement and have failed to promptly provide the necessary information for us to bargain effectively.

Fed up with UC's unfair labor practices, our optometrist members overwhelmingly voted to hold a ULP strike on February 6 and 7, 2024. Optometrists across the state will be on strike, but picket line locations will be concentrated in Los Angeles, San Francisco, Davis, and San Diego.

In addition to conducting routine eye care, optometrists perform triage, pre- and post-op procedures, handle complicated referrals, and work with vulnerable populations in clinics across the state. Despite their efforts to secure a contract that will invest in the care they provide, optometrists report increasing patient loads, short-staffing, and below-market pay. This leads to recruitment and retention issues, which result in delayed care for patients.

Earlier this year, a delegation of workers marched on the boss at Scripps Institution of Oceanography to demand a solution to longstanding issues with the Remote Location Allowance (RLA). For many years, Scripps has grappled with two disparate compensation systems for members engaged in sea-based operations under the RLA: one that provides base pay plus a 60% differential and the other base pay plus 140%.

"Whether you're out at sea for a short three weeks or for several months, you're working 12 hours a day, seven days a week. The RLA policy is supposed to make sure we are paid a fair day rate while out at sea and that when we return to land, we can make up all of the holidays and weekends we missed while on an expedition," said Melissa Miller, an SRA 2 at Scripps.

There are a number of different sea-faring departments at Scripps, including Climate Atmospheric Sciences and Physical Oceanography (CAPSO), Integrative Oceanography Division (IOD), and Shipboard Technical Support (STS). Historically, people in departments including CAPSO and IOD received the higher compensation level but those in STS received the lower RLA standard despite these departments working alongside each other on the same expeditions.

In June of 2023, healthcare workers at Venice Family Clinic (VFC) joined our union. Ever since, they have been getting organized and ready to fight for a fair contract and to stop harmful service cuts. The clinic, which serves communities across the west side of Los Angeles, is an affiliate of UCLA Health and UPTE members employed there are on UCLA's payroll.

With negotiations underway, UPTE members at VFC recently held a rally outside of the clinic's Rose Ave location in Venice demanding quality patient care, fair pay, and no cuts to service. We were joined by community allies POWER (People Organized for Westside Renewal) as well as Teamsters Local 2010, who also represents workers at VFC. 

"We provide high-quality, accessible, and comprehensive services to vulnerable or underserved people. We help tens of thousands of our patients access health care, health insurance enrollment assistance, harm reduction, services, case management, counseling and food pantries. But we are juggling more work than we can handle and struggling to make ends meet. Our patients feel the pinch at the end of the day. VFC's own website states that they are experiencing a year of growth and expanding programs. It's our work that is driving that success—why doesn't management think we should get what we deserve?" said Gloria Hernandez, who works at VFC as a social work associate and domestic violence counselor, as well as lead bargainer for UPTE.

UPTE members from the Equine Analytical Chemistry Laboratory (EACL) and BioTech Laboratory at the California Animal Health and Food Safety Laboratory System (CAHFS) marched on management, demanding transparency and a follow-up on their petition for staff research associates and laboratory assistants requiring equity reviews, more cross-training opportunities, and improved career development and staffing.

"A significant problem is the high turnover we've been having in our lab," said Téa Schepper, a Staff Research Associate 1 in the CAHFS Equine Analytical Chemistry Laboratory. "Much of the turnover is due to people finding better job offers with higher pay. We had someone who worked here for three months, but then she got a higher-paying job and just left. Many of the people I worked with when I first came here actually are no longer working here anymore."

The march on the boss forced management at CAHFS to commit to an equity review—not just for the two laboratories but for the entire laboratory system. UPTE members will hold a strategy meeting this month to plan the next steps in winning their demands.