The educational consultants and librarians of Unit 21 includes consultants who work with educational programs from pre-kindergarten through post-secondary or higher education, and the state librarians and archivists.
The BOE and CDTFA Joint Committee met on November 29, 2017, with representatives from the Government Operations Agency (GovOps), the California Department of Human Resources (CalHR) and the Department of Tax and Fee Administration (CDTFA).
“Working with the department for four months allowed us to establish a more productive working relationship” said Joel Chan, a Business Taxes Specialist I in Oakland. “As CDTFA and BOE enter an era under new leadership, we want to continue to build upon what we have developed during this process.”
The BOE and CDTFA Joint Committee met on November 9, 2017 with representatives from the Government Operations Agency (GovOps), the California Department for Human Resources (CalHR) and the Department of Tax and Fee Administration (CDTFA).
The employees who work in the Alcohol division will have their functions and work embedded in CDTFA, and the state made it clear that the resources and authorities for these employees to do their work would be in place.
The CDTFA Joint Committee met on October 11, 2017, to continue discussions regarding the restructure of the Board of Equalization and the formation of the California Department of Tax and Fee Administration. The majority of the meeting was dedicated to addressing the issues that are impacting our members who work at BOE. After weeks of worksite meetings at BOE and CDTFA and a phone banking campaign to contact BOE employees, the team identified and brought to the table those issues that have been affecting our BOE members.
Some of the BOE issues that the team raised include:
On September 27, 2017, the SEIU Local 1000 committee met with representatives from the California Department of Human Resources (CalHR), the Government Operations Agency (GovOps) and the California Department of Tax and Fee Administration (CDTFA) to discuss the issues raised by our members regarding the restructure of the department.
Professional development and upward mobility are key priorities for our union, and our members, and an innovative new Information Technology (IT) Apprenticeship Program offers Sacramento-area members an opportunity to improve their state careers.
Our union leaders have established a Joint Committee with the state to preserve and protect members’ rights during the upcoming restructuring at the Board of Equalization (BOE).
After the passage of the Taxpayer Transparency and Fairness Act of 2017, the state reorganized BOE into separate entities: California Department of Tax and Fee Administration (CDTFA), and BOE. In 2018 the Office of Tax Appeals (OTA) will be established.
On August 16, 2017, SEIU Local 1000 met with representatives from the California Department of Human Resources (CalHR), Government Operations Agency (GovOps) and the California Department of Tax and Fee Administration (CDTFA) to continue to mitigate the impact of the restructure.
Our union met with representatives from the California Department of Human Resources (CalHR), the California Department of Tax and Fee Administration (CDTFA) and the Government Operations Agency (GovOps) to kick off the Joint Labor Management Committee that will address the recent restructure of the Board of Equalization (BOE).
SEIU Local 1000 Establishes a Joint Committee with CalHR and the California Department of Tax and Fee Administration to Ensure that Member Rights and Working Conditions are Maintained During the Restructure
Our union negotiated with the state to establish a committee to identify and make recommendations on the impacts that will result from the restructure of the Board of Equalization. With the passage of the Taxpayer Transparency and Fairness Act of 2017, the state is reorganizing the Board of Equalization into three separate entities – the Board of Equalization (BOE), the
As you may know, one of our big gains we made through bargaining involves geographic task force, which will look at how workers who do the same job and work in high cost-of-living regions are compensated.
The State and our Union will participate in a task force to evaluate how the cost of living in certain areas creates recruiting and retention problems for certain state jobs.
We are looking for members to participate in the Geographic Compensation Work Group who are deeply connected and have direct experience dealing with this issue. Are you interested?
Governor Jerry Brown today signed Senate Bill 28 (Pan), the bill authorizing the Memorandum of Understanding between the state and SEIU Local 1000, our union representing 96,000 employees, about 40% of the state’s workforce.
The deal was reached between the state and Local 1000 on Dec. 3, 2016, after eight months at the bargaining table and just two days before an impending strike.
In a big step forward, our Tentative Agreement (Senate Bill 28) cleared the Senate on Feb. 17 with a 26-7 vote.
Our TA cleared two previous hurdles earlier in February by being approved by two Senate committees.
The bill now moves to the Assembly. SB 28 will first be heard in the Assembly Budget committee on March 2 upon adjournment of the Assembly floor hearing that day. The bill will be voted on by the Assembly floor at a future date, then on to the governor’s desk for his signature.
Our Tentative Agreement cleared two hurdles this week as it makes its way through the Legislature and closer to the Governor’s desk.
Vice President for Bargaining Margarita Maldonado testified before two Senate committees in support of our agreement, and both committees voted to move the TA forward.
Speaking on Feb. 6, Maldonado told the Senate Public Employees and Retirement Committee that we represent about 40% of California’s total state employees and provide a broad range of valuable services to California and our communities.
After nearly eight months of negotiations, we have reached a tentative agreement with the state, early Saturday morning, on a contract we can all be proud of.
Below is a basic overview of what we won on compensation. This overview does not include any information on the non-economic improvements that were agreed upon, or how we plan on addressing some of the concerns we raised about the state’s conduct during bargaining. As we work to finalize and compile all of the tentative agreement we will send you additional details.
We have been in negotiations with the state for six months and have reached agreement on many items. Our intention is to continue to negotiate in good faith on all remaining terms. However, we have not yet reached agreement on a livable wage that values our work and respects the services we provide to all Californians.
Local 1000 members provide valuable services to the state of California and our communities. We believe everyone who works hard for a living should be able to provide for their families.
Our bargaining team met with the state for the first time in three months and ended the week frustrated by a continued lack of movement by the state on key issues.
Earlier in the week, our team presented eye-opening information illustrating the gender pay gap in state civil service. Our union is 66% women and 34% men. The seven unions the state has reached agreement with, overwhelmingly comprised of men, are paid a staggering 43% more than Local 1000 members.
Our bargaining team worked hard today with the state’s negotiators to achieve a common understanding of the state’s Civil Service Improvement (CSI) initiative – a broad-based strategy to reform civil service employment, including recruitment, training, and a much-needed revamp of outdated classification specifications.
Our team is working to solve some deep frustration with the state’s slow progress and the lack of involvement with our union to create a real plan with real timelines.
Our bargaining team met with state negotiators today for a detailed discussion about the cost of retiree health care – one of the key issues remaining to be settled as we work for a contract we can all be proud of.
“We’re challenging the assumptions the state is using to calculate the costs of this benefit and the share our members will be asked to pay,” said Yvonne R. Walker, Local 1000 President.
Boosted by the actions in our workplaces over the last few weeks, our bargaining team returned to the table today with state negotiators and called for a pay raise that respects the valuable services we provide to all Californians.
We reminded the state that in the months since we last bargained, we heard from thousands of members who said at town halls and in surveys that the state’s offer doesn’t recognize our hard work; that working families shouldn’t have to live paycheck to paycheck.