Unit 1: Professional Administrative, Financial and Staff services
Unit 1
Professional Administrative, Financial & Staff Services
Unit 1 includes accounting officers, auditors, analysts for all departments, employment program representatives at the Employment Development Department (EDD), disability evaluators at the Department of Health and Human Services (DHS), and information technology analysts and other professional classifications.
For general questions regarding Unit 1, e-mail unit1@seiu1000.org
Unit 1 Bargaining Updates
Bargaining Unit 1 Recap: Tuesday, May 30, 2023
Frustration reigned at today’s Unit 1 bargaining table.
One of Local 1000’s long-fought battles to improve our service to California through EDD—a battle lasting more than 15 years—was again rejected by State negotiators. Contract section 13.15.1 was yet another effort to change and improve the UI determination schedule.
After more than a decade of discussion, education, conversation, and relationship building, the State once again refused to consider any changes. The State’s reply indicated the program is too complicated to change and with current projects in place it would have an upstream impact.
Meanwhile, a post-pandemic backlog remains. Claims responses are taking from 20-40 days when the system should be providing an answer in 7-10 days.
“I was hopeful that both EDD and the state could recognize that it’s not the best fit and to hear that EDD has other priorities and this [the people we serve] is not the priority,” said Unit 1 Chair Susan Rodriguez.
“I’m very disappointed that after so many years EDD doesn’t want to reflect and consider changes. EDD staff will be extremely disappointed. We have proposed reasonable improvements to management that they won’t consider because of their own priorities,” added Joyce Wheeler-Owens of the bargaining team. “EDD is ignoring the need to allot sufficient time to provide quality service to EDD clients.”
Unit 1 also proposed a new section that reflects the professional and FLSA-exempt status of its represented employees. It’s an effort to improve the working conditions faced and to ensure the opportunity for a reasonable work-life balance.
Unit 1 team member Vincent Green works in IT at DVA. “We understand work has to be done and sometimes it will be long hours. When the state shut down, it was people like me who were told ‘we need to have everyone work from home; servers have to be accessed’. Fast forward 3 years people are now coming in 1-2 days a week, so now more work needs to be done. We understand operational needs. But what is a pain point for us is we cannot have work-life balance.”
Our Unit 1 team continues to press the State to advance the workers we represent, but a lack of response to our proposals (now a total of 22) is an ongoing theme. “The State’s not demonstrating interest in our efforts, and they’re not acting like they’re interested in becoming a better employer,” added Green.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for June 6. To read about what happened our other bargaining 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 1 Recap: Tuesday, May 23, 2023
Unit 1 is a diverse group of professional classifications who are committed to providing vital state services, taking pride in their work.
Today, the Unit 1 team focused its efforts on stronger language governing our performance reviews (contract section 13.7.1 – Performance Standards). Our goal was to ensure that the State acknowledges that neither duty statements, expectations memos, nor performance standards require error free work.
“We are not machines, and we want to make sure the departments understand that,” said Susan Rodriguez, Unit 1 Chair. “At the worksite level, there has not been a lot of grace surrounding something as simple as a typographical error.”
“Error-free standards slow down productivity, and this is why we have checks and balances to help develop and cultivate employees,” said Beth Bartel of the Unit 1 team.
After our presentation, the State caucused and came back with a flat rejection of our changes, proposing to “roll over” the existing language. Why? The State’s team claimed the language change would diminish their ability to “write employees up” and claimed they weren’t using references to “error-free” in their job communications.
We fought back. Several team members read currently-issued department communications that proved the State wrong, including one expectations memo from DMV that said, in part, “free from typographical errors…”
Shelia Byars, a DMV employee on the Unit 1 team said, “We would like to understand how that is possible. As someone that has been writing hearing decisions for years, I do my best, but I don’t know how I can guarantee there will be no typos. This has never been in an expectations memo before.”
Myriad examples of the State’s frustrating behavior surfaced; team member Karen Devoll shared instances where CCRAs precisely followed department orders in calculating release dates, then were written up for errors those instructions caused. “I take pride in what I do,” said Karen. “I’m also a human being, not a machine.”
We will continue to demand that the State Respect Us!
Today’s other key bargaining theme was the State’s continued lack of response to our proposals. While Unit 1 continues the effort to advance our represented employees, the State’s lead negotiator says he’s “not authorized” and “doesn’t have the direction to move forward.” Still, the June 30 deadline looms large, and Unit 1 Chair Susan Rodriguez continues to press the State for responses to 20 unanswered proposals.
“Unit 1 comes to the table prepared to bargain in a professional and productive manner, and we are deeply disappointed by the State’s response,” said Joyce Wheeler Owens of Unit 1’s team.
We did reach agreement on three earlier proposals, all rollovers of previous contract wins:
- 12.16.1 – Aviation Safety Officer (Unit 1)
- 12.24.1 – Extended Travel, Department of Insurance (Unit 1)
- 13.10.1 – Education and Training (Unit 1)
Unit 1 returns to the table next week, on Tuesday, May 30. To see updates on other bargaining 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 1 Recap: Tuesday, May 16, 2023
In a day marked by highs and lows, our Unit 1 bargaining team— Professional Administrative, Financial, and Staff Services—returned to the table with State negotiators, continuing the fight to demand recognition and respect for the Unit 1 employees we represent.
Facing untenable workloads because of a unit-wide vacancy rate of 1 in 4 jobs, we arepleased at reaching tentative agreement on contract section 5.17.1 – Recruitment and Retention Committee (Unit 1).
“This R and R committee is an important tool for Unit 1, and retaining the committee in our contract empowers us to talk about solutions before the situation gets worse,” said Susan Rodriguez, Unit 1 Chair. You’ll recall that just last week, we used the work of the committee established by 5.17.1 to inform a range of economic proposals presented.
On the other side of the day’s ledger, we were shocked by a State-originated proposal to delete contract section 18.2.1- EDD PI’s Conversion and Ratio (Unit 1).
The battle over the use (and numbers) of Permanent Intermittent employees is a long one, stretching back more than a decade. The State claims the deletion of the entire section allows the department to respond to unexpected workload demand brought on by recession or pandemic. Here’s the challenge: across the long fight and many “economic challenges,” EDD has struggled to comply with the conversion and ratios spelled out in the contract.
“This an unacceptable affront to our demand for respect,” said Carolyn Alluis, Unit 1 bargaining team member. “It’s another example of ignoring the full-time staff, already overworked, without new full-time hires. Who will do the work when qualified employees leave due to a lack of respect?”
In addition, we gave the State a counter proposal on Section 13.15.1 – EDD Determination Scheduling Standard. “We will continue the fight to achieve reasonable workloads and the respect the EDD workforce deserves for their commitment and service,” added Unit 1 Chair Susan Rodriguez.
We reached tentative agreement on four additional contract sections, “rollovers” that keep our hard-earned rights intact.
- 13.16.1 – Employee Recognition and Morale Program – Franchise Tax Board (FTB), Board of Equalization (BOE), California Department of Tax and Fee Administration (CDTFA), and Office of Tax Appeals (OTA) (Unit 1).
- 13.17.1 – Independent Research/Professional Papers (Unit 1)
- Side Letter 8.1 – EDD Tax Tools October 19, 2000
- Side Letter 9.1 – EDD Quality Assurance Review (QAR)
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 23. To read about what happened in Tuesday’s other bargaining 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 1 Recap: Tuesday, May 9, 2023
Unit 1 is our Union’s largest and most diverse bargaining unit, representing classifications in Professional Administrative, Financial, and Staff Services … and today, one in four Unit 1 positions are vacant. Workloads are untenable, driving the loss of qualified employees and diminishing our service to the state.
Today, we proposed a series of pay adjustments intended to reward the value of our Unit 1 employees, and we did it with presentations made by four members of our bargaining team and five additional Unit 1 subject matter experts from across the state.
We believe that our path to respect is to tell the real story of state workers and to prevent the State from considering us as line items on a spreadsheet.
“I’m proud to serve the public with these people,” said Susan Rodriguez, Unit 1 Chair. “Today they will tell you (the State) about the work they do and how they serve our communities and our constituents.”
We proposed Special Salary Adjustments (SSA) for 56 classifications in 27 different series. Members of the Unit 1 Bargaining Team who made presentations were:
- Carolyn Alluis, Management Services Technician, DIR
- Delores Bonner, Staff Services Analyst, DOT
- Jean Colyer, Right of Way Agent, DOT
- Gina Crawford, Research Data Specialist II, CalPERS
They were joined by five additional Unit 1 subject matter experts:
- David Aguinaldo, Business Tax Specialist I, CDTFA
- Cloria “CJ” Barnes, Personnel Specialist, CDCR
- Dan Gargas, Aviation Safety Officer II, DOT
- Michelle Levy, Senior Legal Analyst, DOJ Attorney General’s Office
- Tommy Rico, Television Specialist, CDCR
“I’m advocating for a change in a classification that hasn’t been touched by the state since 1990, the year I was born.” – Tommy Rico
“I’m stressed by the changes over many years that have made my classification more demanding, and more in demand.” – Michelle Levy
“We’re demanding Respect for our contribution, to Pay Us for our commitment, and to Protect Us to keep the quality of our life from slipping further behind in this economy.” – Jean Colyer
“One machine can do the work 50 ordinary men, but no machine can do the work of an extraordinary Personnel Specialist.” – Cloria Barnes
Another new proposal addresses Recruitment and Retention adjustments in 10 different series and a total of 29 classifications. These were identified in a report jointly created by a team from Local 1000 and CalHR. You can read the report here on the Unit 1 website. Of note: This committee and the report was itself the result of Article 5.17.1, a win from our 2020 contract, addressing this important issue.
We presented one additional proposal, Article 11.XXXX.1 – Operational Availability Incentive Program, DWR (Unit 1). This mirrors an existing program in Unit 11. And, keeping our negotiations moving forward, we reached a tentative agreement with the State on Article 21.6.1, Hearst Castle Night Tours.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 16. To read about what happened in Tuesday’s other bargaining 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 1 Recap: Tuesday, May 2, 2023
Back at the table with the State today, our Unit 1 Bargaining Team continued to present contract proposals that reinforce our demand to be Respected, Protected, and Paid.
Overall, the State has been slow to respond to proposals our Unit 1 team has been presenting over the last three weeks. One response was received today, on language we proposed that would enable EPRs working at EDD the ability to manage their workload, do their job better, and improve the quality of the service EDD provides.
The State pushed back on Article 13.15.1 – EDD Determinations Scheduling Standard—with a counter offer, and worse, without clear justification for their pushback.
“The State continues to disrespect our EPRs demand for a change in working conditions by saying ‘no’ while failing to make any effort to bring an idea of any kind,” said Joyce Wheeler Owens, a long-standing member of the bargaining team who works at EDD/San Diego.
Bargaining Chair Susan Rodriguez, added “This critical issue has been on the table for more than a decade, and the State, once again, fails to understand how their ignorance of the issue and their failure to act impacts us.”
Today, we presented two new proposals with origins in a hard-fought, two-year reclassification campaign for members working in six different Actuary classifications. You can read more about the reclass campaign here.
One new proposal calls for a five percent pay differential for a range of professional credentials and certifications held and maintained by an Actuary, along with the costs of education, testing, and certification.
Another new proposal calls for the establishment of an Incentive Award Program for employees in the various Actuary Classifications.
“Our goal has been for the employer to reward our professional expertise and the quality of the work we do,” said Stuart Bennett, an Actuary at CalPERS who also worked on the reclass campaign. “These articles are an extension of the reclass agreement that recognizes our skills and places additional value on the goal of recruitment and retention.”
In today’s session, the Unit 1 team also proposed the rollover of eight different articles from our current contract which would preserve hard-won economic rights won in previous contract campaigns:
Article 11 – Salaries
- 11.29.1 Investment Officer III and II, Incentive Award Program (Unit 1)
- 11.30.1 Professional Certification Pay (Unit 1)
- 11.31.1 Chartered Financial Analyst Pay Differential (Unit 1)
- 11.32.1 Research Data Specialist III Pay Differential (Unit 1)
- 11.33.1 Hearing Reporters – California Public Utilities Commission (PUC) (Unit 1)
Article 12 – Allowances and Reimbursements
- 12.16.1 Aviation Safety Officer (Unit 1)
- 12.17.1 PERS Auditor Affiliation (Unit 1)
- 12.18.1 Professional License Fees (Unit 1)
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 9. To read about what happened in Tuesday’s other bargaining 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 1 Recap: Tuesday, April 25, 2023
Our Unit 1 Bargaining Team returned to the table with the State on Tuesday, April 25. It’s our largest bargaining unit, representing a diverse group of professionals, and today’s session focused on parts of our contract that affect the represented employees at EDD.
“The working conditions at EDD have been a Local 1000 focus for some time,” says Unit 1 Chair Susan Rodriguez. “We’ve had an ongoing discussion with the department at every bargaining cycle and numerous times in between.”
“Workloads at EDD are an issue we worked to correct today,” Rodriguez added. “We proposed language that would allow EPRs the ability to do their job better and to improve the quality of the service they provide.”
The new language in Article 13.15.1 – EDD Determinations Scheduling Standard – increases the time allotted for determination interviews.
Unit 1 made additional progress today, reaching tentative agreement on a number of articles that were either “rolled over” (leaving existing hard-won rights unchanged) or “cleaned up” (making changes to improve the accuracy or clarity of the existing language without modifying the article’s intent or impact).
Two of the articles agreed upon today preserved Joint Labor Management Committees, which are powerful tools Unit 1 uses to continue the effort to improve working conditions between contract cycles.
- 5.15.1 – Joint Labor Management Committee
- 8.23.1 – Employment Development Department (EDD) Vacation Leave Policy
- 21.8.1 – EDD America’s Job Center of California
- 5.14.1 – Guide, Historical Monument Joint Labor Management Committee
- 12.19.1 – Actuary Dues-Department of Insurance
One additional article is still pending, 20.1.1, which governs EDD’s Post and Bid Agreement.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2. To read about what happened in Tuesday’s other bargaining 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 1 Recap: Tuesday, April 18, 2023
Bargaining Unit 1—representing a diverse group of classifications in Professional Administrative, Financial, and Staff Services—went to the bargaining table with State negotiators on April 19 and hit the ground running with five tentative agreements on their first day of negotiation.
“Our Unit 1 team has worked diligently since the last contract negotiations in 2019 to prepare for this,” said Susan Rodriguez, Unit 1 Bargaining Chair. “A number of taskforces, joint labor-management committees (JLMCs), and workgroups were established during that time to open up the dialogue surrounding key issues for Unit 1. We will present contract proposals that address the joint recommendation of those groups.”
“With such a diverse bargaining unit, representing many different skill sets, we’ve found the workgroups, taskforces, and JLMCs to be powerful tools to continue negotiating for better working conditions,” Susan said. “In fact, two of our agreements today keep those groups in place.”
Unit 1 presented five contract articles to the state for “rollover,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The State agreed, and thus, a “tentative agreement” was reached on these five articles:
- 11.28.1 – California State Lottery (CSL) Business Building Incentive (BBI) Program
- 5.13.1 - Correctional Case Records Analyst Workload Committee
- 5.16.1 - Disability Determination Services Division (DDSD) Joint Labor Management Committee
- 21.7.1 - Organizational Development
- 21.9.1 - Business Cards
Of particular note: in reaching an agreement on 5.13.1, the State recognized the importance of the need for continued effort in solving workload and other issues in the Correctional Case Records Analyst classification.
Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for April 25. To read about what happened in Tuesday’s other bargaining 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 01 Recruitment & Retention Report
Bargaining Unit 01 Recruitment & Retention Report
As outlined in Paragraph 5 of Article 5.7.1 in our MOU, we are pleased to share the finalized joint report drafted by the Bargaining Unit (BU) 01 Recruitment and Retention Committee. You can access the entire report here. This final report was drafted jointly with CalHR and a standing team of labor representatives from various departments that employ the chosen classifications.
Actuary Incentive Award Task Force Releases Report
SEIU Local 1000 actuaries continue their member activism in advocating for the State’s actuarial staff and set the stage for upcoming contract negotiations.
DGS-OSP Meet and Confer
February 21, 2023
DGS-OSP Meet and Confer
On Tuesday, February 14, 2023, SEIU Local 1000 met with the California Department of General Services (DGS) to discuss the reissue and/or update of employee policy documents without proper notice to the Union.
Background:
Bargaining Unit (BU) 14 leadership was alerted by membership that the Office of State Printing (DGS/OSP) had initiated the process of updating and/or reissuing employee policies and requiring that employees provide signature acknowledgement of receipt.
Update on (DGS/OSP) Meet and Confer
On Tuesday, February 14, 2023, SEIU Local 1000 met with the California Department of General Services (DGS) to discuss the reissue and/or update of employee policy documents without proper notice to the Union.
Department of Real Estate (DRE) Remediation Process
Meeting Update form January 18, 2023
On Thursday, January 18, 2023, our SEIU Local 1000 member team and staff met with leadership from the Department of Real Estate’s (DRE) legal division to discuss the new remediation process that legal support staff began working on in late November. We became aware of this new process because some of our represented employees contacted our URC to get additional information about the process, and we verified that we never received a notice from the Department on this issue at which point we reached out to the Department.
