COT Bargaining Update
On August 26, 2026, your UPE Office Technical Bargaining Team continued negotiations with Sacramento Superior Court. This was the last scheduled bargaining session before the expiration of the contract on August 31, 2026. The parties did not reach agreement and remain far apart on key issues, but the sides did schedule another meeting for September 3, 2026.
The Court increased its compensation offer to a one-time payment of $1,000 for all employees. This is only a $250 increase for employees with less than ten years of service compared to their last proposal and represents no increase for employees with ten or more years of service.
At the same time, UPE uncovered that the Court found the funding to increase the pay for the Court Executive Officer position by 5% in January of 2025 from $10,500, at top step, to $11,025 per bi-weekly pay period. Still, now the Court claims it can only afford a one-time payment for our members?
Your UPE Bargaining Team was adamant: this proposal is not enough to address the cost-of-living increases that our members are facing. Members do not need another pat-on-the-back email; they deserve fair compensation!
The Union continues to demand that the Court do more to improve working conditions at the Court. This includes a union proposal to help keep assigned clerks in their own Courtroom. It does so by requiring training whenever it is identified that an alternate clerk cannot cover a courtroom. It would also establish an equitable rotation among assigned clerks when they are pulled to cover other Courtrooms. In this way, all Courtroom Clerks would have a more equal opportunity to remain in their Courtrooms.
UPE is also proposing equal increases to the number of vacation slots for all units. UPE recognizes access to vacation remains a top priority for our members. Right now, the Court is proposing a slight increase to vacation slots for non-courtroom units but not for courtroom units. This is not acceptable.
UPE also has a proposal designed to allow for the use of leave balances or make-up time when employees come in late due to an unforeseen circumstance like a flat tire or car accident. Right now, these circumstances are treated differently depending on the courthouse and unit. UPE is working to standardize this process and guarantee equal protections for all members.
Your team's efforts have led the Court to drop their proposal to eliminate the wellness incentive as well as a proposal to require members to cancel vacation five days in advance or lose the vacation time.
Members must continue to support their bargaining team so we can continue to keep pressure on the Court. The parties are still far apart on salary, and members should remain prepared if further action is necessary. We have only one additional scheduled session, and after that we may be calling on members to take part in a strike vote if more progress is not made.
