Ratified AGREEMENT

Wages

At least 27.8% wage increase over the life of the contract
- Use this calculator template to calculate your future wages
Within Year 1:
- 5% across-the-board increases effective July 1st, 2026
- 1% ratification bonus within 90 days of ratification
- 1% base-building bonus January 1, 2027
Enforceable process to create a step wage system guaranteeing progressive wage increases every year of the contract. On average, increases of at least 2% in addition to annual across-the-board increases.
- Step system placement will account for years of service
Maintain access to STAR awards

Job Security: Contract to Career Conversion

Ending practice of contract work for SSAP and RPSPs
Pathway to conversion for all current contract and limited appointment employees to career positions with layoff rights and full benefits
Protections against the misuse of floater and limited appointments

Job Security: Layoff Protections

Layoffs will occur in inverse order of seniority, ensuring no favoritism in layoff selection
Employees must receive at least 30 days notice or pay in lieu of notice
All career employees have the option to choose either: one week of severance for every year worked up to 16 weeks, or preferential rehire and recall rights
Contract-to-career conversion expands pool of eligibility for severance and preferential rehire
Remote workers unable to comply with a return-to-office mandate are now eligible for layoff benefits

Healthcare and Retirement Benefits

Annual caps on healthcare premium increases (7.5% cap for Kaiser, 5% cap for UC Blue & Gold)
Monthly subsidies on employee contributions for healthcare premiums for Kaiser & UC Blue & Gold
A monetary increase in retirement account contributions due to our substantial wage increases
Maintained retirement choice options

Grievance and Arbitration

Fair process with enforceable timelines when UC violates the contract (a “grievance”)
Grievances are appealable to a neutral, third-party arbitrator who makes a binding decision
Employees are made whole when an arbitrator rules that UC violated the contract

Fair and Equitable Career Progression

Fair and enforceable process to request reclassification and address career stagnation
Every employee is entitled to a clear job description and timely reviews for promotion as your job responsibilities increase
Additional job responsibilities will come with additional pay and fair pathways to promotion
Misclassifications can be addressed through the grievance and arbitration process
Protections against biased or retaliatory performance evaluations
University-required training will be considered paid time
Training and development leave can be used for taking certification exams related to your career

Workload

Flexible Work Agreements (Remote/Hybrid)

Right to negotiate over impacts of flexible work policies
Fair standards for maintaining existing agreements, including informal, ad-hoc agreements between managers and staff
Clear, criteria-based procedure to change agreements and arbitrable protections against arbitrary, capricious, and/or discriminatory RTO orders
Right to request & just processes for evaluating new, flexible work agreements
Assurance of fair disability accommodation procedures involving remote/hybrid Arrangements
First-of-its-kind layoff protections for staff more than 50 miles from their home campus and benefits for employees who cannot return to work if needed, including up to $3,000 to assist with moving expenses
Article is enforceable through the grievance and arbitration process

Vacation and Leaves

One new floating holiday per year that can be used any time, including during Winter Curtailment
Three days of available sick leave for new employees
Total of twelve months leave for new birth parents, including eight weeks guaranteed paid parental leave and six months childcaring leave regardless of FMLA eligibility

New Technology

Immigration

Guaranteed leave to attend immigration hearings and additional job security related to work visa issues
Agreement from management to notify us in the event that ICE enters our work spaces
Job protections for employees who are detained due to their immigration status
Reasonable efforts for reemployment for workers with work authorization terminated, then re-obtained

Disability Accommodations

The interactive process for accommodations is enforceable through the contract
Management is required to provide immediate workplace adjustments during the accommodations process

Workplace Abuse Protections, Respectful Work Environment, and Non-Discrimination

Accountability for anti-discrimination, bullying, and harassment policies through neutral third-party arbitration
Immediate action from management when allegations of bullying, harassment, or discrimination are made;
Provision of interim measures to allow staff to continue to work during the process
Ability to grieve, arbitrate, and rebut a performance evaluation’s content, form, timing, procedure, impacts, and process as they relate to a respectful work environment, non-discrimination, or other right

Just Cause for Discipline and Dismissal

UC can only discipline or dismiss an employee with fair notice and just cause, and has the burden of proof to show that discipline is justified
Expedited grievance and arbitration process to resolve discipline cases
Disciplinary documents removed from personnel file after two years

Union Rights

Collective voice at work
Mandatory paid union orientations for new employees
Right to pool our resources through automatic union dues deductions
Right to request and receive information about our working conditions
Right of individuals to follow their conscience and refuse to cross a picket line