Update on UC-UPTE negotiations: May 2025

The University of California and the University Professional and Technical Employees (UPTE) bargaining teams met May 8-9 to resume bargaining on contracts for research, technical, and healthcare professional employees.

Understandably, the current funding uncertainty in higher education causes considerable worry about what lies ahead, and unresolved contract issues may add to your concerns. Like you, we’re eager to reach an agreement on these contracts and advocate for the continued impact of higher education. The two parties exchanged proposals and counterproposals clarifying language on reclassifications, reductions in time, and layoffs, topics that have renewed relevance given the economic and funding outlook and impacts on the UC system. The University will evaluate UPTE’s counterproposals, keeping in mind anticipated state and federal funding cuts.

UPTE has asked for proposals to directly address work-life balance, healthcare costs, and wages. As a reminder, here are some highlights of what UC has offered:

Wages and Step Increases

• Starting July 1, 2025, all UPTE employees will receive a 5% raise in the first year and a 3% raise in the second and third years. Lawrence Berkeley National Laboratory-based employees receive 5% in the first year in October 2025 and 3% each year thereafter.
• All UPTE-represented UC employees’ pay increases to at least $25 an hour by July 1, 2025.
  Consistent with previous contracts, step increases of approximately 2% will occur throughout the contract term. RX and TX step increases would be provided a year earlier than required.

Paid Leave and Reclassification

• December 24 would be a premium-pay holiday, and Juneteenth would become a paid holiday, bringing the total to 14. The proposal would provide premium pay for 6 of 14 (including Juneteenth) holidays.
• Part-time workers get holiday pay based on their regular hours. The amount depends on how many hours they worked that month (or four-week period), not counting the holiday itself.
• Streamlined reclassification and appeals processes to facilitate career growth.

Healthcare Premium Reductions

Kaiser HMO or UC Blue and Gold HMO members can reduce costs by $75 or $100, depending on the pay band, with the higher amount reserved for lower-paid workers. These credits amount to $1,200 annually for employees, as much as 2.5 percent in additional compensation to offset these increases. With health care costs rising, some UPTE-represented UC employees will pay $0 for Kaiser HMO and reduced rates for UC Blue and Gold HMO, as shown in the table below.

This year, UC covers an average of:

• 91% of medical plan premiums for employees earning $71,000 or less (Pay Band 1)
• 83% of medical plan premiums for those earning $71,001 to $140,000 (Pay Band 2)

What does this mean for you?

If UPTE accepts UC’s economic offer, many UPTE-represented UC workers would start making $25 an hour on July 1, 2025. For example, the hourly rate of a UC Merced Lifeguard would increase from $17.83 to $25. This would mean an increase of $1,148 in gross monthly pay from $2,852 to $4,000. If the same Lifeguard enrolls in Kaiser or UC Blue and Gold HMO health plan, their monthly premiums for Self + Children are now free, saving $91.15. In total, this employee could gross over $1,239.15 in additional income. Your family can use that added income for whatever you need.

UC’s offers are designed to increase wages, add stability, and immediately assist with rising healthcare costs, empowering you to decide what living expenses to prioritize in your family.
Our campuses and health centers thrive because of your contributions and commitment to excellence. That’s why we will continue working to reach an agreement and get our proposed wage increases and healthcare credits into your hands as soon as possible.