We, the undersigned providers at LifeLong Medical Care, stand with the Union of American Physicians and Dentists (UAPD) as we bargain a successor contract. Since December 2025, our team and LifeLong have met across twelve sessions. The current contract expires September 27, 2026, now just weeks away. We are writing so the Board understands plainly where things stand. Providers have come to the table in good faith and moved on multiple proposals, but on the issues that matter most, wages, workload, and maintaining the status quo, LifeLong has not.

Where LifeLong Hasn't Moved

1. WAGES
LifeLong has proposed: A one-time 1.5% increase across the entire three-year contract, paired with a bonus program that is not guaranteed and pays out only if providers see more patients.

• Spread across three years, 1.5% does not come close to the rising cost of housing, healthcare, and everyday essentials in the Bay Area. In real terms, it is a pay cut for providers who are already underpaid relative to comparable employers.
• Asked directly whether 1.5% was the most LifeLong could offer, LifeLong's own negotiator confirmed it was not. Yet the number has not moved.

2. WORKLOAD
LifeLong's position: Providers have brought a full set of workload proposals to the table. LifeLong has rejected or refused to move on them:

• Panel size and staffing ratios. LifeLong has declined to include any panel size or staffing standard in the contract, calling it a management right. Providers who have asked IT and management for their own panel numbers have been denied that information.
• Professional judgment in scheduling. LifeLong rejected this outright and, across multiple sessions, offered no counterproposal, despite its bearing on providers being asked to practice in ways that jeopardize their license.
• Workload. LifeLong rejected the process this proposal establishes for providers to assess workload concerns with their supervisors and receive the necessary support to help reduce provider burnout and turnover.

3. MAINTAINING THE STATUS QUO
LifeLong's position: When UAPD asked to include status quo protection in the contract, LifeLong responded by asking providers to "trust us" and to give the organization "one more chance," with the same assurance it had offered after prior changes on which the union and providers were never consulted.

• During the current contract, UAPD has repeatedly had to serve cease-and-desist demands to stop LifeLong from unilaterally changing the conditions of providers' work without the notice and bargaining our contract requires, including relocating providers, changing their health benefits, and cutting a negotiated incentive program.

What We Are Asking of the Board
We call on the Board to act. We urge you to direct LifeLong leadership to return to the table with real, substantial movement on wages, workload, and maintaining the status quo, and to reach a fair successor agreement before the current contract expires. The providers who keep LifeLong running are asking the Board to stand with them before this
reaches a breaking point.

By signing below, I affirm that:

• I call on the LifeLong Board of Directors to direct leadership to return to the bargaining table with substantial, meaningful movement on wages and workload, to bargain in good faith toward real protections from unilateral changes to the conditions of our work, and to reach a fair successor agreement before the current contract expires on September 27, 2026.
• I stand with my colleagues across every LifeLong site in support of our bargaining team, and I am prepared to take further collective action if LifeLong does not move toward a fair agreement.