California Budget: May Revision
The Governor’s May Revise tried balancing the budget on the backs of state workers by freezing our agreed upon raises but SEIU Local 1000 fought back. We met with lawmakers, testified at the Capitol and made sure the people in charge heard from state workers and bargained in good faith to protect what we won in our contract.
Statement on July Paychecks
Aug 1, 2025
We know many of us are concerned because our July paycheck was lower than expected. According to CalHR, that’s because both the 3% General Salary Increase (GSI) and the 3% Personal Leave Program (PLP) deduction took effect on July 1. And since the PLP deduction is applied after the raise, it results in a slight decrease in take-home pay for the July pay warrant.
When We Fight, We Win!
Our SEIU Local 1000 bargaining team reached a side letter of agreement with the state. Read the full details below:
Break Down of Our Side Letter Wins
Check out the victories we secured through our latest side letter agreement. These wins are a direct result of member action and unity. Download and print our flyer to distribute to your coworkers! We’re stronger when we’re informed!
We Took Action Against CHP
On Monday, we filed a cease and desist letter with the California Highway Patrol (CHP) and requested a formal meeting. We fought to make sure the return-to-office (RTO) pause applied to all SEIU Local 1000-represented departments, but the State forced us to leave CHP out. That’s why we took action and why we’ll keep fighting to protect telework and stand up for our members.
If you work at CHP, get involved. Become a job steward. The more of us who are informed and can take action, the more power we have to win!
Celebrate Our Victory!
Show your support with our downloadable Zoom backgrounds
Two Versions for Desktop
Two Versions for Mobile
Print our downloadable picket signs to display at your desk or use at the next rally:
Sunday, June 29: Update
Bargaining Agreement Reached
We’ve reached an agreement with the State that protects your raise, pauses the return to office order, and gives us a path to bargain again in 2026.
Earlier this year, Governor Newsom and the State Legislature asked all unions to return to the table to address the state’s budget crisis. When they canceled our negotiated raise, SEIU Local 1000 pushed back. Through tough negotiations, we secured an agreement that defends what we won and limits the impact on workers.
Here’s what’s in the agreement:
Protected our 3% General Salary Increase (GSI), effective July 1, 2025
This raise was negotiated in our 2023 contract and applies across the board for all classifications and all units in SEIU Local 1000.
An additional 3% GSI for July 2026 (deferred to 2027)
We locked in a second across the board 3% raise. While it’s deferred to July 1, 2027, this protects our members’ future economic security. Securing this 3% GSI ensures that an additional GSI will be applied to our pension and overtime in 2027.
Return-to-Office (RTO) order paused through July 1, 2026
Departments must return to the telework agreements that were in place before March 2, 2025. In addition, departments are blocked from making any new RTO policy changes for the next 90 days. This is an important step in our continued fight for telework.
3% OPEB contributions will pause from August 1, 2025 through June 30, 2027
Starting August 1, 2025, member contributions to future retiree health care costs will be suspended for two years. This will boost take home pay starting with the September 2025 pay warrant and help offset the impact of PLP.
3% Personal Leave Program (PLP), from July 1, 2025 to June 30, 2027
To meet the Administration’s demand for cost savings, this agreement establishes PLP. It reduces take home pay by 3% but gives employees five hours of Personal Leave per month, which can be used just like vacation or annual leave, and can also be cashed out.
Vacation and Annual Leave cap increased to 760 hours
Effective July 1st, 2025, represented employees will be able to carry over a maximum of 760 hours of leave to the next calendar year compared to our previous cap of 640 hours.
No furloughs or additional PLPs during this agreement
The PLP above is the only leave reduction program permitted through June 30, 2027.
We retain the power to bargain again in 2026
Even with this two year agreement, we have the option to return to full bargaining in 2026. That means we will still fight for further raises and additional improvements for 2026. The fight for respect, fair pay, flexible telework and workplace rights will continue.
We’ve now concluded negotiations and finalized this agreement. We’ll share the full side letter shortly.
In the meantime, stay tuned and stay united.
SEIU Local 1000 Bargaining Team
Frequently Asked Questions
SALARY INCREASES
1. Are we really getting a 3% raise if there’s also a 3% PLP deduction?
2. Is the additional 3% GSI for 2026 on top of future raises we may negotiate?
3. What will my net pay look like?
For most members, take-home pay will increase by +3% once all changes take effect. Here’s the breakdown:
- + 3% base salary increase starting July 2025
- – 3% PLP deduction, with five hours of Personal Leave each month in return
- + 3% increase in take-home pay starting August 2025, when OPEB contributions are suspended
Note: Some employees, like permanent intermittent, seasonal, or temporary workers, may see a different impact based on their classification based on eligibility for PLP or OPEB. Please refer to the side letter for details.
OPEB (Retiree Health Contributions)
4. Does suspending OPEB contributions affect my retirement?
PLP (Personal Leave Program)
5. How does PLP work for part-time and intermittent employees? Can we opt out?
For part-time, intermittent, and academic employees, PLP is applied on a prorated basis, as outlined in the side letter. Participation is not optional. Please review the side letter for details.
6. What happens if I don’t use my PLP hours?
7. Does PLP affect my seniority, retirement, or benefits?
8. Why did we agree to PLP at all?
VACATION AND ANNUAL LEAVE
9. How does the leave cap increase work?
RETURN TO OFFICE (RTO) & TELEWORK
10. My department is still requiring me to come into the office even after this agreement. Is that allowed? What can I do?
11. Can departments force employees, including those hired under 100% telework agreements, back to the office on day 91?
No. The Governor’s 4-day RTO mandate is delayed for at least a full year — until July 1, 2026. During the first 90 days after the agreement’s ratification, departments are completely blocked from making any new telework changes. After that, they must provide 30 days’ formal notice and meet-and-confer with the union before implementing any changes.