Our Unfair Practice Strike will take place Wednesday, October 21, 2026.

This will be a one-day strike on Wednesday, October 21 and if you do participate, you will not report to work that day.

October 21 is our strike day, but it won’t be the last time we show the State our collective power. If the State continues to refuse to bargain fairly, we’re prepared to escalate and hold the line.

We also know that missing even one day of pay is a huge sacrifice for members who are already struggling, and we don’t take that lightly. We’re going to be strategic about how we use our collective power and what we ask of our members.

A lawful Unfair Practice Strike is protected concerted activity, and management may not lawfully retaliate against employees for protected participation. Contact the Union immediately if you receive any threat, discipline, or notice related to strike activity.

The State has instructed departments to record strike-related absences as AWOL for timekeeping purposes. An AWOL timesheet designation is not, by itself, disciplinary action. Employees participating in a protected Unfair Practice Strike are protected against unlawful retaliation.

Yes. The State intends to dock employees’ pay for hours missed because of strike participation. The State’s payroll cutoff is October 22, and departments have been instructed to process these deductions promptly. Members should know that going on strike is powerful, but it requires sacrifice, and members should think about that and plan ahead.

Yes. SEIU Local 1000 has a strike fund, but it’s important to understand that the strike fund is not intended to replace workers’ wages during a strike. Going on strike is a financial sacrifice, and members should think about that and plan ahead.

Our strike fund can help cover strike-related expenses, including legal costs if members face retaliation or other consequences for participating in a lawful strike. The fund is not intended to replace members’ regular wages while they are on strike.

Our Union will tell members if any employees or positions are excluded from participation, but you can assume you’re eligible to participate unless you’re told otherwise. There is a difference between being “essential” in the everyday or even in a “pandemic” sense and being legally excluded from a strike. Only employees or positions whose absence for the particular day or days of the strike would create an imminent and substantial threat to public health or safety may be designated as an essential employee during a strike. If any employees/positions are determined to be excluded from a strike, those workers will be notified directly.

Yes. Probationary and temporary employees have the same legal right to participate in a lawful unfair practice strike as permanent employees. If there are clear instances of unlawful retaliation because you exercised your rights, the Union will fight to protect your rights under the contract or at PERB. That said, we understand that being on probation can make participating feel especially intimidating. Remember that there are many ways to be involved. You can attend statewide and worksite actions, help organize your coworkers, join our CAT Team and build support in your worksite. Every action helps strengthen our union.

Ask your manager for guidance on filling out your timesheet for Strike Day. Your department may not have a specific code for strike-related absences and may instruct you to use AWOL. If that happens, don’t panic. A timesheet code is not discipline. A lawful Unfair Practice Strike is protected concerted activity, and management may not unlawfully discipline or retaliate against employees for protected participation.