We continue to be disappointed by UTPE's unfounded allegations and rhetoric and its efforts to engage in a premature strike that will occur while we are still engaged in negotiations. For example, the University very recently passed a significant economic offer that provides these valued employees with 5 percent increases in 2025, provides additional step increases for two of these units, and brings any employees making less than $25 an hour up to $25 an hour by July 1, 2025.
The University has also offered expanded sick leave, health care subsidies, and a process for making and appealing equity requests. In short, the University's package provides employees with generous increases, subsidies to offset health care increases, the ability to raise compensation concerns, and broader access to sick leave. The University looks forward to UPTE returning to the table, as scheduled for next week so we can reach a fair deal for our valued employees.
The term bad faith bargaining has a clear legal definition, and we look forward to PERB determining if that legal criterion has been met. Meanwhile, it is important to note that in filing an Unfair Labor Practice charge, a charging party can make accusations without merit, as PERB will determine merits after considering the filing and the respondent's filing. In a time of heated rhetoric and abundant misinformation, the University of California, as a public institution, has a duty to call out these types of falsehoods and set the record straight.
For instance, UPTE's claim regarding healthcare costs fails to acknowledge that the parties are continuing to negotiate health benefits. In the meantime, employee contribution rates have not increased. Furthermore, in the negotiation, UC has proposed premium subsidies that, if accepted by the union, would offset premium increases by as much as $6,000 per person for the contract's life. We have not heard back from UPTE on that proposal.
UC has not seen, reviewed or verified the separation rate data cited by UPTE. The five years UPTE referenced includes the pandemic, which saw unprecedented upheaval in the workforce, particularly in the health care sector. In addition, the research and healthcare sectors have grant funding-dependent staffing levels, resulting in higher separations than most other job functions. We have recently met with UPTE to review their request for vacancy rate information, attempting to ensure the information we are working to provide meets its interest and matches the data that the University has available.
Contrary to their public statements, UPTE has continued to present proposals, so this information request is not preventing the union from bargaining. We have recently met with UPTE to review their request for vacancy rate information, attempting to ensure the information we are working to provide meets its interest and matches the data that the University has available. UC will continue to work in good faith to provide UPTE with information.
Beyond bargaining, if and when UPTE chooses to strike, the University is prepared to make every effort to ensure the critical operations of the University system, which includes patient care, continue at a level of excellence UC patients, students, faculty and staff expect.