Whether you are an essential or non-essential employee, if your shift begins on October 20 and continues into October 21, you must complete your regularly scheduled shift before joining the strike. However, only essential workers will stay at work for the rest of strike day.

For example, if your shift begins at 11:00 p.m. on Tuesday, October 20, and ends at 7:00 a.m. on Wednesday, October 21:

• October 20, 11:00 p.m.: Report to work as scheduled.
• October 21, 7:00 a.m.: Complete your shift. You may then join the picket line.
• October 21, 11:00 p.m.: If you are not designated essential, you do not report for this shift because you are participating in the strike.
• October 22, 11:00 p.m.: Return to work for your next regularly scheduled shift.

Essential employees must continue to follow their assigned essential staffing schedules and line-pass instructions.

Striking is legally protected and does not result in a break in benefits coverage. There would be no impact to your pension or other post-employment benefits because of our Union going on strike.

Yes! Click this link to download and print flyers to distribute at your worksite!

Individual members are not required to give notice to their employer in order to participate in a strike. Our union will clearly communicate a planned strike with the State prior to any action taking place.

We encourage members to proudly announce their intention to strike but you know your manager best. However, managers should not try to pressure you to give up your right to strike. Announcing your intention is not seeking permission.

We want all members to be able to participate, including members with disabilities or physical limitations. We’ll provide more information about strike activities and options for participation as plans are finalized.

• Employees who are on previously authorized State travel and who are not designated as essential/line-pass employees may participate in the strike. They should notify their supervisor that they will not perform work during the strike period, but should not independently cancel or alter State-paid travel arrangements or assume State travel expenses personally.
• If the authorized travel began before the strike and continues after the strike day, employees should not be expected to absorb hotel, rental-car, airfare, parking, rebooking, or other travel costs that result from the State-authorized trip. Any changes to lodging, rental cars, airfare, or the travel itinerary should be directed by the department. Employees should retain receipts and documentation.
• Employees who are striking should not perform incidental work on the strike day—such as checking email, attending meetings or training, driving to a work event, or performing other job duties—simply because they are already on travel. They should generally be treated as striking for that day, subject only to necessary travel logistics and reasonable directions concerning State property or the itinerary.
• Employees should not expect to claim meals or per diem for the strike day itself, because they are not performing work that day. That does not mean they become responsible for the underlying State travel costs created by an authorized trip that began before the strike and continues afterward.

Previously approved leave for October 21 remains valid. Existing FMLA/CFRA protections are unaffected.

If you are already on approved vacation during a strike, you may use your time as you wish – including supporting the strike. You do not need to give a reason for how you use your vacation time, and you may attend a strike line during your pre-approved vacation if you choose. If management questions or changes your approved leave because of strike activity, contact the Union immediately.

CalHR has also confirmed that employees who strike on October 21 may use approved leave on October 22.

Employees who are genuinely ill may request sick leave. The State has indicated it may require medical documentation for absences on the strike date. Any such requirement must comply with applicable MOU provisions and protected-leave laws.