Local 1000 Reaches Tentative Agreement for New Contract
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:
- 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:
- Andrew Vasicek – firstname.lastname@example.org
- Shataka Shores – email@example.com
- Lita Abella – firstname.lastname@example.org
- Ivy Cheung – email@example.com
- Jennifer Cantore – firstname.lastname@example.org
- Brian Hoeber – email@example.com