We are pleased to announce that the elections for Bargaining Unit 15 have been successfully completed. We are excited to welcome some new members to our bargaining team. Their fresh perspectives and insights will be invaluable as we continue to advance the interests of our unit.
Chair: Eric Murray – CDCR
Vice Chair: Garth Underwood – CDCR
Alternate Vice Chair: Kevin Quaife – CDCR
BUNC Member : Karen Maddox-Long – DGS
BUNC Member: Francis Vierra – CDCR
As always, our strength lies in our unity. It is crucial that we continue to build power in our worksites. This means actively participating in surveys when they are distributed and identifying new leaders within our worksites. These leaders will play a key role in disseminating information to the various teams under Unit 15, including our bargaining team, Joint Labor Management Committee (JLMC), and task force.
Member engagement is the cornerstone of our success. Your participation and feedback are essential in shaping our strategies and achieving our goals. We need every member to be involved, to voice their opinions, and to contribute to our collective efforts. By working together, we can ensure that our voices are heard, and our needs are met.
If you have any ideas, questions, or concerns, please do not hesitate to reach out to us at [email protected] Additionally, if you are interested in becoming a job steward for Unit 15, please Click Here and fill out the application to join one of our steward training programs.
Together, we are stronger. Let’s continue to work together to uplift our unit and achieve our collective goals.
We Want to Hear from You!
By Eric Murray
As we prepare for the negotiation phase for our new contract in 2026, we are reaching out to you, our valued members, for your input and ideas. Your voice is crucial in shaping a contract that truly reflects our collective needs and aspirations.
What Would You Like to See in the New Contract?
We are eager to hear your suggestions on what should be included in the upcoming contract. Whether it is improvements in working conditions, better benefits, or new initiatives, your ideas are essential. This is your opportunity to influence the terms that will govern our work environment and ensure that it meets our shared goals.
Share Your Stories
In addition to your ideas for the new contract, we would love to hear what the current contract has meant to you. How has it impacted your work life? What changes have you noticed? Your stories are powerful and can help illustrate the importance of our collective bargaining efforts.
Get Involved
If you are interested in contributing your ideas or sharing your experiences, please reach out to us at [email protected]. Your participation is vital to our success, and we look forward to hearing from you.
Together, we can build a stronger, more supportive work environment. Thank you for your continued dedication and involvement.
Know Your Rights!
As state workers, we have certain rights and protections that are backed by state laws, federal laws, court decisions, and agreements with CalHR. One of these rights is known as the Weingarten Rights. These rights came into being when a Union member was being investigated for alleged theft without a union representative present, even though they requested a representative to be present multiple times. When management couldn’t find anything wrong with what they did, they requested that the member keep this incident quiet, but the member immediately reported the incident to their union representatives. The union representatives filed an unfair labor practice against management and won the case when it was bought before the National Labor Relations Board.
When do you have the right to request a Union Representative?
You have the right to have a Union Representative present for any meeting that may be an “investigatory interview or meeting.” If management wants you to explain, defend, or admit to misconduct that could be the foundation for disciplinary action, if you reasonably believe that the investigation may have an adverse consequence to your job status or working conditions, you have a right to representation.
Management does not have to advise you on if you need your union representative present nor can they ask for a representative on your behalf. If you feel like you need a representative, ask for a union representative.
If you are called into a meeting:
If management calls you into a meeting, ask what the meeting is about and what you can do to prepare for the meeting. If management does not tell you what the meeting is about, contact your job steward and inform them of the meeting. If management does not allow you to bring a job steward into the meeting, repeat your request for a job steward in front of a witness. Do not refuse to attend the meeting, but respectfully decline to answer any questions until your job steward or union representative is present.
Your job steward has the right to play an active role in the meeting; they are not just a witness.
If management declines your request for union representation and orders you to answer questions without your representative present, they are committing an unfair labor practice (ULP), and you have the right to refuse to answer. Disciplinary action taken under these circumstances could be challenged as improper at PERB (Personnel Employee Relations Board).
This Statement could save your job!
If this discussion could in any way lead to my being disciplined or terminated, I respectfully request that my union steward be present at this meeting before I answer any questions. Without representation present, I choose not to respond to any questions or statements.
If you have any questions regarding your rights, please contact us at [email protected], call the Member Resource Center at 866.471.SEIU (7348), or get in touch with your local job steward or representative.
Union Local 1000 Launches Statewide Listening Sessions to Boost Correctional Worker Wellness
In a groundbreaking initiative, Union Local 1000 is spearheading efforts to enhance the well-being of correctional workers across the state. Recognizing the unique challenges faced by these essential workers, the union has organized a series of Wellness Culture Listening Sessions aimed at gathering input directly from its members.
These sessions, held in various locations to provide a platform for correctional staff to voice their concerns and suggestions. The goal is to develop a comprehensive wellness program tailored to address the specific stressors and needs of correctional employees.
“National studies indicate that nearly 60% of stress among correctional staff stems from policies, procedures, and administrative factors, rather than interactions with incarcerated individuals,” said a spokesperson for Local 1000. “Our listening sessions are designed to capture the real experiences of our members and use that feedback to create a supportive and effective wellness program.”
Our Union is partnering with One Voice United to ensure the program is robust and impactful. Participants are encouraged to RSVP in advance to secure their spot at these in-person sessions, which also include provisions for food and refreshments.
By actively involving correctional workers in the development process, Local 1000 aims to foster a healthier, more supportive work environment. This initiative underscores the Union’s commitment to the well-being of its members and highlights the importance of mental health and wellness in the correctional field.
For more information and to register for a session, members can visit the Local 1000 website or contact the Member Resource Center.
Unit 15 Statewide CSC Food Services JLMC Meeting August 2024
Our Union’s Bargaining Unit (BU) 15 Statewide Correctional Supervising Cook (CSC) Food Services Joint Labor Management Committee (JLMC) met with CalHR, CDCR, and CCHCS to address issues we experience across the state. We voiced our concerns about the following topics:
- Realignment changes
- Broken equipment
- CCHCS CSCs doing SCC duties
- Need for more incarcerated workers
We emphasized the importance of getting equipment fixed or replaced in a reasonable amount of time. We uplifted the need for a larger incarcerated workforce and the ability to schedule additional hours as needed. We brought to light that in some institutions, CSCs are doing the SCC duty of ordering from outside venders, and the State agreed that they shouldn’t be.
“We are disappointed and frustrated with the changes made to food services with lack of input from all stakeholders.” ~Garth Underwood, Correctional Supervising Cook
To learn more about your CSC JLMC, led by Garth Underwood, along with Eric Murray, Francis Vierra, Kevin Quaife, and Pete Garza go to www.seiu1000.org
Our next meeting will be in November 2024.
Question and Answers
Q: When will we receive our shoe allowance?
A: The shoe allowance will be paid out on September 1 of every year, as stipulated in the contract.
Q: How often can an individual post and bid for a position in DGS?
A: Individuals can post and bid for a position annually.
Upcoming Events
Stewards don’t forget to attend the monthly meetings on the first Thursday of the month.