EDD (PI) Conversion Ratio
Meeting Update From January 20, 2023
On Friday, January 20, 2023, your SEIU Local 1000 Union team met with the Employment Development Department (EDD) regarding the ratio of Permanent Intermittent (PI) employees currently employed with the Department. Article 18.2.1 of our MOU outlines that only 20% of the workforce of Employment Program Representatives (EPRs) or Disability Insurance Program Representatives (DIPRs) in any branch of EDD can be filled by PI employees. The meeting was to discuss solutions to the very high ratio that the Department currently has of PI employees.
DMV Dayforce Timekeeping System
Meeting update
Our Union team met with the Department of Motor Vehicles (DMV) again on Thursday, October 20, 2022, regarding their planned implementation of a new electronic timekeeping system. This meeting was held in response to a cease and desist that our Union had filed against the Department in late September due to a lack of proper notice to our Union about the system.
Update on Meeting with Department of Motor Vehicles (DMV)
Regarding Implementation of Dayforce Timekeeping
On Monday, September 26, 2022, our Union met with the Department of Motor Vehicles (DMV) to gain additional information about their intent to implement the use of the Dayforce timekeeping system in early October. We became aware of this intention when many of our DMV member leaders shared information from the Department regarding the system. SEIU Local 1000 only received anything official from the Department after our Union reached out to seek additional information.
FTB Notices of Return to Office, Telework and COVID Prevention Plan
Meet and Confer Update
On Thursday, August 25, 2022, our Union met with The Franchise Tax Board (FTB) to meet and confer on FTB’s notice of the updated Telework Policy, the most recent update to the Return to Office Plan and update to the COVID Prevention Policy. This meeting is one of many meet and confers we’ve had starting in 2021 - particularly on the Return to Office Plan and Telework.
FTB Notice of Updated Telework Policy and Update to Remote Work Plan- Phase 3
Meet and Confer Update
On Wednesday, June 15, 2022, our Union met with the Franchise Tax Board (FTB) to meet and confer on FTB’s notice to the updated Telework Policy as well as the most recent update to Phase 3 of the Return to Office Plan. Phase 3 of the Return to Office Plan is presently set to begin September 6, 2022, where FTB employees who are currently teleworking and in the office one (1) day a week will be required to be in the office a total of two (2) days a week.
DMV Separation of Duties Meet and Confer Update
Thursday, June 9, 2022
On June 1, 2022, our Union team met with the Department of Motor Vehicles (DMV) again to continue our conversations about the required separation of duties for Driver Safety Hearing Officers related to a recent court order. This was our third meeting on this topic. The information that we received from the Department in this meeting was largely the same as we had learned in our prior meetings.
CDTFA Meet & Confer Update
CDTFA’s return to the office / telework policy
On April 15, 2022, SEIU Local 1000 and the California Department of Tax and Fee Administration (CDTFA) Labor Relations met regarding CDTFA’s return to the office / telework policy. From what we understand, CDTFA statewide started returning employees to the office on a 1 day per week basis for all employees permanently teleworking due to the COVID-19 emergency. This does not include those employees that were full-time teleworking prior to COVID-19. As well, we clarified that the field is considered “the office” for field staff.
FTB Meet & Confer Update
Telework Policy
opportunity to learn more about the Departments’ expectations of employees in terms of establishing their home work space and have a conversation regarding the Department’s requirement that employees who use sick or vacation leave on an office assigned day must alter their telework schedule and later “make up” the office workday.
DMV Meet & Confer Update
Separation of Duties for Driver Safety Hearing Officers at DMV
Our Union Team has held two meet and confer sessions with the Department of Motor Vehicles (DMV) regarding the court-ordered separation of duties for our Driver Safety Hearing officers handling DUI cases in the APS unit. Prior to the court order, our represented Hearing Officers would act as both advocates and triers of fact for these hearings. As a result of the court order, these employees will now be assigned to act as either an advocate or trier of fact as opposed to carrying out both duties.
CDPH Telework Meet and Confer
Update from April 15, 2022
On Friday, April 15, 2022, our Union met with the California Department of Public Health (CDPH) regarding the new Telework policy. CDPH stated they support telework department-wide and see telework as a retention and morale booster for CDPH. We had a productive meeting where we learned CDPH is working to address properly resourcing teleworking equipment and functions to ensure the best teleworking environment.
We learned the following:
SEIU Local 1000 / DSS Meet and Confer
First Meet and Confer on DSS Tier 2 Enhanced Background Checks
On Thursday, February 24, 2022, SEIU Local 1000 had a meet and confer with the Department of Social Services (DSS) on Tier 2 Enhanced Background Checks. DSS has already begun the process for current employees hired prior to 2019 to undergo the Tier 2 Enhanced Background Check. Here is more information provided about the process and potential outcomes.
EDD Limited Term (LT) to Permanent Intermittent (PI) EPR Process
Update
The SEIU Local 1000 Team met with the Employment Development Department (EDD) on Monday, March 14, 2022, to discuss the hiring process that current limited term (LT) employees working as Employment Program Representatives (EPR) can go through to apply to be hired on as a permanent intermittent (PI) EPR. We wanted to ensure we have a strong sense of how the process will look and how many positions will be available for application.
Meet & Confer with CA State Lottery on COVID-19 Safety Protocols
On Wednesday, January 26, 2022, our Union, led by Lottery Job Stewards, had a Meet and Confer with the California State Lottery (Lottery) to address issues with implementation and enforcement of the California State Lottery COVID-19 Safety Protocol. The job steward team is continuously and consistently holding Lottery accountable for health and safety violations related to COVID-19. Considering Lottery field staff work with the public daily, holding Lottery accountable for mandates on COVID Testing and N95 Masks is a top priority.
DMV Formal Flex Cancellation
On Monday, December 20, 2021, SEIU Local 1000 met with the California Department of Motor Vehicles (DMV) regarding the discontinuation of the formal flex policy. We confirmed that DMV offers and supports four informal options (depending on operational need and coverage availability):
Addressing Inequities of Call Center Recognition Statewide
Our current Master Agreement contains the new Article 21.4 to provide a mechanism for uniform recognition by the State for Call Centers at departments statewide.
Local 1000 has formed a Call Center Work Group to help effectuate the provisions of Article 21.4.
DMV LOD Employee Expectations Memo
Bargaining Units 1 & Bargaining Units 4
On Monday, October 25, 2021, SEIU Local 1000 (the Union) met with the Department of Motor Vehicles (DMV) to meet and discuss over the Licensing Operations Division (LOD) Employee Expectations Memo, where DMV member-leaders ensured represented employees’ voices were heard.
EDD Call Monitoring Implementation Update
As part of an ongoing process of enhancing the work of their Contact Centers, EDD will be implementing the second phase – call monitoring – beginning August 31st for employees working on their VCC system in their Tax, Disability Insurance, and Unemployment Insurance branches.
Our Union team met with EDD on this issue on August 19, 2021, to lift up concerns about how this implementation may impact our employees performing these duties and to get some additional information about how this monitoring process will work.
FTB Notice of Update to Remote Work Plan
Phase 2 Meet and Confer
On Thursday, September 9, 2021, our Union met with the Franchise Tax Board (FTB) to meet and confer on FTB’s notice of Phase 2 of the Updated Remote Work Plan. Phase 2 is presently set to begin November 1, 2021, and will bring employees who are currently teleworking one hundred percent (100%) of the time into the office an equivalent of twenty percent (20%) of their time or equivalent to one day a week.
CalSTRS Meet and Confer
Notice of Contact Center Screen Recording for After Call Work
On Tuesday, August 17, 2021, our Union met with the California State Teachers’ Retirement Fund (CalSTRS) to meet and confer over a notice that CalSTRS will be implementing screen capture and recording for Contact Center After Call Work (ACW). We were able to have an open conversation with management about the purpose and intention of these changes. CalSTRS expressed that this change is moving to be in line with Contact Center Industry Standards.
Key takeaways:
CCRA Stewards meet with CDCR Statewide Management
SEIU Local 1000 recently met with CDCR Statewide management to discuss our Correctional Case Record Analysts (CCRA) and how their working conditions have been impacted by COVID-19 related emergency release regulations. With the Union it was CCRAs Marshell Stewart (Wasco) Karen DeVoll (SCC) and Cheryl Butters. We are not disputing the power of the State to release inmates in order to mitigate the spread of COVID-19 but have concerns about how Case Records workers are being trained and valued.
Department of State Hospitals Health and Safety Committee Survey
Every DSH facility is entitled to have a Health and Safety Committee, according to our MOU (contract), Section 10.2. Because of this, members of our Union are working hard to ensure Health and Safety Committees exist and are successful at each facility.
