Welcome to UPTE at
|Not a member yet? Click here for an application.
See the Admin Professionals webpage for the details on UPTE's organizing drive!
Download an authorization card and return it to UPTE right away.
For the latest contract bargaining news, see the UPTE RX-TX Webpage or the
UPTE HX Webpage for more information.
and TECHNICAL EMPLOYEES
Professional and Technical Employees at
the University of California, Los Angeles
Phone: (310) 443-5484
Fax: (310) 443-5487
Gayley Ave., Suite 301
Angeles, CA 90024
UCLA Local Meeting Calendar
Visit the UPTE Benefits Advisor webpage
an application, Join UPTE
UPTE web page
Systemwide Contact List
Grievance Hotline: (310) 859-2234
Click here for the latest PowerPoint
Presentation for an update on the UC Union
Benefits Bargaining. Still available is
our educational piece.
Why are UPTE and other UC unions still not participating in the StayWell program? Read here.
the UPTE - UCLA Constitution in Word or PDF Format.
Researchers - RX
Employees - TX
Professionals - HX
and UC under its new President, Janet Napolitano, have an agreement
that HX will not strike again as long as UC does not impose a contract
and continue bargaining in good faith.
Tuesday, May 21, 2013 - Strike by Healthcare Professionals (HX)
HX Strike, all day at both RRMC and Santa Monica Hospitals!
The UPTE Healthcare Professional (HX) unit went on strike in sympathy with
AFSCME, who went out May 21 & 22. Adequate staffing for patient care, retirement changes and
market rate wages were but a few of the many issues behind the strike.
Thank you to all who participated. More actions coming soon as the RX and TX contracts have expired as well.
UPTE and UC have entered impasse
bargaining the next contract. Wendi Felson from UCSF is the Chief Bargainer with Tom Brewer (a
Clinical Lab Scientist) representing UCLA. UPTE has entered into a Status Quo situation. There are many rules that change on the job when working under status quo, and they can be found here. The
Healthcare Professionals unit (HX) had just come into agreement with UC
to extend the current contract until 12/31/11. In this deal a 1% range
adjustment increase occurred retroactive to 12/1/10. Also, a step
for those eligible occurred on July 1, 2011. Also on July 1
retirement contribution increased to 1.5%. For more news and bargaining
reports, visit the systemwide HX webpage.
UPTE members voted to authorize a strike in October 2012 should
the HX bargaining team call for one, which was held May 21, 2013.
Previous HX Bargaining: In 2010 HX reached an agreement for
a wage reopener. The contract was in effect until June 30, 2011
for all non-monetary issues. UPTE and (reluctantly) UC entered
into impasse over the bargaining for raises and an agreement was reached. Over 90% voted to accept the new wage deal.
To get that deal done, in
May 2010, our Healthcare Professionals across the state voted by an 89%
margin in favor to authorize a strike! This was the first
strike vote ever for the HX unit.
UPTE's HX Contract Bargaining Representative for UCLA in that bargaining was Lisa Brenner, a Clinical Lab Scientist. The latest HX contract is
linked here and the newly ratified wage reopener is here.
RX and TX Bargaining: The latest round of RX and TX contract bargaining began in December 2012. Mike Fehr, TX will be the lead UCLA bargainer, with Jie Luo, RX assisting.
Find out what a bargainer
does by reading this job description. You can help by contacting the office and joining
the mobilizing committee.
In March 2010, UPTE and UC ratified a 5-year contract for the Research and Technical units retroactive
to 2008. The vote passed by a 90% majority. Details can be
found here. And you can check out the raise schedule for more information. This contract is in effect until June 30, 2013.
RX-TX STRIKE 2009: On September 24, 2009 UPTE's RX and TX units went on strike on all campuses. UC Berkeley workers went out on strike a second time on November 18 and 19!
and RX contracts expired June 30,
2008. After June 30, UPTE entered into a Status Quo situation. There are many rules that change on the job when working under status quo, and they can be found here.
UPTE has been bargaining with UC for the next contract for over a
year. On May 6, 2009, UPTE's Berkeley local went on a one-day strike. The photos of the action are here. On March 18, 2009, UPTE expressed its frustrations at all 10
campuses waiting for the same raises our coworkers represented by other
unions already received, with pictures from UCLA here. Two weeks before, UPTE
picketed and marched to where most of the work SRAs and Lab Assistants
work, in the research lab buildings. We started at NPI and
visited Gonda, MRL and the new hospital. Pictures from this event
can be found here. In March 2008
bargaining was held at UCLA and UPTE brought out almost 100
people showing UC how serious we are. For more on that action
visit this mobilizing
page. UPTE-UCLA was represented by Ron Greene, a Sr. Scene Tech at Royce Hall. A former local president, Rita Kern, an SRA, has assisted and backed up Ron in
Watch your emails for
announcements and how you can, in solidarity, support your coworkers
the fair wages and working conditions that all UC employees deserve at all the unions.
And for more on your rights to not cross a picket line, should UPTE or any other union protest UC's actions towards its labor force, click here.
Threats of Furloughs! On June 24, 2009
UCLA held a Town Hall Meeting over the furlough issue. Interest
and demand to attend was so great, it was eventually moved to Pauley
Pavilion. Photos from that action are here. On July 15, hundreds of employees from UPTE and the other unions marched in front of the hospital to protest
the vote on the furloughs by the UC Regents. That action page is here.
Remember, the state contribution to the UC budget is only 17%, so
a 20% cut in those monies comes to less than a 3.5% reduction, furloughs are not necessary! And as of September 2010, furloughs are no longer being implemented in the UC system!
Despite UC's celebrations on various
campuses, UC's operations over the last few years
have been ripe with corruption. Get the facts at our All Mobbed Up! webpage detailing all the malfeasance during former UC President Robert Dynes' reign.
Included are many of the articles from the San
Francisco Chronicle on the enormous pay and perks
UCOP's top employees receive. UC under current UC President Yudof is even worse.
STRIKE 2005: Despite UC's minor movements at the
bargaining table, UC continued to commit various
unfair labor practices across the state. So after UPTE took a vote
of our RX and TX members, and over 85% voted to
strike. The strike was held May 26, 2005 at 9 UC
Campuses and all 5 UC Medical Centers. Despite
management's claims that the strike did not
affect normal operations, our picketers slowed or
shut down many construction sites for the day and
interrupted countless deliveries. UC also had to deal
with a service unit (AFSCME) strike earlier in April 2005 and
following UPTE's action a clerical (CUE) strike followed later in June 2005.
Other actions included: On September 14,
2004 over 50 UCLA members came to bargaining that morning
to show UCOP how much raises are needed and how the
frequent turnover is affecting their jobs and undermining
the mission of UC. Six members made presentations
representing departments from DLAM to the Fowler Museum
and from CHS to Theater, Film & TV. Pictures
of the very crowded conference room can be found here.
Working for UC is not how it used to be, nor is
it anywhere near the way UC sells itself as an employer.
A recent published study, entitled "Berkeley's
Betrayal" shows the struggle of the average
worker working at UC Berkeley, can be downloaded here
in PDF format. You may also visit the report's website for
Did you know that UPTE members have access to low-rate
home mortgages, scholarships, reduced pharmacy fee for
medications through a mail-order pharmacy, and much more?
Just by being an UPTE member you can save money on
practical and necessary services. In many cases the
savings on a pharmacy item alone may save more that the *cost*
of your UPTE monthly membership! Please call the UCLA
UPTE office or go to the Union Plus website
today and find out about what is available for UPTE
members. It costs nothing extra to get or use these
services; they are part of your membership. As a member
of UPTE-CWA, you are entitled to the AT&T Wireless union discount plan, including the new iPhone. Also, there are also
two types of scholarships available for members and their
families from the CWA
and the CA
State Labor Federation.
