After officially kicking off bargaining on April 22, 2026, Bargaining Unit 17 (BU 17), representing Registered Nurses, has begun unit-specific negotiations with the State. As one of the largest and most complex units, BU 17 is approaching bargaining with a strategic, member-driven focus, prioritizing feedback gathered from surveys, town halls, and worksite engagement.

Since bargaining began on April 22, the BU 17 bargaining team has reported early progress on contract preparation and language review. Please find below a summary of the most recent bargaining discussions and updates for Bargaining Unit 17:

Articles & Proposals

• A total of 57 article sections have been presented to date.
  2.4.17 Distribution of Union Information (protect and carry forward existing rights)
  5.17.17 Classification Recruitment and Retention Committee (protect and carry forward existing rights)
  8.13.17 Court Appearance and/or Court Subpoenas
  8.24.17 DDS Vacation Scheduling: Three Vacation Period Scheduling Method
  8.25.17 DSH Vacation Scheduling
  8.26.17 Department of Veterans Affairs Vacation Scheduling
  8.28.17 Paid Education Leave
  8.29.17 Non-Paid Educational or Research Leave
  10.5.17 Safety Orientation
  10.7.17 Protective Clothing and Equipment
  10.10.17 Medical Monitoring
  10.15.17 Personal Alarms: CDCR
  10.16.17 Alarm System: DDS and DSH
  10.18.17 Referral of Assault/Battery
  10.24.17 Immunization Against Diseases
  10.25.17 Infectious Disease Control
  10.35.17 Employee Self-Protection
  10.36.17 Incident Debriefing
  13.2.17 Informal Performance Discussions
  13.6.17 Performance Appraisal
  13.7.17 Performance Appraisal of Nursing Practices
  13.11.17 Nursing and Upward Mobility Joint Labor Management Committee
  13.12.17 Employment Opportunities
  13.18.17 Professional Practice Groups
  13.24.17 Orientation
  13.25.17 Mandatory Training
  13.26.17 Non-Mandatory Training
  13.27.17 In-Service Training
  13.28.17 Education and Training Opportunities and Resources
  13.29.17 Research Projects15.4.17 Employee Opportunity Transfer
  16.7.17 Continuation of Benefits
  19.1.17 Hours of Work
  19.3.17 Rest Periods
  19.4.17 Meal Periods
  19.7.17 Report Preparation Time
  19.9.17 Exchange of Days Off
  19.16.17 Change in Shift Assignment
  19.17.17 Mixed Shift Work Weeks
  19.18.17 Rescinding Approved Time Off
  19.19.17 Work Week Group (WWG) Definitions
  19.22.17 Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services
  19.23.17 Overtime Voluntary Scheduling (Excluding CDCR)
  19.25.17 Travel Time
  19.26.17 Workweek Correctional Institutions
  10.11.17 Hazardous Materials (Proposal)
  10.19.17 Prevention and Management of Assaultive Behavior or Therapeutic Strategies and Interventions Training (Proposal)
  10.38.17 Rest Areas (Proposal)
  14.4.17 Duty Statements/Post Orders, and Work Instructions (Proposal)
  14.20.17 Classification Reviews (Proposal)
  11.1.17 Special Salary Adjustments (Proposal)
  11.2.17 School For the Deaf and Blind Pay Differential (Proposal)
  19.6.17 Show Up Time (Proposal)
  19.8.17 Flexible Work Hours and Alternate Work Schedules (Proposal)
  19.24.17 Floating (Proposal)
  20.7.17 Post and Bid Procedure for Vacant Positions – DDS & DSH (Proposal)
  20.9.17 Post and Bid Assignments by Seniority – CDCR (Proposal)
  
• The team also confirmed 16 tentative agreements (TAs).

These tentative agreements do not introduce new language, but instead protect and carry forward existing rights, benefits, and workplace protections that members currently rely on.

During the May 5 bargaining session, the following proposals were formally presented to the State for consideration. These items have not yet been agreed to and are still awaiting a response from the State.

20.9.17 Post and Bid Assignments by Seniority – CDCR

Part of the post and bid language was strengthened to improve employee opportunities and flexibility, including a continuous bid process, higher percentages of union positions, and increased mobility within facilities while maintaining a balance between union and management positions. At DSH and DDS worksites, staffing ratios have not been consistently followed, leading to imbalances in position allocation. Strengthening contract language is intended to ensure clearer enforcement of these ratios and consistent application of negotiated staffing structures to better protect union-controlled positions.

11.1.17 Special Salary Adjustments (Unit 17)

Special Salary Adjustments (SSA) are being prioritized as part of the overall financial package being negotiated. BU 17 emphasized the need to address long-standing pay inequities, particularly for nursing classifications, where experienced state nurses are now earning less than new hires receiving higher starting salaries and sign-on bonuses. The SSA was a key proposal to correct wage compression, recognize years of service, and improve pay equity across affected classifications.

11.2.17 School for the Deaf and Blind Pay Differential (Unit 17)

BU 17 bargaining team took action to formalize Article section 11.2.17 School for the Deaf and Blind Pay Differential by incorporating it into the contract by rolling in the previously negotiated August Side Letter. The provision seeks to convert the existing Side Letter agreement into enforceable contract language, ensuring the differential is formally recognized as part of compensation and included in retirement calculations. This action is intended to secure and preserve the pay differential for employees at the Schools for the Deaf and Blind within the negotiated contract structure.

“We are reviewing each section carefully and strategically,” BU 17 Bargaining Team. “Our goal is to ensure the contract reflects current operations while protecting the rights and working conditions of Registered Nurses.”

BU 17 bargaining team also expressed concerns regarding the pace and flow of negotiations with the State’s representative. Despite the union presenting a significant number of article sections, the State has only responded with a limited number of tentative agreements to date. The bargaining team continues to emphasize the importance of timely responses to maintain momentum and ensure productive negotiations within the limited bargaining timeline.

Bargaining Schedule & Ongoing Communication

BU 17 will continue meeting with the State at the bargaining table on scheduled bargaining days, Mondays and Wednesdays throughout this bargaining cycle. Updates and progress reports will be communicated every Thursday to ensure state workers stay informed and engaged as negotiations move forward.

The next bargaining sessions will continue building on this progress as BU 17 works toward a strong and updated agreement that reflects the needs of Registered Nurses across California.

BU 17 Bargaining Team
Chair, Vanessa Seastrong – DSH
Vice Chair, Kimberly Manuel – CDCR
Alternate Vice Chair, Elsa Monroe – CDCR
BUNC Member, Michele Taylor – CDCR
BUNC Member, Leticia Whitman – CDCR