• Winning regular longevity step increases in addition to an across-the-board cost of living raise.
• Preserving and reducing the cost of benefits. This includes not pressuring new hires to opt out of the pension plan, reducing the pension contributions, gaining employee representation on the pension board, and keeping down the cost of health care.
• Strengthening and making “preferential rehire” more effective.
• Child care opportunities or assistance.
• Overtime pay, on-call pay, weekend and night shift differentials.
• Union rights, such as membership preservation and access to members.
• Equity pay increases for specific job titles.
• Pay for employees at the top of their pay scale.

Some bargaining surveys did not get handed in on time. The delegates agreed to accept any outstanding bargaining surveys until the end of the week. Surveys can be completed as a paper version available from UPTE activists or as an online version.

(2) Bargaining Team Elected
Each campus caucused at the bargaining conference and elected their bargaining team members. There will be two bargaining teams: One for health care professionals (HX) and one for researchers and technical employees (RX and TX). Here are the tentative team members:

(3) Time to Mobilize
“If there is no struggle there is no progress.” Frederik Douglas (1857)

While our bargaining team will prepare thoughtful and reasonable bargaining demands, UC will, as usual, reject them all (including raises) until there is adequate pressure on them to agree to enough of our demands that we have a fair contract.

How do we generate that pressure? Come find out at UPTE mobilization trainings to take place at every campus. Contact your UPTE local to get more information. Our success depends on everyone being involved in whichever way works for them. Come to the training and figure out how you can contribute.