Department of State Hospitals (DSH)
Meet & Confer update
On Wednesday, June 23, 2021, SEIU Local 1000 met with the Department of State Hospitals (DSH) to meet and discuss over the status and future of Health and Safety Committees at all five facilities, per Section 10.2 of the MOU. At this meeting, member leaders represented all the DSH facilities, except for Atascadero. Positive steps were taken and will continue in order to ensure success for Health and Safety Committees at each facility to appropriately address concerns collaboratively with management and all staff unions.
Update: State Fund JLMC
On March 29, 2021, our Union met with the State Compensation Insurance Fund (State Fund) management team. The JLMC resumed meeting to discuss the recent member-only work-life balance survey many of you participated in.
The survey results were generally positive, but members did respond with concerns about feeling overwhelmed at times and the challenges of maintaining a healthy work-life balance.
Some of the major details from the JLMC discussion include:
EDD Workforce Service Branch (WSB) Office Reopening for Appointments
Our Union team met again with the Employment Development Department (EDD) regarding the plan to reopen certain WSB offices up for in-person service by appointment.
EDD Contact Center Training
On May 3, 2021, our Union met with the Employment Development Department (EDD) to meet and confer over the implementation of Phase 1 of the contact center training and quality management tools.
EDD Workforce Service Branch Public Counter Reopening Meeting Update
Earlier this week, our Union team held our first discussion with EDD regarding their plan to reopen the public counters for customer appointments at many Workforce Services Branch (WSB) offices statewide. This meeting was an opportunity to address specific concerns that our members have brought up about returning to in-person service.
Covered California (HBEX)
Meet and Confer Update
On Tuesday, April 27, 2021, our Union met with the California Health Benefit Exchange, also known as Covered California (HBEX), to meet and confer over the soon-to-be implemented “Workday,” a Human Capital Management System (HCM) intended to modernize human resources (HR) functions. This system will replace the department’s current paper-driven business processes with automation solutions and system functionality.
Department of State Hospitals (DSH)
Meet & Confer update
On Tuesday, May 4, 2021, SEIU Local 1000 met with the Department of State Hospitals (DSH) to meet and confer over DSH’s application for a permanent exemption to the California Standards for Workplace Violence Prevention in Healthcare, which mandates guidelines for reporting to the Department of Industrial Relations, Division of Occupational Safety and Health (Cal/OSHA) regarding workplace violence incidences.
California Health Benefit Exchange (HBEX) Meet & Confer Update
Update
On Tuesday, April 27, 2021, our Union met with the California Health Benefit Exchange, also known as Covered California (HBEX), to meet and confer over the soon-to-be implemented “Workday,” a Human Capital Management System (HCM) intended to modernize human resources (HR) functions. This system will replace the department’s current paper-driven business processes with automation solutions and system functionality.
DMV Driver Safety Reopenings
Update
On Tuesday, April 13, 2021, our DMV H.E.A.T. team met with management to continue discussions over the reopening of the Driver Safety Branches to the public. This meeting was a follow-up to the initial meet and confer held on February 11, 2021. Much like the first meeting, our DMV H.E.A.T. team members centered their strategy on conversations with members from Driver Safety Branches across the state. Our team continued to pressure management to address all health and safety concerns for our members related to COVID-19.
CDCR CCHCS Entrance Screening Process
Update
On February 4, 2021, our Union met with the California Department of Corrections and Rehabilitation (CDCR) and California Correctional Health Care Services (CCHCS) to meet and confer over the implementation of the institutional entrance screening policy at each institution throughout the state.
TV Specialist Meet and Confer
Update as of January 12, 2021
The Television Specialist Classification Review team met with the California Department of Human Resources (CalHR) and labor representatives from CDCR, DWR, and CalPERs to begin discussing the Television Specialist classification per MOU provision 14.10.1.
DMV Driver Safety re-open Meet and Confer
Update as of February 11, 2021
On Thursday, February 11, 2021, our DMV HEAT team held a Meet and Confer with management over the notice to re-open the Driver Safety Branch to the public as of February 16, 2021. DMV members strategized for this meeting based on conversations with many members from the Driver Safety branches across the state. Throughout this meeting, member leaders held management to task to ensure the health and safety of all SEIU Local 1000 members, as we continue to navigate the ongoing uncharted territory of the COVID-19 pandemic.
CCHCS Employee Health Teams (EHTs)
On January 29, 2021
Our Union met with California Correctional Health Care Services (CCHCS) to continue discussing the formation and implementation of an Employee Health Team (EHT) at each institution throughout the state.
Some of the major details from the Meet-and-Confer include:
CCHCS was asked to explain the overall, general status of the Employee Health program and any other relevant information, and they responded with the following updates:
Update on MSTs at DIR.Misallocation
SEIU Local 1000 is aware that the Department of Industrial Relations (DIR) has identified approximately 158 Management Services Technicians (MSTs) that they consider misallocated and who DIR believes are performing duties more accurately allocated to the Office Technician classification. SEIU Local 1000 is working diligently to research and explore all available options to put together the best possible course of action.
(CCHCS) Employee Health Team (EHT)
Update from October 13, 2020
On October 13, 2020, our Union met with California Correctional Health Care Services (CCHCS) to continue discussing the formation and implementation of an Employee Health Team (EHT) at each institution throughout the state.
Some of the major details from the meet and confer include:
Update on SCIF Performance Appraisal
On August 12, 2020, our Union met with the State Compensation Insurance Fund (State Fund) to continue discussing the planned update of the Performance Appraisal process within the department. State Fund plans to remove the three tier rating system of inconsistent, successful, and exceptional from annual performance appraisals and instead rely on a process where management regularly communicates performance expectations and concerns to employees throughout the year.
Some of the major details from the negotiations include:
CCHCS Employee Health Teams (EHT) Update
September 29, 2020
On September 29th, 2020, our Union met with California Correctional Health Care Services (CCHCS) to discuss the formation and implementation of an Employee Health Team (EHT) at each institution throughout the State.
Department of Motor Vehicles (DMV)
Temperature Screening
On September 15, 2020, our Union met with the Department of Motor Vehicles (DMV) to discuss the Field Office Temperature Screening Expansion implementation within DMV field offices throughout the state.
As part of the effort by the DMV to actively manage the spread and containment of COVID-19 in accordance with CDC and CDPH guidance, the Field Operations Division (FOD) will implement employee and customer focused screening protocols which will include a health questionnaire and temperature screening.
5.17.1 Retention and Recruitment Committee Update
Attention SEIU Local 1000 Bargaining Unit 1 Members
Thank you to all who sent in applications for Recruitment and Retention (Article 5.17.1). We look forward to reviewing your applications. Due to the COVID 19 pandemic, there has been a shift in our timeline, however, we anticipate reconvening as a team when it is safe to do so to begin the review and selection process for applications received. We will update this page when there is a change. If you have any questions, please contact the Unit 1 inbox at Unit 1@seiu1000.org
Bilingual Differential Increase Implementation
For the first time in 42 years, we were able to increase the Bilingual Pay Differential to $200/month. This comes after 20 years of fighting for an increase including a joint task force and hundreds of members telling their story. We have been fighting for the implementation of
Bargaining Unit 1 – Update
Recruitment and Retention Differential for CCRAs and CRTs
In our most recent contract, we won a Recruitment and Retention Differential for our CCRAs and CRTs in the institutions. While our contract was ratified in October of 2019, we fought for
Bargaining Unit 1 – R&R Committee
Recruitment and Retention Committee 5.17.1 Contract Implementation
Introduction to Application
Recruitment and Retention (R&R) (Article 5.17.1) is a victorious win for SEIU Local 1000 members. The purpose of this R&R is to provide a platform for the state and the Union to jointly come to a consensus on recruitment and retention issues that are impacting the classification and jointly bring them to the attention of the Director of CalHR and the Administration.
Unit 1 Bargaining Update for Friday, August 23, 2019
Unit 1 Bargaining Team Reaches Tentative Agreement on EDD Post and Bid Agreement and EDD Determination Scheduling Standard Agreement
On Wednesday, August 21, the Unit 1 bargaining team continued their negotiations with the State by reaching a tentative agreement (TA) on Post and Bid Agreement and the EDD Determination Scheduling Standard at the Employment Development Department (EDD).
Earlier in the bargaining process, Unit 1 negotiators proposed to “roll-over” the current Post and Bid provision at EDD. The state countered with anti-nepotism language that would allow management to deny Post and Bid placements if they were found to be based on favoritism.
Unit 1/Unit 4 Joint Bargaining Update for Wednesday, August 21st, 2019
Units 1 and 4 Reach Important Agreement on Lottery Bonus Procedures
Meeting in a special joint “side table” with the state, Units 1 and 4 fought for and won a major advance for Lottery employees on Wednesday, August 21. The advance stands to update and improve the bonus structure for its field sales representatives in Unit 1 and the lottery ticket sales specialist series in Unit 4.
These are the workers on the front lines who drive Lottery revenues that contribute more than $1 billion annually to the state’s public schools and help create a California for All.
Unit 1 Bargaining Update for Wednesday, August 7th, 2019
Unit 1 Bargaining Team Continues Progress at Negotiation Table; Tackles Workload Issues
After a long day at the bargaining table on Wednesday, August 7th, 2019, the Unit continued to negotiate with the state over important workload and classification issues for unit members as we work toward a contract that creates a California for All.
Unit 1 Bargaining Update for Monday, August 5th, 2019
Unit 1 Signs 9 Tentative Agreements; Protects IT Apprenticeship Program
Local 1000’s Unit 1 bargaining team returned to the table on Monday, August 5, 2019 and continued to make progress by signing 9 Tentative Agreements (TA). Five of the TA’s were “roll-over” provisions from the current contract, while the other four were technical or clean up language change proposals that were agreed upon.
Unit 1 Bargaining Update for Monday, July 29, 2019
Unit 1 Bargaining Team Agrees to 26 Tentative Agreements; Progress Made at the Table
Local 1000’s Unit 1 bargaining team met with state negotiators on Monday, July 29, 2019 and signed 26 tentative agreements. This includes language that continues Local 1000’s commitment to ensuring the Employment Development Department (EDD) continues to offer full-time employment to workers rather than over relying on Permanent Intermittent employment when inappropriate.
On Monday Unit 1 agreed to language that:
Unit 1 Bargaining Update for Thursday, July 25, 2019
Unit 1 Promotes Fair Compensation and Economic Justice for its Members
On Thursday July 25, 2019, Unit 1 went back to the table with state negotiators to advance more proposals that prioritize fair compensation and economic justice for all Unit 1 members.
Today our Unit 1 team presented a proposal that would:
- Increase and expand our out-of- state differential for Unit 1 employees so that workers who are headquartered out of state and/or have to travel more than 50 percent of the time for their job will be fairly compensated.
The team also proposed the following differentials:
Our Fight Begins Now for a California for All!
A Message from President Walker
Yesterday, July 18, 2019, our Local 1000 bargaining team brought to the table proposals that addressed four of the most important issues identified by our members: health care, housing, transportation justice and a livable wage. Listen to President Yvonne R. Walker explain how the fight begins now for a California for All!
Unit 1 Bargaining Update for Monday, July 15, 2019
Unit 1 Comes to the Table with Powerful Stories Calling for Equity, Workplace Safety and Education Justice
Yesterday our Unit 1 bargaining team went to the table with their state counterparts to continue their push for more equitable compensation for the work that they do. The team submitted a comprehensive list of their Special Salary Adjustments (SSA) for Unit 1 state workers, whose value to our communities is still unequal to their pay.
Unit 1 also submitted a number of other workplace safety and education justice proposals to ensure that Unit 1 workers are protected on the job and have more opportunities to enhance their skills.
Unit 1 Bargaining Update for Monday, July 8, 2019
Bargaining Unit 1 Focuses on Special Salary Adjustment Proposals
Our Unit 1 bargaining team, which includes professional, administrative, staff and financial occupations, met with state negotiators on Monday, July 8, to tell their own stories about the work that they do and the value it brings to the residents of California each and every day.
GeoPay Task Force Presents and Releases Report
Our fight for economic justice continues as we set the stage for contract negotiations.
On February 27, our GeoPay Task Force presented the acting director of CalHR and a team of state representatives with an in-depth report recommending solutions to the economic challenges many state workers face caused by the high cost of living in the communities they live and work in throughout the state of California.
UPDATE: Quality Assurance (QA) form
On January 22, 2019, our Union met with the State Compensation Insurance Fund (State Fund) to discuss the introduction of a monthly Quality Assurance (QA) form and process for Medical Provider (MP) phone agents located within the Claims Processing Center.
UPDATE: QA Bill
On January 22, 2019, our Union met with the State Compensation Insurance Fund (State Fund) to discuss a revision to the Performance Standard to Quality Assurance (QA) in the Claims Processing Center (CPC) Bill Review Unit and the implementation of a performance standard for QA in the Scan Indexing Unit.
We Protect Your Hard-Earned Union Rights and Benefits
Contract enforcement wins back pay awards
When management fails to respect our contract, to recognize the work we do and the fair compensation we deserve, we protect our members with professional representation and deliver results.
Unit 1: Member wins out-of-class grievance
SEIU Local 1000 Updates for the Department Motor Vehicles (DMV)
No Saturday Service in Field Offices on Veterans Day and Thanksgiving Weekends
On August 29, 2018, Local 1000 and DMV continued negotiations regarding the department’s intent to open field offices on the Saturday before Veterans Day (November 10) and the Saturday after Thanksgiving (November 24). After long discussions around our negotiation team’s proposals, DMV has rescinded the requirement that the field offices be open on either day. This victory allows our DMV members to enjoy their upcoming holiday weekends.
DMV Meet and Confer Update
Saturday Service Hours
SEIU Local 1000 met and conferred with the Department of Motor Vehicles (DMV) on August 29, 2018 to continue negotiations regarding the impacts of the implementation of the RealID program. The primary focus of the discussions was around the increased hours and locations of operations at DMV field offices.
DJJ Cellsense Meet and Confer
On August 7th, 2018, our union met with the California Department of Human Resources (CalHR) and California Department of Corrections and Rehabilitation Department of Juvenile Justice (CDCR DJJ) to discuss the implementation of the Cellsense Contraband Detector program within the DJJ Facilities in the state.
EDD Fingerprint and Background Checks
Due to new IRS rules regarding fingerprinting and background checks, the Employment Development Department (EDD) implemented new policies impacting about 5500+ of our members. Local 1000 met multiple times with EDD and the California Department of Human Resources (CalHR) to ensure the implementation was not overly broad and did not impact any of our members unnecessarily.
Some of the major results of our team’s negotiations include the following:
New bargaining team members elected as work begins on 2020 contract negotiations
We're building member power to leverage a great contract.
More than 150 newly-elected and returning bargaining representatives, members of the Statewide Bargaining Advisory Committee (SBAC), came together on July 14-15, taking important steps on the road to contract negotiations that will begin next year.
Also elected was the 58-member Bargaining Unit Negotiating Committee (BUNC)—representatives from each of the nine bargaining units in Local 1000—the bargaining team responsible for negotiating our new contract.
Research Data Analyst Meet and Confer
On May 30, 2018, SEIU Local 1000 met with the California Department of Human Resources (CalHR) to discuss the proposed consolidation of the Research Analyst, Research Program Specialist, Operations Research Specialist and Tax Research Specialist Series. This proposed consolidation will reduce the current 37 duplicative parenthetical classifications down to 7 generalized classifications. The consolidation is part of the Governor’s Civil Service Improvement (CSI) Project to reduce the number of existing classifications.
Meet and Confer over the Department of Motor Vehicles Implementation of Real ID
On June 6, 2018, the Department of Motor Vehicles (DMV) Heat Team met with management to continue to negotiate the impact of the implementation of Real ID. Discussions were productive and positive as the team brought up a variety of concerns about workload, staffing levels, improving the Real ID process and providing Californians a better experience at the DMV field offices.
Specific issues that the DMV Heat Team raised were:
DCSS Fingerprint and Background Checks
Due to new IRS rules regarding fingerprinting and background checks, the Department of Child Support Services (DCSS) implemented new policies impacting about 400+ of our members. SEIU Local 1000 met multiple times with DCSS and the California Department of Human Resources (CalHR) to ensure the department’s implementation was not overly broad and they did not impact any of our members unnecessarily.
Some of the major details from your team’s negotiations include the following:
Bargaining Unit 1 and 4 State Fund Update
Bargaining unit representatives Susan Rodriguez (Unit 1, Alternate Vice Chair) and Sophia Perkins (Unit 4, Chair) met with State Fund and CalHR to negotiate impacts to existing performance standards and the creation of new performance standards for Workers Compensation Claims Adjusters (WCCA), Workers Compensation Insurance Technician (WCIT) and Program Technicians (PT) being implemented by State Fund.
Vice President Robinson, Sen. Galgiani Get Update on BOE Headquarters Building
Tamekia Robinson, our Vice President of Organizing/Representation met with Sen. Cathleen Galgiani and department representatives at the CDTFA/BOE headquarters building for an update on the repairs and upgrades underway at 450 N Street in Sacramento.
The tour included a meeting with Nick Maduros, the new department director, who is working with our CDTFA Joint Committee to preserve our members’ rights during the current BOE reorganization.
PROVIDING OUR MEMBERS WITH UPWARD MOBILITY
New slots open up in IT Apprenticeship Program
Professional development and upward mobility are key priorities for our union, and our members, and an innovative new Information Technology (IT) Apprenticeship Program offers Sacramento-area members an opportunity to improve their state careers.
