With the current attacks on science, research, and many of our fundamental rights, STEPs have an urgent opportunity in this first contract campaign to strengthen our jobs, LBNL, and the University of California as a whole.
On July 28, STEPs joined fellow Research Professionals (RPs) in UAW 4811 who’ve recently won many standard-setting rights, protections, and benefits for UC staff. Now it's up to STEPs to enforce our new rights and bargain additional rights on specific issues we face at the Lab.
Initial Bargaining Demands (IBDs) represent the broad priorities of STEPs, which the elected bargaining team drafted after hundreds of conversations and reviewing surveys. IBDs are a high-level preview of the improvements to our jobs that we will campaign to win in a contract that will strengthen the university.
An overwhelming majority of STEPs signing these demands will show UC leadership that we are steadfast and unified in our pursuit of enforcing our strong contract and bargaining over specific topics on the issues STEPs face in the workplace.
Read the IBDs below and sign to show your support for our collective demands.
Wages & Compensation
Begin the implementation of the 27.8% wage (including ratification bonus) increase over 4 years from the RP contract in time for October 1st, the start of LBNL’s fiscal year. Implement a step-based wage scale to ensure wages grow with experience and provide annual cost-of-living adjustments per the RP contract.
Pathway to Career Development & Advancement
Implement the fair and enforceable process to request reclassification, address career stagnation, and create pathways for term workers to convert to career appointments as set in the RP contract. All employees are entitled to a clear job description and timely reviews for promotion as responsibilities increase.
Workload Protection
Following the RP contract, implement the fair and enforceable process to ensure STEP’s workloads are reasonable and job duties are clearly and collaboratively defined to protect against overwork and “job creep.” Enforce the RP contract’s procedures and standards for compensation to address increasing workloads, expanding job responsibilities, and work beyond regular work hours.
Time Off & Leave Policies
Commensurate with the RP contract, ensure that STEPs have access to one floating holiday per year that can be used any time, guaranteed leave to attend immigration hearings, and 3 days of sick leave for all new employees. Implement the enforceable right to time off and leave such that requests cannot be unreasonably denied. Ensure that non-FMLA eligible STEPs are entitled to 4 weeks of paid parental leave.
Benefits
Maintain all current benefits available in the RP contract. Retain the current LBL tuition assistance program for STEPs which covers the full cost for in-state tuition.
Work Modality
Implement enforceable protections for STEPs with hybrid and remote work modalities and clear pathways to a remote or hybrid modality per the RP contract. Ensure STEPs are aware of hybrid and remote work arrangements.
Inclusive Work Environment
Implement the grievance procedure, per the RP contract, to protect STEPs against harassment, abuse, bullying, and discrimination in all forms as well as to protect STEPs access to timely, interactive processes that address accessibility needs.
Job Security
Ensure that layoff, reduction in time protections, and additional job security related to work visa issues are commensurate with the RP contract. Ensure STEPs affected by layoffs will be able to have a payout of up to 26 weeks.
Grievance & Arbitration
Implement a fair and timely grievance procedure with access to neutral and binding arbitration commensurate with the RP contract.
STEP-UAW reserves the right to submit proposals on additional accretion bargaining topics not specifically listed and to modify any proposal.