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Bargaining update for UC lecturers

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January 31, 2020


Dear colleague:

I am writing to update you on UC’s negotiations with the UC-AFT for a new contract for you and your unit 18 colleagues, including lecturers. It is time to bring these negotiations to a close.

After nine months of bargaining, we are very disappointed that we aren’t closer to an agreement that recognizes the important contributions you and your colleagues make to UC’s teaching mission. The current agreement will expire today (Jan. 31), as the UC-AFT would not agree to a reasonable extension. 

Negotiations began in April, and the UC-AFT has not presented UC with a single compensation proposal, nor proposals on other topics the union has stated an interest in bargaining over. By contrast, UC has presented the union with a comprehensive proposal designed to bring the negotiations to a timely resolution and recognize the importance of your role with fair and appropriate compensation, benefits, position responsibilities, professional development, and performance evaluation.

The University’s current compensation offer greatly increases the compensation for unit 18 members as follows:

  • Guaranteed Compensation Increases:
    • 3% range adjustment for 2020-2021
    • 3% range adjustment for 2021-2022
    • 2% range adjustment for 2022-2023
    • 2% range adjustment for 2023-2024
    • 2% range adjustment for 2024-2025
  • Pre-Six Appointees:
    • Effective July 1, 2021 or 90 days following contract ratification, whichever is later, the pre-six appointee salary scale will be increased:
      • In addition to the 3% range adjustment, pre-six appointees who are on the two bottom salary points on the salary scale will receive an additional increase ranging from 2.5%-5%;
      • New pre-six appointees will begin appointments on the higher salary scale. For example, a pre-six appointee at the minimum of the salary scale, on July 1, 2020, will receive a 3% increase and on July 1, 2021, will receive an 8% increase (5% scale adjustment + 3% range adjustment), for a total of an 11% increase over a two year period.
    • Pre-six appointees appointed for a 10th quarter/7th semester will receive a higher salary increase (9% rather than 6%) following a positive performance evaluation; For example, a pre-six appointee who receives a positive performance evaluation in their 9th quarter of appointment, may receive a total increase of 12% (9% performance adjustment + 3% range adjustment) upon appointment to a 10th quarter. 
    • Increased the length of appointment cap;
    • Additional opportunities to blend or add term counts to achieve eligibility for continuing appointments will be provided.
  • Continuing Appointees:
    • At the initial continuing appointment following a positive excellence review, a initial continuing appointee will receive a minimum 9% salary increase (6% is the current minimum); For example, a Continuing Appointee who receives a positive excellence review, may receive a total increase of 12% (9% excellence adjustment + 3% range adjustment), upon appointment to an Initial Continuing Appointment.
    • A career path and review procedures for Continuing Lecturers to be promoted to Senior Lecturer – including a minimum 6% salary increase on promotion will be established. 
  •  Professional Development Fund: Increased the fund amount by $150 per FTE – 75% increase plus a $25,000 fund rollover per year on unused funds.

We believe you deserve to vote on our offer, and to be fairly recognized and compensated for the contributions you make to the University and our students.




Peter Chester
Executive Director
Systemwide Labor Relations

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