Unit 1 Bargaining Updates

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Unit 1 Bargaining Highlights

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 across all units, 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 1 (Professional, Administrative, Financial, and Staff Services) bargaining table:

82 different classifications in Unit 1 received pay increases ranging from 2.5% and more (11.1.1 Special Salary Increases) and 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.

We added additional levels of differential pay for eligible Personnel Specialists, up to $4800 in the new language found in 11.25.1 – Personnel and Payroll Specialist: Recruitment & Retention Differential (Unit 1). The breakdown is as follows: 12 or more months- $2400; 24 or more months- $3,000: 36 or more- $3,600 and 48 or more months- $4800.

The Lottery sales incentive bonus (11.27.1) has been increased for the first time in decades and now includes stronger language defining the parameters of how the bonus is achieved. The bonus dollar amounts were increased by 12% at each level.

Unit 1 members who work at the California Department of Insurance (CDI) and hold an Accredited Financial Examiner (AFE) or Certified Fraud Examiner (CFE) certification issued by the Society of Financial Examiners who may be required by their job duties to conduct financial examinations of foreign insurers or act as the examiner in charge of a multi-state insurer will receive a $3600 bonus, subject to eligibility.

We’ve added the Health Program Specialist II classification to the pay differential (CalHR differential 412) to contract section 11.32.1

A 5% Educational Pay Differential (11.M1.1) will be paid to Management Services Technicians, working at the Department of Industrial Relations (DIR’s) Division of Workers’ Compensation and Workers’ Compensation Appeal Board, who obtain a certification of completion or proficiency from a California-recognized court reporting school.

Unit 1 employees who are FLSA-exempt, working at CAL FIRE are eligible for Pay Differential 63 – Incident Command Assignment (ICA) differential pay. (11.M2.1)

We won a Recruitment and Retention differential at the California Department of Education (CDE) ranging from 5-10%. 11.M3.1 – California Department of Education Local Assistant Budget Development Pay Differential (Unit 1) offers the differential to Staff Services Analysts and Associate Government Program analysts who are directly involved in local assistance cost and caseload estimate, and estimate methodologies submitted as part of the May budget revision, final budget, and all subsequent budget actions.

Five different classifications working at the California Department of Social Services (CDSS) Disability Determination Services Division (DDSD) are eligible for a new Recruitment and Retention differential ranging from $2000-$3000 annually. 11.M4.1 offers the pay to Disability Evaluation Analyst I, II, or III, Staff Services Analyst, or Associate Governmental Program Analyst classifications.

We maintained our rights regarding the Information Technology Joint Apprenticeship Committee (5.20.1), pushing back against the State’s efforts to change the process and diminish Local 1000’s role. We also preserved a related section, 13.4.1 Information Technology (IT) Apprenticeship Agency Linkage Agreement (Unit 1).

We were able to preserve the IT Reclassification Committee language in 5.21.1.

For the Television Specialists (14.10.1), the State has agreed to conduct a classification and specification review during the term of this contract

At the master table, we were able to preserve 11.8 – Correctional Case Records Analyst Recruitment and Retention Differential of $2400.

“These are just highlights and economic gains. There are many other contract rights that were preserved, and nearly all Unit 1 language was left intact,” said Susan Rodriguez, Unit 1 Bargaining Chair. “Our Unit 1 team was diligent and thorough, and every issue got our full effort. We work to advance Unit 1 in every bargaining cycle, and we will continue that effort.

This email summary shares highlights from the Unit 1 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.

Bargaining Unit 1 Update: Friday, August 4, 2023

Your Unit 1 bargaining team is still awaiting a response from the State regarding our proposed Special Salary Adjustments. Our team has been putting pressure on the State to continue this conversation, and we are hopeful to see some movement or response in the coming bargaining sessions. Our Unit 1 table has approximately 10 outstanding items — with most outstanding items awaiting State responses — and the team remains ready to meet on these Unit issues at a moment’s notice.

The Unit 1 bargaining team is excited to see all of our fellow members actively participating in worksite pickets and events.  Please keep up the great work and take part in all events near you.  Our POWER lies with you.

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.

