Unit 11 Bargaining Updates
Bargaining Unit 11 Recap: Monday, May 22, 2023
Recognition of the working conditions and pay gaps facing the Scientific and Engineering Technicians continues to be a priority for our Unit 11 bargaining team, and today, we made a number of proposals that underscore our commitment to rewarding our represented employees in the face of a growing vacancy rate and the resultant workload pressures.
Today, we proposed Special Salary Adjustments (Article 11.1.11) for numerous classifications, notable among them: Transportation Engineering Technicians (TETs), Laboratory Assistants, the Water Resource Technician series, and Plant Quarantine Inspectors.
Fair treatment of our Unit 11 Water Resource Technician series and our TETs are two of our longest-standing battles, a priority in every contract campaign since 2002.
A cadre of Unit 11 members were on hand at today’s session to act as Subject Matter Experts in support of the significant pay raises we’re demanding: Greg Dixon, Arvin Lau, Mitch Miller, Albert Manfredini, Anne Hudson, Tammy Howze, and Aruna Abeygooneskera.
“The State is ignoring a growing problem in many key classifications,” said team member Albert Manfredini. “We’re losing employees who are changing jobs for better pay and more reasonable workloads.”
We proposed stronger language to increase the diving pay differential for TET workers who work underwater in often dangerous conditions.
You can read the details of these and all current contract articles at contract.seiu1000.org
Ten different Unit 11 proposals remain unanswered by the state. “CalHR isn’t doing their share to move our negotiation forward,” said Unit 11 Chair Brad Willis. “Worse still, they’re not forthcoming why the delays continue.”
No bargaining is scheduled for next Monday, May 29 (Memorial Day). Unit 11 will return 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 11 Recap: Monday, May 15, 2023
The Engineering and Scientific Technicians across the state—Unit 11—are facing high vacancy rates, overbearing workloads, and a lack of professional recognition. These are the key priorities our bargaining team has heard at town halls and in thousands of bargaining surveys.
Recruitment and retention of our professional members is paramount, particularly given a vacancy rate across Unit 11 that approaches 30%, with some classifications even higher.
And we continue to press the State negotiators for advancements that respect us, protect us, and pay us as well. Towards that end, many of our proposals are focused on changes and improvements in contract language, including increased education and training opportunities, review of a number of classifications, and more focus on recruitment and retention.
Todays’ bargaining session saw three contract sections presented to the State that focused on protection and pay. All three were “rollovers”—preserved rights granted by previous contract wins. We reached tentative agreement on two of those three sections today (indicated in bold type, below)
- 10.31.11 – Health and Safety Inspections
- 10.34.11 – Health and Safety Incentive Award Program - DWR
- 11.42.11 – Water Treatment Plant Differential
You can read the details of these and all current contract articles at contract.seiu1000.org
Ten different proposals are still outstanding, and we are pushing the State to respond more quickly.
During today’s session, the State shared a brief announcement regarding its current efforts to create a new pay schedule for 300,000 state employees. This was a “for your information” reference only, and the State shared this website for additional information: California State Payroll System (CSPS) Project
Unit 11 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 11 Recap: Monday, May 8, 2023
Bargaining Unit 11—Engineering and Scientific Technicians—returned to the table today with the State to reinforce the high level of technical expertise and experience our job classifications demand.
Our focus was on differential pay that recognizes a wide range of required job expectations and unusual working conditions,” said Brad Willis, Unit 11 Chair. “These are just a few of the efforts we’re making in this contract cycle to recognize and reward our employees for their unique skills and certifications.
Unit 11 proposed revised language in Article 12.20.11 – Pest Control License -expanding it to include a $75 monthly differential for those whose job requirements demand a current license. This brings Unit 11 into parity with other bargaining units in the state whose represented employees already receive this differential.
In addition, we proposed to “rollover” three additional contract articles that provide differential pay. “Rollovers” are articles that remain unchanged from current language. These agreements keep in place hard-won rights from previous contract campaigns.
- Article 11.45.1 – DNA Pay Differential – Department of Justice
- Article 11.46.1 – Pile Load Testing Differential
- Article 11.47.1 – Climbing Pay
You can read the details of these and all current contract articles at contract.seiu1000.org
Other proposals from previous sessions are still in play; we did have a productive table discussion about our proposal to strengthen language about the 20/20 program. The State is showing signs of interest in our hopes to provide a reliable opportunity for Unit 11 members to integrate education into their individual development program and to facilitate their upward mobility.
Unit 11 returns to the table next week, on Monday, May 15. 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 11 Recap: Monday, May 1, 2023
Our Bargaining Unit 11’s efforts today included proposals that would strengthen language governing our labor management committee, upward mobility for Unit 11 members, and two additional proposals affecting the laboratory assistants we represent.
A new contract proposal presented today would solve some long-standing classification and job description issues for four different Laboratory Assistants, who do distinct types of work in prisons, at Fish and Wildlife, and for the public health system. They have different job duties, yet their job specs are 40+ years old and need updating.
“We’ve been talking about this much-needed boost for Lab Assistants since the 2016 contract cycle, and the State’s team responded, agreeing it was time to fix this,” said Brad Willis, Unit 11 Chair. “We want a joint effort between Local 1000 and the State to respect their work with proper classification and compensation.”
Today, we also proposed an increase in the differential for those laboratory assistants who perform phlebotomy as part of their job description. The $125 monthly amount hasn’t changed in 18 years, while wages have nearly doubled. Thus, we’re asking for an increase to $250, which represents approximately 5% of current wages.
Joint labor management committees are powerful tools we use to continue the effort to improve wages and working conditions between contract cycles; today we proposed language to strengthen article 5.15.11, which governs the JLMC for Unit 11.
“Our goal is to re-focus the JLMC to address some much needed and thorough review of classifications and compensation,” said Unit Chair Willis. “We can’t solve a rampant vacancy problem without the improvements in recruitment and retention that come from these reviews.”
We’re pressing for stronger language in Article 13.31.11, which governs the 20/20 program. Many of our Unit 11 members hope to advance their contributions to their job. We’re seeing too many requests for this program denied by the state; we hope a re-write will make this available to more Unit 11 employees.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 11 returns to the table next week, on Monday, May 8. 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 11 Recap: Monday, April 24, 2023
Our Unit 11 bargaining team—representing Engineering and Scientific Technicians across the state—met with State negotiators for the second time, continuing to lay an important foundation that will result in better recognition for Unit 11’s represented employees.
“We’re driving home the demand for competitive wages and benefits for Unit 11,” said Brad Willis, Unit 11 Bargaining Chair. “We’re proud of the vital services we provide, but a high vacancy rate creates workloads that affect our ability to do our job.”
At today’s session, our team presented a proposal increasing the differential paid to the hundreds of Unit 11 members who hold a commercial driver’s license and use it as part of their job requirements. Article 11.41.11—the Commercial Driver’s License Differential—has not been changed since 1999. Currently, at $155, the new language calls for an increase to $300.
Five different “rollover” contract articles were also presented, representing language that remains unchanged from previous contracts. Our team and the State reached a tentative agreement on four of them:
- 11.40.11 – Operational Availability Incentive Program – DWR
- 13.13.11 – Professional Certification or Registration
- 13.14.11 – Special Certification Requirements – Caltrans
- 13.15.11 – Technician Rotation – Caltrans
One additional article (13.10.11, Education and Training) was also submitted as a rollover, but no agreement was reached today because of the length of that article.
Unit 11 returns to the table next week, on Monday, May 1. 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 11 Recap: April 17, 2023
In the first day of bargaining unit-specific negotiations, the Unit 11 team—representing Engineering and Scientific Technicians— met with State representatives, propelled by a real focus on the demand for greater respect and increased pay that’s commensurate for the work they do.
Laying the groundwork for a successful contract for Unit 11 employees, Bargaining Unit 11 Chair Brad Willis described the unique work they perform for all Californians and the critical role they play. “We design, build and maintain the state’s major thoroughfares, we move the state’s water from north to south, provide medical testing support for public health, and much more.”
“Unit 11 is at a critical juncture,” added Willis. “Our job demands great technical expertise, but the State’s failure to recognize us with competitive wages and benefits finds us at extreme vacancy rates, causing unreasonable workloads.” With that as a prelude, the Unit 11 team will focus on the retention as well as recruitment of the skilled professionals necessary to provide these vital services.
On April 17, our team reached a tentative agreement on three rollover articles: one that provides a substantial life insurance benefit for a range of Unit 11 employees (Article 9.18.11); one that provides ongoing Health and Safety education and training for Unit 11 (Article 10.5.11); and one that compels the State to report all cases to law enforcement involving assault and/or battery of Unit 11 prison employees or those performing inspections for the ARB or CDFA (Article 10.18.11).
“Rollovers” are articles that remain unchanged from the current language, and these agreements keep in place hard-won rights from previous contract campaigns.
Unit 11 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.