Mandatory Overtime (MOT) Information
Mandatory overtime (MOT) is defined within the SEIU Memorandum of Understanding (MOU) for Bargaining Units 17 and 20, in contract provisions 19.15.17 and 19.13.20, as a mandated holdover of two (2) hours or more. The history of MOT began in 2001 when California was one of the first states in the nation to limit excessive work hours for nurses. However, the wage order from the legislature did not cover nurses who work in state-run facilities.
In 2005, Assembly Bill (AB) 1184 was introduced to prohibit mandatory overtime for nurses. The bill was vetoed on September 29, 2005, by Governor Schwarzenegger citing nursing shortages, recruitment difficulties, and pursuant to the Ralph C. Dills Act, should be addressed through the collective bargaining process. In 2014, AB 2155 was introduced by Assembly member Sebastian Ridley-Thomas, who was also a Commissioner and member of the Little Hoover Commission (LHC). The bill proposed to eliminate mandatory overtime for nurses. On September 30, 2014, Governor Brown vetoed the bill stating that these matters are more appropriately settled through the collective bargaining process.
MOU
Click to download the full version of the (MOU)
SEIU LOCAL 1000 NURSES DEMAND CHANGE!
Dangerous practice threatens safety of patients, workers, and the public.
Mandatory overtime remains a longstanding issue in the State-Run Healthcare Facilities. Facilities must provide 24/7 patient care, with staffing levels based on patient needs and acuity. When there aren’t enough nurses due to absences, scheduling errors, or emergencies, the state may require overtime. Employees often receive little notice before being assigned extra shifts. Administrators address shortages by using registry nurses, reassigning staff, and adjusting licensing levels for one-to-one care. Competitive wages and flexible schedules are necessary to attract and retain skilled nurses who are currently being taken away by better-paying private sector jobs.
Administration and Union Acknowledge Mandatory Overtime Is Ineffective, but Administration Continues to use this Practice.
4.24.25. Senate Budget and Fiscal Review Subcommittee No. 5 on Corrections, Public Safety, Judiciary, Labor and Transportation.
MOT Reports
SEIU Local 1000 | DSH
Mandatory Overtime Report between Service Employees International Union (SEIU) Local 1000 and the Department of State Hospitals (DSH).
SEIU Local 1000 | CCHCS
Mandatory Overtime Report between Service Employees International Union (SEIU) Local 1000 and California Correctional Health Care Services (CCHCS).
SEIU Local 1000 | CalVet
MOT Report between Service Employees International Union (SEIU) Local 1000 in collaboration with the California Department of Veterans Affairs (CalVet).
Action Needed Now:
-
- Increase recruitment and retention efforts by offering competitive wages and flexible schedules.
- STOP Mandatory Overtime for nurses in all state-run facilities.
- Implement electronic health records system to streamline paperwork and improve efficiency.
- End the overuse of costly registry nursing staff and invest in permanent civil service staff.
- Allow alternative work schedules (8hr, 10hr, 12hr shifts) to promote work-life balance.
Why These Changes Must Happen: SEIU Local 1000 is demanding action to address the severe impacts of Mandatory Overtime, unsafe staffing levels and working conditions, and the costly overuse of registry nursing staff. These changes will not only improve working conditions but also ensure better healthcare outcomes for all patients in state-run facilities.
Department of State Hospitals (DSH)
- MOT dropped by 50% in 2023 (from 30,000-50,000 hours annually to 16,500 hours), due to the use of 12hr. shifts and costly registry nursing staff.
- Alarming Licensed Vocational Nurses (LVN) vacancy rates, worsening patient care and working conditions.
- Registry nursing staff costs far exceed permanent staff salaries, costing taxpayers roughly $43,680 more per Registered Nurse (RN) annually.
California Correctional Health Care Services (CCHCS)
- MOT has decreased year over year but is still used as a staffing tool.
- Registry contracts cost the state $138 million in fiscal year 2023-2024, with a projected total of $1.18 billion since 2014.
- CCHCS pays an average of $199,323 per registry nurse annually, significantly more than permanent civil service nurses.
Department of Veterans Affairs (CalVet)
- MOT is used inconsistently across facilities, some relying heavily on it while others use registry nursing staff.
- Registry nursing staff costs are excessive—CalVet has allocated $49.87 million from 2024-2027 to registry contracts instead of investing in permanent civil service staff.
- High vacancy rates: Certified Nursing Assistant (CNA) vacancies remain at 36-43%, LVNs at 25-30%, and RNs at 18-24%.
The Real Cost of Registry Nursing Staff
Stopping MOT is essential to protect nurses from exhaustion, burnout, and compromised patient care. Ending the reliance on expensive registry nursing staff will allow the state to reinvest in permanent hiring, ensuring stable and cost-effective nursing staffing.
-
- Registry RNs cost the state between $218,400 – $260,000 annually (compared to $127,741 for state-employed RNs).
- Registry LVNs cost between $122,720 – $135,200 annually (compared to $71,700 for state-employed LVNs).
- The state is spending millions unnecessarily, while overworked and understaffed nurses suffer MOT mandates!
Share your Story. We are gathering information on the impact of mandatory overtime in state-run healthcare facilities. Your insight is incredibly valuable.
Bargaining Units 17 | 20
For any questions or concerns, please call the Member Resource Center (MRC) at 866.471.SEIU (7348)