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

We’ve launched the Local 1000 Hot Union Summer Pickets Campaign, with a target of 1,000 informational pickets at worksites across the state. They’re happening every day, and here’s how you can help:

Join your fellow SEIU Local 1000 members to show support for bargaining by hosting or participating in an informational picket at your worksite! Help us win a good contract, and help us reach our goal of 1,000 Pickets by August 14. Click here for more information or to start your own informational picket. For a list of upcoming pickets throughout California, please click here. 

Bargaining Unit 1 Recap: Monday, July 19, 2023

Your Unit 1 bargaining team met with the State on Tuesday, July 18. Our discussions focused on demanding greater respect for our represented employees at EDD and on preserving their hard-earned rights.

We’re pressing the State to retain the Permanent Intermittent conversion language as is. At the same time, we’re pushing the State for additional responses and movement on our key economic proposals. 

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 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.

Unit 1 bargaining update for July 13, 2023

Your Unit 1 bargaining team is reaching out to give you an update on our negotiations on behalf of the Professional, Administrative, Financial, and Staff Services we represent.

Our last Unit 1 bargaining session with the State was on June 27. A number of Unit 1 proposals are still outstanding, and another group of Unit 1-related proposals—largely economic—are being negotiated at the master table. “A number of key issues for Unit 1, such as Article 12.1 Business and Travel, are master table issues, and we are focusing on those at this time,” said Susan Rodriguez, Unit 1 chair.  We continue to make sure that we are moving Unit 1 forward.

If you have any questions or concerns, please reach out to unit1@seiu1000.org. We will respond and answer your questions as quickly as possible as much as our bargaining schedule will allow.

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. It’s true, that in order for our demands to be heard, Local 1000-represented employees need to stand together. More than ever, taking action in the workplace is an important show of strength. More actions will follow, but stand up now for a contract that Respects Us! Protects Us! and Pays Us!

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

Bargaining Unit 1 Recap: Tuesday, June 27, 2023

Our Unit 1 team—pressing to advance the pay and working conditions of our represented employees—met with the State on Saturday and again on Monday. While several tentative agreements were reached, we’re still awaiting answers on our economic proposals as we continue our fight for a number of Unit 1 classifications.

In several areas, we felt the State’s repeated resistance to recognize the commitment and contribution of Unit 1 employees, and the battles are heated and lacking a reasonable outcome, in some cases.

In one example, we were unable to reach agreement on a performance incentive for the Actuary classes. It’s troubling that the plan was created by a joint State/Union task force and recommended for new contract language by the State. It’s a frustrating conclusion after a long-time effort and multiple counteroffers.

Our efforts to update the 30-year California State Lottery Sales Incentive Bonus (affecting both Units 1 and 4) are still unresolved. Like the Actuary program, the results of a two-year effort by a joint State/Union work group are still being ironed out in the bargaining arena. We’re additionally frustrated by the State’s recent presentation of a counterproposal that left out any mention of economics. Our efforts on this issue continue.

EDD continues to use and abuse Permanent Intermittents without any effort to convert those workers to full-time status. What’s clear is that the State wants to create a “ghost workforce” that they can grow and shrink according to their needs, so much so that they’d like to take away our hard-won contract section 18.2.1 EDD PI’s Conversion and Ratio, altogether, or “hold it in abeyance” for three years.

By not observing previously-negotiated PI ratios and having a portion of EDD’s employee roster as “at will” employees, they’re creating real economic uncertainty for those workers. We continue the fight on this issue as our current contract comes to an end.

While Unit 1 is still waiting for responses on a range of economic proposals, including Special Salary Adjustments, we did reach tentative agreement on rollover language that preserves our current rights:

  • 21.5.1 – Work Space Allocation
  • 13.7.1 – Performance Standards

With just a few days remaining before our contract expires, Unit 1 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 1 Recap: Tuesday, June 20, 2023

Our Unit 1 bargaining team reports a big day. The team reached ten different tentative agreements with the State, seven of which were economic proposals. We’re building some momentum as we face the June 30 expiration of our current contract, due in large part to the pressure we’re applying weekly to bring home a good contract for our members.

Today’s success was clouded by more frustrating behavior by State negotiators. The team saw numerous examples where the State appeared disinterested, unprepared, or lacked the authority for substantive bargaining.

