A Contract We Can ALL Be Proud Of

On Dec. 10 our Statewide Bargaining Advisory Committee (SBAC) unanimously approved sending our tentative agreement to our membership for a ratification vote!

The SBAC is our union’s 200-member committee that identifies and sets priorities for contract negotiations and provides support for contract bargaining campaigns.

When we started our journey for a contract we can all be proud of, Local 1000 members across the state shared their stories about what a pay raise means for them and their families.

After eight months of negotiations and taking action in our worksites, we successfully achieved a tentative agreement that includes a $2,500 bonus, across-the-board pay raises, and many other wins in the four key areas our members established: Improvements in compensation; professional development; working conditions; and health and safety.

This tentative agreement has been a hard-fought victory, won by countless members who elected our bargaining team, attended town hall meetings, took action in their worksites and were ready to strike if necessary to hold the state accountable to its bargaining obligations, including taking action on issues since our last contract was signed.

Here are some of the highlights, but please be sure to review the Master and Bargaining Unit Summary to see all of the gains made in this tentative agreement:

Stop MOT (Mandatory Overtime):

  • Reduces the number of mandatory overtime shifts per month by one.
  • Limits the department’s ability to mandate nurses into classifications other than their own.
  • Establishes a joint task force, which will develop a plan for the reduction and eventual elimination of MOT by 2019.
  • A historic step to eliminate MOT, which is a dangerous staffing practice that harms our nurses, patients and the public. 

Fair Labor Standards Act (FLSA):

  • FLSA Exempt members’ ability to maintain a flexible schedule came under heavy assault at the table.
  • The State made repeated attempts to modify contract language that would permit management to treat FLSA Exempt members like hourly employees – but without the benefits of overtime or a clear end of the day.
  • The State wanted to impose core hours at the worksite that would add to workload and greatly reduce flexibility, but our position was firm and no modifications to the contract were permitted.

Uniforms and Aprons:

  • For all Units, shoes are considered part of the uniform.
  • Increases the Safety Footwear stipend in CalTrans and DWR for Unit 11.
  • Strengthens safety equipment language so that cooks get cloth aprons rather than plastic ones that melt.
  •  For Unit 15, the $100 shoe allowance has been extended to everybody who doesn’t have a uniform allowance and increases the uniform allowance by $50 a year.

Upward Mobility/Individual Development Plan/20-20 Programs:

  • New Upward Mobility Task Force for Unit 4.
  • Adds Units, strengthens and protects member access to 20/20 programs, which allows members to work with departments so that they can work and study during the week with no loss of compensation.
  • Individual Development Plans are separated from annual reviews and must be offered to all employees each year – a starting point for upward mobility.
  • Increases access to electronic Civil Service Examinations, which all employees can now take on state equipment and during work hours.

Vacation Cash Out and Leaves:

  • Members are often limited in their ability to use vacation or leave because of workload and understaffing – which results in large leave banks.
  • Members can work with departments to cash out up to 80 hours of leave each year.
  • Weekly overtime calculations now include military, jury and other leaves. 
  • For three more Units, in weeks when you use approved leave and are mandated overtime, the leave now counts toward overtime.
  • Our members will have greater flexibility for cash and protections to use their leaves.

10-Month Special Schools:

  • Members at special schools will now earn their salaries and take time off in the way they were meant to; the department can no longer deprive members of work to make up for their bad administration.
  • It requires that special schools employees receive 1734/1934 hours of “physical” work, and management can no longer penalize members for not accepting to work overtime.
  •  Use or cash out of CTO is at the employee’s discretion.


To see the Bargaining Summary click here.

To see the Full Tentative Agreement click here.