In 2025, state workers were tested. We faced budget pressure, attacks on collective bargaining, and decisions that threatened the stability of our workplaces. But we also showed something powerful: fighting for what we deserve is how we build power.
Our contract is the agreement between the State of California and SEIU Local 1000 that determines our pay, benefits, and workplace rights. In short, it shapes how we are treated on the job and the future we build as public workers. What we win doesn’t just affect the next year; it sets the direction for years to come.
That’s why this moment matters. The actions members took last year protected critical gains and sent a clear message to the state: state workers are organized, engaged, and ready to fight for fairness and respect. Those wins didn’t happen by chance, they happened because members showed up, spoke out, and stood shoulder to shoulder.
Winning the strongest contract possible will take every one of us stepping up. Members have until the end of January to complete the bargaining survey—your chance to tell us what matters most to you so we know exactly what to fight for at the bargaining table. Organizing Townhalls across the state will bring coworkers together to build unity, share strategies, and prepare for the fight ahead. Members can also step into leadership roles in their workplaces, helping keep coworkers informed and engaged. And by sharing our stories, we uplift the real experiences of state workers and show why our contract matters—not just to us, but to the millions of Californians who rely on our work.
This contract will define more than wages or benefits. It will shape our working lives, our families’ futures, and the services we provide for years ahead. United, informed, and ready to fight, we are building the strength we need to win—and we are just getting started.
Get the latest updates and ways to get involved at seiu1000.org/2026contract.
Just got my W-2…..We, Caltrans employees of B1, made less money in 2025 than 2024 due to the state’s implementation of PLP 2025 (Paid Leave Program), which reduced monthly base pay in exchange for paid leave credits, alongside higher State Disability Insurance (SDI) deductions (increased from 1.1% to 1.2%) and the state forgoing some scheduled pay raises (3% for some) to save money in the budget, meaning less take-home pay even with potential gross increases.
In view of the above, mandating an RTO (in July 2026) while net compensation remains below 2024 levels ignores the reality of the 2025 pay cuts. Forcing employees to absorb commuting and childcare costs under these conditions creates an unsustainable financial strain and further penalizes a workforce that has already made significant budgetary sacrifices.
I absolutely agree with the previous comment. Additionally, for many of us, both adults in the home are state employees where the hits to our combined paycheck have been astronomical. This was an unacceptable agreement causing great financial hardship to families, further penalizing a workforce that has already made significant budgetary sacrifices as stated previously.
I worked for CalPERS and before that Compensation Insurance Fund. These are California State Jobs. After almost two years of retirement, I’ve decided to come back to the State and will be applying soon.