“We’re getting a request to ‘discuss concepts,’ rather than the typical back-and-forth bargaining methodology,” said Susan Rodriguez. The State seems to be asking to see our cards before we play them instead of showing us their position through written responses. “We can’t make real progress until we see actual, written responses to our proposals, especially to our economic proposals.

We’re fighting to continue the reclass efforts for nearly 9,000 Information Technology workers by rolling over language from the last contract that would allow our Union and the State to review the impacts of their salary structure after a comprehensive change in IT classifications. Even though the State agrees this part of the reclass hasn’t been completed, they initially pushed back by proposing to delete the language that would allow discussions between our Union and the State to continue. But ultimately we prevailed and will be able to address this in the coming months after we win our contract.

“While we’ve trained and prepared as a bargaining team with the goal of advancing our members, we feel like CalHR (State negotiators) doesn’t know how to make progress in bargaining,” said Vincent Green, Unit 1 team member.

We experienced similar issues with the State’s behavior over our long-ignored demand to update the CA Lottery’s Scratchers sales bonus. “This bonus hasn’t been changed in 25 years, while the Lottery’s revenue has grown to $9 billion,” said team member and District Sales Representative Mike Ramos. “We talk concepts, but we still haven’t seen a formal counter-proposal.”

Our fight continues for a solution to the EDD Permanent Intermittent ratios and fair treatment for our members. We are pushing to continue the current ratios of permanent intermittent employees, so the State continues to hire enough permanent full-time Unit 1 employees to complete the work.

Our Unit 1 team reached tentative agreement on ten different contract sections today. Of those, nine were roll-over language, wins from previous contract cycles, while one had a language change. Seven of those TAs were economic proposals.

  • 5.21.1 – IT Reclassification Committee 
  • 11.22.1 – Institutional Worker Supervision Pay
  • 11.23.1 – Out of State Pay Differential
  • 11.24.1 – Bay Area Recruitment and Retention Pay Differential
  • 11.26.1 – Arduous Duty Differential for FLSA employees
  • 11.29.1 – Investment Officer I, II and III, Incentive Award Program
  • 11.31.1 – Chartered Financial Analyst Pay Differential
  • 11.33.1 – Hearing Reporters, PUC, Pay Differential
  • 13.15.1 – EDD Determinations Schedule (language change)
  • Side Letter 12.1 – CalEPA Agreement

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

Unit 1 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.​

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

Bargaining Unit 1 Recap: Tuesday, June 13, 2023

While the Unit 1 bargaining team has worked each week to advance the wages and working conditions of its represented employees, the State has been largely unresponsive, and the team’s frustration is growing.

Today, some incremental progress was made, reaching four tentative agreements on rollover language that preserve previous contract rights. But today, the State flatly rejected four proposals (three economic and one governing working conditions), and our team’s frustration grew.

“Not interested” was the State’s repeated answer when pressed hard for reasons behind these rejections. Our interpretation: the State’s not interested in showing Unit 1 employees respect.

Two of the rejections were proposals that were made after a joint (state-union) task force made recommendations to help with recruitment and retention for the Actuary classes. “Not interested,” said the State.

“Apparently the State isn’t committed to following its own recommendations,” said Stuart Bennett, Unit 1 team member and CalPERS actuary.

Another example: Our effort to protect FLSA-exempt workers from crushing workloads and unreasonable work-hour expectations was also met with “not interested.” “They’re ‘not interested’ in improving working conditions or the well-being of Unit 1 employees,” added team member Joyce Wheeler Owens.

The Unit 1 team is reviewing the State’s responses and contemplating the next steps. We are still waiting to receive responses on 16 outstanding proposals.

Here are the four contract sections we reached agreement with the State on today.

  • 21.10.1 – Incompatible Activities
  • 12.17.1 – PERS Auditor Affiliation
  • 14.9.1 – Classification Study: Investigative Auditor Work Classification Study
  • 14.12.1 – Personnel and Payroll Joint Management Workload Committee

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

Unit 1 is scheduled to return to the table next week, on June 20. To see updates on 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.

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

Bargaining Unit 1 Recap: Tuesday, June 6, 2023

One of the goals of the Unit 1 bargaining team is to improve and protect working conditions, contained in those contract sections that govern how and where we do our work. Those hard-earned rights are often as important as economic issues.

Today, we continued our back-and-forth discussions about, literally, employee workspaces. Article 21.5.1—Work Space Allocation sets standards for desk and office assignments based on job classification and other criteria. It’s your home for, often, 40 hours or more each week and we want to ensure the standards are clear and enforced.

Unit 1 team members Beth Bartel, Frank Askin, and Vincent Green led the discussion and supported the notion that current contract guidance has standards that the State hopes to remove. Negotiations continue …

We reached a tentative agreement on four “rollover” provisions that maintain previous contract wins; three of them govern working conditions while a fourth continues reimbursement for job-related license fees.

  • 14.13.1 – Lead Responsibilities
  • 19.9.1 – Exchange of Time Off (Multi-shift Operations)
  • 19.13.1 – Overtime Assignments for Work Week Group 2 (WWG2) Employees
  • 12.18.1 – Professional License Fees

We also reached tentative agreement on contract section 1.2.1 – Designation of Confidential Positions, which contains stronger language governing your working conditions rights.

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

Today, Bargaining Chair Susan Rodriguez pressed the State for responses, inquiring about the status of more than 20 proposals that remain unanswered by the State, including some that were presented more than a month ago. “Many key issues remain, and with just over three weeks left before the contract expires, it’s time for the State to engage now,” said Rodriguez.

Unit 1 is scheduled to return to the table next week, on June 13. To see updates on 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.

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

Bargaining Unit 1 Recap: Tuesday, May 30, 2023

Frustration reigned at today’s Unit 1 bargaining table.

One of Local 1000’s long-fought battles to improve our service to California through EDD—a battle lasting more than 15 years—was again rejected by State negotiators. Contract section 13.15.1 was yet another effort to change and improve the UI determination schedule.

After more than a decade of discussion, education, conversation, and relationship building, the State once again refused to consider any changes. The State’s reply indicated the program is too complicated to change and with current projects in place it would have an upstream impact.

Meanwhile, a post-pandemic backlog remains. Claims responses are taking from 20-40 days when the system should be providing an answer in 7-10 days.

“I was hopeful that both EDD and the state could recognize that it’s not the best fit and to hear that EDD has other priorities and this [the people we serve] is not the priority,” said Unit 1 Chair Susan Rodriguez.

“I’m very disappointed that after so many years EDD doesn’t want to reflect and consider changes. EDD staff will be extremely disappointed. We have proposed reasonable improvements to management that they won’t consider because of their own priorities,” added Joyce Wheeler-Owens of the bargaining team. “EDD is ignoring the need to allot sufficient time to provide quality service to EDD clients.”

Unit 1 also proposed a new section that reflects the professional and FLSA-exempt status of its represented employees. It’s an effort to improve the working conditions faced and to ensure the opportunity for a reasonable work-life balance.

Unit 1 team member Vincent Green works in IT at DVA. “We understand work has to be done and sometimes it will be long hours. When the state shut down, it was people like me who were told ‘we need to have everyone work from home; servers have to be accessed’. Fast forward 3 years people are now coming in 1-2 days a week, so now more work needs to be done. We understand operational needs. But what is a pain point for us is we cannot have work-life balance.”

Our Unit 1 team continues to press the State to advance the workers we represent, but a lack of response to our proposals (now a total of 22) is an ongoing theme. “The State’s not demonstrating interest in our efforts, and they’re not acting like they’re interested in becoming a better employer,” added Green.

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

Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for June 6. To read about what happened our 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.

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

Bargaining Unit 1 Recap: Tuesday, May 23, 2023

Unit 1 is a diverse group of professional classifications who are committed to providing vital state services, taking pride in their work.

Today, the Unit 1 team focused its efforts on stronger language governing our performance reviews (contract section 13.7.1 – Performance Standards). Our goal was to ensure that the State acknowledges that neither duty statements, expectations memos, nor performance standards require error free work.

“We are not machines, and we want to make sure the departments understand that,” said Susan Rodriguez, Unit 1 Chair. “At the worksite level, there has not been a lot of grace surrounding something as simple as a typographical error.”

“Error-free standards slow down productivity, and this is why we have checks and balances to help develop and cultivate employees,” said Beth Bartel of the Unit 1 team.

After our presentation, the State caucused and came back with a flat rejection of our changes, proposing to “roll over” the existing language. Why? The State’s team claimed the language change would diminish their ability to “write employees up” and claimed they weren’t using references to “error-free” in their job communications.

We fought back. Several team members read currently-issued department communications that proved the State wrong, including one expectations memo from DMV that said, in part, “free from typographical errors…”

Shelia Byars, a DMV employee on the Unit 1 team said, “We would like to understand how that is possible. As someone that has been writing hearing decisions for years, I do my best, but I don’t know how I can guarantee there will be no typos.  This has never been in an expectations memo before.”

Myriad examples of the State’s frustrating behavior surfaced; team member Karen Devoll shared instances where CCRAs precisely followed department orders in calculating release dates, then were written up for errors those instructions caused. “I take pride in what I do,” said Karen. “I’m also a human being, not a machine.”

We will continue to demand that the State Respect Us!

Today’s other key bargaining theme was the State’s continued lack of response to our proposals. While Unit 1 continues the effort to advance our represented employees, the State’s lead negotiator says he’s “not authorized” and “doesn’t have the direction to move forward.” Still, the June 30 deadline looms large, and Unit 1 Chair Susan Rodriguez continues to press the State for responses to 20 unanswered proposals.

“Unit 1 comes to the table prepared to bargain in a professional and productive manner, and we are deeply disappointed by the State’s response,” said Joyce Wheeler Owens of Unit 1’s team.

We did reach agreement on three earlier proposals, all rollovers of previous contract wins:

  • 12.16.1 – Aviation Safety Officer (Unit 1)
  • 12.24.1 – Extended Travel, Department of Insurance (Unit 1)
  • 13.10.1 – Education and Training (Unit 1)

Unit 1 returns to the table next week, on Tuesday, May 30. To see updates on 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.

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

Bargaining Unit 1 Recap: Tuesday, May 16, 2023

In a day marked by highs and lows, our Unit 1 bargaining team— Professional Administrative, Financial, and Staff Services—returned to the table with State negotiators, continuing the fight to demand recognition and respect for the Unit 1 employees we represent.

Facing untenable workloads because of a unit-wide vacancy rate of 1 in 4 jobs, we arepleased at reaching tentative agreement on contract section 5.17.1 – Recruitment and Retention Committee (Unit 1).

“This R and R committee is an important tool for Unit 1, and retaining the committee in our contract empowers us to talk about solutions before the situation gets worse,” said Susan Rodriguez, Unit 1 Chair. You’ll recall that just last week, we used the work of the committee established by 5.17.1 to inform a range of economic proposals presented.

On the other side of the day’s ledger, we were shocked by a State-originated proposal to delete contract section 18.2.1- EDD PI’s Conversion and Ratio (Unit 1).

The battle over the use (and numbers) of Permanent Intermittent employees is a long one, stretching back more than a decade. The State claims the deletion of the entire section allows the department to respond to unexpected workload demand brought on by recession or pandemic. Here’s the challenge: across the long fight and many “economic challenges,” EDD has struggled to comply with the conversion and ratios spelled out in the contract.

“This an unacceptable affront to our demand for respect,” said Carolyn Alluis, Unit 1 bargaining team member. “It’s another example of ignoring the full-time staff, already overworked, without new full-time hires. Who will do the work when qualified employees leave due to a lack of respect?”

In addition, we gave the State a counter proposal on Section 13.15.1 – EDD Determination Scheduling Standard. “We will continue the fight to achieve reasonable workloads and the respect the EDD workforce deserves for their commitment and service,” added Unit 1 Chair Susan Rodriguez.

We reached tentative agreement on four additional contract sections, “rollovers” that keep our hard-earned rights intact.

  • 13.16.1 – Employee Recognition and Morale Program – Franchise Tax Board (FTB), Board of Equalization (BOE), California Department of Tax and Fee Administration (CDTFA), and Office of Tax Appeals (OTA) (Unit 1).
  •  13.17.1 – Independent Research/Professional Papers (Unit 1)
  • Side Letter 8.1 – EDD Tax Tools October 19, 2000
  • Side Letter 9.1 – EDD Quality Assurance Review (QAR)

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

Unit 1’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 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.