Pay raises in effect
2016 was a historic year for our members, our union and all Californians. We came together to fight for a contract we can all be proud of and nearly went on strike for the first time in 44 years.
As a result, we won the largest labor contract ever negotiated with the state, and we did it by standing together in our union. You can view our contract here.
Starting August 1, we’re receiving our first paycheck reflecting our 4% general salary increase—one of the many outcomes that we won in contract negotiations.
Protecting Member Rights at CalPERS
Nearly 600 Local 1000 members working at CalPERS now have the opportunity for more career mobility after our union negotiated to protect and preserve the rights of Retirement Program Specialists (RPS) who are offered the chance to move laterally into new classifications.
DDS Developmental Center Retention Stipend Agreement Overview
Highlights:
- Effective date: July 1, 2016
- Amount: Up to $6,000
- $250 is accrued for all employees that meet the criteria each full quarter during the fiscal year 2016/2017
- $500 is accrued for all employees that meet the criteria each full quarter effective July 1, 2017 until separation from DDS.
- Payout:
- There will be two payouts of the retention stipend:
- January 2018 or the first month following the 50% decr
- There will be two payouts of the retention stipend:
“Lift and Shift” Bargaining Update for June 5
SEIU Local 1000 Met with the State to Negotiate Impacts of the “Lift and Shift” on the Psychiatric Programs at Vacaville, Stockton and Salinas
On June 5, 2017, SEIU Local 1000 met with representatives from the Department of State Hospitals (DSH), California Correctional Health Care Services (CCHCS), California Department of Corrections and Rehabilitation (CDCR) and the California Department of Human Resources (CalHR) to negotiate the impacts of the transfer of the Psychiatric Programs from DSH to CDCR and CCHCS at Salinas Valley State Prison – Salinas, California Medical Facilit
Permanent Intermittent Conversion Update
On March 1, 2017, the Employment Development Department, Unemployment Insurance Division will offer the 68 most senior Permanent Intermittent (PI) employees conversion to full time status. If an employee rejects the opportunity to convert, the department will move to the next most senior PI.
This conversion will be immediate unless the impacted employee elects to delay the date to July 1, 2017, because they are enrolled in the Flex Cash Option for health and/or dental benefits, and they do not want to forfeit that benefit.
Bargaining News for Friday, October 14
State shows a lack of movement as we return to the table - Our actions will make the difference for a contract we can be proud of
Our bargaining team met with the state for the first time in three months and ended the week frustrated by a continued lack of movement by the state on key issues.
Earlier in the week, our team presented eye-opening information illustrating the gender pay gap in state civil service. Our union is 66% women and 34% men. The seven unions the state has reached agreement with, overwhelmingly comprised of men, are paid a staggering 43% more than Local 1000 members.
Recruitment and Retention Mutual Report
On March 25, 2016 committee members from ten (10) Local 1000 impacted classifications, members of the Unit 1 Bargaining Team and representatives from CalHR and multiple departments met to finalize their report on recommended solutions to the recruitment and retention problems those classifications currently face. These recommendations will be presented to Richard Gillihan, Director of CalHR, and ultimately to the State Administration.
Recruitment and Retention Update
Over the last few months the Unit 1 Bargaining team members and members in over 34 classifications prepared expert testimony to present to the California Human Resources (CalHR) department. Listed below are the members who are doing excellent work in representing your classification group during this process. The last classification group presented their testimony and proposal to CalHR on February 4th.
Contract enforcement fight ends in $25K settlement at DPH
State department ignored seniority preferences for overtime assignment
A Bargaining Unit One member received a $25,000 lump-sum settlement in arbitration after a grievance filed with the support of Local 1000 members and staff was denied at every level. The member, a Health Program Specialist I at the California Department of Public Health (CDPH), was being denied extra work assignments—Duty Officer Positions–that were rightfully his due to seniority.
Members will make the difference
President Walker announces 2016 contract campaign focus: take action
Local 1000 has launched its 2016 contract campaign with these words from President Yvonne R. Walker: “Our contract will be about the strength and the power of our members to win something amazing.”
Speaking to members statewide on a conference call for Local 1000 stewards and hundreds more who heard the call at listening parties, Walker looked forward to the upcoming negotiations feeling confident about the preparation that’s gone before.
Recruitment and Retention Update
On November 20 and 24 teams representing the District Sales Representatives (DSR), Personnel Specialists, Tax Auditors, Workers Compensations Claims Adjusters (WCCA) and Financial Institution Examiners (FIE) series met with the California Human Resources Department (CalHR) under Article 5.17.1 to discuss recruitment and retention problems the series is encountering. Each of these teams were comprised of member leaders from the classification series and BUNC representatives.
Contract enforcement reverses sick leave denials
Two representation wins for members who were initially denied sick leave prove, once again, that the collective strength of Local 1000 can make all the difference for members facing the indifferent bureaucracy of state government during a time of personal need.
SEIU Local 1000 works with CalPERS to improve the Actuarial Study Program
Local 1000 met with CalPERS management on October 26 to discuss changes to the CalPERS Actuarial Study Program. This program provides support for employees in the Actuarial Office who are preparing to take their certification exams. Local 1000’s team included Stuart Bennett (Unit 1 DBUR and Senior Pension Actuary), Latreece Smith (President of DLC 781), Tony Cuny (CalPERS Actuarial Assistant) and Wandra Pitts (Vice President of DLC 781).
State Compensation Insurance Fund – Performance Standards
In accordance with Article 13.7.4 of our contract, State Compensation Insurance Fund (State Fund) notified the Union of their intent to implement performance standards for some Program Technicians and Worker’s Compensation Insurance Technicians working in the Claims Processing Centers. Per the contract, State Fund requested a meet and confer over the issue.
CCRA recruitment and retention update
On August 24th and 25th a team representing Correctional Case Records Analysts (CCRAs) met in Sacramento to negotiate with the state regarding the Recruitment and Retention issues they were currently experiencing.
The teams consisted of the following members:
Karen Devoll, CDCR, Sierra Conservation Center
Michelle Pantages, CDCR, Out of State Bed Unit
Gwendolyn Crawford, CDCR, Chuckawalla Valley State Prison
Cathy Reabold, DSH, Coalinga State Hospital.
Planners and Agents meeting update
On August 24th and 25th a team representing 3 classifications met in Sacramento to negotiate with the state regarding the Recruitment and Retention issues they were currently experiencing.
The teams consisted of the following members:
Environmental Planners:
- Claudia Gambaro, Military Department, Sacramento
- Edvard Isaacs, Department of Transportation, Los Angeles
- Lindsay Vivian, Department of Transportation, Oakland
Right of Way Agents:
More upward mobility, less outsourcing
JLMC promotes new skills database at CalPERS Information Technology Services Branch
When Job Steward Lonnie “Tony” Owens attended a Joint Labor Management Committee (JLMC) meeting last year, he came prepared to present management with the concerns of his CalPERS coworkers in the Information Technology Services Branch (ITSB).
What he provided was perspective regarding the staff’s frustration with the department’s lack of communication concerning their critical skills and training. That vacuum of communication too often leads to work being outsourced that could have been done by existing state staff.
EDD workers share the burden with coworkers facing reduced hours
Spreading the cuts lessens the negative impact
Seventy Local 1000 members at the Employment Development Department (EDD) stepped up to soften the blow for some of their coworkers who faced reduced hours. As a result, what would have been a major reduction in work and pay for a few people was distributed among a larger group for a much less significant negative impact.
Steward retaliation case a win for Local 1000
Adverse actions removed after union challenges manager’s actions
Swift and decisive action by Local 1000’s legal department shut down a hostile manager’s suppression of our members’ right to conduct union activities at Department of Social Services (DSS). The union’s determination to not let bullying behavior stand forced DSS to agree to completely withdraw spurious charges against our members.
“We’ll do whatever it takes to get these kinds of bogus adverse actions removed,” said Tamekia N. Robinson, vice president for organizing/representation. “There’s no way we will tolerate bullying of our stewards.”
IT Classification Survey
Make your voice heard
Local 1000 has launched a comprehensive survey that will advance the effort to review job specifications that have not been updated in decades.
We have made it a high priority to resolve the problems with IT classifications, training, compensation and outsourcing. The state has committed to working with the union by modernizing the IT classification system. Both parties recognize a mutual interest in adapting to the changes in a field with a highly competitive labor market.
Local 1000 and CalPERS work together to improve privacy and conflict of interest policies
Systems and Work Place Privacy Policy
This week, Local 1000 and CalPERS worked together to clarify the language in CalPERS’ Systems and Work Place Privacy policy, in order to make sure that it was no more expansive than necessary . The Union was represented by Brenda Modkins, Bargaining Unit 1 chair, Karen Jefferies, a Unit 4 Bargaining Unit Negotiating Committee member, Latreece Smith, the president of DLC 781 and CalPERS representative and the contract department staff.
