UAW Bargaining Highlights (All Units)

Academic Researchers

Academic Researcher Bargaining Tracker

RSVP to future AR Bargaining Sessions

Highlights of union’s proposals

  • Compensation increases that reflect our value to the university.
  • Protections from bullying and abusive conduct through an independent grievance process that includes interim measures while investigations are ongoing.
  • More rights for parents through improved leaves for parents and caregivers, along with childcare support
  • Fully funded public transit.
  • Bridge funding for ARs who are PIs to ensure critical research projects continue during funding gaps.
  • Longer appointments and more job security for all ARs to guarantee funding and employment throughout our academic careers. 
  • Support for international scholars by reimbursing the costs for visa applications to ensure that we don’t penalize international ARs who work at UC, and better support from UC with green card applications.
  • More support and resources for ARs with disabilities.

Management’s unjust proposals thus far:

  • Job Insecurity: The University wants to maintain the status quo over ARs’ appointments, refusing to agree to major improvements to appointments and job security for researchers. 
  • Effective wage cuts: UC has proposed 4%, 2%, 2%, 2% wage increases over the next 4 years. In a year of 8.5% inflation, this amounts to an effective wage cut and a failure to meaningfully compensate ARs for our valuable research work. 
  • Refusing to go beyond the bare minimum to meet access needs. The UC is refusing to exceed the bare legal minimum, and is ignoring concrete, proactive measures they can take to maintain an accessible work environment.
  • Breaking the law: UC has broken the law by engaging in bad faith bargaining, and these unlawful actions are preventing both sides from reaching agreement.

ASEs

ASE Bargaining Tracker

RSVP to future ASE Bargaining Sessions

Highlights of union’s proposals:

Management’s unjust proposals thus far:

  • Delaying justice for survivors: UC has proposed indefinitely delaying harassment and discrimination grievances and redress for cases of abusive conduct at work, forcing survivors and victims to wait until the conclusion of Title IX’s interminable process or other internal University processes before proceeding with the union’s independent grievance process. 
  • Weakening protections against overwork: UC has proposed weakening ASEs’ workload rights by delaying resolution timelines and making it harder for workers to recover back pay for overwork – claiming that supervisors’ decisions about how much time work tasks take is final.  
  • Union Busting: UC has proposed eliminating the right of ASEs to choose to join their union as part of their new hire paperwork and are trying to limit the right of ASEs to use their own departmental listservs for union activity. Most egregiously, they want to roll back the rights of ASEs to take action in their workplaces
  • Effective wage cuts: UC has proposed 5%, 3%, 3%, 3% wage increases over the next 4 years. In a year of 8.5% inflation, this amounts to an effective wage cut, exacerbating SRs’ rent burden. 
  • Breaking the law: UC has repeatedly broken the law by engaging in bad faith bargaining, and these unlawful actions are preventing both sides from reaching agreement

Victories thus far: 

  • Improved Posting by ensuring that jobs get posted on central campus websites
  • Protections from unjust discipline, continuing to guarantee that discipline may only happen with “just cause”
  • Ensuring that ASEs can add their own information to their Employment Files 
  • Clearer rights to bargain over changes in our workplace through Waiver

Postdocs

Postdoc Bargaining Tracker

RSVP to future Postdoc Bargaining Sessions

Highlights of union’s proposals:

Management’s unjust proposals thus far:

  • Failure to respond to the union’s childcare and housing proposals: UC has not offered a counterproposal to the union’s childcare and housing proposals since they were proposed over one year ago. In 2016 bargaining, UC promised it would implement a childcare subsidy as soon as UCPath was online (which happened in 2020) but has failed to follow through on its commitment. 
  • Failure to take on climate change: UC has failed to respond meaningfully to the union’s proposal for fully-funded free transit, instead saying that Postdocs “are encouraged” to take public transit while refusing to pay for it.
  • Failure to address rampant incorrect pay: Since 2016, UC has paid out $1.8 million in backpay to over 2,600 Postdocs who they have paid incorrectly. Each pay issue took, on average, 94 days to resolve. UC has failed to respond to the union’s proposal for swift resolution of pay issues
  • Avoiding improvements to meet disabled Postdocs’ access needs: The UC is refusing to exceed the bare legal minimum, ignoring concrete, proactive measures they can take to maintain an accessible work environment.
  • Higher healthcare costs and unsustainable pay: UC’s proposal would increase Postdocs’ healthcare costs and would deny annual raises. 37.64% of Postdocs would have to wait nearly 2 years (on average) for any raise whatsoever.
  • Breaking the law: UC has repeatedly broken the law by engaging in bad faith bargaining, and these unlawful actions are preventing both sides from reaching agreement

Victories thus far: 

  • Postdocs have won strong tentative agreements on non-discrimination and union access and rights, ensuring survivors are centered in the grievance process and every Postdoc receives an orientation to their rights under the union contract.
  • An expansion of opportunities for immigration and visa counseling workshops, guaranteed in our contract.

    Student Researchers

    Student Researcher Bargaining Tracker

    RSVP to future Student Researcher Bargaining Sessions

    Highlights of union’s proposals

    Management’s unjust proposals thus far:

    • Delaying justice for survivors: UC proposed indefinitely delaying harassment and discrimination grievances, forcing survivors to wait until the conclusion of Title IX’s interminable process before proceeding with the union’s independent grievance process. 
    • Union Busting: The University wants to make it challenging for new workers to learn about their rights and join their Union and weaken workers’ rights to take collective action at work, rolling back twenty years of standards for graduate workers at UC.
    • Job Insecurity: The University wants to have sole control over SRs’ appointments, undermining meaningful protections from unjust discipline and termination and trying to undercut the Recognition Agreement that SRs authorized a strike to win in 2021. 
    • Effective wage cuts: UC has proposed 4%, 3%, 3%, 3% wage increases over the next 4 years. In a year of 8.5% inflation, this amounts to an effective wage cut, exacerbating SRs’ rent burden. 
    • Breaking the law: UC has repeatedly broken the law by engaging in bad faith bargaining, and these unlawful actions are preventing both sides from reaching agreement.

    Victories thus far: