Local 1000 Reaches Tentative Agreement for New Contract

Dec 17, 2022 | State Bar Updates

Contract Ratification Voting Underway – Read the agreement summary below and cast your vote today. You must be a Local 1000 member to participate.

Click here to participate in the State Bar ratification vote.

l. Tentative Agreement Summary:

a. COLAs: Our bargaining survey identified salary increases for all as the number one priority of our members, and negotiated historically high COLAs for both Units:

  • 5% in Year 1, effective January 1, 2023
  • 2.5% in Year 2, effective January 1, 2024
  • 2.5% in Year 3, effective January 1, 2025

 b. Special Salary Adjustments/Range Adjustments, and Reclassifications: On top of these COLAs, we negotiated reclassifications, special salary adjustments and range adjustments for the following classifications:

1. Attorneys:

  • New Attorney I, Attorney II, Attorney III, Attorney IV, and Attorney V classifications will be created, creating more promotional opportunities for Attorneys
  • Current Attorneys will become Attorney IIs and receive a 2.5% salary/range increase
  • Current Senior Attorneys will become Attorney IIIs and receive a 5% salary/range increase
  • New Attorney IV and V classifications will provide more opportunities for promotion and salary advancement for experienced Attorneys
  • The Bar will  fill a minimum of 10 Attorney IV positions via promotion of Attorneys or transfer of Supervising Attorneys
  • Supervising Attorneys will receive a 5% salary increase, and the salary range for Supervising Attorneys will be adjusted upward

2. General Unit:

  • Probation Case Specialists will become Program Case Coordinators, and will receive a 2.5% salary increase and an 11.1% range increase
  • Public Service Representatives:
    • PSR Is and IIs – 29% salary increase
    • PSR IIIs – 23% salary increase
  • Clinical Rehabilitation Coordinators will become Clinical Monitoring Analysts and receive a 13.7% range increase
  • Current Office Assistants, Program Assistants, and Administrative Assistants will become part of the new Program Specialist Series, resulting in range changes for some classifications and more promotional opportunities for all.
    • New Program Specialist I, Program Specialist II, and Program Specialist III classifications will be created, creating more promotional opportunities for affected classes
    • Current Program Specialists will become Program Specialist IIIs
    • Current Senior Administrative Assistants will become Program Specialist IIIs and receive a 2.73% range increase
    • Current Administrative Assistant IIs will become Program Specialist IIs, except that any red-circled Administrative Assistant IIs will become Program Specialist IIIs
    • Current Program Assistant IIIs will become Program Specialist IIs, and receive a 3.02% range increase
    • Current Administrative Assistant Is will become Program Specialist Is
    • Current Program Assistant IIs will become Program Specialist Is and receive a 4.07% range increase
    • Current Office Assistant IIs will become Program Specialist Is and receive an 11.43% range increase
  • Current Administrative Supervisors will become Program Supervisors, and receive a 21% range increase
  • Court Specialists will become Court Clerks

3. Red-Circled Employees:

  • Red-Circled Employees whose salary already exceeds the maximum of the salary range for their classification will receive a lump sum payment equivalent to 2.5% of their annual salary in January 2023. With the COLAs and other salary/range adjustments in this MOU, there will be very few if any red-circled employees by 2025.

4. Vacation Days, Personal Days, and other Benefits:

  • Employees with less than 3 years of service will receive 5 additional vacation days- for a total of 15 vacation days- annually
  • Employees with 10 or more years of service will receive 2 additional personal days- for a total of 6 personal days- annually
  • Employees will be able to use personal days for any reason, essentially making personal days interchangeable with vacation days
  • Employees will be able to accrue up to 60 days of vacation, doubling the previous cap on vacation accruals
  • Employees will have the option to cash out up to four weeks of vacation annually, one more week than previously permitted
  • A new paid holiday, Juneteenth, was added to the MOU
  • Employees will have greater flexibility in using bereavement leave
  • Employees  will have greater flexibility in donating catastrophic leave, including the ability to earmark a donation for a particular recipient
  • Records of verbal counseling will not be placed in employees’ Official Personnel Files
  • The Bar will have the option to waive education and experience Minimum Qualifications in order to promote employees from entry- to journey-level positions, and upon successful completion of a Training and Development assignment

5. Other Contract changes:

  • Written warnings may be used for progressive discipline for up to three years
  • Initial probationary periods for General Unit increased to 12 months
  • Probationary periods may be extended due to absences or other reasons
  • HR will notify employees whenever any document is removed from the employee’s OPF
  • The Bar may appoint up to 25 long-term casual employees for special projects of limited duration
  • Step III grievance timeline increased to 15 working days
  • Timeline for filing a grievance regarding a performance evaluation increased to 30 days
  • Acknowledgement that employees have a right to Union representation in the interactive process when requesting reasonable accommodations
  • Employees may request exceptions to normal working hours, and such requests will not be unreasonably denied
  • Leave of absence language was clarified to broaden applicability
  • Child bonding leave must be used concurrently with a leave of absence
  • Absence from duty without leave for five consecutive working days shall be considered automatic resignation, subject to the grievance and arbitration process
  • Employees who work 2-3 days per week in the office will receive a reduced transit subsidy of $75, employees who work less than 2 days per week in the office will receive no subsidy, and employees who work 4-5 days per week in the office will receive an increased subsidy of $175.

Click here to read the entire tentative agreement.

ll. Voting Information:

All voting will be held electronically. You can vote in the Ratification Election from Monday, December 12, at 1:00pm until Friday, December 16, at 1:00pm. Information on the voting process will be provided on Monday, Dec. 12.

Click here to participate in the State Bar ratification vote.

You must be a member of Local 1000 to participate in the ratification vote.

Click here to become a member of SEIU Local 1000.

Questions about the Tentative Agreement or Ratification Election should be directed to your Bargaining Team: