UC-AFSCME

Status of negotiations

Media Statement on AFSCME Informational Picket

October 8, 2024

We fully respect AFSCME’s right to activate their membership of University of California employees. The University and the AFSCME have a rich history of partnership to provide excellence in service and patient care for the UC system.

Since January, we have been bargaining in good faith with the union, presenting meaningful proposals to directly address the union’s requests, including wage increases that, if accepted, would increase AFSCME salaries by 26 percent over the life of the five-year contract. We maintain a positive outlook on our relationship with AFSCME and the current contract negotiations and hope a mutually beneficial contract agreement can be achieved soon.

The Public Employment Relations Board (PERB) cancels mediation between UC and AFSCME

August 31, 2024

On August 28-29, the University of California and the American Federation of State, County, and Municipal Employees met with mediators selected by the Public Employment Relations Board (PERB), which oversees the two-day mediation sessions. Each party presented its position to a neutral mediator during the mediation. However, the mediation ended unexpectedly on August 29^thafter it was canceled by PERB. 

The mediation was ordered after AFSCME declared an impasse on contract negotiations in July; the University did not oppose the declaration and had hoped the mediation would produce consensus for the two new contracts.  While 15 days of mediation are allotted as part of the impasse resolution attempt, PERB called off mediation on August 29th, a day and a half after convening, sooner than UC anticipated. Because mediation sessions are confidential, the parties may not provide more detailed information.

Since January 2024, the University of California has regularly met with leadership from the American Federation of State, County, and Municipal Employees (AFSCME) union to negotiate new contracts for you and your colleagues. UC has negotiated in good faith and offered proposals that respond to stated union priorities. In more than five months of bi-monthly bargaining, UC has submitted 26 proposals and 36 counterproposals, while AFSCME has made 42 proposals and three counterproposals. On July 24, AFSCME declared that it believed negotiations were at an impasse.

The University introduced wage proposals in February and counterproposals in July, which include a 5 percent across-the-board increase in 2025 and increasing the minimum wage for AFSCME employees to $25 an hour by July 1, 2025.  The proposals support our valued employees and directly meet AFSCME’s $25/5 percent wage demands.  AFSCME passed 42 proposals early in bargaining but has not passed a proposal since May and has only provided three counterproposals to UC’s proposals.

Now that the mediation meetings have concluded without a satisfactory result, UC and AFSCME will move to the next step in the impasse process, called fact-finding, in which PERB appoints a neutral party to chair a three-person fact-finding panel. In fact-finding, the panel will meet with the parties or their representatives to consider their respective positions. We will continue to inform you of where negotiations stand as we move through the impasse process.

AFSCME declares impasse, UC optimistic for resolution

July 24, 2024

Since January, the University of California has met with leadership from the American Federation of State, County, and Municipal Employees (AFSCME) 10 times, each time during two-day bargaining sessions, offering 26 proposals, including historic wage increases, expanded sick leave provisions, and new health care credits to offset costs. Our wage proposals, introduced in February and again last month, include a 5% across-the-board increase in 2025 and move the minimum wage for AFSCME employees to $25 an hour by July 1, 2025.   While all public employers face a difficult budget cycle, UC’s wage package is designed to support our valued employees, putting more money into their pockets so that they use it in a way that best meets their needs. 

In addition to supporting our employees, UC’s wage proposal meets AFSCME’s $25/5 wage demand.  

UC has also made movement in response to AFSCME’s proposals at the table – presenting 36 counterproposals, each time bargaining in good faith and moving positions toward AFSCME’s asks to facilitate agreement. 

In the beginning of this year, AFSCME passed 42 proposals. AFSCME has not passed a proposal since May. Throughout the bargaining process, AFSCME has only provided three counterproposals to UC’s proposals. 

We disagree with AFSCME’s statements regarding impasse, but given our goal of reaching a consensus for their next contract, the University is not disputing the value of a mediator in these negotiations, which is the first step in the impasse process. Our goal remains to ensure our employees are rewarded for their contributions to the University’s education, research and public service missions. 

The University supports its employees by providing generous wage increases and allowing our employees to use that money in a way that best supports their needs.  That means that employees can address housing concerns, childcare needs or other issues depending on what works best for them.  

It is also important to understand that collective bargaining is governed by state law that creates a framework for what is and what is not in the scope of bargaining.  While the parties can mutually agree to expand that scope, state law sets a framework that UC and other public employers use when negotiating.  Given the relationship between the parties is based on employment, that framework is defined around terms and conditions of employment with matters such as salary, leave, and healthcare. 

Again, the University is dedicated to supporting its employees and understands that many face concerns with the high cost of housing. UC believes, however, that the best way to address those concerns is by providing its employees with wage increases and allowing them to choose how to use those funds best.  

Status of AFSCME and UC Negotiations: July 2024 

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