The Union Plus website also has links to great gift ideas. And
to buy union made products, visit the Shop Union Made:
and the AFL-CIO Union
Monthly meetings are open to all UPTE members and
those who are eligible to join. Please drop by and visit
a meeting to learn more, ask questions and see the
progress we're making. Notices are sent via email, and
via regular mail when an official notice is required by
the local's constitution. To get on the UPTE email list,
send a message to email@example.com
and please include your name and payroll title. The
list is available here to download and print out, or
see our meeting
More News for
Did You Know?
physician before you are
injured at work
Did you know starting January 1, 2005, California
employers will have more power to control medical
care for injured workers, due to the new workers'
comp bill passed by the Legislature and signed
into law by Governor Arnold Schwarzenegger. An
injured worker used to be able to choose any
doctor after the first month of treatment is
completed. After January 1, if you are injured on
the job, you will have to pick from a pool of
doctors who belong to tightly controlled
physician networks organized by employers and
their insurers. That is, unless you predesignate
your physician. Employers who provide group
health insurance, as UC does, must allow you to
choose your doctor to treat your injury, but only
if you submit a personal physician form to your
employer. Even if you have previously completed
such a form, do it again because the laws have
changed. The physician must agree to be
predesignated, have previously treated you, and
be in possession of your medical records. There
is currently a legal debate about whether your
physician must actually sign the form
designating him or her as your treating physician.
But don't delay. Fill out this
form and send it in -- with your doctor's
signature if possible to protect you from any
changes that may arise around the interpretation
of the new workers' comp law. For any other workers' compensation issues, please visit the website of Gordon, Edelstein, Krepack, Grant, Felton & Goldstein, LLP
for more information. They are Workers’ Compensation and
Personal Injury attorneys and will provide a free case evaluation.
firm has helped train many UPTE workers in regards to these issues and
we thank them for their continued assistance, but this is not an
endoresement of their firm.
Myths and Facts about Pregnancy Leave
of the most grevious things you can do as an employee in the eyes of
many UC departments and supervisors is give birth to a child.
UC's Human Resources Benefit Offices constantly give out
incomplete, inaccurate or just plain wrong information. Please
download the one-page Pregnancy Leave information sheet for more details.
- Missing Pay Stubs? UPTE solved that problem too!
Why where they missing? To save UC the money
of printing and distributing them, of course.
Now, employees who are currently receiving their
salary via direct deposit will be able to view
their pay stub (earnings information) online
effective with the June 1, 2006 pay date.
Earnings information will be available one day
prior to the pay date as part of "UC for
Yourself" at the webpage UC For Yourself.
Earlier, to be able to receive your normal, paper
paystub, you downloaded this guide,
created by UPTE member Beth Sweeney.
- Use of University E-mail
Did you know you have the right to e-mail and
basic communications on campus? In an important
decision for UC union members, the state Public
Employment Relations Board (PERB) has issued a
final decision stating that the University's
policies on phone and email use are illegal and
unreasonable, ordering UC to immediately "cease
and desist." The decision means that
employees may use telephones and electronic mail
for union-related matters without fear of
discipline-at least until UC formulates some
policies, which are "reasonable" under
the law. Be aware that
UC can and from time to time does read e-mail; it
is not your private correspondence.
- How the UC Regents view employees who aren't
Did you know the UC Regents view all eligible
employees who choose not to join UPTE as
supporting UC policies? That's right. They look
at the staff numbers and count every RX, HX and
TX not in UPTE as supporting them. To
join, go to the application page, download an application, fill it
out and send it in! It is easy, and does not cost
eligible represented UPTE employees one cent.
- Over 1,000 TX employees at UCLA received
Did you know UPTE won over $7,000,000 for Techs
statewide? In the long awaited decision UPTE has
won its case! The Judge has granted the entire 2.2%
pay raise, the .8% bonus and incentive awards,
and January/July 1994 merit increases to all
Technical Unit Employees retroactive to October
1994. In addition, the retroactive sums paid to
each employee is subject to interest at the rate
of 10 percent per annum. The University promised
to pay the raises and retroactive pay and
interest. The UPTE TX Bargaining Team completed
contract negotiations with the University in July
1997. And in 2003 UPTE again negotiated awards
for many of the Construction Inspectors on
campus, totaling over $10,000 per affected
- UPTE stopped the abuse of "Casual
Did you know UPTE won an Arbitration case freeing
thousands of UC employees (from all units,
represented by many unions) from the Casual
Employment system? People would work with no job
protection, no raises, and limited benefits (weaker
health care, no dental or vision insurance.) The
casual employee would be fired once a year, then
rehired the next day. This kept the employee
under casual status keeping her/him from earning
the proper retirement benefits, job security and
pay. Thousands of former casuals got the
retirement service credit they deserved along
with a conversion to career status. UPTE also
forced UC to change the practice of how casual (now
called limited appointment) employees are hired.