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

Bargaining Unit 1 Recap: Tuesday, May 9, 2023

Unit 1 is our Union’s largest and most diverse bargaining unit, representing classifications in Professional Administrative, Financial, and Staff Services … and today, one in four Unit 1 positions are vacant. Workloads are untenable, driving the loss of qualified employees and diminishing our service to the state.

Today, we proposed a series of pay adjustments intended to reward the value of our Unit 1 employees, and we did it with presentations made by four members of our bargaining team and five additional Unit 1 subject matter experts from across the state.

We believe that our path to respect is to tell the real story of state workers and to prevent the State from considering us as line items on a spreadsheet.

“I’m proud to serve the public with these people,” said Susan Rodriguez, Unit 1 Chair. “Today they will tell you (the State) about the work they do and how they serve our communities and our constituents.”

We proposed Special Salary Adjustments (SSA) for 56 classifications in 27 different series. Members of the Unit 1 Bargaining Team who made presentations were:

  • Carolyn Alluis, Management Services Technician, DIR
  • Delores Bonner, Staff Services Analyst, DOT
  • Jean Colyer, Right of Way Agent, DOT
  • Gina Crawford, Research Data Specialist II, CalPERS

They were joined by five additional Unit 1 subject matter experts:

  • David Aguinaldo, Business Tax Specialist I, CDTFA
  • Cloria “CJ” Barnes, Personnel Specialist, CDCR 
  • Dan Gargas, Aviation Safety Officer II, DOT
  • Michelle Levy, Senior Legal Analyst, DOJ Attorney General’s Office
  • Tommy Rico, Television Specialist, CDCR 

“I’m advocating for a change in a classification that hasn’t been touched by the state since 1990, the year I was born.” – Tommy Rico

“I’m stressed by the changes over many years that have made my classification more demanding, and more in demand.” – Michelle Levy

“We’re demanding Respect for our contribution, to Pay Us for our commitment, and to Protect Us to keep the quality of our life from slipping further behind in this economy.” – Jean Colyer

“One machine can do the work 50 ordinary men, but no machine can do the work of an extraordinary Personnel Specialist.” – Cloria Barnes

Another new proposal addresses Recruitment and Retention adjustments in 10 different series and a total of 29 classifications. These were identified in a report jointly created by a team from Local 1000 and CalHR. You can read the report here on the Unit 1 website.  Of note: This committee and the report was itself the result of Article 5.17.1, a win from our 2020 contract, addressing this important issue.

We presented one additional proposal, Article 11.XXXX.1 – Operational Availability Incentive Program, DWR (Unit 1). This mirrors an existing program in Unit 11. And, keeping our negotiations moving forward, we reached a tentative agreement with the State on Article 21.6.1, Hearst Castle Night Tours.

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

Unit 1’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 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 1 Recap: Tuesday, May 2, 2023

Back at the table with the State today, our Unit 1 Bargaining Team continued to present contract proposals that reinforce our demand to be Respected, Protected, and Paid.

Overall, the State has been slow to respond to proposals our Unit 1 team has been presenting over the last three weeks. One response was received today, on language we proposed that would enable EPRs working at EDD the ability to manage their workload, do their job better, and improve the quality of the service EDD provides.

The State pushed back on Article 13.15.1 – EDD Determinations Scheduling Standard—with a counter offer, and worse, without clear justification for their pushback.

“The State continues to disrespect our EPRs demand for a change in working conditions by saying ‘no’ while failing to make any effort to bring an idea of any kind,” said Joyce Wheeler Owens, a long-standing member of the bargaining team who works at EDD/San Diego.

Bargaining Chair Susan Rodriguez, added “This critical issue has been on the table for more than a decade, and the State, once again, fails to understand how their ignorance of the issue and their failure to act impacts us.”

Today, we presented two new proposals with origins in a hard-fought, two-year reclassification campaign for members working in six different Actuary classifications. You can read more about the reclass campaign here.

One new proposal calls for a five percent pay differential for a range of professional credentials and certifications held and maintained by an Actuary, along with the costs of education, testing, and certification.

Another new proposal calls for the establishment of an Incentive Award Program for employees in the various Actuary Classifications.

“Our goal has been for the employer to reward our professional expertise and the quality of the work we do,” said Stuart Bennett, an Actuary at CalPERS who also worked on the reclass campaign. “These articles are an extension of the reclass agreement that recognizes our skills and places additional value on the goal of recruitment and retention.”

In today’s session, the Unit 1 team also proposed the rollover of eight different articles from our current contract which would preserve hard-won economic rights won in previous contract campaigns:

Article 11 – Salaries

  • 11.29.1 Investment Officer III and II, Incentive Award Program (Unit 1)
  • 11.30.1 Professional Certification Pay (Unit 1)
  • 11.31.1 Chartered Financial Analyst Pay Differential (Unit 1)
  • 11.32.1 Research Data Specialist III Pay Differential (Unit 1)
  • 11.33.1 Hearing Reporters – California Public Utilities Commission (PUC) (Unit 1)

Article 12 – Allowances and Reimbursements

  • 12.16.1 Aviation Safety Officer (Unit 1)
  • 12.17.1 PERS Auditor Affiliation (Unit 1)
  • 12.18.1 Professional License Fees (Unit 1)

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

Unit 1’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 1 Recap: Tuesday, April 25, 2023

Our Unit 1 Bargaining Team returned to the table with the State on Tuesday, April 25. It’s our largest bargaining unit, representing a diverse group of professionals, and today’s session focused on parts of our contract that affect the represented employees at EDD.

“The working conditions at EDD have been a Local 1000 focus for some time,” says Unit 1 Chair Susan Rodriguez. “We’ve had an ongoing discussion with the department at every bargaining cycle and numerous times in between.”

“Workloads at EDD are an issue we worked to correct today,” Rodriguez added. “We proposed language that would allow EPRs the ability to do their job better and to improve the quality of the service they provide.”

The new language in Article 13.15.1 – EDD Determinations Scheduling Standard – increases the time allotted for determination interviews.

Unit 1 made additional progress today, reaching tentative agreement on a number of articles that were either “rolled over” (leaving existing hard-won rights unchanged) or “cleaned up” (making changes to improve the accuracy or clarity of the existing language without modifying the article’s intent or impact).

Two of the articles agreed upon today preserved Joint Labor Management Committees, which are powerful tools Unit 1 uses to continue the effort to improve working conditions between contract cycles.

  • 5.15.1 – Joint Labor Management Committee
  • 8.23.1 – Employment Development Department (EDD) Vacation Leave Policy
  • 21.8.1 – EDD America’s Job Center of California
  • 5.14.1 – Guide, Historical Monument Joint Labor Management Committee
  • 12.19.1 – Actuary Dues-Department of Insurance

One additional article is still pending, 20.1.1, which governs EDD’s Post and Bid Agreement.

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

Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2. 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 1 Recap: Tuesday, April 18, 2023

Bargaining Unit 1—representing a diverse group of classifications in Professional Administrative, Financial, and Staff Services—went to the bargaining table with State negotiators on April 19 and hit the ground running with five tentative agreements on their first day of negotiation.

“Our Unit 1 team has worked diligently since the last contract negotiations in 2019 to prepare for this,” said Susan Rodriguez, Unit 1 Bargaining Chair. “A number of taskforces, joint labor-management committees (JLMCs), and workgroups were established during that time to open up the dialogue surrounding key issues for Unit 1. We will present contract proposals that address the joint recommendation of those groups.”

“With such a diverse bargaining unit, representing many different skill sets, we’ve found the workgroups, taskforces, and JLMCs to be powerful tools to continue negotiating for better working conditions,” Susan said. “In fact, two of our agreements today keep those groups in place.”

Unit 1 presented five 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 five articles:

  • 11.28.1 –         California State Lottery (CSL) Business Building Incentive (BBI) Program
  • 5.13.1 -            Correctional Case Records Analyst Workload Committee
  • 5.16.1 -            Disability Determination Services Division (DDSD) Joint Labor Management Committee 
  • 21.7.1 -            Organizational Development
  • 21.9.1 -            Business Cards

Of particular note: in reaching an agreement on 5.13.1, the State recognized the importance of the need for continued effort in solving workload and other issues in the Correctional Case Records Analyst classification.

Unit 1’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 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.