Recruitment and Retention Committee Post
Local 1000 takes action on Recruitment and Retention in Unit 1
Recruitment and retention is moving forward in Bargaining Unit 1. Local 1000 has set a May 5 meeting with CalHR to discuss ground rules and the order in which to discuss information about the various classification and classification groupings.
The Bargaining Unit Negotiation Committee members have been assigned to the classifications/groups and are working on organizing those groups and building support in the field for the groups to which they have been assigned.
The BUNC members who have been assigned to each group are as follows:
DDSD Stewards Organize to Force Formation of JLMC
Disability Determination Service Division forced to accept JLMCs
By enforcing our 2013 contract, a determined group of stewards has forced their division of the Department of Social Services (DSS) to accept joint labor management committees (JLMC) statewide and at all of its regional offices.
Local 1000 fought for JLMCs through a stewards’ grievance, affirmed by CalHR in a March 10 decision entitling 1200 DSS employees in the Disability Determination Service Division (DDSD) to actively participate in workplace change.
DMV HEAT Team Signs Up 1000 New Members
We are growing stronger together
In a huge win, Local 1000’s DMV “HEAT Team” signed up 1000 new members.
“Our DMV HEAT Team is doing some amazing work,” said Local 1000 President Yvonne R. Walker.
“Our DMV member leaders are setting an example—and raising the standard—for everyone in Local 1000. It really shows the power of effective workplace organizing.”
A Leader Is Born
From member to steward and community activist
Hannah Konnoff grew up with a mother who was active in the civil rights movement, a feminist and an anti-war protester. Although she had been raised to act on her values, life compelled Konnoff to put her activism on the back burner.
“I just kind of got wrapped up in trying to survive,” she said.
Bargaining team preparing for the future
Working to build power for 2016 negotiations
Building power in the community, facing challenges and developing union leaders were key themes of last week’s meeting of the Statewide Bargaining Advisory Council (SBAC) in Southern California.
Nearly 200 elected bargaining representatives from up and down California—including the 60-plus members who negotiate our contract with the state—meet three times each year to develop strategies for bargaining and to understand and respond to issues that affect our lives at work and at home.
Local 1000 Wins Across-The-Board Bonuses at SCIF
Union pushes back against
two-tiered award system
Thanks to an agreement negotiated by Local 1000, nearly all represented workers at the State Compensation Insurance Fund (SCIF) will receive a 2.4 percent performance award this year. Announced on February 20, the annual award will go to everyone who is qualified to receive it.
Local 1000 elevates PI ratio grievance to arbitration after CalHR rejection
Local 1000 is aggressively pushing a grievance over the ratio of
Permanent Intermittent (PI) employees at the Employment
Development Department (EDD) to arbitration after the California
Department of Human Resources (CalHR) recently rejected our
claim.
Our contract has long-standing language limiting the number of PI
employees to no more than 20 percent of the number of staff
positions in each of the EDD departments.
CCHCS Layoff Update
Team reaches agreement with the state to reduce impact of Phase 3 Staff Reductions
On September 23, 2014, the Local 1000 negotiating team came to an agreement with CalHR and California Correctional Health Care Services (CCHCS) regarding the 2014 Phase 3 Staff Reductions. Some of the highlights of the agreement include:
Ten classifications selected for review by Recruitment and Retention Team
The Bargaining Unit 1 Recruitment and Retention (R&R) Team has completed reviewing the applications and have selected the classifications that will be presented to the California Department of Human Resources (CalHR) for assessment. The R&R team would like to thank the 500 members that took the time to complete these applications and represent their classifications issues.
The following are the ten classification/classification series that have been selected to be presented to CalHR for review:
CCHCS layoffs: what you need to know
California Correctional Health Care Services (CCHCS) has mailed more than 600 State Restriction of Appointment (SROA) letters to Local 1000 members in seven of our nine bargaining units in anticipation of just over 200 planned layoffs scheduled to occur on December 1, 2015.
The majority of the layoffs affect bargaining units 17 and 20; the other affected bargaining units are 1, 3, 4, 11, and 15.
Sacramento stewards meet new EDD Director
Local 1000 gains an ally in its ongoing efforts to improve working conditions, service levels
After months of collaboration with state officials to address issues facing EDD, Local 1000 hosted new Director Patrick Henning Jr. in a meeting with Local 1000 stewards, to hear first-hand the comments and concerns of rank-and-file workers now in his charge. He came to underscore his commitment to “helping Californians when they are at possibly the lowest point in their lives.”
Article 5.17.1 Recruitment and Retention Committee (BU1) – Classification Application
In accordance with Section 5.17.1 of the recently agreed upon Memorandum of Understanding (MOU), your Statewide Bargaining Action Committee (SBAC) has finalized the application process for selection of the classifications presented by the Recruitment and Retention (R&R) Committee. “This application is the first step in finally resolving so many of the retention and recruitment problems that our Unit 1 classifications continue to experience,” explained Brenda Modkins the Chair Unit 1.
Local 1000 signs first tentative agreement impacting all employees
Local 1000’s bargaining team signed the first tentative agreement of our new contract at the master table today, one that provides a huge advance in our fight against outsourcing.
SEEING the bigger picture
9:25 AM - April 2, 2014
Member Profile: Shelia Byars
A Local 1000 activist for more than 15 years, Shelia Byars is
stepping up once again and volunteering for campaigns that go
beyond the worksite–working toward a better life for all
Californians.
Aviation consultants’ pay takes flight
3:57 PM - December 16, 2013
After a seven-year campaign, aviation consultants win a much
deserved pay raise.
Aviation consultants, a small group of Unit 1 members in Caltrans
whose job is crucial to public safety, will receive a 7.5 percent
pay increase under terms negotiated by Local 1000; this pay raise
is retroactive to July 2, 2013.
“This has been a long time coming – we’ve been pressing Caltrans
for this raise for seven years,” said Bargaining Unit 1 Chair
Brenda Modkins. “We owe this win to the aviation consultants who
fought so hard to make this possible.”
New safety program for Napa State Hospital
Local 1000 fights to protect our members and sees results
A new Injury and Illness Prevention Program – developed with input from Local 1000 – will roll out over the next year at Napa State Hospital (NSH). Designed to improve the safety and well-being of NSH employees, the new program features education and training, risk assessments, safety inspections, comprehensive reporting and an emergency response and action plan.
New safety program for Napa State Hospital
8:16 AM - November 15, 2013
Local 1000 fights to protect our members and sees results
A new Injury and Illness Prevention Program – developed with
input from Local 1000 – will roll out over the next year at Napa
State Hospital (NSH). Designed to improve the safety and
well-being of NSH employees, the new program features education
and training, risk assessments, safety inspections, comprehensive
reporting and an emergency response and action plan.
Disabled member receives assembly recognition
Ed Diprosper helps unemployed Californians for EDD. A Local 1000 member was honored for his work as a part of National Disability Employment Awareness Month – a national campaign that raises awareness and celebrates the many contributions of America’s disabled workforce.
Ed Diprosper, a 15-year veteran of state service is a Unit 1 member who helps to connect unemployed Californians with their much-needed benefits through his work at EDD, was praised for his efforts as part of a presentation at the Capitol by Assemblymember Dr. Richard Pan.
Single mom, member leader
12:19 AM - November 13, 2013
MeShan Rachal brings a history of organizing to Local 1000
Even before she began working for the state, MeShan Rachal was
always an activist, but after seeing the power of her union in
action, she stepped up for her fellow workers and the middle
class in many ways.
Rachal became a Local 1000 activist after a complicated
bureaucratic snafu caused her to be underpaid for a week every
month. She pressed her case to her supervisors and to the
Department of Personnel Administration. When that failed, she
sought contract enforcement help from her union.
Unit 1 specific contract information
2:37 PM - July 18, 2013
A wage increase, a guarantee of no new furloughs and a range of
other improvements to our rights and working conditions lead the
advances secured in our new 3-year Master Agreement. The
agreement was reached between the Local 1000 bargaining team and
representatives of the state, ratified by 90 percent of voting
members and signed into law by the Governor. Language is also
included pertaining to each individual unit.
Unit 1 Alert: Bargaining Update – June 3
9:28 AM - June 3, 2013
Our Unit 1 team – representing Professional Administrative,
Financial and Staff Services – spent 18 hours negotiating with
the state Friday and Sunday, and signed tentative agreements
addressing several of the priorities of Unit 1 members.
Unit 1 Alert: Bargaining Update – May 29
The Unit 1 bargaining team – representing Professional Administrative, Financial and Staff Services – presented a series of powerful witnesses to support our proposal to address equity adjustments for Unit 1 classifications.
The presentation included eight witnesses representing different classifications or department.