There is no more demeaning firing and then
- News from UPTE's President
Did you know UPTE President Jelger Kalmijn now is
wriring a monthly bulletin for UPTE members? To
read the latest and/or to download earlier
messages, please visit the UPTE
- UPTE's Political Actions
Did you know UPTE does do lobbying in Sacramento
and Washington, DC for one reason: to get higher
salaries and improve working conditions for you!
The Communication Workers of America also does
lobbying locally, statewide and nationally for
its causes for all of its members. That money
comes from a separate Committee On Political
fund which runs ONLY on voluntary
contributions (not from your dues
money or fair share contributions) from CWA's
members. UPTE-CWA members are eligible to
contribute to COPE via payroll deduction.
99 News - The
Administrative Professionals, The Drive Begins:
The 99 category ( also called PPSM
by UC ) includes over 6,000 administrative professionals
(APs) at UCLA. Over 4,000 of those who are in non-supervisory
titles are eligible to be included in a bargaining unit
UPTE wants to organize to get administrative
professionals their first UC Contract. Some of the job
titles include: Administrative Analysts, Programmer/Analysts,
Student Affairs Officers, Administrative Specialists,
Program Representatives, Buyers, Sr./Prin. Writers,
Editors and Statisticians; click here for a complete list of titles. UPTE began the drive late October 2011. Go to the AP website for more information. One of the many reasons APs need to organize includes...
UC has decided years of service do not really count in a layoff situation. UCOP proposed changes in August 2011
http://t.ymlp166.com/eesafausjhatambjazau/click.php to Section 60 of the Personnel Policies for Staff
Members (PPSM) that govern employees without a union contract. The
changes would decimate existing seniority protections by making
“performance” one of the elements a manager must consider
when making layoff decisions.
UC’s proposal is totally unacceptable.
As administrative professionals are without a union contract but
existing UC personnel policy includes some key principles of fairness,
such as the requirement that managers go by years of service when
making layoffs. Now UC management is planning to take that away. It is
no secret that “performance” can be highly subjective. And
the truth is, some APs haven’t received written performance
evaluations in years, a fact that even UC acknowledges. In contrast,
years of service (or “seniority”) provides a dispassionate,
objective measure on which to base changes – that is why it is
used in personnel policies and union contracts the world over.
Long-term staff have a strong commitment to the university and its
mission. We have chosen to continue working for UC despite deep cuts in
our compensation and benefits and an ever increasing workload. We were
told that our years of service would protect us in difficult economic
times, and have made retirement projections based on our commitments to
UC. We have watched as UC executives get large sums in compensation
while the salaries of APs keep falling behind inflation.
Staff with more years of service often have highly specialized skills,
knowledge and abilities. UC’s proposed changes to the layoff
policy encourage the “brain drain” that has already started
at UC and threatens to further damage the institution. It also leaves
UC open to charges of age discrimination. Union-represented UC
employees are unlikely to be affected by similar policy changes. As
with the mandatory furlough program, UC is exploiting a
“two-tier” system where employees without union contracts
will likely bear the brunt of layoffs and reorganizations. That will
push morale even lower. “For the University to say that the
experience, loyalty, and many years of service to the campus community
counts for next to nothing is truly insulting,” said one
administrative professional who wrote to UC and UPTE about the
Currently, the 99 category is not a bargaining unit,
but a catch-all category determined by UC for those whose
job titles were never included in any defined bargaining
unit. In order to start the process to unionize these
employees, they must first be divided into logical
bargaining units, also known as communities of interest. Administrative
Staff Professionals may join UPTE at any time and
enjoy all the benefits of membership except being
represented in collective contract bargaining. Dues are a
maximum of $22 per month, based on the 1.15% UPTE-CWA
dues rate for those not under a contract. Click here to download an application.
Click here for a flyer on the union difference listing why unrepresented UC workers need to organize and we have a Frequently Asked Questions (FAQ) flyer as well.
UCLA can be a great place to work...
don't let the UC Regents limit your
California Office at UCLA
1015 Gayley Ave., Suite 301
Los Angeles, CA 90024
Phone (310) 443-5484
Fax (310) 443-5487
Grievance Hotline (310) 859-2234