On Wednesday, the state told us how they feel about the people who provide vital services to all Californians. What they think about crushing workloads and a 25% vacancy rate, and what their concerns are about a workforce that by all measure isn’t making a living wage.
They don’t care.
Nine weeks after we proposed a general salary increase that respects us, and nine days before our contract expires, the State’s counteroffer is 6%. Total. 2% each year, effective in 2023.
“Our bargaining team is in shock at the State’s unwillingness to recognize our value,” said Irene Green, Vice President for Bargaining. “Our job ahead is to underscore the merit of our represented employees and to make the State understand the huge gap between a 6% raise and making ends meet.”
Our bargaining team will continue to negotiate on a near-daily basis at the master table and at unit-specific tables as well.
“We’ll be calling on our represented employees to turn the heat up even more,” added Vice President Green. “The demand for simple respect and a living wage must get louder. This contract belongs to all of us and we all need to take action to win.”
As we negotiate through the weekend, be ready to respond to a call for action. Sign up for bargaining alerts, watch our social media channels, and visit the Contract Action Center page at www.seiu1000.org
We reached tentative agreement with the State to “roll over” six contract sections that preserve our rights won during previous contract campaigns:
- 12.15 – Reimbursement of Fees
- 21.4 – Call Centers
- 13.6 – Performance Appraisal of Permanent Employees (Excludes Unit 3, 17, and 21)
- 6.2 – Definitions
- 8.1 – Vacation/Annual Leave
- 8.2 – Sick Leave
We also reached agreement on stronger, more inclusive language for contract section 8.4 — Parental Leave — by making eligibility for this leave gender-neutral.
On Wednesday, we proposed stronger language for five contract sections, and presented one new proposal for teleworkers:
- 11.2 – Improving Affordability and Access to Healthcare
Increases our healthcare stipend from $260 to $320 and eliminates the sunset clause
- 9.24 – Prefunding of Post-Retirement Health Benefits
Reduces OPEB contributions by .5%
- 11.3 – Salary Definitions (Excludes Unit 17)
Stronger language defining types of salary ranges
- 12. 11 – Uniform Replacement Allowance (Excludes Unit 15 and 20)
Doubles reimbursement from $500 to $1000
- 21.XX – Telework Stipend Programs
Moves side letter language to the main contract; maintains current $25 and $50 payments
- 11.20 Recruitment and Retention (various prisons)
Adds Sierra Conservation Center to a list of 8 prisons eligible for this bonus
You can read the details of these and all current contract articles at contract.seiu1000.org
Our bargaining efforts will increase to near-daily sessions. When we have news at the table, you’ll read it here first.
To read about what happened in all our bargaining sessions to date, please visit the Contract Action Center page at www.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.