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Strike Updates and Support

Members of the American Federation of State, County & Municipal Employees (AFSCME) at UCLA and across the UC system are on strike Wednesday to Thursday, Nov. 20–21.

Employees represented by AFSCME include those who provide patient support services and service workers who provide custodial, transportation, dining, and other support services at campuses and medical centers.

This action comes as UC and the union continue to engage in contract negotiations. UC has presented meaningful proposals to address union requests, including wage increases. Learn more about negotiations with AFSCME.


FAQs

Q. If an employee comes to work during a strike, what pay and benefits will s/he receive?
Employees who come to work will receive their normal compensation and benefits.

Q. What if my ASE or GSR doesn’t come to work as a result of the strike?
ASEs and GSRs are expected to report to work as assigned during the strike. Please contact Labor Relations (labor.relations@chr.ucla.edu) for specific guidance if your ASE or GSR does not report to work as assigned.

Q. Who should I contact if I need more specific guidance?
Please reach out to labor.relations@chr.ucla.edu.

General Information

Q: Are there any guidelines on what is or isn't permissible as a supervisor/manager?
 Guidelines for Supervisors/Managers (including principal investigators)

Permissible Actions

Impermissible Actions

Do take lawful steps to ensure safety and security at University campuses and properties.  Report misconduct or threats to safety and security.

Do not photograph, video, or generally “monitor” employees striking activity for reasons unrelated to ensuring safety, security, and access.  This includes refraining from monitoring or perusing employees’ social media.

Do take lawful steps to ensure unobstructed entrances and exits.

Do not survey or communicate with employees, including Senate Faculty, Unit 18 faculty, UAW unit members, and other employees, regarding their intention to participate in or support a strike. Such communication can be found to violate employee rights.

Do take lawful steps to ensure continuity of operations.  Do plan for potential disruption of ongoing research as a result of a strike.  Plans for the preservation of experimental materials and the like must be carefully prepared.

Do not make statements to employees intended to elicit a response concerning their union activity or union sympathies.

Do refer employees to their union if they have questions regarding union membership, union activities, and potential strike activity.

Avoid posts or comments on social media (encouraging or discouraging employees’ protected activities, including strike activity) which purport to be official statements on behalf of the University.

Do plan for supporting student academic progress, including alternate methods of instructional delivery and educational continuity.

Do not ask employees about their protected activities, their union sympathies nor the protected activities/union sympathies of others.  Protected activity includes strikes and protests concerning terms and conditions of employment or bargaining.

Promptly report threats to safety and security, violence, or other misconduct or dangerous circumstances to UCPD. For non-emergency assistance, please call UCPD at 310-825-1491. For emergency assistance, call 9-1-1.

Do not discipline, discharge, reprimand, or otherwise take adverse action against employees for protected activity, including lawful strike activity.

 

Do not deal directly, solicit grievances, or make promises to employees, including Senate and Unit 18 faculty and student employees, based on their participation/non-participation in, or support/non-support, for a strike.

Additional Resources: