Search: Bargaining Updates

Highlights from Unit 17 Tentative Agreement

Early Saturday morning, the SEIU Local 1000 bargaining team reached an overall Tentative Agreement with the State. If ratified, the contract would significantly raise the wage floor for tens of thousands of state workers. It represents the largest three-year contract in Local 1000 history.

At the master table, we negotiated a retroactive pay raise for all employees, won retroactive special salary adjustments for more than 300 job classifications, maintained the health care stipend with no expiration date, reduced the pre-retirement (OPEB) funding, secured a health facility retention payment, and added, changed, or preserved a number of skill-based differentials, allowances, and other reimbursements that factor into our state income. Our general salary increase, our wage equity increase, and our unit-based Special Salary Adjustments are retroactive to July 1, 2023.

Here are the highlights from the Unit 17 (Registered Nurses) bargaining table:

14 different classifications in Unit 17 received pay increases of 5% (11.1.17 Special Salary Increases). These increases are on top of the general salary increase, retroactive to July 1, 2023, and pensionable. You can read a complete list of classifications affected by these increases here.

The educational differential for RN classifications increased by $25, which means it went from $50 up to $75. (11.57.17)

The CDPH Health Facilities Evaluator Nurses LA County Travel Incentive went from 80hrs/10 days down to 40hrs/5 days with a travel incentive that went from $167 up to $250. (11.59.17)

Seniority differential! 
Effective July 1, 2024, through July 1, 2026, multiple RN classifications will receive a seniority differential as follows: 17-19 years of state service will receive 2% of their total salary; 20+ years will receive 3% of their total salary. 

Effective July 1, 2025, RNs with 17-19 years of state service will receive 2% of their total salary; 20-22 years will receive 3% of their total salary; 23+ years of state service will receive 4% of their total salary.

Effective July 1, 2026, RNs with 17-19 years of state service will receive 2% of their total salary; 20-22 years will receive 3% of their total salary; 23-24 years of state service will receive 4% of the total salary; RNs with 25 years or more of state service will receive 5% of their total salary.

We’ve made steps to standardize vacation scheduling at DVA and CDCR/CCHCS. (8.26.17, 8.27.17)

With stronger language, we’re ensuring that safety orientation in 24-hour facilities happens within 45 days of hire and provided a process to solve issues quickly, by meeting with management in a Joint Labor Management Committee (JLMC). (10.5.17)

We’ve extended the availability of training in the prevention and management of assaultive behavior or therapeutic strategies and interventions to include CDCR/CCHCS. (10.19.17)

Overtime meals are now governed by stronger, expanded language that offers more flexibility in usage and reimbursement for DVA and CDCR/CCHCS. (12.9.17)

In ten different contract sections, we made great advances in mandatory and voluntary overtime:

• Greater transparency with a standardized mandate list. Each facility will maintain a universally-available list of impacted employees with dates of last mandated shift. This system will provide a fair and open process,  to ensure that credit for working a mandated shift is duly recorded.
   
• Better protection for days off. We’ve safeguarded against mandated shifts the day before any pre-approved day off. You can’t be mandated to work overtime on the last day of your regularly scheduled week, nor can you be mandated to work the day before any pre-approved day off.
   
• Stronger task force, early negotiations. This is our biggest win – new language that creates a Joint Labor-Management Task Force to create solutions for MOT, along with implementation plans for those solutions. The task force will meet every other month and issue a joint report to CalHR, Department of Finance (DOF), and the department heads. Here’s the kicker: this new agreement allows Local 1000 to re-open all MOT-related contract article sections on or after July 1, 2025, well before our next traditional round of contract bargaining. It’s an unheard-of accomplishment by SEIU and gives us optimism for future improvements.

This email summary shares highlights from the Unit 17 table; you may have already received the email recap from the master table. During the ratification process, you’ll be able read and learn more detail about the Tentative Agreement. Besides email, we’ll be posting information about our Tentative Agreement on our Contract Action Center page.

What happens next?

To become a contract, our Tentative Agreement must go through a number of steps in order to become law and the document that governs our working relationship with the state. Those steps include approval by the Statewide Bargaining Advisory Committee, a ratification vote by Local 1000 membership, legislative approval, and the Governor’s signature. Click here to read more about what steps we’ll be taking.

New MOT deal reached after State said “no” a week ago

Tentative agreements add transparency, accountability, and a path to improvement

One week after hearing from the State that they had “no interest” in bargaining over mandatory overtime (MOT), our team pushed back, and after a marathon 17-hour bargaining session, won three big tentative agreements: fair scheduling, better protection of days off, and a unique path to future negotiations.

“We ‘mandated’ this long bargaining session to underscore the issues our members face,” said Vanessa Seastrong, Unit 17 Bargaining Chair. “Our team pressed the State for positive change, and we won.”

Our tentative agreements, listed below, do not include a reduction in mandated shifts. Here are highlights of the important changes we achieved:

Greater transparency with a standardized mandate list. Each facility will maintain a universally-available list of impacted employees with dates of last mandated shift. This system will help employees visualize a fair and open approach to the MOT process.  The new process will allow members to ensure they receive credit for their MOT shift and know where they are actually on the list.

Better protection for days off. We’ve safeguarded against mandated shifts the day before any pre-approved day off. The day before your pre-approved day off is now considered your Friday because our contract states an employee can’t be mandated on their RDO.

Stronger task force, early negotiations. This is our biggest win – new language that creates a Joint Labor Management Task Force to create solutions to MOT, along with implementation plans for those solutions. The task force will meet every other month and issue a joint report to CalHR and the department heads with strategies to reduce MOT across all affected departments. Here’s the kicker: this new agreement allows Local 1000 to re-open all MOT-related contract articles on or after July 1, 2025, well before our next traditional round of contract bargaining. It’s an unheard-of accommodation by the State and gives us optimism for future improvements.

Here are the contract sections we reached agreement on (with changes as summarized above):

• 19.13.20 Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• 19.14.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• 19.14.17 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• 19.15.17 Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17)
• 19.15.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
• 19.34 Department of Corrections and Rehabilitation (CDCR) - Division of Juvenile Justice (DJJ) and California Correctional Health Care Services (CCHCS) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs, LVNs, CNAs, and MAs (Units 17 and 20)
• 19.36 Department of State Hospitals (DSH) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs and LVNs (Units 17 and 20)
• 19.37 California Department of Veterans Affairs (CalVet) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs, LVNs, and CNAs (Units 17 and 20)
• 19.38 Mandatory Overtime

Earlier this week, we also secured tentative agreement on these two sections governing voluntary overtime.

• 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)

You can read more about these and all of our current contract sections in our online, mobile-friendly search tool.

Unit-specific bargaining sessions are being scheduled on a day-to-day basis. We’re scheduled to return to the master table again on Thursday, August 10, and Friday, August 11.  When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

As Local 1000 works to bargain a successful contract, we’ve escalated our actions to make our demand to be respected, protected, and paid more visible – and more impactful.

On Wednesday, August 16, Local 1000 members are taking emergency action to demand living wages.

It’s unacceptable that state employee wages are so low that we can’t afford to live in California.

We provide the essential services that keep our state running. We are not backing down until we win the livable wages our families need.

Time is running out. The State of California must act now to pay its essential state workers for the important work we do. Join union members and community allies to demand livable wages NOW.

When:     Wednesday, August 16, 2023
Time:      12:00 Noon – 2:00 p.m. Lunch will be provided. 
Where:   Capitol Annex Swing Space, 1021 O St, Sacramento, CA 95814

REGISTER HERE.

Can’t join us in Sacramento? Check here for other pickets and actions organized by members across California. 

Mandatory Overtime (MOT) Side Table Summary 8.1.23​. State negotiators signal MOT is a preferred staffing tool, reject improvements, and disrespect medical staff

Today, State negotiators told us in the clearest possible terms that they don’t care about the health care professionals we represent; that the personal safety and work/life balance of the LVNs, CNAs, and RNs isn’t a priority, nor is the quality of the patient care they provide.

They told us that they have no interest in bargaining over mandatory overtime, no interest in reducing the number of mandated shifts, and no interest in finding real solutions to this dangerous practice.

Why? Because, as the State’s lead negotiator said today, state agencies like CDCR/CCHCS and DVA don’t want to make a change and prefer to use mandatory overtime as a staffing tool. What’s worse, that same lead negotiator claimed having the authority to implement a reduction in MOT, and that it wasn’t a financial decision. The departments believe reducing MOT to be too difficult.

Eliminating MOT has been a hard-fought, six-year battle. We reached agreement in 2019 negotiations for a joint task force to find solutions, which included triggers that forced a reduction in the number of mandated shifts management could impose.

Local 1000 did their share, creating solutions, participating in pilot programs, and more. At every turn, our ideas were answered with excuses or unwillingness. Our current contract called for the participation of CalHR and the State’s Department of Finance, which did not happen.

We entered this bargaining cycle with the goal of creating a pathway to eliminating MOT. Today’s session was the third we’ve had with the State on this subject. We’ve presented scores of subject matter experts backed with compelling data. All to no avail.

The State has rejected our every effort to reduce the number of mandated shifts. The State is willing to keep the task force, but as many times as Local 1000 has brought recommendations to the table, the State has failed to implement them or bring recommendations of their own.

It’s time for the nurses represented by Local 1000 to take action. If the State won’t move, we can stand together and make our demands to move them.

Here’s how you can take action:

We all know how dangerous mandatory overtime is for patients and staff, but it’s important that management hears it from all of us! Take 2 minutes and please call/email your Department Head and urge them to support our proposal because we all benefit from a safe working environment.

Use the list below to find who you should contact based on your department worksite:

• Department of State Hospitals- Executive Director  
• Department of Veteran Affairs- Director of Nursing
• Department of Developmental Services- Executive Director
• California Correctional Health Care Services/CDCR- Your facility Chief Nurse Executive 

***In order to make sure our message is heard, please remember to be courteous and respectful!

Below is a simple script to use when making your calls or emails:

“My name is _____, and I have been a nurse with the State of California for ___ years. I love my job and take great pride in quality patient care. My coworkers and I sacrificed our health and the health of our families during the pandemic because we knew our work was essential. However, we are now at a breaking point. The high vacancy rate of nurses is putting us ALL at risk once again. The shortage in nurses means we are regularly being expected to work mandatory overtime. Mandatory overtime is unsafe for patients and nurses. Please do the right thing and urge CalHR to accept our proposal to reduce mandatory overtime for nurses that work for the State of California.” 

What’s next:

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

Bargaining Unit 17 Recap: Tuesday, July 18, 2023

Today’s Unit 17 bargaining session was both brief and productive. We reached a tentative agreement that protects previous hard-fought language and exchanged and discussed two other counterproposals.

With today’s tentative agreement on contract section 19.9.17, our Registered Nurses maintain their rights to exchange hours of work with other employees of the same classification at the workplace. It’s a quality-of-life opportunity that our represented employees will continue to enjoy.

Two other issues were discussed today: discussions are back-and-forth on post-and-bid language for vacant positions at DDS and DSH. And, we’re still pressing the State for agreement on a new proposal to offer a seniority-based pay differential for Unit 17 employees with significant tenure with the state.

Here are some things you need to know:

Where does bargaining go from here?

Watch this July 13 video message from Irene Green, Local 1000 Vice President for Bargaining.

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

What is the status of our contract?

As you know, we have not yet reached an overall tentative agreement on a new contract with the State. Our rights are still protected under the terms of our previous contract, which expired on June 30. Please remember that the $260 health care stipend had a June 30 sunset clause and will not be included in your August paycheck. That issue is part of our current negotiations.

You can read about your current contract rights in this mobile-friendly, searchable database.

What actions can I take to win a good contract?

As the bargaining team works to achieve meaningful progress at the table, it’s important that we keep our focus on Union solidarity and strength building. In order for our demands to be heard, SEIU Local 1000-represented employees need to stand together. So, we encourage you to sign up for our next action on July 25, 26, and 27 when we picket CalHR in Sacramento. Click here to register.

 Stay informed with all the bargaining news at our Contract Action Central web page

Bargaining Unit 17 Recap: Tuesday, July 11, 2023

Unit 17’s bargaining session today was marked by productive discussion on a number of issues, capped by two tentative agreements that ensure greater safety for our represented nurses.

Working in prisons with inmate patients always presents the risk of dangerous interaction. These secure facilities require thorough indoctrination and training, so much so that our contract protects our right to receive such training.

Our wins featured added language to ensure the opportunity to collaborate collectively with management regarding resolution of issues pertaining to employee orientations. We reached agreement on section 10.5.17 – Safety Orientation and 13.24.17 – Orientation. Now, if management isn’t offering proper training, the issue can be referred to a Joint Labor Management Committee for solutions.

Also today, Unit 17 and the State exchanged a number of proposals and counterproposals. We will continue our work to advance our members and to resolve outstanding proposals, including those affecting our pay, our working conditions, and our benefits.

As you know, we have not yet reached an overall tentative agreement on a new contract with the State. Remember, our rights are still protected under the terms of our previous contract, which expired on June 30.

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Stay informed with all the bargaining news at our Contract Action Central web page.

Bargaining Unit 17 Recap: Thursday, July 6, 2023

The State returned to the table with Unit 17 on Thursday, July 6 to negotiate our contract. SEIU Local 1000’s bargaining team is once again facing the same issue as in previous weeks: the State’s position does not prioritize or consider the needs of nurses who have worked through COVID and remain in incredibly difficult situations.

SEIU Local 1000 presented the following proposals to the State’s negotiating team today –

• 10.19.17 Prevention and Management of Assaultive Behavior or Therapeutic Strategies and Interventions Training (Unit 17) – SEIU offered a counter proposal for this article section to strengthen the language for department equivalent training and for Joint Labor Management Committees to help resolve training issues at the departmental level
   
• 11.XXX.17 Seniority Differential (Unit 17) – SEIU presented this new proposal to benefit BU 17 employees with a seniority pay differential for their hard-earned years of state service
   
• 12.9.17 Overtime Meals Allowance (Unit 17) – SEIU presented this article section with new language that mirrors the Master table language that was passed to increase the meal allowance and for automatic payment as opposed to using the CalATERS system 

The State offered counterproposals for the following articles today –

• 13.24.17 Orientation (Unit 17) – the state rejected the Union’s language and proposed new language of their own, which the team will review and respond to accordingly
   
• 21.23.17 Recruitment and Retention (R&R) Committee (Unit 17) – the state proposed rollover for this article section
   
• Appendix 2.17 – FLSA Exempt Employee Differential (Unit 17) – the state proposed a minor language change to this contract appendix, which the team will review and respond to accordingly
   
• Side Letter 16.17 – the state proposed that this Side Letter go to the Master table, but then pulled it back for further review after being educated on this Side letter by the BU 17 Chair 

“Today seemed very rushed by the State,” said Unit 17 Chair Vanessa Seastrong. “We only received three article sections, and the State even retracted one from negotiations because they believed it didn’t involve Unit 17 and wanted to send it to the Master table.”   The BU 17 Chair, Vanessa Seastrong, had to educate the State’s chief negotiator that Side Letter 16.17 is a Unit 17 specific Side Letter.

This Side Letter (16.17) is an important piece of technical language that maintains the rights we have in our contract in the event of an oversight at the table.  The language in this Side Letter covers all the elements that may be left over after bargaining. This is a routine piece of bargaining that we have as a technicality to ensure that language remains in place even if it’s not specifically bargained over either by oversight or any other reason. “All bargaining units have shared language in Side Letters,” said team member Shelia Coonan. “Every bargaining unit has this language. Still, the State’s chief negotiator said it didn’t pertain to us exclusively, which is untrue.”

“I don’t understand how they think this didn’t apply to us,” said Coonan. “This shows a lack of care with how they’re approaching our contract. They didn’t think they were meeting with us today, resulting in a hurried, unprepared, and unfocused meeting that does not reflect our member’s priorities or a serious approach to negotiations.”

This is not bargaining as usual, but a reflection of a problem created by the State’s bargaining team. After months of working at a snail’s pace, ignoring our demands for the care and attention our contract deserves, they are now surprised to discover there is still a lot of work to do.

Of the three article sections that were discussed today, Unit 17 pushed the State’s team to consider the reality of the workplaces under discussion. One article section under discussion, 10.19.17, deals with assaultive training for departments.

“We need training for our departments to provide workplace protections from assault. Our members need to be involved in developing these programs because members are getting hurt in their workplaces and need to be trained on the issues they actually face,” said Bob Mutebi, Alternate Vice Chair.

The current trainings provided by the State are not sufficient to address the existing problems.  We need safer workplaces, and we need every worker to go back to their families safe at the end of their workday.

“What we have right now is a situation where the State finds or invents a training which is not equivalent to the dangers we face in the workplace,” said Seastrong. “Members have consistently found these trainings inadequate.” Additionally, while on the job, the State needs to ensure that during critical moments, their workforce is provided the essentials they need to do their job.

Article section 12.9.17, discussed at the table today, addresses meal tickets for members working overtime. “Our members need automatic meal tickets for overtime,” added Mutebi. “Currently, there is a long process of application, which discourages nurses and leads to them losing money while working. We also want to increase the amount from $8 to $10, to better serve the nurses who need to use these programs.”

Major issues that the State has long been aware of also need to be addressed. Experienced nurses are leaving state service faster than they can be replaced, creating critical shortages of workers for many departments across the State. Article section 11.XXX.17 would help address these issues. “We are asking for longevity pay for nurses who have worked over 16 years,” said Seastrong. “Retaining nurses is absolutely crucial for maintaining the quality of the services we provide.”

Retention is extremely challenging due to the difficult conditions and poor support and low wages provided by the State. This has led to overwork and degraded services across California.

“The current vacancy rates mean we need to have incentives in place to keep experienced nurses on the floor,” said Mutebi. “Other nurses will benefit from their experience, and patients as well, since they maintain continuity of care.”

These proposals all reflect serious issues faced by nurses across California. Without a dedicated partner at the table who will confront these problems seriously, negotiations will continue to reflect the scattered and unfocused approach of the State’s bargaining team.

 “A serious point of concern for me as the Vice Chair is that the State negotiating team assigned to us has shown very little or no commitment to adequately addressing the widely and deeply felt concerns of RN’s,” said Unit 17 Vice Chair Mary Naidoo. “Poor responses to issues we have brought forward are evidence of poor research into issues raised. The State’s lack of information to substantiate their rejections of our proposals is a clear demonstration of how little the State values our health and safety and how their lack of planning to address our unsustainable workloads.”

As bargaining continues, nurses’ voices must be heard by the State’s negotiating team. Members are creating mobilizing actions across California, and Unit 17’s nurses demands must be taken seriously.

“We need the State to work with us in achieving a contract which will benefit all,” said Naidoo, “not only in our work environment but to help nurses attain the work-life balance that we as dedicated state workers deserve.”

Unit 17 will return to the table as needed to complete negotiations on this contract for our members. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

If you have questions about actions planed at your worksite, contact the Member Resource Center (MRC) at 866.471.SEIU (7348), Monday through Friday, 7:00 a.m. – 7:00 p.m.

Bargaining Unit 17 Recap: Wednesday, July 5, 2023

The State returned to the table with SEIU Local 1000 on Tuesday, June 27^th to negotiate the contract that will impact the lives of nurses across California. Once again, the State’s bargaining team has failed to either negotiate or appreciate the work done by the nurses who have kept California running for the last 3 years.

The State returned the following proposals to the SEIU Local 1000 bargaining team:

• 8.28.17 Paid Education Leave (Unit 17) – the state proposed new language specific to asking employees to provide proof of dates of attendance for continuing education upon completion of licensure coursework
   
• 8.29.17 Non-Paid Educational or Research Leave (Unit 17) – the state proposed rollover
   
• 10.5.17 Safety Orientation (Unit 17) – the state proposed rollover
   
• 11.3.17 Salary Definition (Unit 17) – the state proposed updated language that the team will look into further with the Research Dept. before responding with a counteroffer.
   
• 19.8.17 Flexible Work Hours and Alternate Work Schedules (Unit 17) – the state proposed rollover
   
• 19.18.17 Rescinding Approved Time Off (Unit 17) – the state proposed rollover

In response, we returned the following to the State:

• 20.7.17 Post and Bid Procedure for Vacant Positions – DDS & DSH (Unit 17) – SEIU proposed new language for a 100% Post & Bid process for Unit 17 employees to give them greater power and opportunity in their schedules
   
• 20.9.17 Post and Bid Assignments by Seniority – CDCR (Unit 17) – SEIU proposed new language for a Continuous vacancy bid process to allow for greater flexibility in assignment scheduling

The State’s proposal on Paid Education Leave was followed by an insult directed at the nurses. “A State team member called our nurses untrustworthy during negotiations. They claimed that nurses are dishonest, and we took it as an insult,” said Unit 17 Chair Vanessa Seastrong. “We got very upset and vocal about this in negotiations due to the unreasonable and unprofessional remark. DSH wants to blame everybody within our unit for problems they have no part in. They want to put limitations on nurses and deny us this educational leave. It was very disturbing what she said to us.”

The State makes it difficult for nurses to obtain Continuing Educational Units (CEUs), which must be renewed by a board of nursing every two years, by repeatedly denying requests for this basic workplace requirement.

“The fundamental requirement of our job is licensure,” said Unit 17 Vice Chair Mary Naidoo. In an already difficult environment, it is challenging to schedule time off.  The State is trying to put more barriers in place toward granting time off requests by restricting how education leave is requested and used for obtaining the required CEUs.”

“We proposed that the State automatically approve nurses to take these educational courses after their third attempt,” said Seastrong. “We need to keep our licenses to work in our workplaces. We cannot be unreasonably and endlessly denied. All nurses in the state of California — and across the nation — are required to take continuing education classes. The state knows this and yet they still put roadblocks between workers.”

These proposals represent a deepening of an existing issue in the workplace that has created major complications for state nurses to remain in their careers while faced with the rising costs of living and being overworked.

While the State also countered us on several article sections, offering rollovers of existing language and rejecting our proposals, this bargaining session did not see any negotiation from the State.

The State has continued to demand responses from the SEIU Local 1000 negotiating team but has consistently refused to discuss in depth or seriously consider any proposal we make. This ongoing empty promise to consider more material has led to a situation where nurses’ voices are being shut down by the State.  “The State thus far has not come to the table to negotiate as they have in the past,” said Seastrong.

“I’m very disappointed in the State’s constant rejections, and I do not expect their position to change,” said Seastrong. “We have proposed reasonable changes, but have seen no movement on the salary and other major economic issues.”

If the state continues to be fixed in its positions, nurses will need to express their rights in the workplace and amplify their demands directly to the State in actions and events across the state.

“Please continue to purple up on Tuesdays and Wednesdays to show your support for your bargaining team, because we’re fighting for a contract that the State does not want to give us,” said team member Sheila Coonan.

“We need to escalate our actions, and we need every nurse involved,” said Seastrong. “If you’re unsure of what’s going on in your workplace or what actions to take, call the Member Resource Center, and they’ll direct you to the right place.”

Unit 17 does not have a scheduled time as to when they will return to the table. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

If you have questions about actions planned at your worksite, contact the Member Resource Center (MRC) at 866.471.SEIU (7348), Monday through Friday, 7:00 a.m. – 7:00 p.m.

Bargaining Unit 17 Recap: Tuesday, June 20, 2023

Our Unit 17 bargaining team recorded progress on a number of fronts for the Registered Nurses we represent; our session today was fraught with disappointment as well.

“Overall, it was very disappointing,” said Vanessa Seastrong, Unit 17 bargaining Chair. “The State’s not respecting us and acts like it doesn’t want to pay us or to improve some critical areas of our working conditions.”

In a number of contract sections we’ve presented, the State’s pushing back on our attempt to strengthen language, instead offering simple rollovers or, in some cases, takeaways in the form of weaker provisions.

“We’ve done our homework, we’ve made thorough and thoughtful presentations based on rigorous research, yet the State’s not showing us the same care and collaboration in return,” said team member Sheila Coonan. “It’s disrespectful.”

We’re still fighting for solutions to a long-standing problem with mandatory overtime. Today, the State continued to kick the can down the road by offering no movement, remaining passive on a dangerous practice that’s unsafe and ignoring our work/life balance.

“Every time, it’s like we’re explaining the problem for the first time,” said Vice Chair Mary Naidoo. “The State’s talking in circles, and it’s unclear what their priorities are. It’s not our members, and it’s disgraceful behavior.”

Still on the table: economic proposals, which have been moved to the master table, and Post and Bid proposals, which the State keeps pushing back on.

On a positive note, we reached tentative agreement on the following contract sections:

• 10.11.17 Hazardous Materials (Unit 17) – language changes from both the Union and the State that were agreed upon
   
• 13.7.17 Performance Appraisal of Nursing Practices (Unit 17) – rollover
   
• 13.11.17 Nursing and Upward Mobility Joint Labor Management Committee (Unit 17) – rollover
   
• 11.2.17 School for the Deaf and Blind Pay Differential (Unit 17) – rollover

Here are the proposals we received from the State today:

• 11.6.17 Overtime Checks (Unit 17) – The State rejected SEIU Local 1000’s language changes and proposed rollover
   
• 19.14.17 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17) – counterproposal from State, which our team will review and follow up with the State after a determination is made from team
   
• 19.15.17 Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17) – counterproposal from State, which the team will review and follow up with the State after a determination is made from team
   
• 19.22.17 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17) – State proposed rollover language but wanted to use SEIU Local 1000’s number sequence (19.22.17)
   
• 19.23.17 – Overtime Voluntary Scheduling (Excluding CDCR) (Unit 17) – State proposed rollover language but wanted to use SEIU Local 1000’s number sequence (19.23.17)
   
• 20.9.17 Post and Bid Assignments by Seniority – CDCR (Unit 17) – State proposed rollover

The Unit 17 team made the following proposals to the State:

• 13.7.17 Performance Appraisal of Nursing Practices (Unit 17) – presented as rollover
   
• 13.11.17 Nursing and Upward Mobility Joint Labor Management Committee (Unit 17) – presented as rollover
   
• 11.8.17 Night Shift and Weekend Differential (Unit 17) – added new language to this proposal to afford nurses more pay incentives to work nights and weekends
   
• 19.8.17 Flexible Work Hours and Alternate Work Schedules (Unit 17) – added new language to this proposal for nurses to take an annual survey to gage interest in working an alternate work schedule to reduce mandatory overtime

You can read the details of these and all current contract articles at contract.seiu1000.org 

“We still have a lot of ground to cover in a short time, and we need our members to stand up and stand together to press the State for progress,” added Chair Vanessa Seastrong. “Talk with your coworkers, and your managers, and take part in the activities organized by Local 1000’s Regional Organizing Committee. We can’t win without everybody taking responsibility and taking action.”

A bargaining session is planned for Thursday, June 22, to continue work on mandatory overtime and other issues. Unit 17 also returns to the table next week, on Tuesday, June 27. However, with just ten days remaining until our contract expires, bargaining sessions could happen at any time.

To keep updated, and to see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.​

And be sure to save your spot for the upcoming June 22 Rally at the Governor’s Office in Los Angeles here.

Bargaining Unit 17 Recap: Tuesday, June 13, 2023

The Unit 17 team returned to the table this week to continue negotiations with the State’s bargaining team over the critical issues that must be addressed in our next contract as we fight for respect, protection, and pay for all.

With only two more days of regularly scheduled bargaining before our contract expires, there are a number of article sections that are being worked on currently.

In spite of the volume of article sections considered at the table today, this does not solve the longstanding issues Unit 17 has with the State’s proposals during negotiations.

“We have 34 article sections still left open, and only two more bargaining sessions to handle them in,” said Unit 17 Chair Vanessa Seastrong. “We have not had any opportunity to negotiate, discuss new language, or dig into any counterproposals. It feels more like a delaying tactic rather than a negotiation strategy.”

These delays and lack of time to engage in negotiations while at the table has created a backlog of articles that are crucial to our members needs. Our team has highlighted these issues to the State and continues to make these demands central at the table.

“The responses we received from our members at town halls and surveys were clear,” said Alternate Vice Chair Bob Mutebi. “Our members are asking to receive their pay in a timely manner, to get rid of reimbursement, and to receive direct pay for the work they do. The State has rejected two of our proposals (direct payment of license renewal and NP furnishing renewal fees), which we feel is disrespectful to our members. Their bureaucracy has failed to address these needs already, and this failed system should not be preserved by the State.”

In addition to language surrounding reimbursement, member concerns on how the State will handle pandemic recovery are not being addressed. “When they reject articles that would compensate Unit 17 members for working during the pandemic,” said Alternate Vice Chair Bob Mutebi., “it’s hard for us to see how we are being respected at the table or in the workplace.”

“The State showed us complete disregard and disrespect with reference to the article on safety orientation. They did not seem to be concerned about the safety of nurses, patients, or staff,” said Vice Chair Mary Naidoo”.

“Every nurse who walks into a workplace should be oriented into their new position,” said Seastrong. “For them to reject this outright shows they’re waiting for a catastrophic issue or a lawsuit before they make the changes that keep us safe,” said Sheila Coonan.

These issues are not just concerns to our members, but to the communities they serve and the state itself, which is still dealing with the ongoing vacancy crisis caused and exacerbated by these policies.

“What will the State do when these nurses leave? This will make our vacancy rates even worse and degrade services even further,” said Seastrong. “Their biggest complaint is that they don’t have enough staff. It’s no wonder they have these problems when they consistently show their unwillingness to negotiate solutions that respect and retain nurses.”

With so little time left before the contract expires, our bargaining teams are holding strong and pushing for the State to step up to its responsibilities, both to our members and the people who depend on them.

“We are running out of time,” said Seastrong. “We’ve received nothing but rollovers and rejections. They want to take more time on the weekend, but they’re not using the allocated time for negotiating a strong contract for our members.”

Below are the article sections referenced in more detail from the bargaining recap above:

Today, the State reached a tentative agreement on the following article sections:

• 8.24.17 DDS Vacation Scheduling: Three Vacation Period Scheduling Method (Unit 17)
   
•  10.37.17 Wellness Programs (Unit 17) – rollover, no language changes
   
• 19.26.17 Workweek Correctional Institutions (Unit 17)
   
• 20.6.17 Post and Bid Procedure for Vacant Registered Nurse Positions – Veteran’s Homes (Unit 17)
   
• 20.8.17 Post and Bid Procedure CDCR/DJJ (Unit 17)

Additionally, Unit 17 made the following proposals to the State today: 

• 20.6.17 Post and Bid Procedure for Vacant Registered Nurse Positions – Veteran’s Homes (Unit 17) – rollover, no language changes
   
• 20.8.17 Post and Bid Procedure CDCR/DJJ (Unit 17) – rollover, no language changes
   
• 8.27.17 CDCR – CCHCS Vacation Scheduling – Registered Nurses (Unit 17) – new language to benefit nurses
   
• 20.7.17 Post and Bid Procedure for Vacant Positions – DDS & DSH (Unit 17) – new language to benefit nurses
   
• 20.9.17 Post and Bid Assignments by Seniority – CDCR (Unit 17) – new language to benefit nurses
   
• 10.11.17 Hazardous Materials (Unit 17) – minor language changes to keep up with current state policy
   
• 11.6.17 Overtime Checks (Unit 17) – counterproposal to strengthen language
   
• 10.37.17 Wellness Programs (Unit 17) – rollover, no language changes
   
• 8.26.17 Department of Veterans Affairs Vacation Scheduling (Unit 17) – new language to mirror current department procedure

Finally, the State proposed the following responses to the bargaining team: 

• 11.6.17 Overtime Checks (Unit 17) – counterproposal to strengthen language – State rejected language changes
   
• 13.11.17 Nursing and Upward Mobility Joint Labor Management Committee (Unit 17) – State rejected language changes
   
• 8.25.17 DSH Vacation Scheduling (Unit 17) – countered with new language to our rollover language
   
• 19.24.17 Floating (Unit 17) – countered with new language to our rollover language
   
• 13.24.17 Orientation (Unit 17) – counter with rollover language and rejected new language
   
• 19.1.17 Hours of Work (Unit 17) – submitted to SEIU Local 1000 as rollover
   
• 10.19.17 Prevention and Management of Assaultive Behavior or Therapeutic Strategies and Interventions Training (Unit 17) – rejected some language changes, accepted some language changes, and added some new language
   
• 12.18.17 License Renewal Fees (Unit 17) – submitted to SEIU Local 1000 as rollover
   
• 12.21.17 Nurse Practitioner Furnishing Number Renewal Fees (Unit 17) – submitted to SEIU Local 1000 as rollover
   
• 11.XX.17 Mental Health and Wellness Stipend 2023 (Unit 17) – State rejected this proposal
   
• 12.X.17 Professional Clothing Allowance – State rejected this proposal

Unit 17 returns to the table next week, on Tuesday, June 20. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 22 Rally at the Governor’s Office in Los Angeles here.

Bargaining Unit 17 Recap: Tuesday, June 6, 2023

As Unit 17 returned to the table once again to negotiate with the State, our bargaining team is fighting to make nurses’ needs a priority. We have addressed the issues that our members have identified to get a contract that ensures the State respects us, protects us, and pays us.

The State offered a counterproposal for the following contract section:

• 8.26.17 Department of Veterans Affairs Vacation Scheduling (Unit 17) – The State offered a counter with some additional language which the team will review prior to offering a counter.

Additionally, the Unit 17 team reached a tentative agreement with the State regarding the following rollover sections:

• 19.7.17 Report Preparation Time (Unit 17)
• 16.7.17 Continuation of Benefits (Unit 17)

Unit 17 offered the following proposals to the State today:

• 8.28.17 Paid Education Leave (Unit 17) – rollover language
• 12.21.17 Nurse Practitioner Furnishing Number Renewal Fees (Unit 17) – new language

Unit 17 presented two proposals today that were financial in nature, which specifically address direct payment for Nurse Practitioners (NP) furnishing number renewal, and paid education leave.

While we reached tentative agreements on two rollover sections today, this does not represent real progress at the table.

 “The State is not taking our proposals seriously, and this shows when they come to the table unprepared to discuss the contract issues vital to our members,” said Vanessa Seastrong, Unit 17 Chair.

Bargaining requires a dialog at the table. When the State fails to address the sections sent by the bargaining team, this prevents dialog from being possible. While the team received one counterproposal today, on DVA Vacation Scheduling, this does not represent significant movement at the table.

“We feel disappointed and disrespected when we provide an enormous amount of material for them to work with and consistently receive very little in return,” said team member Shelia Coonan.

Likewise, the two article sections TA’ed at the table today are a fraction of what would be expected this late into the bargaining cycle, with as much material as the State has been sent for consideration already.

“We have already submitted 90% of the articles we want to discuss at the table,” said Bob Mutebi, BU 17 Alternate Vice Chair. “We want them to respect our member’s needs and, at minimum, move these articles along. Things cannot continue at a snail’s pace.”

“With only three bargaining sessions remaining, time is of the essence. The bargaining team is concerned that further delay will prevent us from finishing all the work required by June 30th. They think that these article sections can be handed to us all at once to be taken or left at the table,” said Shelia Coonan, Unit 17 bargaining team member. This doesn’t allow for serious, substantive discussion of our nurses’ issues.

“Even though California claims to be a progressive state, the Unit 17 team is not observing this at the negotiating table due to the very minimal response from the State team to our proposals. This lack of response seriously affects the work/life balance of our members,” said Vice Chair Mary Naidoo. The current pace of negotiations is not sustainable for our nurses.

Unit 17 returns to the table next week, on Tuesday, June 13. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 22 Rally at the Governor’s Office in Los Angeles here.

Bargaining Unit 17 Recap: Tuesday, May 30, 2023

As Unit 17 returns to the table once again to negotiate with the State, our bargaining team is fighting to solve the urgent problems faced by Registered Nurses and make their needs a priority at the table.

Unit 17’s bargaining session opened with a presentation from a subject matter expert, Dr. Taffany Hwang, who presented the troubling situation facing nurses in state service. Rising separation rates, which have led to high vacancy rates are crippling nurse’s ability to provide high-standard quality care to California’s vulnerable population. Overworked, underpaid, and undervalued, nurses are burnt out and need solutions now.  

“Our focus today was upward mobility and compensation, and we have proposed major reforms,” said Vanessa Seastrong, Unit 17 Chair. “These issues have plagued nurses throughout the last three years leading to separation rates above the national average and crisis-level vacancy rates.”

The new language sections proposed today address some of the most critical issues facing nurses.

Unit 17 proposed the following three sections of the new language today:

• 11.X.17 Salary Adjustments (Unit 17)
• 11.17.17 Recruitment and Retention Differential (R&R) (Unit 17)
• 13.11.17 Nursing and Upward Mobility Joint Labor Management Committee (Unit 17)

Responding to the State’s concerns voiced at Mandatory Overtime Committees last year, Unit 17 proposed language to automatically implement a recruitment and retention differential of $800 for any department that has a vacancy rate of 20% or greater.

“We believe this will help departments that are understaffed by improving retention and compensating overworked nurses,” said team member Sheila Coonan.

Unit 17 also proposed an article today that recognizes and addresses the cost-of-living crisis impacting nurses.

“Nursing should be seen as an attractive position in state service,” said Alternate Vice Chair Bob Mutebi. “We want the state to show the value of these positions by raising salaries to compete with private sector wages. Fair pay is vital to nurses, leading to safer staffing and patient care.”

Unit 17 proposed a 15% salary adjustment, in addition to whatever GSI is ultimately reached at the Master Table. The bargaining team is continuing to focus on raising the wages of nurses who have been underpaid and undervalued for far too long.

Implementing an upward mobility ladder would help retain experienced nurses by giving them opportunities to advance within Unit 17 and to mentor coworkers.

“Dr. Hwang did a very good job identifying the issues in upward mobility in her classification, as a Nurse Consultant III,” said team member Felicia Barbato. “In general, it’s hard for a lot of nurses to have opportunities to advance in their classifications without having to go into management or leave the state.”

While our Unit 17 bargaining team continues to negotiate with the State, we continue to prioritize the demands voiced by registered nurses at the table.

Today, the State reached a tentative agreement on the following sections:

• 9.21.17 Reasonable Accommodation (Unit 17)
• 10.7.17 Protective Clothing and Equipment (Unit 17)
• 10.38.17 Rest Areas (Unit 17)
• 13.25.17 Mandatory Training (Unit 17)
• 19.6.17 Show Up Time (Unit 17)
• 19.16.17 Change in Shift Assignment (Unit 17)
• 19.17.17 Mixed Shift Work Weeks (Unit 17)
• 19.19.17 Work Week Group (WWG) Definitions (Unit 17)
• 21.19.17 Nursing Policy and Procedures Manual (Unit 17)

Additionally, Unit 17 received the State’s counter proposal on the following section:

• 10.11.17 Hazardous Materials (Unit 17)

The State proposed one rollover section to the union at today’s bargaining session:

• 10.37.17 Wellness Programs (Unit 17)

“In the next four sessions of bargaining, we hope to see counterproposals offered and tentative agreements reached on our outstanding article sections,” said Seastrong.

Unit 17 returns to the table next week, on Tuesday, June 6. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 17 Recap: Tuesday, May 23, 2023

While Unit 17 continues to negotiate with the State, our bargaining team is making sure that the voices and needs of Registered Nurses are a priority at the table.

Today’s bargaining session began with our Subject Matter Experts (SMEs). Two nurse practitioners joined the bargaining team to present the justification for their proposed 30-40% pay increase.

In addition, four rank-and-file Health Facilities Evaluator Nurses (HFENs) from across the state provided background on the work they do to serve the most vulnerable members of the public, sharing heartfelt stories from their work experiences. They spoke on the issues they face in their work environment, including a 23% vacancy rate, ongoing backlogs, and low salaries.

“Our members are passionate about these issues,” said bargaining team member Sheila Coonan. “We want to voice their demands at the bargaining table.”

The State needs to provide its Registered Nurses a livable wage. Our proposals today address the financial gap experienced by HFENs. HFENs from across the state are sent to Los Angeles to help relieve the backlog. While there, they work alongside LA County nurses in the same classification while making 30% less.

“Very rarely are HFENs in Los Angeles long enough to take advantage of the travel incentive,” said bargaining team member Felicia Barbato. “We have proposed expanding the verbiage so all HFENs sent to LA will reap the benefits they’ve earned.”

Additionally, nurses required to wear professional attire have never had a clothing allowance in spite of the financial difficulties they have incurred.

“We are representing the state in our work environment, and we need to be professionally dressed,” said Barbato. “The state needs to provide a reasonable allowance for RNs to be prepared for work.”

Nurse practitioners have not had a special salary adjustment since 2006. Because of this, their wages are not comparable to the private sector.

In order to make up all these differences in compensations across these three classifications, BU 17 passed three financial proposals today to the State:

• 11.1.17 – Special Salary Adjustments (Unit 17) – 30%
• 11.59.17 – Health Facilities Evaluator Nurse LA County Travel Incentive –

California Department of Public Health (Unit 17) – $167 per day

• 12.X.17 – Professional Clothing Allowance (Unit 17) – $450 per year

The state offered Tentative Agreements for the following rollover sections:

• 2.4.17 - Distribution of Union Information (Unit 17)
• 5.17.17 – Classification Recruitment and Retention Committee (Unit 17)
• 14.20.17 – Classification Reviews (Unit 17)

Our team has made it very clear to the State that movement at the table is crucial. “We are waiting for responses to a remaining 60 proposed article sections,” said Vanessa Seastrong, Unit 17 Chair. “These need to be addressed in the next 4 weeks of bargaining.”

Unit 17 returns to the table next week, on Tuesday, May 30. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 17 Recap: Tuesday, May 16, 2023

As we enter another week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running, our Bargaining Unit 17 team returned to the table on May 16.

In spite of the number of articles that were considered today, the pace of negotiations still must remain high to address all sections that must be approved. “We will see movement forward if the State will provide counter proposals for article sections we have submitted, allowing negotiations to actually begin,” said BU 17 Chair Vanessa Seastrong.

Unit 17 proposed the following remaining rollover article sections:

·         8.25.17 – DSH Vacation Scheduling

·         13.18.17 - Professional Practice Groups

·         21.19.17 - Nursing Policy and Procedures Manual

·         21.20.17 - Labor Management Committee – Nurse Utilization

·         21.21.17 - Contract Violation Waiver

·         21.22.17 - Licensure

·        Appendix N –

1.17 – Departmental Approved Courses and Application Procedures for Educational Differential

2.17 – FLSA Exempt Employee Differential

7.17 – Activation of Correctional Treatment Centers (CTCs)

16.17 – Side Letter

Unit 17 proposed new language for the following article sections:

·         8.26.17 - Department of Veterans Affairs Vacation Scheduling

·         10.19.17 - Prevention and Management of Assaultive Behavior or Therapeutic Strategies and Interventions Training (PMAB/TSI)

DVA Vacation Scheduling is a section the Union and the State worked on together back in 2021. During bargaining, the team wants to make sure that the policy implemented last year for vacation schedules is standardized throughout the department by ensuring it becomes part of the contract.

“The problem we had with DVA was there was no standardized process for vacation time,” said Sheila Coonan, DVA Redding. “We met with the State and took the ideas we liked and collaborated to build this policy that we implemented. Across the board, everyone at my facility loved it. Nurses knew exactly what vacation time they had when they walked out the door. It helped solve issues of preferential treatment and confusion, creating a fair and equitable standard for all DVA members across the state.”

The bargaining team proposed new language to strengthen section 10.19.17 noted above so that our members can be trained and educated in how to protect themselves from assaultive behaviors which can happen in state facilities. “The PMAB training is part of DVA and DDS where we are supposed to receive training every two years. Prior to Covid, the last time it was offered in my workplace was in 2018. We pushed on how important it is to add DVA because this training must be introduced across the board for any workers who face these situations”, said Sheila.

“Our new language proposal includes TSI training that should be provided upon hire, as this secures the worksites of CDCR/CCHCS and the safety of the nurses,” said BU 17 Alternate Vice Chair Bob Mutebi. “We all expect to come back from our jobs in one piece. But when the state neglects to provide us with this training, it puts us all at risk.”

Finally, we reached tentative agreement with the State on the following sections:

·         9.19.17 - Light/Limited Duty Assignments

·         10.24.17 - Immunization Against Diseases

·         10.25.17 - Infectious Disease Control

·         10.35.17 - Employee Self-Protection

·         13.18.17 - Professional Practice Groups

·         13.26.17 - Non-Mandatory Training

·         13.27.17 - In-Service Training

·         21.20.17 - Labor Management Committee – Nurse Utilization                       

·         21.21.17 - Contract Violation Waiver

·         21.22.17 - Licensure

You can read the details of these and all current contract articles at contract.seiu1000.org

The team has made headway today with the State, reaching tentative agreement on a number of important article sections. “We informed them that we’ve provided all of our rollover language and that we need some counter proposals on our future article sections,” said team member Sheila Coonan. “We received four more tentative agreements for rollover sections later in the day, and we proposed two new language sections at the table after lunch.”

Movement at the table is a good sign for the future of negotiations, but the State still needs to provide counter proposals or tentative agreements to these outstanding sections. “Next week, I expect more rollovers to be returned,” said Seastrong. “We need to receive counters so we can negotiate on the articles that matter to our members. The ball is in their court.”

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 23. To read about what happened in Monday’s Bargaining Unit 11, 15, 20, and 21 sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 17 & 20 Recap: Tuesday, May 9, 2023

Happy Nurses’ Week from your Bargaining Unit 17 (BU 17) and Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Committees (BUNC). While we celebrate the work nurses do across the country, SEIU Local 1000-represented nurses went to the table on May 9 to focus on Mandatory Overtime and Voluntary Overtime, which affect our nurses statewide.

Of primary concern to almost all state nurses is the issue of Mandatory Overtime (MOT). “This morning, BU 17 and 20 together met with the State to pass our voluntary and mandatory overtime article sections,” said Unit 17 Chair Vanessa Seastrong. “Today at the table a large volume of new proposals were presented from both bargaining teams to address these issues. We passed a total of 10 proposals, 4 for Unit 17 and 6 for Unit 20,” said Seastrong. “As we expected, the State received these MOT article sections but didn’t ask many clarifying questions, and we are still awaiting a counter proposal.”

BU 17 proposed the following article sections containing new language regarding Mandatory Overtime (MOT):

• Article 19.14.17 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• Article 19.15.17 – Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17)
• Article 19.22.17 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• Article 19.23.17 – Overtime Voluntary Scheduling (Excluding CDCR) (Unit 17)

BU 20 proposed these article sections addressing MOT for their unit as well:

• Article 19.13.20 – Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• Article 19.14.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• Article 19.15.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
• Article 19.21.20 – Overtime Voluntary Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• Article 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• Article 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)

You can read the details of these and all current contract articles at contract.seiu1000.org

Currently, a holdover of less than two hours is not counted as mandatory overtime. “This is an inconvenience and demoralizing for many of our members,” said BU 17 Alternate Vice Chair Bob Mutebi. “An hour means a lot of someone’s day. Our new proposal is to have a holdover of one hour to be counted as MOT.”

These issues led to the team proposing a change to the existing MOT language. “We proposed that the State reduce the number of mandatory overtime shifts by one a year until we get to zero,” said BU 20 Chair Heather Markovich. “We also proposed language to strengthen the voluntary overtime process.”

Currently, BU 17 RNs can be mandated for two overtime shifts per month, while BU 20 CNAs and LVNs have three. “We want to reduce this down to 1 for RNs and 2 for LVNs and CNAs,” said Seastrong. “We would continue to reduce MOT by one shift per year until 2025 when Unit 17 and 20 will both have zero.”

Other changes to the article sections strengthen contract language so that our workers can take the shifts that they want to work and gives state employees preference over external registry. “We want the state to address these article sections,” said Seastrong. “For the last three years, we’ve been in a Mandatory Overtime Task Force, and nothing was done. Without language to make them get this problem under control, we don’t think this issue will be solved. The state has violated this agreement in the past, so stronger language and protections are needed.”

Another ongoing issue addressed during the joint session was language proposed by the units that ensured that BU 17 and BU 20 nurses cannot be mandated into another bargaining unit position. “Unit 17 and Unit 20 are being mandated into other BU positions. “We are being used to plug gaps in the state’s workforce,” said Mutebi.

“Today, state workers stood up and told the State that this practice accounts for the huge turnover in the state’s workforce,” said Mutebi. “This represents a huge disrespect for our LVNs, who are forced to cover for workers making more money when they themselves are not paid equally,” said Markovich.

To ensure that these protections are enforced, bargaining units proposed language that includes penalties for the state when these terms are violated. “We included in this proposal that when mandatory overtime shifts are required of state workers after we bring them down to zero, the state will have to pay a penalty of double-time for any mandated shift,” said Markovich.

The two units worked together to present these major proposals to the State. These issues have been ongoing for years while managers have ignored the problem. By joining together, the two units were able to support each other and provide insight to the State regarding the impacts on nurses. “Mandatory overtime has a huge impact on nursing staff, so we have to come together to fight this issue, because it affects all of us, especially after all of us were working mandatory overtime during COVID,” said BU 20 Vice Chair Sarah Cooper.

The fight for this important protection is on. “The nurses’ actions in the workplace are what brought the State to the table on this issue in 2019,” said Seastrong. “We need to see that same energy now to move the State to take our proposals seriously. We need actions in the workplace so the State can see how bad the nurses want mandatory overtime to go away.”

“In 24-hour facilities, there is no separation between these units,” said Mutebi. “Neither of us can say our job is complete without each other. When we come together at the table, it shows the synergy of these two units fighting the injustices that the state is trying to put on our membership.”

In addition to article sections passed during the joint session, Unit 17 proposed the following rollover sections:

• Article 19.4.17 – Meal Periods (Unit 17) 
• Article 19.6.17 – Show Up Time (Unit 17)
• Article 19.7.17 – Report Preparation Time (Unit 17)
• Article 19.9.17 – Exchange of Days Off (Unit 17)
• Article 19.16.17 – Change in Shift Assignment (Unit 17)
• Article 19.17.17 – Mixed Shift Work Weeks (Unit 17)
• Article 19.19.17 – Work Week Group (WWG) Definitions (Unit 17)
• Article 19.24.17 – Floating (Unit 17)
• Article 19.25.17 – Travel Time (Unit 17)
• Article 19.26.17 – Workweek Correctional Institutions (Unit 17)

Finally, the State offered tentative agreements to the following article sections.

• Article 8.13.17 – Court Appearances and/or Subpoenas (Excludes Unit 17)
• Article 13.2.17 – Informal Performance Discussions (Unit 17)
• Article 13.6.17 – Performance Appraisal (Unit 17)
• Article 13.9.17 – Letters of Instruction (LOI)/Work Improvement Discussion (WID) (Unit 17)
• Article 13.12.17 – Employment Opportunities (Unit 17)
• Article 13.28.17 – Education and Training Opportunities and Resources (Unit 17)
• Article 13.29.17 – Research Projects (Unit 17)
• Article 14.4.17 – Duty Statements/Post Orders and Work Instructions (Unit 17)
• Article 15.4.17 – Employee Opportunity Transfer (Unit 17)

You can read the details of these and all current contract articles at contract.seiu1000.org

After their morning session bargaining alongside Unit 20, Unit 17 had an active day at the table, focusing on rollover language. “It was a busy day on our end,” said Unit 17 Chair Vanessa Seastrong.

“We have given the State 61 article sections of new language and rollover, and we have only received 18 rollover back in total,” said Seastrong. “While receiving the TAs today was a good sign, the State still needs to start dealing with our new language and not just rollover. We have a number of easy article sections with simple changes that are still under review by the State.”

While the State moves through rollover language, SEIU Local 1000 members are ready to fight for a contract that represents the needs identified in their bargaining surveys and Town Hall meetings.

“We’re hoping that the State will come back and begin the negotiations of bargaining, not just tentative agreements for rollovers,” said Seastrong. “We want to get into the details of language changes. We are focused on action to move the State. Nurses are ready in workplaces across the state to take action to support our bargaining team.”

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 16. To read about what happened in Monday’s Bargaining Unit 11, 15, 20, and 21 sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today

Bargaining Unit 17 Recap: Tuesday, May 2, 2023

We are entering our third week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running. Our Unit 17 Bargaining Unit Negotiating Committee, or BUNC, went to the table on May 2 to focus on ways to keep our nurses safe and protected while on the job.

Our Unit 17 BUNC presented thirteen articles as “rollovers,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The articles proposed for rollover are the following: 

• 13.2.17 -   Informal Performance Discussion
• 13.9.17 –   Letters of Instruction (LOI) /Work Improvement Discussion (WID)
• 13.12.17 – Employment Opportunities
• 13.6.17 –   Performance Appraisal
• 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 Projects
• 14.4.17 –   Duty Statements / Post Orders, and Work Instructions
• 14.20.17 – Classification Reviews
• 15.4.17 –   Employees Opportunity Transfer
• 16.7.17 – Continuation of Benefits

Additionally, the State agreed to four of our articles, and thus, a “tentative agreement” (TA) was reached on the following articles that were rolled over in last week’s negotiations.

• 11.5.17 – Release of Paychecks – Night Shift or First Watch
• 12.6.17 – Alternate Transportation
• 12.10.17 – Replacement of Damaged Personal Clothing and/or Articles
• 12.13.17 – Tools, Business Equipment, Materials, and Supplies

You can read the details of these and all current contract articles at contract.seiu1000.org

During today’s negotiations, the State requested evidence from a subject matter expert on safety. The BUNC was able to bring Charles Staubitz, an SEIU Local 1000 member working as a nurse instructor at the California Medical Facility in Vacaville, to present on article 10.5.17 – Safety Orientation.

“It went very well,” said Vice Chair Mary Naidoo. “He made a brilliant presentation to the State about the backlog in training that has created enormous problems.”

Charles stood up for his coworkers and shared with the State the actual training that workers currently get, which covers basic elements of safety policies and procedures essential to doing their job. This training, already part of our contract, is essential to have before starting work in a correctional facility.

 

“This article currently gives the state 45 days to provide safety training to new employees. We have proposed that this training occurs upon the hiring of the employees. Having a current backlog of three months to one year is unacceptable. Our new members can end up making mistakes that cost them their jobs and can be catastrophic for the rest of us who work in institutions. One mistake by anyone can lead to the death of any of us,” said Alternate Vice Chair Bob Mutebi.

“We did not have as productive a day as we expected due to the State’s delays and time management issues,” said BUNC member Sheila Coonan. “These delays disrespect the time of the bargaining team, especially when we have so little time to move forward on these issues. We have more time-consuming articles that both sides know will require considerable back-and-forth discussion.”

“We have 8 more weeks to bargain before the deadline. With only nine (9) TA’s so far out of our total 47 articles proposed, we need the State to give us more. They’re moving at a snail’s pace,” said Chair Vanessa Seastrong.

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 9. To read about what happened in Tuesday’s other bargaining sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

Bargaining Unit 17 Recap: Tuesday, April 25, 2023

The registered nurses who work in California prisons, veterans’ homes, developmental centers, mental health hospitals, Departments of Health Care Services and Public Health, special schools, and other departments represented by Local 1000—Bargaining Unit 17—went to the table with the State on April 25^th for the second week of negotiations on unit-specific issues.

Our Unit 17 Bargaining Unit Negotiating Committee (BUNC) presented eight articles as “rollovers,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The rollover articles include the following provisions from Articles 11 and 12: 

• 11.2.17 – School for the Deaf and Blind Pay Differential
• 11.3.17 – Salary Definition
• 11.5.17 – Release of Paychecks – NOC Shift or First Watch
• 11.18.17 – Retirement Compensation
• 11.58.17 – Arduous Pay Differential
• 12.6.17 – Alternate Transportation
• 12.10.17 – Replacement of Damaged Personal Clothing and/or Articles
• 12.13.17 -Tools, Business Equipment, Materials and Supplies

Additionally, this afternoon, the BUNC proposed new language in the following four contract provisions with financial implications to our members:

• 11.6.17 – Overtime Checks
• 11.56.17 – Registered Nurse Lead Differential
• 11.57.17 – Educational Differential
• 12.18.17 – License Renewal Fees

Finally, the State agreed to five rollover proposals, and thus, a “tentative agreement” was reached on the following provisions:

• 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
• 10.36.17 – Incident Debriefing

The articles proposed today that have financial impacts for our members represent an important response to a contentious issue for BU 17 members. “We have issues at some of our worksites where the state delays overtime paychecks up to a year, which is both disrespectful to workers and impacts their pay,” said BUNC Alternate Vice Chair Bob Mutebi. “The night shift lead differential of $150 has been in place since 1999. In spite of the changes over the years, the state is resistant to adjust this to reflect inflation and cost of living changes.”

Additionally, the reimbursement of license renewals fees is often delayed due to the CalATERS reimbursement process, which makes it very difficult for our members to receive the money they are owed. “We want to be reimbursed directly within 60 days of when our licenses expire,” said Mutebi. “With the difficult procedure we have now with CalATERS, many workers give up before the process is completed.”

While this represents a large number of articles sent across the table by the BUNC, the negotiating team has noticed a serious issue with the State’s willingness to address critical issues to our members. “We are not even negotiating on many of these articles yet,” said BUNC 17 Chair Vanessa Seastrong. “We gave them 16 articles for rollover last week, and only received 5 back. This is a disturbing signal that it will take a long time to get through our 92 articles that we need to negotiate. We want to move through these minor issues as soon as possible so we can get to the more meaningful issues that matter to our members.”

Simple language changes proposed by the BUNC are under extensive and unnecessary review by the State’s negotiators. While these kinds of delays are not new, this particular State bargaining team has worked with Unit 17 before and should have a thorough understanding of which issues at play are critical and which are procedural.

“We’re asking the State why they are so resistant to making changes to language that deals with non-financial issues when these are existing protections from earlier contracts, sometimes for many years,” said Seastrong. “Moving past these items, while they are important, would help both sides get to the meaningful changes that we need for our members.”

Our negotiating team is interested in an equitable conversation, not delays over minutia that wastes time and delays important resolutions. “The state of California is supposed to be a union-friendly, progressive state,” said BUNC 17 Vice Chair Mary Naidoo. “We should not be experiencing these kinds of difficulties with our process. The State had a whole week to address articles for which they have never shown they have a problem or made any statements that they had any concerns about.”

These concerns will influence our strategy going forward. “We are going to be choosing our words carefully as we move forward so that we can focus on the issues that matter most to our members: respect in the workplace and equitable pay for all members,” said BUNC 17 member Shelia Coonan.

As always, the State’s responses to bargaining are rooted in the amount of pressure SEIU Local 1000 members apply when on the job. “We are passionate at the table and can speak for what is important to our members. We know the low salaries, high turnover and backlogs are hurting our members and their families. We need actions and noise at the workplace. We need noise.  The organized action and the noise in the workplace will support our efforts at the table,” said BUNC member Felicia Barbato. “We increase the pressure as the State feels the heat from members statewide.”

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2^nd. To read about what happened in Monday’s Bargaining Unit 11, 20, and 21 sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today

Bargaining Unit 17 Recap: Tuesday, April 18, 2023

After kicking off bargaining for our “master table” session last week, members across the state are making their voices heard as we demand a strong contract that Respects, Protects, and Pays the employees that kept California running for the last three years.

On April 18, Bargaining Unit 17 (BU 17), went to the table to begin their unit-specific negotiations with the State. BU 17, which represents registered nurses, is prepared for a long negotiation to get members the pay and respect they have demanded. Our negotiating team is using what they saw earlier in the process to strategize on how best to move forward and prioritize issues that members identified as important in town halls, bargaining surveys, and worksite visits.

“We looked at each and every submission from our members,” said Bob Mutebi, Bargaining Unit Negotiating Committee (BUNC) Alternate Vice Chair for BU 17. “Each article was considered based on this set of data, which determined what we would roll over and what we would propose changes to.”

During Tuesday’s session, our team presented a number of contract articles for “rollover,” a term used to describe parts of the contract that don’t require negotiation this cycle. We rolled over 16 articles Tuesday, with additional minor language changes to 5 articles focused on health and safety concerns. Setting these protections aside during bargaining ensures that we will be able to address the ongoing issues without risking these workplace protections crucial to medical and social services.

“The most important feedback we’ve received from Registered Nurses statewide is work/life balance, scheduling, and salaries”, stated Vanessa Seastrong, Unit 17 Chair.

BU 17 has the most individual articles of all the bargaining units in the contract, with 92 articles whereas most other units have 30 to 40, so negotiations will take longer to go through each article. “Building our strategies around the responses from CalHR allows us to be flexible,” said Seastrong. “These were simple word changes, things that could be handled fairly easily, and we are expecting to have a response from the State next week.”

With this in mind, for upcoming sessions of bargaining, BU17 is going to focus on a strategic approach to address salaries, health, and safety, as well as recruitment and retention issues that have plagued Registered Nurses. 

“This is a long process. A lot of these issues are going to go back and forth for a while,” said Felicia Barbato, an RN at the California Department of Public Health for 11 years and a member of the BUNC. “Our success at the table is dependent on the strength and unity of our members.”

“Our members can and do bring the State to the table on issues that are important to us. Members can support their bargaining team at their worksites with Purple Up Wednesdays and by attending events and participating in actions,” said Seastrong.”

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for April 25. To read about what happened in Tuesday’s Bargaining Unit 1, 3, and 4 sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today. 

Highlights from Unit 20 tentative agreement

Early Saturday morning, the SEIU Local 1000 bargaining team reached an overall Tentative Agreement with the State. If ratified, the contract would significantly raise the wage floor for tens of thousands of state workers. It represents the largest three-year contract in Local 1000 history.

At the master table, we negotiated a retroactive pay raise for all employees, won retroactive special salary adjustments for more than 300 job classifications, maintained the health care stipend with no expiration date, reduced the pre-retirement (OPEB) funding, secured a health facility retention payment, and added, changed, or preserved a number of skill-based differentials, allowances, and other reimbursements that factor into our state income. Our general salary increase, our wage equity increase, and our unit-based Special Salary Adjustments are retroactive to July 1, 2023.

Here are the highlights from the Unit 20 (Medical and Social Services) bargaining table:

20 different classifications in Unit 20 received pay increases of 5% and 14% (11.1.20 Special Salary Increases). Another 21 classifications received 4% (11.5 Wage Equity Adjustment). These increases are on top of the general salary increase, retroactive to July 1, 2023, and pensionable. You can read a complete list of classifications affected by these increases here.

At DVA, overtime meals are now governed by stronger, expanded language that offers more flexibility in usage and reimbursement. (12.9.20)

Our uniform replacement allowance was increased to $650, a $200 increase. (12.11.20)

The ability to exchange time off has been expanded to include limited-term and probationary employees. (19.9.20)

New language provides a workforce stability stipend of up to $9,000 for CNAs (Class Code 8185) working at Veterans Homes in West Los Angeles and Yountville (11. new.20). Another new contract provision provides an interpreter pay differential of $1500/month for SSA Interpreters, which is specific to the Porterville Developmental Center location. (11.NEW.20)

We’ve taken steps to standardize vacation scheduling at DVA and CDCR/CCHCS for Dental Assistants, Dental Hygienists, LVNs, CNAs, and MAs. (8.23.20, 8.25.20, 8.26.20)

We’ve extended the availability of training in the prevention and management of assaultive behavior or therapeutic strategies and interventions to include CDCR/CCHCS. (10.20.20)

With stronger language, we’re ensuring that safety orientation in 24-hour facilities happens within 45 days of hire and provided a process to solve issues quickly by working with management in a Joint Labor Management Committee (JLMC). (10.5.20)

At the California Veterans Homes, we increased the number of positions filled by Post and Bid from 65% to 70%. (20.11.20)

The previous work of our task force helped us secure the continuation of the pilot Post and Bid for Medical Assistants at CHCF/Stockton following the same annual process that the Dental Assistants use. (20.18.20)

We’ve created a task force to examine overtime distribution procedures at the California School for the Deaf in Fremont, which is a new provision in the contract. (19.XXXX.20)

In ten different contract sections, we made great advances in mandatory and voluntary overtime:

• Greater transparency with a standardized mandate list. Each facility will maintain a universally-available list of impacted employees with dates of last mandated shift. This system will provide a fair and open approach to this process and will ensure that credit for working a mandated shift is duly recorded.
   
• Better protection for days off. We’ve safeguarded against mandated shifts the day before any pre-approved day off. You can’t be mandated to work overtime on the last day of your regularly scheduled week nor can you be mandated to work extra the day before any pre-approved day off.
   
• Stronger task force, early negotiations. This is our biggest win – new language that creates a joint labor-management task force to create solutions for MOT, along with implementation plans for those solutions. The task force will meet every other month and issue a joint report to CalHR, Department of Finance, and the departments heads. Here’s the kicker: This new agreement allows Local 1000 to re-open all MOT-related contract article sections on or after July 1, 2025, well before our next traditional round of contract bargaining. It’s an unheard-of accomplishment by SEIU and gives us optimism for future improvements.

This email summary shares highlights from the Unit 20 table; you may have already received the email recap from the master table. During the ratification process, you’ll be able read and learn more detail about the Tentative Agreement. Besides email, we’ll be posting information about our Tentative Agreement on our Contract Action Center page.

What happens next?

To become a contract, our Tentative Agreement must go through a number of steps in order to become law and the document that governs our working relationship with the State. Those steps include approval by the Statewide Bargaining Advisory Committee, a ratification vote by Local 1000 membership, legislative approval, and the Governor’s signature. Click here to read more about what steps we’ll be taking.

New MOT deal reached after State said “no” a week ago.

Tentative agreements add transparency, accountability, and a path to improvement

One week after hearing from the State that they had “no interest” in bargaining over mandatory overtime (MOT), our team pushed back, and after a marathon 17-hour bargaining session, won three big tentative agreements: fair scheduling, better protection of days off, and a unique path to future negotiations.

“We ‘mandated’ this long bargaining session to underscore the issues our members face,” said Vanessa Seastrong, Unit 17 Bargaining Chair. “Our team pressed the State for positive change, and we won.”

Our tentative agreements, listed below, do not include a reduction in mandated shifts. Here are highlights of the important changes we achieved:

Greater transparency with a standardized mandate list. Each facility will maintain a universally-available list of impacted employees with dates of last mandated shift. This system will help employees visualize a fair and open approach to the MOT process.  The new process will allow members to ensure they receive credit for their MOT shift and know where they are actually on the list.

Better protection for days off. We’ve safeguarded against mandated shifts the day before any pre-approved day off. The day before your pre-approved day off is now considered your Friday because our contract states an employee can’t be mandated on their RDO.

Stronger task force, early negotiations. This is our biggest win – new language that creates a Joint Labor Management Task Force to create solutions to MOT, along with implementation plans for those solutions. The task force will meet every other month and issue a joint report to CalHR and the department heads with strategies to reduce MOT across all affected departments. Here’s the kicker: this new agreement allows Local 1000 to re-open all MOT-related contract articles on or after July 1, 2025, well before our next traditional round of contract bargaining. It’s an unheard-of accommodation by the State and gives us optimism for future improvements.

Here are the contract sections we reached agreement on (with changes as summarized above):

• 19.13.20 Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• 19.14.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• 19.14.17 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• 19.15.17 Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17)
• 19.15.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
• 19.34 Department of Corrections and Rehabilitation (CDCR) - Division of Juvenile Justice (DJJ) and California Correctional Health Care Services (CCHCS) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs, LVNs, CNAs, and MAs (Units 17 and 20)
• 19.36 Department of State Hospitals (DSH) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs and LVNs (Units 17 and 20)
• 19.37 California Department of Veterans Affairs (CalVet) Joint Labor Management Task Force for the Strategic Reduction of Mandatory Overtime for RNs, LVNs, and CNAs (Units 17 and 20)
• 19.38 Mandatory Overtime

Earlier this week, we also secured tentative agreement on these two sections governing voluntary overtime.

• 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)

You can read more about these and all of our current contract sections in our online, mobile-friendly search tool.

Unit-specific bargaining sessions are being scheduled on a day-to-day basis. We’re scheduled to return to the master table again on Thursday, August 10, and Friday, August 11.  When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

As Local 1000 works to bargain a successful contract, we’ve escalated our actions to make our demand to be respected, protected, and paid more visible – and more impactful.

On Wednesday, August 16, Local 1000 members are taking emergency action to demand living wages.

It’s unacceptable that state employee wages are so low that we can’t afford to live in California.

We provide the essential services that keep our state running. We are not backing down until we win the livable wages our families need.

Time is running out. The State of California must act now to pay its essential state workers for the important work we do. Join union members and community allies to demand livable wages NOW.

When:     Wednesday, August 16, 2023
Time:      12:00 Noon – 2:00 p.m. Lunch will be provided. 
Where:   Capitol Annex Swing Space, 1021 O St, Sacramento, CA 95814

REGISTER HERE.

Can’t join us in Sacramento? Check here for other pickets and actions organized by members across California. 

Mandatory Overtime (MOT) Side Table Summary 8.1.23. State negotiators signal MOT is a preferred staffing tool, reject improvements, and disrespect medical staff

Today, State negotiators told us in the clearest possible terms that they don’t care about the health care professionals we represent; that the personal safety and work/life balance of the LVNs, CNAs, and RNs isn’t a priority, nor is the quality of the patient care they provide.

They told us that they have no interest in bargaining over mandatory overtime, no interest in reducing the number of mandated shifts, and no interest in finding real solutions to this dangerous practice.

Why? Because, as the State’s lead negotiator said today, state agencies like CDCR/CCHCS and DVA don’t want to make a change and prefer to use mandatory overtime as a staffing tool. What’s worse, that same lead negotiator claimed having the authority to implement a reduction in MOT, and that it wasn’t a financial decision. The departments believe reducing MOT to be too difficult.

Eliminating MOT has been a hard-fought, six-year battle. We reached agreement in 2019 negotiations for a joint task force to find solutions, which included triggers that forced a reduction in the number of mandated shifts management could impose.

Local 1000 did their share, creating solutions, participating in pilot programs, and more. At every turn, our ideas were answered with excuses or unwillingness. Our current contract called for the participation of CalHR and the State’s Department of Finance, which did not happen.

We entered this bargaining cycle with the goal of creating a pathway to eliminating MOT. Today’s session was the third we’ve had with the State on this subject. We’ve presented scores of subject matter experts backed with compelling data. All to no avail.

The State has rejected our every effort to reduce the number of mandated shifts. The State is willing to keep the task force, but as many times as Local 1000 has brought recommendations to the table, the State has failed to implement them or bring recommendations of their own.

It’s time for the nurses represented by Local 1000 to take action. If the State won’t move, we can stand together and make our demands to move them.

Here’s how you can take action:

We all know how dangerous mandatory overtime is for patients and staff, but it’s important that management hears it from all of us! Take 2 minutes and please call/email your Department Head and urge them to support our proposal because we all benefit from a safe working environment.

Use the list below to find who you should contact based on your department worksite:

• Department of State Hospitals- Executive Director  
• Department of Veteran Affairs- Director of Nursing
• Department of Developmental Services- Executive Director
• California Correctional Health Care Services/CDCR- Your facility Chief Nurse Executive 

***In order to make sure our message is heard, please remember to be courteous and respectful!

Below is a simple script to use when making your calls or emails:

“My name is _____, and I have been a nurse with the State of California for ___ years. I love my job and take great pride in quality patient care. My coworkers and I sacrificed our health and the health of our families during the pandemic because we knew our work was essential. However, we are now at a breaking point. The high vacancy rate of nurses is putting us ALL at risk once again. The shortage in nurses means we are regularly being expected to work mandatory overtime. Mandatory overtime is unsafe for patients and nurses. Please do the right thing and urge CalHR to accept our proposal to reduce mandatory overtime for nurses that work for the State of California.” 

What’s next:

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

Bargaining Unit 20 Recap: Tuesday, July 18, 2023

Our Unit 20 bargaining team reports some progress at the table, recording three different tentative agreements that preserve rights we’ve fought for and won during previous contract campaigns. At the same time, we continue to negotiate on a number of issues and also received one rejection of a new proposal.

Still, overall progress is slow: today’s session was short, and we’re still waiting for the State’s bargaining team to join us in our efforts to bring a good contract to a conclusion.

Here are the tentative agreements we reached today. Each one is a rollover language. Of note, the pilot post-and-bid program for Medical Assistants (MA) in Stockton continues for another three years. During the next three years, the MA’s will follow a process identical to the Dental Assistants and bid yearly. And, table discussion about rest periods provides us with a better understanding of allowable breaks when our Unit 20 personnel are working shifts that go longer than 8 hours.

• 19.3.20 Rest Periods (Unit 20)
• 20.16.20 Post and Bid Procedure for Dental Assistant Positions, CDCR (Unit 20)
• 20.18.20 Pilot Post and Bid for Medical Assistants at CHCF Stockton (Unit 20)

Negotiations continue on a number of key issues. Our economic issues have been moved to the master table.

Where does bargaining go from here?

Watch this July 13 video message from Irene Green, Local 1000 Vice President for Bargaining.

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.

What is the status of our contract?

As you know, we have not yet reached an overall tentative agreement on a new contract with the State. Our rights are still protected under the terms of our previous contract, which expired on June 30. Please remember that the $260 health care stipend had a June 30 sunset clause and will not be included in your August paycheck. That issue is part of our current negotiations.

You can read about your current contract rights in this mobile-friendly, searchable database.

What actions can I take to win a good contract?

As the bargaining team works to achieve meaningful progress at the table, it’s important that we keep our focus on Union solidarity and strength building. In order for our demands to be heard, SEIU Local 1000-represented employees need to stand together. So, we encourage you to sign up for our next action on July 25, 26, and 27 when we picket CalHR in Sacramento. Click here to register.

Bargaining Unit 20 Recap: Monday, July 10, 2023

There’s good news today in the form of two significant wins at the Unit 20 bargaining table. We reached tentative agreement with the state on two proposals that improve working conditions and expanded job and income opportunities for our represented employees.

Our bargaining team, representing the Medical and Social Services Specialists of Unit 20, reports a positive change in the state’s attitude at the table—a willingness to make progress and to bring the work of the Unit 20 table to fruition.

We made a big step in the fair distribution of overtime today: the state tentatively agreed to our proposal to form a Task Force to create a process for equitable treatment of our members at the Fremont Special Schools. Our Riverside facility has a well-working program, one we hope to replicate in Fremont.

We won stronger language in contract section 20.11.20, which governs the post and bid procedure for CNA positions at CalVet facilities. We increased the number of positions filled by employees through successful bids from 65% to 70%.

In other Unit 20 business today, a number of proposals and counterproposals were exchanged between our team and the state. We will continue our work to advance our members and to resolve outstanding proposals, including those affecting our pay and benefits.

As you know, we have not yet reached an overall tentative agreement on a new contract with the state. Remember, our rights are still protected under the terms of our previous contract, which expired on June 30.

Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Stay informed with all the bargaining news at our Contract Action Central web page.

Bargaining Unit 20 Recap: Thursday, July 6, 2023

The Unit 20 bargaining team returned to the table on July 6 to negotiate with the State’s team. Once again, the State’s refusal to take their worker’s concerns seriously took center stage. In spite of this, SEIU Local 1000 members will continue to fight for their rights and needs in the workplace to be respected.

SEIU presented the following proposals to the State’s negotiating team today:

• 8.26.20 CDCR – CCHCS Vacation Scheduling – Licensed Vocational Nurses (LVN), Certified Nursing Assistants (CNA), and Medical Assistants, (MAs) (Unit 20) – Updated language that SEIU Local 1000 and the State worked on as task force back in 2019, which was created as a procedure afterward. The team wanted this language in the contract.
   
• 10.5.20 Safety Orientation (Unit 20) – SEIU Local 1000 accepted additional language that the State added to create a Joint Labor Management Committee (JLMC) to ensure that BU 20 employees are receiving safety orientation within the appropriate time frame.
   
• 13.30.20 Orientation (Unit 20) – SEIU Local 1000 proposed a rollover language since the State wasn’t willing to accept the new language to strengthen this process.
   
• 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit 20) – SEIU Local 1000 presented a counter proposal for this section to assist limited-term employees to enable them to do swaps for time off.

The State offered counter proposals for the following articles today –

• X.XX.20 State Issued Cell Phones - The Schools for the Deaf (Fremont and Riverside) (Unit 20) – The state countered our initial proposal and rejected it completely.
   
• 20.XXXX.X Assignment Preference Teaching Assistants– Special Schools (Unit 20)  The state countered our initial proposal and rejected it completely.
   
• 9.20.20 Continuation of Flexible Benefits Election (Unit 20) – The state is sending this to the Master table and won’t discuss it at the Unit table.
   
• 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit 20) – The state is proposing rollover for this article section.
   
• 19.XXXX.20 Overtime Distribution Task Force for Fremont Special Schools (Unit 20) – The state countered our new language proposal with the language of their own, however, the team needs to review it thoroughly before responding with a counterproposal.

We were able to reach the following tentative agreements today –

• 8.26.20 CDCR – CCHCS Vacation Scheduling – Licensed Vocational Nurses (LVN), Certified Nursing Assistants (CNA), and Medical Assistants, (MAs) (Unit 20) – Updated language that SEIU Local 1000 and the State worked on as task force back in 2019, which was created as a procedure afterward. The team wanted this language in the contract.
   
• 10.5.20 Safety Orientation (Unit 20) – SEIU Local 1000 accepted additional language that the State added to create a Joint Labor Management Committee (JLMC) to ensure that BU 20 employees are receiving safety orientation within the appropriate time frame.
   
• 13.30.20 Orientation (Unit 20) – Rollover.

While we’ve passed a lot of language to the State today focusing on overtime and counterproposals to expand opportunities for probational employees, the State has not provided anything material in return.

“It doesn’t seem like they’re willing to bargain,” said Unit 20 Chair Heather Markovich. “We get back rejection, rejection, rejection, even in the face of the data that explains the situation in workplaces across the state.”

Unit 20 is still fighting for the Exchange of Time Off language to support employees during their year-long probationary period while battling with overwork and rising costs of living. This would be a win for both the State and employees.  Employees would be able to get the time off they need, and the State would know the shifts will be covered, which would save the State money as no overtime is required.

“They think that people up in Sacramento know more than people on the ground and the experts who have provided this data,” said Markovich.

One issue that the State’s negotiating team has consistently failed to provide meaningful input on is staff cell phones.

“Regarding cell phones, we’ve brought evidence that this issue goes back at least to 2015, and there’s been silence that whole time,” said Silas Wagner. “They deny that this is an issue and ignore the reality we live with.”

Working with students on field trips, to the store, and to and from their houses, staff have to use their personal phones and are encouraged to do so. The security of the staff’s personal information is a risk for teaching assistants and residential counselors, who are required to distribute their personal information to students, parents, and coworkers.

Workers at California Deaf Schools don’t have consistent distribution and access to resources like phones, video phones, and other resources across classifications. We are not supported by the State while we are working out and about with students. This is an unacceptable situation for all involved, according to Silas Wagner, a Unit 20 bargaining team member working at California School for the Deaf (CSD), Riverside.

“We have shown them stacks of data and reporting,” said Wagner. “The sad part is, when they say this can be resolved at the local level, we’ve made the efforts to do it that way. We’ve taken these issues to Joint Labor Management Committees (JLMCs) and to management directly. Nothing has happened.”

At hearing schools, the state provides walkie-talkies to staff, which cannot be used by any Deaf staff working at the Deaf schools. This obvious problem has not been addressed by management or the State’s bargaining team.

“The Unit 20 lead negotiator for the State repeatedly says she’s concerned that these issues are ongoing, but she still refuses to make a change,” said Wagner. “Something is not right here on the State’s side.”

The fight for respect in the workplace does not end at the negotiating table. Unit 20 employees are prepared to exert their rights in the workplace to demand an end to the policies which have created an untenable situation for workers and families across the state.

“Right now, it’s summer break,” said Wagner. “Our members are planning to stop using their personal phones at the start of the school year to protest this unfair policy. We’ll be grieving this every time it happens; we’ll be fighting this continuously; and we’ll be participating in the Union’s escalating actions as we address the failures of the State’s bargaining team.”

Unit 20 will return to the table as needed to complete a great contract for our members. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

If you have questions about actions planned at your worksite, contact the Member Resource Center (MRC) at 866.471.SEIU (7348), Monday through Friday, 7:00 a.m. – 7:00 p.m.

Bargaining Unit 20 Recap: Monday, June 26, 2023

This weekend, and again today, the Unit 20 bargaining team worked with the State to advance the Medical and Social Services workers we represent. While we made progress, the State continued to show frustrating bargaining behavior that didn’t align with our efforts to make positive change.

“All we’ve been seeing is the State wanting rollover language or to take rights away,” said Unit 20 Vice Chair Sarah Cooper. “They’re unwilling to do the back-and-forth; they want what they want, and it’s a contentious environment.”

Another example: Our fight to update our uniform allowance is being stifled; the State doesn’t seem concerned about a dollar figure that hasn’t been changed in 21 years.

Here are the tentative agreements we reached on Sunday and Monday; all are rollovers:

• 8.27.20 Dependent Care Leave (Unit 20)
• 19.32.20 Overtime Distribution at the California School for the Deaf, Riverside (Unit 20)
• 8.28 Continuing Education
• 14.21 – Classification study

We made the following proposals to the State:

• 12.9.20 Overtime Meal Allowance (Unit 20) – New language proposed for employees to receive additional meal allowance when required to work extended periods of time
• 12.11.20 Uniform Replacement Allowance (Unit 20) – New language to raise the uniform allowance
• 19.6.20 Show Up Time (Unit 20) – New language to hold management responsible to compensate an employee for four hours, if the staffing office doesn’t inform the employee they are not needed (this also applies to any trainings scheduled on an employee’s day off)
• 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit 20) – New language to strengthen the swap process for employees
• 19.XXX.20 Floating (Unit 20) – New language to ensure that BU 20 employees aren’t made to cover work shifts for other bargaining unit classifications
• 19.XXXX.20 Overtime Distribution Task Force for Fremont Special Schools (Unit 20) – New language to establish a Joint Management Labor Task Force to create a procedure on overtime distribution procedure for the Special Schools in Fremont
• 19.32.20 Overtime Distribution at the California School for the Deaf, Riverside (Unit 20) – Countered with rollover

Here are the proposals we received Sunday and Monday from the State:

• 7.XX.20 Student Holidays – State Special Schools (Residential Counselors, Night Attendants and Teaching Assistants) (Unit 20) – The State rejected our efforts to secure a 40-hour week for our members, even if students are on holiday

We received four proposed rollovers

• 8.27.20 Dependent Care Leave (Unit 20) – The State proposed rollover
• 19.32.20 Overtime Distribution at the California School for the Deaf, Riverside (Unit 20) – The State rejected the Union’s proposal to include the School for the Deaf, Fremont in this language and proposed rollover
• 20.15.20 Post and Bid Procedure for CNA Positions, CDCR (CDCR, CCHCS, DJJ) (Unit 20) – The State proposed rollover
• 20.16.20 Post and Bid Procedure for Dental Assistant Positions, CDCR (Unit 20) – The State proposed rollover

A number of outstanding proposals remain, mostly economic issues that have been moved to the master table. We also continue our joint effort with Unit 17 to resolve and advance our issues with mandatory and voluntary overtime.

With just a few days remaining before our contract expires, Unit 20 is on standby to meet once again with the State to resolve outstanding issues. When we meet, you’ll read it here first!

To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

Winning a good contract starts with you. Don’t just belong to the Union, participate.  Sign up for our Silent Protest March in Sacramento on June 29.

Bargaining Unit 20 Recap: Monday, June 19, 2023

We’re reporting today on two Unit 20 bargaining sessions—held on June 16 and 19.

While there was evidence of some movement at the Unit 20 table in these sessions, there remains a serious frustration with the State’s approach to bargaining with just ten days remaining before our current contract expires. Just today, we spent more than ten hours with the State’s team, and we reached no tentative agreements on behalf of the Medical and Social Service Specialists we represent. And that’s on the State, according to Silas Wagner, a member of our Unit 20 team who works at one of our state’s Special Schools:

“We feel that today’s session was a big waste of time,” said Wagner. “Our team has spent a great amount of effort crafting our proposals in response to our members’ priorities, yet, the State remains disengaged and less than fully responsive.”

“We’re being asked to give them information we presented over a month ago, multiple times. We have given them thoughtful input, and it seems that they’ve forgotten it.” Wagner added.

In just one example of the team’s frustration at the State’s response, after our initial SSA proposal, the State wanted to make sure our members were aware that the Employee Assistance Program (EAP) is available. For members who are struggling to pay for meals, for medication, and for a roof over their head, “EAP is not a solution,” said Wagner. Yes, EAP can provide assistance to members in crisis but the real help would be if the State would provide a livable wage. When discussing SSAs, BU 20 Chair Heather Markovich asked the State “What are your state employee’s worth to you?”

At the same time, the State’s bargaining team is floating verbal responses to our proposals, rather than the traditional approach, which is we propose on paper, they should respond on paper.

“The State’s bargaining leadership is not listening to our members concerns with our new language proposals and is pushing back, offering instead to say ‘no’ or to take the easier approach by rolling over existing language, but we are not done fighting“ said Heather Markovich, Unit 20 bargaining chair.

Here’s a look at the progress Unit 20 made in the June 16 bargaining session:

Our Unit 20 team proposed to “roll over” (maintain previous contract language) on three sections:

• 8.28.20 Continuing Education Leave (Unit 20)
• 11.16.20 Alternate Range (AR) 40 (Unit 20)
• 14.21.20 Classification Studies (Unit 20)

We reached two tentative agreements with the State on this day, both of which maintain previous contract wins from past campaigns:

• 8.24.20 Department of Developmental Services/LVN Vacation Scheduling (Unit 20)
   
• 8.30.20 Family Crisis Leave Bank, State Special Schools (Unit 20)

The State made one proposal to Unit 20:

• 12.11.20 Uniform Replacement Allowance (Unit 20) – State proposed rollover language

On June 19, we achieved the following:

Unit 20’s team made the following proposals to the State:

• 19.32.20 Overtime Distribution at the California School for the Deaf, Riverside (Unit 20) – proposed new language to include the Fremont School for the Deaf
   
• 10.38.20 Rest Areas (Unit 20) – new language to request that the State provide a refrigerator and microwave in break areas for all employees
   
• 20.XXXX.X Assignment Preference Teaching Assistants– Special Schools (Unit 20) – new proposal to request that Teaching Assistants take a survey annually to request assignments for the school year so they have some choice in what they do each year (member choice)
   
• 20.11.20 Post and Bid Procedure for CNA Positions: California Veterans Homes (Unit 20) – added new language to existing proposal to strengthen the article section
   
• 20.18.20 Post and Bid Task Force for Medical Assistants at CHCF Stockton (Unit 20) – updated proposal to include all MAs statewide, not just at CHCF Stockton
   
• 8.22.20 DSH Licensed Vocational Nurse (LVN) Vacation Scheduling (Unit 20) – counterproposal with rollover language as the team didn’t want to accept the State’s language due to negative impact
   
• 10.5.20 Safety Orientation (Unit 20) – counterproposal to ensure Unit 20 employees have management support until job orientation has been completed
   
• 13.30.20 Orientation (Unit 20) – counterproposal to ensure Unit 20 employees have management support until job orientation has been completed

Unit 20 received the following proposals from the State:

• 20.12.20 Post and Bid Procedure for Vacant LVN Positions, CDCR (Unit 20) – State proposed rollover language (upcoming joint meeting with Unit 17)
   
• 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit 20) – State proposed rollover language (we proposed looser rules, RNs psy techs, probation)
   
• 19.13.20 Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20) – State proposed new language that the team will need to review before responding
   
• 19.14.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20) – State proposed new language that the team will need to review before responding
   
• 19.15.20 Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20) – State proposed new language that the team will need to review before responding
   
• 19.21.20 Overtime Voluntary Scheduling – Excluding CDCR LVNs and CNAs (Unit 20) – State proposed a new number system to mimic SEIU (19.21.20); other than that it’s rollover language
   
• 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20) – State proposed a new number system to mimic SEIU (19.22.20); other than that it’s rollover language
   
• 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20) – State proposed a new number system to mimic SEIU (19.23.20); other than that it’s rollover language
   
• 19.XX.XX Mixed Shift Work Weeks (Unit 20) – a new proposal that the State rejected
   
• 20.XX.XX Post and Bid Task Force for Pharmacy Technicians at CHCF Stockton (Unit 20) – a new proposal that the State rejected

You can read the details of these and all current contract articles at contract.seiu1000.org

Unit 20 will return to the table on Monday, June 26. With just 10 days remaining before our contract expires, look for possible additional bargaining sessions through the weekend.

To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.​

If you are, help support bargaining teams by purpling up on Wednesday and attending our upcoming rally in Los Angeles on June 22.

Bargaining Unit 20 Recap: Monday, June 12, 2023

Negotiations continued today with the State after SEIU Local 1000’s march in Sacramento on June 8^th.

The Unit 20 team went to the table on June 1^st to negotiate with the State on the ongoing issues that our members have vocally demanded as we fight for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers.

“We started off slow today and we didn’t start until the afternoon, while we usually start at 11,” said Heather Markovich, Unit 20 Bargaining Chair. In spite of technical issues on the State’s side, negotiations led to responses on a number of Unit 20’s proposals.

SEIU Local 1000 presented the following proposals to the State’s negotiating team today –

• 8.23.20 Department of Veterans Affairs Vacation Scheduling (Unit 20) – counterproposal sent back where the State accepted our language and added some of their own that benefits Unit 20 classifications
   
• 10.20.20 Assaultive Response Training (Unit 20) – counterproposal sent back where the State accepted our language and added some of their own
   
• 7.XX.20 Student Holidays – State Special Schools (Residential Counselors, Night Attendants and Teaching Assistants) (Unit 20) – new proposal to ensure Unit 20 Night Attendants, Residential Counselors, and Teaching Assistants can receive a 40 hour workweek when there are student holidays (which doesn’t always happen presently)
   
• 7.2.20 Holidays – State Special Schools (Residential Counselors and Night Attendants) (Unit 20) – counterproposal sent back where Unit 20 is accepting rollover language as the State wouldn’t accept BU 20’s language updates
   
• X.XX.20 State Issued Cell Phones – The Schools for the Deaf (Fremont and Riverside) (Unit 20) – new proposal that will ensure that Unit 20 employees at the Schools for the Deaf (Freemont and Riverside) will be issued state cell phones to communicate with each other so they don’t have to use their personal cell phones

The State was able to reach the following tentative agreements today with the Union –

• 8.23.20 Department of Veterans Affairs Vacation Scheduling (Unit 20) – counterproposal where the State accepted our language and added some of their own that benefits Unit 20 classifications
   
• 10.20.20 Assaultive Response Training (Unit 20) – counterproposal where the State accepted our language and added some of their own
   
• 7.2.20 Holidays – State Special Schools (Residential Counselors and Night Attendants) (Unit 20) – rollover language
   
• 12.18.20 License or Certificate Renewal Fees (Unit 20) – rollover language

Additionally, the State offered counter proposals for the following articles today –

• 8.22.20 DSH Licensed Vocational Nurse (LVN) Vacation Scheduling (Unit 20) – the State countered with some new language that the team will review and respond to accordingly
   
• 20.11.20 Post and Bid Procedure for CNA Positions: California Veterans Homes (Unit 20) – the State countered with some new language that the team will review and respond to accordingly

Finally, the State rejected two SEIU proposals today –

• 20.XX.X Shift/Day Off Preference Teaching Assistants– Special Schools (Unit 20)
• 8.XX.20 CDCR-CCHCS Vacation Scheduling – Pharmacy Technicians (Unit 20)

One issue that was addressed today was negotiations around Unit 20 employees at the Special Schools of California regarding cell phone usage. SEIU Local 1000-represented employees at the School for the Deaf are prohibited from using their personal cell phones per the school’s policy, however, management is requesting personal cell phone numbers to communicate via text. “We are asking the State to provide them with a work cell phone, to help in their work, and to protect their personal information,” said Markovich. “When they’re off duty, no one else should have access to their personal information.”

Although the bargaining team did receive several responses today, this has not yet met the expectation of the bargaining team, who are expecting more substantive proposals and language on post and bid, swaps, and mandatory overtime.

There is more work to be done to address the issues that Unit 20 members have prioritized in bargaining surveys and at town halls across the state.

“We haven’t gotten it all back, for example, we still need our vacation scheduling,” said Markovich. “We gave a lot of information, but we need more of the meat on serious issues. The State’s lead negotiator offered to meet with us on Thursday to address some of our outstanding articles.”

“We’re definitely moving,” said team member Oluwadamilola Kamson.  “The table was different today, and the State’s team was ready with proposals. My feeling is that we’re moving and that we got some of the TAs we wanted back. “We hope that we can continue this to catch up on the rest of the TAs and get our proposals returned.”

This movement comes after weeks of sluggish responses from the State’s negotiating team and a fight to receive back any of a large number of outstanding proposals.

“We’re finally starting to see movement from the State,” said Vice Chair Sarah Cooper. “Although we’re still waiting to hear back on some of our critical issues., it’s a good sign that the State is willing to meet with us on additional days this week to get this done before our contract expires.”

“I’m just hoping that next week we see the State return some of our outstanding proposals,” said Markovich. “If these issues weren’t important, we wouldn’t have proposed them.”

Unit 20 returns to the table next week, on Monday, June 19. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

If you are, help support bargaining teams by purpling up on Wednesday and attending our upcoming rally in Los Angeles on June 22.

Bargaining Unit 20 Recap: Monday, June 5, 2023

There was some light at the end of the tunnel today in contract negotiations between our Unit 20 bargaining team and the State.

“It’s the most productive meeting we’ve had; we’re seeing a break in the log jam of unanswered proposals,” said Sarah Cooper, Vice Chair of Unit 20. “With three sessions remaining, we hope to bring home a good contract for our represented employees.”

Still, some of the most important proposals for our members—among them, post and bid and mandatory overtime—haven’t been responded to, and we continue to press for resolution.

As part of today’s session, we reached tentative agreement on a number of contract sections:

We won stronger language on 13.12.20 – Employment Opportunities, which will modernize the way the department posts and communicates job openings available to our members.

Following up on a joint commitment we made with the State during the last bargaining cycle, we reached tentative agreement on 8.25.20 – CDCR/CCHCS Vacation Scheduling and solidified our ability to reasonably schedule time off.

We reached tentative agreement on 20.13.20 – Shift/Day Off Preference of Assignment – Schools for the Deaf.  It preserves our previous, hard-won contract language.

You can read the details of these and all current contract articles at contract.seiu1000.org

Unit 20 will return to the table on Monday, June 12. In addition, we’ve made it clear to State negotiators we’re ready to meet at any time to get our work done. As Unit 20 Chair Heather Markovich said today, “We’ve got employees on this team who often work 16-hour days, and we’re good to go.”

To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.​

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here

Bargaining Unit 20 Recap: Thursday, June 1, 2023

The Unit 20 team went to the table on June 1 to negotiate with the State on the issues that have been impacting workers across the state as we fight for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers.

BU 20 proposed the following new language to the State during today’s session:

• 11.xx.20 Alternate Range Criteria Adjustment for Registered Dental Assistants

The State’s negotiating team proposed the following rollover sections to our bargaining team:

• 10.38.20 Rest Areas (Unit 20)
• 12.23.20 Laboratory Services and Deliveries (Unit 20)
• 13.31.20   20/20 Programs (Unit 20)
• 13.30.20 Orientation (Unit 20)
• 13.32.20 Education and Training Opportunities (Unit 20)
• 13.33.20 Mandatory Training (Unit 20)
• 13.34.20 Non-Mandatory Training (Unit 20)

Additionally, the State offered a counterproposal to the following sections:

• 10.20.20 Assaultive Response Training (Unit 20)

The State agreed to SEIU Local 1000’s language change and added additional language, which the BU 20 team will review and respond to the State at the appropriate time.

• 7.2.20 Holidays – State Special Schools (Residential Counselors and Night Attendants) (Unit 20) the State did not accept our language changes and countered with rollover.

Finally, a tentative agreement was reached today on the following new language section:

• 10.25.20 Infectious Disease Control (Unit 20)

The State did reach a tentative agreement on the language change proposed by Local 1000, in section 10.25.20, expanding the infection disease control language to include CCHCS and CDE. This gives our members the right to information on outbreaks in their workplace.

Additionally, the team presented new language adjusting the range criteria for Registered Dental Assistants. These underpaid and understaffed workers have demanded a pathway to reach their maximum pay in a shorter amount of time. The team proposed new language to the State today to change the amount of time it takes to go from one range to another range from 10 years to 4 years. This was in direct response to the survey feedback and town halls that were attended by the Registered Dental Assistants.

“Previously, Registered Dental Assistants took about 15 years to get to their max pay,” said Unit 20 Chair Heather Markovich. “We presented to the State that all dental assistants should have the same process for reaching their maximum pay.”

“The State needs to take action on our articles,” said team member Silas Wagner. “We’ll be back at the table on Monday with the same demands, and we will continue to fight for what our members deserve. We aren’t going to roll over in the face of delays.”

While the State presented the team with 8 rollover proposals today, there continue to be delays in negotiations on critical issues faced by Unit 20 workers.

“We need to negotiate over the exchange of time language, vacation time, post and bid, and mandatory overtime,” said Markovich. “We need the meat, not the crumbs.”

Unit 20 returns to the table next week, on Monday, June 5. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 20 Recap: Monday, May 22, 2023

While our Unit 20 bargaining team continues to work with the State by presenting proposals that advance the wages and working conditions of our Medical and Social Services Specialists, the State remains largely unresponsive to those proposals.

“Negotiation is a two-way street, an exchange of information, and we’re still waiting,” said Heather Markovich, Unit 20 Chair. “We’re doing our part, but without feedback on our proposals, there’s no opportunity for progress, and we’re not solving the issues facing our members.”

The numbers are stark: to date, there are 39 outstanding proposals that remain unanswered. We’ve reached tentative agreement with the State on just 12 contract sections, and one more is in progress.

We’ve told the State that time is running out. With no bargaining scheduled for next Monday (Memorial Day), only 4 regularly scheduled sessions remain before the contract expires.

“We’ve asked the State what they’d do if the roles were reversed and asked them to imagine that they weren’t getting the input necessary to respond to,” added Chair Markovich. “Their response was, basically, ‘we’re doing our due diligence’ without any promise of a change of behavior.”

Still, our team is moving forward. We reached tentative agreement on three proposals, a number of weeks after we presented them:

• 11.5.20 – Release of Paychecks (Unit 20)
• 12.22.20 – State Special School Field Trip Expenses (Unit 20)
• 15.4.20 – Employee Opportunity Transfer (Unit 20)

These “rollovers” preserve and protect rights from previous contract wins. We’re awaiting a response on 39 additional proposals.

There will be no bargaining on Monday, May 29 (Memorial Day). Unit 20 returns to the table in two weeks, on Monday, June 5. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 20 Recap: Monday, May 22, 2023

While our Unit 20 bargaining team continues to work with the State by presenting proposals that advance the wages and working conditions of our Medical and Social Services Specialists, the State remains largely unresponsive to those proposals.

“Negotiation is a two-way street, an exchange of information, and we’re still waiting,” said Heather Markovich, Unit 20 Chair. “We’re doing our part, but without feedback on our proposals, there’s no opportunity for progress, and we’re not solving the issues facing our members.”

The numbers are stark: to date, there are 39 outstanding proposals that remain unanswered. We’ve reached tentative agreement with the State on just 12 contract sections, and one more is in progress.

We’ve told the State that time is running out. With no bargaining scheduled for next Monday (Memorial Day), only 4 regularly scheduled sessions remain before the contract expires.

“We’ve asked the State what they’d do if the roles were reversed and asked them to imagine that they weren’t getting the input necessary to respond to,” added Chair Markovich. “Their response was, basically, ‘we’re doing our due diligence’ without any promise of a change of behavior.”

Still, our team is moving forward. We reached tentative agreement on three proposals, a number of weeks after we presented them:

• 11.5.20 – Release of Paychecks (Unit 20)
• 12.22.20 – State Special School Field Trip Expenses (Unit 20)
• 15.4.20 – Employee Opportunity Transfer (Unit 20)

These “rollovers” preserve and protect rights from previous contract wins. We’re awaiting a response on 39 additional proposals.

There will be no bargaining on Monday, May 29 (Memorial Day). Unit 20 returns to the table in two weeks, on Monday, June 5. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 20 Recap: Monday, May 22, 2023

While our Unit 20 bargaining team continues to work with the State by presenting proposals that advance the wages and working conditions of our Medical and Social Services Specialists, the State remains largely unresponsive to those proposals.

“Negotiation is a two-way street, an exchange of information, and we’re still waiting,” said Heather Markovich, Unit 20 Chair. “We’re doing our part, but without feedback on our proposals, there’s no opportunity for progress, and we’re not solving the issues facing our members.”

The numbers are stark: to date, there are 39 outstanding proposals that remain unanswered. We’ve reached tentative agreement with the State on just 12 contract sections, and one more is in progress.

We’ve told the State that time is running out. With no bargaining scheduled for next Monday (Memorial Day), only 4 regularly scheduled sessions remain before the contract expires.

“We’ve asked the State what they’d do if the roles were reversed and asked them to imagine that they weren’t getting the input necessary to respond to,” added Chair Markovich. “Their response was, basically, ‘we’re doing our due diligence’ without any promise of a change of behavior.”

Still, our team is moving forward. We reached tentative agreement on three proposals, a number of weeks after we presented them:

• 11.5.20 – Release of Paychecks (Unit 20)
• 12.22.20 – State Special School Field Trip Expenses (Unit 20)
• 15.4.20 – Employee Opportunity Transfer (Unit 20)

These “rollovers” preserve and protect rights from previous contract wins. We’re awaiting response on 39 additional proposals.

There will be no bargaining on Monday, May 29 (Memorial Day). Unit 20 returns to the table in two weeks, on Monday, June 5. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

And be sure to save your spot for the upcoming June 8 March to the Governor’s mansion here.

Bargaining Unit 20 Recap: Monday, May 15, 2023

Our bargaining teams have returned to the table this week, fighting for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers. Our Bargaining Unit 20 negotiating team went to the table on May 15 to negotiate financial matters that impact these vulnerable and underpaid classifications. Subject matter experts in the unit discussed the issues they experience in the workplace and explained in detail to the State the consequences of years of short staffing and low pay.

During today’s bargaining session, the team proposed four sections for “rollover,” maintaining important workplace protections secured in previous contracts:

• 11.5.20 – Release of Paychecks
• 11.61.20 – Split Shift Differential
• 11.63.20 – Certified Nursing Assistant/EMT Pay Differential
• 12.18.20 – License or Certificate Renewal Fees

We proposed the four sections below with new language to reflect changes we want to see to our contract:

• 10.5.20 – Safety Orientation
• 11.1.20 – Special Salary Adjustments
• 11.60.20 – LVN Recruitment and Retention
• 11.62.20 – Dental Assistant Registration Differential

Additionally, we made a counter proposal in response to the State’s first counter proposal for the following section:

• 13.12.20 – Employment Opportunities

Finally, the State and the Union reached a tentative agreement on the following rollover sections:

• 19.18.20 – Rescinding Approved Time Off
• 19.31.20 – Split Shifts

Language proposed today about safety orientation by the bargaining team reflected the same concept as BU 17. The bargaining teams are trying to align the language of Units 17 and 20. “We work side-by-side with each other,” said Unit 20 Chair Heather Markovich. “LVNs, CNAs, RNs, and Medical Assistants working on the same unit should have the same protections.”

Today, the bargaining team proposed special salary adjustments for Unit 20 employees, asking for individual pay raises for some of the most impacted and lowest paid classifications. “We let them know our members should not have to suffer anxiety about homelessness or paying for food instead of rent,” said Markovich.

These issues are at the heart of the State’s current crisis of vacancies in positions across California. “If they don’t pay and respect us, they will run out of employees,” said Markovich.

“If the wages are not raised, no one will come work for the state.”

The focus at the table on economics is giving voice to the concerns of state workers who have struggled for recognition of their needs for years. Experts spoke about their experiences in job roles across California, including a Senior Clinical Laboratory Technologist, an X-ray technician, and SSA-I (ASL interpreters) from the Department of Rehabilitation and School for the Deaf in Riverside.

“We are dealing with ASL proficiency,” said bargaining team member Silas Wagner. “It takes years of experience to become an interpreter with the skills necessary for the unique needs and educations levels of our deaf state employees. Someone who has 6 months experience, which is listed in the job description, will be woefully unprepared and overwhelmed on the job.”

These jobs are in-demand positions; not everyone can be an interpreter and years of experience are needed. The State knows this but has refused to pay these qualified professionals what they’re worth. “They work hard,” said Wagner. “Those in these roles need to be taken seriously.”

The State also heard from a Senior Clinical Lab Technologist and an X-Ray Technician in regard to how their low pay has impacted new hires and retention. The high vacancy rate has increased their workload; instead of covering one facility they have to cover multiple facilities. The Senior Clinical Lab Technologist must have a license by the State Department of Health Services. In order to obtain that license, they must have a bachelor’s degree and a major in clinical laboratory science. Due to the low pay, most people with this license seek higher paying positions outside of state service.

Similarly, the X-Ray Technicians also have a high proficiency level for their job along with a license. Due to low staffing levels, they also service multiple facilities while they were originally hired to service just one facility. This also causes patients to be transferred to outside facilities if there is no X-Ray Technician on duty as they are at another facility. The cost of transporting patients along with their escorts is extremely high, which is costing the state unnecessary funds.

In the CNA classification alone, there are 749 vacant jobs across the state. Uncompetitive wages have meant that the state can’t hire, further exacerbating the problems. In order to solve the state’s financial issues regarding their workforce, Unit 20 employees need to be paid a fair and competitive wage.

Unit 20 returns to the table next week, on Monday, May 22. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.

Bargaining Unit 17 & 20 Recap: Tuesday, May 9, 2023

Happy Nurses’ Week from your Bargaining Unit 17 (BU 17) and Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Committees (BUNC). While we celebrate the work nurses do across the country, SEIU Local 1000-represented nurses went to the table on May 9 to focus on Mandatory Overtime and Voluntary Overtime, which affect our nurses statewide.

Of primary concern to almost all state nurses is the issue of Mandatory Overtime (MOT). “This morning, BU 17 and 20 together met with the State to pass our voluntary and mandatory overtime article sections,” said Unit 17 Chair Vanessa Seastrong. “Today at the table a large volume of new proposals were presented from both bargaining teams to address these issues. We passed a total of 10 proposals, 4 for Unit 17 and 6 for Unit 20,” said Seastrong. “As we expected, the State received these MOT article sections but didn’t ask many clarifying questions, and we are still awaiting a counter proposal.”

BU 17 proposed the following article sections containing new language regarding Mandatory Overtime (MOT):

• Article 19.14.17 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• Article 19.15.17 – Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17)
• Article 19.22.17 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
• Article 19.23.17 – Overtime Voluntary Scheduling (Excluding CDCR) (Unit 17)

BU 20 proposed these article sections addressing MOT for their unit as well:

• Article 19.13.20 – Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• Article 19.14.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• Article 19.15.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
• Article 19.21.20 – Overtime Voluntary Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
• Article 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
• Article 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)

You can read the details of these and all current contract articles at contract.seiu1000.org

Currently, a holdover of less than two hours is not counted as mandatory overtime. “This is an inconvenience and demoralizing for many of our members,” said BU 17 Alternate Vice Chair Bob Mutebi. “An hour means a lot of someone’s day. Our new proposal is to have a holdover of one hour to be counted as MOT.”

These issues led to the team proposing a change to the existing MOT language. “We proposed that the State reduce the number of mandatory overtime shifts by one a year until we get to zero,” said BU 20 Chair Heather Markovich. “We also proposed language to strengthen the voluntary overtime process.”

Currently, BU 17 RNs can be mandated for two overtime shifts per month, while BU 20 CNAs and LVNs have three. “We want to reduce this down to 1 for RNs and 2 for LVNs and CNAs,” said Seastrong. “We would continue to reduce MOT by one shift per year until 2025 when Unit 17 and 20 will both have zero.”

Other changes to the article sections strengthen contract language so that our workers can take the shifts that they want to work and gives state employees preference over external registry. “We want the state to address these article sections,” said Seastrong. “For the last three years, we’ve been in a Mandatory Overtime Task Force, and nothing was done. Without language to make them get this problem under control, we don’t think this issue will be solved. The state has violated this agreement in the past, so stronger language and protections are needed.”

Another ongoing issue addressed during the joint session was language proposed by the units that ensured that BU 17 and BU 20 nurses cannot be mandated into another bargaining unit position. “Unit 17 and Unit 20 are being mandated into other BU positions. “We are being used to plug gaps in the state’s workforce,” said Mutebi.

“Today, state workers stood up and told the State that this practice accounts for the huge turnover in the state’s workforce,” said Mutebi. “This represents a huge disrespect for our LVNs, who are forced to cover for workers making more money when they themselves are not paid equally,” said Markovich.

To ensure that these protections are enforced, bargaining units proposed language that includes penalties for the state when these terms are violated. “We included in this proposal that when mandatory overtime shifts are required of state workers after we bring them down to zero, the state will have to pay a penalty of double-time for any mandated shift,” said Markovich.

The two units worked together to present these major proposals to the State. These issues have been ongoing for years while managers have ignored the problem. By joining together, the two units were able to support each other and provide insight to the State regarding the impacts on nurses. “Mandatory overtime has a huge impact on nursing staff, so we have to come together to fight this issue, because it affects all of us, especially after all of us were working mandatory overtime during COVID,” said BU 20 Vice Chair Sarah Cooper.

The fight for this important protection is on. “The nurses’ actions in the workplace are what brought the State to the table on this issue in 2019,” said Seastrong. “We need to see that same energy now to move the State to take our proposals seriously. We need actions in the workplace so the State can see how bad the nurses want mandatory overtime to go away.”

“In 24-hour facilities, there is no separation between these units,” said Mutebi. “Neither of us can say our job is complete without each other. When we come together at the table, it shows the synergy of these two units fighting the injustices that the state is trying to put on our membership.”

In addition to article sections passed during the joint session, Unit 17 proposed the following rollover sections:

• Article 19.4.17 – Meal Periods (Unit 17) 
• Article 19.6.17 – Show Up Time (Unit 17)
• Article 19.7.17 – Report Preparation Time (Unit 17)
• Article 19.9.17 – Exchange of Days Off (Unit 17)
• Article 19.16.17 – Change in Shift Assignment (Unit 17)
• Article 19.17.17 – Mixed Shift Work Weeks (Unit 17)
• Article 19.19.17 – Work Week Group (WWG) Definitions (Unit 17)
• Article 19.24.17 – Floating (Unit 17)
• Article 19.25.17 – Travel Time (Unit 17)
• Article 19.26.17 – Workweek Correctional Institutions (Unit 17)

Finally, the State offered tentative agreements to the following article sections.

• Article 8.13.17 – Court Appearances and/or Subpoenas (Excludes Unit 17)
• Article 13.2.17 – Informal Performance Discussions (Unit 17)
• Article 13.6.17 – Performance Appraisal (Unit 17)
• Article 13.9.17 – Letters of Instruction (LOI)/Work Improvement Discussion (WID) (Unit 17)
• Article 13.12.17 – Employment Opportunities (Unit 17)
• Article 13.28.17 – Education and Training Opportunities and Resources (Unit 17)
• Article 13.29.17 – Research Projects (Unit 17)
• Article 14.4.17 – Duty Statements/Post Orders and Work Instructions (Unit 17)
• Article 15.4.17 – Employee Opportunity Transfer (Unit 17)

You can read the details of these and all current contract articles at contract.seiu1000.org

After their morning session bargaining alongside Unit 20, Unit 17 had an active day at the table, focusing on rollover language. “It was a busy day on our end,” said Unit 17 Chair Vanessa Seastrong.

“We have given the State 61 article sections of new language and rollover, and we have only received 18 rollover back in total,” said Seastrong. “While receiving the TAs today was a good sign, the State still needs to start dealing with our new language and not just rollover. We have a number of easy article sections with simple changes that are still under review by the State.”

While the State moves through rollover language, SEIU Local 1000 members are ready to fight for a contract that represents the needs identified in their bargaining surveys and Town Hall meetings.

“We’re hoping that the State will come back and begin the negotiations of bargaining, not just tentative agreements for rollovers,” said Seastrong. “We want to get into the details of language changes. We are focused on action to move the State. Nurses are ready in workplaces across the state to take action to support our bargaining team.”

Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 16. To read about what happened in Monday’s Bargaining Unit 11, 15, 20, and 21 sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today

Bargaining Unit 20 – Recap: Monday, May 8, 2023

Our bargaining teams are back at the table this week, fighting for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers. Our Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Team, or BUNC, went to the table on May 8 to negotiate with the State over the unique challenges faced by Medical & Social Services Specialists working for the state. With subject matter experts and members from the State Special Schools presenting on issues in their workplaces, we are showing the State the leadership role they play in providing services to the public.

During today’s bargaining session, BU 20 proposed four sections for “rollover,” maintaining important workplace protections secured in previous contracts.

Additionally, we proposed four articles with new language to reflect changes we want to see to our contract:

• Article 7.2.20 – Holidays- State Special Schools
• Article 11.2.20 - State Special School Recruitment and Retention Differentials
• Article 19.32.20 - Overtime Distribution at the California State Special Schools
• Article 20.13.20 – Shifts/Day off Preference of Assignment Counselors – Special Schools
• Article 20.XX. X – Shifts/Day off Preference of Assignment Teaching Assistants – Special Schools

Finally, the State agreed to the following contract sections, achieving a tentative agreement as we continue bargaining:

• Article 9.19.20 – Light/Limited Duty Assignments
• Article 11.19.20 – Recruitment and Retention 
• Article 20.17.20 - Post and Bid Procedure for Residential Care Specialist (RCS) Positions: California Veterans Homes

 You can read the details of these and all current contract articles at contract.seiu1000.org

“We had a pretty good day,” said Bargaining Unit 20 Chair Heather Markovich. “Today we focused on the School for the Deaf in Fremont and Riverside along with the School for the Blind in Fremont. We asked the State to include new language for a recruitment and retention differential that raises the dollar amount for people currently receiving this in BU 20.”

After addressing rollover language, BUNC member Silas Wagner presented on the ongoing financial crisis for workers in the Bay Area. With inflation rising alongside rent and housing costs, workers are in crisis at the California School for the Deaf in Riverside and Fremont along with the California School for the Blind in Fremont, as well as the communities surrounding these schools.

“In my presentation, I talked about the importance of Deaf culture and Deaf community,” said Wagner. “We want to live in the cities where our Deaf schools are.  These cities have become unaffordable and the Deaf community is disappearing. By living near the schools where we work, we are able to create a Deaf community in which Deaf students are able to thrive.”

However, the State has neglected to address the issues of low wages and increased cost of living faced by the Deaf community in Fremont for many years. “Our classifications are some of the lowest paid, and I wanted to highlight how these low wages are impacting the Deaf community,” said Wagner. “We want people to live near the school and keep our community intact. To put a roof over your head in most situations costs more than people are paid. Everyone’s in the red in Fremont; Unit 20 members can’t afford small studio apartments.”

While cost of living is a crisis across the state, it is particularly impacting workers and community members around these schools. “The cost of living may not be the state’s fault,” said Wagner. “But they need to face the reality that the cost of living is not met by the salary we are provided. Fremont is the most expensive city in California. The second is San Jose. It’s shocking to see that this is where our community is trying to survive without the support of the state.”

These impacts can be mitigated if the State listens to their union workforce’s demands for change in our next contract. Our subject matter experts presented on the issues each of their classifications face, including night attendants, residential counselors, teaching assistants, and sign language interpreters.

“We had representatives from each of the classifications talk about the financial struggles that are associated with Bay Area living and how the salary affects the ability of members to maintain their physical, mental, and emotional health. It will impact the services provided to the children going to the Blind and Deaf schools,” said Wagner. “They talked about the love and commitment that they have for the students, sharing their knowledge about Deaf culture.”

 “I really want to thank the subject matter experts for joining today,” said Wagner. “We are so grateful for the support from the team from the State Special Schools for supporting each other and their coworkers and all the effort they put into their presentations today.”

The fight for respect, protection, and pay requires that all state workers stand together in our demands for a strong contract. Bargaining Unit 20 members spoke with a unified voice at the table and helped show the State that our members are united in our struggle.

Unit 20 returns to the table Tuesday, May 9 along with BU 17 to discuss overtime and next week, on Monday, May 15. To see updates on other bargaining unit contract sessions, click here for our Contract Action Center page at seiu1000.org.

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today

Bargaining Unit 20 Recap: Monday, May 1, 2023

We are entering our third week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running through chaotic and unprecedented times. Our Unit 20 (BU 20) Bargaining Unit Negotiating Committee (BUNC) went to the table on May 1^st, International Worker’s Day, prepared to fight for our members and the safety and security of the people they serve.

“We passed a lot of language over to the State for approval, including vacation scheduling language from the task forces, as well as making minor tweaks to language around infection control, assaultive response training which includes de-escalation techniques. We also proposed expanding existing language on infectious diseases training to the California Department of Education (CDE) as well.”

These are all meaningful changes that respond to the major disruptions that the State of California has gone through over the last three years of the pandemic. The State, however, does not share the same urgency for our member’s needs.

Unit 20 has 11 outstanding provisions from previous weeks, not including the 5 additional rollovers and 7 new proposals passed today, pending responses from the State. “I felt like there wasn’t sincerity on the State’s part,” said Heather Markovich, Unit 20 BUNC Chair. “We started the day and asked what they had for us. They told us they had one rollover.”

After multiple weeks, the State is still slow to respond to these issues or even ask clarifying questions. “It’s hard to say what’s going on behind closed doors,” said Markovich. “When we asked them if they had any questions or comments about what we sent, they said they were still reviewing.”

Unit 20 was able to reach a Tentative Agreement with the State on one rollover provision from our previous contract, 13.18.20 - Professional Practice. You can read the details of these and all current contract articles at contract.seiu1000.org

Unit 20 returns to the table next week, on Monday, May 8^th. To see updates on other bargaining unit contract sessions, click here for our Contract Action Center page at seiu1000.org.

If you’re not already an SEIU Local 1000 member, join us today.

Unit 20 Bargaining Summary: Monday, April 24, 2023

Bargaining has entered its second week for our Unit 20 Bargaining Unit Negotiating Committee (BUNC), representing LVNs, CNAs, Teaching Assistants, Dental Assistants, Registered Dental Assistants, Dental Hygienists, Pharmacy Technicians, Laboratory Technologists, Physical Therapists, Counselors, and many other classifications working across California.

On April 24^th, the Unit 20 BUNC went to the table to continue unit-specific negotiations with the State.  We presented four contract articles to the State for “rollover,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The State agreed, and thus, a “tentative agreement” was reached on these three articles:

5.18.20   –         Labor Management Committee, California School for the Deaf, Riverside
10.32.20 –         Information Regarding Medical Condition
21.22.20 –         Licensure/Certification

The State also returned a proposal from last week on continuing education. “When they asked why this proposal was an issue for us, we went into our surveys and were able to provide specific cases from responding workers,” said BUNC Chair Heather Markovich. “The State was pushing back on costs on this issue, but we wanted them to understand that by increasing the knowledge of our workforce, we can both support the quality care to our patients and the career opportunities workers have.”

In addition, the Unit 20 ream proposed new language today, centered around the Post and Bid procedure, which affects our certified nurse assistants and LVNs in all our locations. “This has a very broad impact,” said Markovich. “The Post and Bid process allows members to choose shifts, work area, and days off based on seniority. This allows our workers to better manage their work-life balance as they see fit. We have multiple people who have spouses or significant others who use the post and bid process so that they can minimize childcare costs, which remain high across the state.”

As we present more and more articles to the State, negotiations will continue to evolve, but our goals are clear. Our members need more support from their employer, and we need to maintain and expand our protections in the workplace. “This meeting was a little more tense than last week,” said Markovich. “They had a lot of questions for us, but we handled it well as a team.” 

The tensions at the table are in part due to our bargaining team holding the State accountable to its workers. After a proposal is passed across the table to the State, their negotiators have a week to review it and respond. “We’re putting a lot more pressure on the State to respond to us,” said Sarah Cooper, BUNC Alternate Vice Chair. “The State sometimes delays passing back counteroffers and tentative agreements. They started the day saying they had nothing to give us and that we may receive one agreed on proposal by the end of the day.”

In spite of the State’s pessimistic outlook, the Unit 20 BUNC was able to use our member’s responses to surveys, town hall meetings, and other comments to keep the meeting productive and fight for our member’s rights. “Heather pushed and demanded answers after they had a week to do their research,” said Cooper. “By the end of the day, we had three rollovers agreed to and proposed new language.”

Unit 20 returns to the table next week, on Monday, May 1^st. To see updates on other bargaining unit contract sessions, click here for our Contract Action Center page at seiu1000.org.

If you’re not already an SEIU Local 1000 member, join us today.

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Bargaining Unit 20 Recap: Monday, April 17, 2023

After kicking off bargaining for our “master table” session last week, members across the state are making their voices heard as we demand a strong contract that Respects, Protects, and Pays the employees that kept California running for the last three years.

On April 17, Bargaining Unit 20 (BU 20), went to the table to begin their unit-specific negotiations with the State. BU 20, which represents medical and social services specialists, including LVNs, CNAs, Teaching Assistants, Laboratory Technologists, Physical Therapists, and Counselors, has faced some extremely challenging conditions as they navigated COVID-19 and the State and management’s response.

“Members drive this process, and we follow their directions,” said Heather Markovich, Bargaining Unit 20 Chair. “There’s a lot riding on this, but we came in prepared thanks to our research, the strength of our team, and the time we spent getting to understand our strategy. We’re very cohesive.”

During Monday morning’s session, our team presented a number of contract articles for “rollover,” a term you’ll hear used to describe parts of the contract that don’t require negotiation this cycle. Today’s rollover articles include maintaining our Labor Management committee at California School for the Deaf, Riverside; our return-to-work “light/limited duty” program for employees incapacitated due to illness or injury; and a continuation of the Flexible Benefits Program (FlexElect). Setting these protections aside during bargaining ensures that we will be able to address the ongoing issues without risking these workplace protections crucial to medical and social services.

We presented four new proposals in the afternoon that contained new language and new protections for members. Two of these proposals focused on time-off exchanges and continuing our education leave programs, built off existing language to strengthen the protections we have in our worksites.

Additionally, we presented two new proposals designed to address the ongoing problem of mixed shifts. BU 20 represented employees often find themselves working most days on one shift but with some days assigned shifts earlier or later in the day. Additionally, we proposed a task force for pharmacy technicians in Stockton, including post and bid language. If successful, pharmacy technicians could choose their workplace and pick their schedules.

“Our focus is on addressing the issues our members identified in our bargaining surveys, town halls, and meetings at worksites across the state, said Markovich, who works as a Licensed Vocational Nurse at the California Medical Facility. “We’re members just like all of our coworkers. The input from the surveys and town halls leads where we go in negotiations.”

Unit 20 returns to the table next week, on Monday, April 24. To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org

There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today.