Unit 1 Alert: Bargaining Update – May 17
10:28 PM - May 17, 2013
The Unit 1 bargaining team – representing Professional Administrative, Financial and Staff Services – was at the table today.
SBAC Update
12:49 PM - March 27, 2013
Local 1000’s bargaining team – more than 200 member-elected
representatives – worked through the weekend to review the
results of bargaining surveys and develop conceptual proposals
that will drive our upcoming contract negotiations with the
state, which are slated to begin April 10.
SBAC and Bargaining Unit Update
2:21 PM - January 25, 2013
The Local1000 Statewide Bargaining Advisory Committee–consisting
of more than 200 elected members from throughout the state–came
together Jan. 12-13 to map out a strategy and timeline to guide
our upcoming fight for a fair contract.
Their agenda included development of an aggressive plan to gather
member input and to engage and mobilize thousands of state
workers to support the bargaining process.
Outsourcing victory at CalPERS adds 86 jobs
Expensive private vendors to be replaced by Unit 1 IT
professionals
Local 1000’s fight against wasteful outsourcing has tallied
another win: CalPERS has agreed to hire 86 skilled workers,
mostly information technology (IT) professionals in Bargaining
Unit 1, to reduce the agency’s reliance on contractors. The
positions should be filled early this year.
Transferring work to employees
CalPERS to add 86 new “mission critical” positions (Sacramento Bee)
9:44 AM - December 20, 2012
CalPERS, the state’s massive public pension system, is back in
hiring mode, big time.
The fund’s board of administration moved Wednesday to create 86
new positions ASAP.
If all of the new jobs are filled – and that’s not a given – the
new hires would add $16.3 million to CalPERS’ $357.6 million
administrative budget and bring its total headcount to just shy
of 2,600 employees.
In the time it took to read this, some of you have done the math:
The new hires would cost nearly $190,000 each. So why might the
state have trouble hiring?
2013 Mileage Reimbursement Rate
1:13 PM - December 19, 2012
On November 30, 2012, the Department of Human Resources (CalHR)
Benefits Division released the following information:
Effective January 1, 2013, the personal vehicle mileage
reimbursement rate for all State employees will be 56.5 cents per
mile. The relocation/moving mileage reimbursement rate for all
current State employees and New-Hires to State service will now
be 24 cents per mile.
Turning frustration into positive action
10:39 AM - December 5, 2012
Darlene Estey first got active in Local 1000 because she was
mad–at her union.
“I used to be a fee payer, and I was angry about a dues increase
so I became a member and got active,” said Estey, a Bargaining
Unit 1 senior compliance representative with the Franchise Tax
Board. “Once I saw how the union worked to help people, I just
got more and more involved.”
Election 2012
9:25 AM - November 7, 2012
Volunteers made the difference
Members & staff defeated billionaire blitz
Local 1000’s success at the polls on Nov. 6 came down to one
thing: Volunteers.
“Without our member and staff volunteers we would not have
succeeded in so many races,” said Local 1000 President Yvonne R.
Walker. “We were up against billionaires, corporate special
interests and anonymous contributors who wanted to buy this
election. We won because we have something they will never have:
an army of committed volunteers.”
Unit 1 and 4 workers stand together against outrageous workloads
1:15 PM - October 26, 2012
At 10 a.m. on October 10, hundreds of Unit 1 and Unit 4 members
in EDD unemployment branches statewide silently stopped working,
stood up together and waved their pendants, banners and flags
which read CAUTION: EDD Workloads out of control (see image to
right).
Disability Determination Services Division (DDSD) Update
11:10 AM - October 12, 2012
Local 1000 Joint Labor Management Committee (JLMC) members from
the DDSD of the California Department of Social Services met on
August 30, 2012 to review the results of the recent Case Receipt
survey. Communication has become a challenge due to DDSD’s
reconfiguration of email addresses. The JLMC is awaiting
the state’s response for the next meeting - leaders are
prepared with an agenda and the team has been identified.
‘I Am Unit 1′
10:32 AM - October 10, 2012
Local 1000 provides skilled, professional representation for the
members of Bargaining Unit 1. Watch the video below as Local 1000
members speak about why it’s important for all state workers to
have a union that has their back.
SBAC and Bargaining Unit Update
12:48 PM - October 10, 2012
Hundreds of bargaining unit member leaders recently met on
October 6-7 in San Diego to discuss critical campaigns for Local
1000. Representatives came from all areas of California to
discuss the importance of the November election and make over
3,400 calls to urge a NO vote on Proposition 32.
We heard from speakers from our coalition partners such as the
League of Women Voters and the Center on Policy Initiatives
regarding the importance of partnering to defeat anti worker
propositions and campaigns.
Uniform “Expectations Memo” Circulated after Local 1000 push-back
8:30 AM - October 3, 2012
65 memos reduced to one, unfair expectations dropped
On July 11, 2012, an updated and standardized “expectations memo”
was distributed by DMV to statewide offices that included many of
the suggestions brought forth by the Local 1000 DMV team.
Update: Reclassification
9:45 AM - October 3, 2012
The DMV reclassification team is on schedule to finish their work
in Spring 2013.
Next steps of the reclassification effort were discussed during a
meeting held with the Local 1000 reclassification team, DMV
management and the California Department of Human Resources
(CalHR) on August 17. Currently, CalHR is reviewing the Unit 1
and Unit 4 job classification changes as proposed by the Local
1000 DMV reclassification team and DMV.
Unit 1 and Unit 4 members push the political pedal to the metal
7:44 AM - October 1, 2012
On Thursday, September 20, over 80 Sacramento members and staff
found a festive way to conduct some serious business – educate
voters on the dangers of Proposition 32.
Unit 1 member organizer Dee Dee Munson and Unit 4 member
organizer Lorraine Dewitt created a night of training, raffles,
poster-making and all around good fun to get more members
politically involved.
Fierce legal battle restores member’s job
12:06 PM - September 25, 2012
Unjust termination withdrawn after pressure from expert staff and
member leaders
After intense legal negotiations and numerous solidarity actions,
Linda Martinez went back to work nine months after being unjustly
terminated by the Department of Social Services (DSS). “The
amount of persistence and expertise used to handle my case was
impressive. I cannot thank Local 1000 enough for the work they
performed on my behalf,” said Martinez.
Local 1000 participates in development of new payroll system
1:57 PM - September 13, 2012
MyCalPays begins pilot testing at the State Controller’s
Office
As the State Controller’s Office (SCO) works to overhaul the
state’s antiquated payroll system, Local 1000’s team has been
involved at every step to monitor their progress and mitigate its
impact on state workers. The new system is called MyCalPays and
will not only affect Unit 1 employees who process payroll, but
all state employees, who will eventually have to transition to
the new system.
Side Letter: Outsourcing
9:51 AM - September 12, 2012
Report on wasteful contracts
How you can help to reduce job outsourcing
The new Outsourcing Task Force –created by the June side
letter–is beginning to focus on wasteful private vendor
contracts that can be eliminated, so that the cost savings can
save taxpayer money and help preserve member pay and state jobs.
Working with members on the Outsourcing Task Force Local 1000’s
Contract, Research and Legal departments are reviewing and
challenging those contracts that needlessly cost the state money.
State contract employee turns state worker
1:48 PM - September 10, 2012
Unit 1 member combats outsourcing with professionalism and
pride
Once a contract employee with the state, Mike Bonner now partners
with Local 1000 to help put a stop to the outsourcing of
bargaining unit work. Not only does Mike lend his unique
expertise to help identify contracts that cost the state
unnecessarily, he trains other Local 1000 members to help do the
same. During his time as a contract employee, he saw a great
amount of waste and instances of bargaining unit work being done
by contractors and he knew it had to change.
Side Letter Enforcement
4:26 PM - September 5, 2012
Are student assistants or non-mission critical annuitants still
performing the work of Local 1000 members in your office?
Proposition 32: Members start early to reach out to voters
10:36 AM - September 5, 2012
Unit 1 auditor: ‘Too much is at stake to stand still’
Even though it’s a hot day in August and the election is not
until November, Antonio Negrete joined with dozens of Local 1000
members and staff to knock on doors and contact voters at
home.
“It’s only August, but there’s too much at stake in this election
for us to stand still right now,” said Negrete, an auditor with
25 years experience at the State Controller’s Office. “If
Proposition 32 passes, we lose our ability to protect our
benefits and wages from political manipulation.”
Unit 1 member leaders outfitting our children for success!
12:37 PM - August 30, 2012
Local 1000 gives more than 2,400 backpacks to members’ children
statewide
As schools open their doors for the new academic year, Local 1000
opened its doors to provide children the tools they need to
succeed in class–backpacks filled with school supplies. “Giving
back to our members and communities is a big part of our vision
at Local 1000. By starting these kids out right, we are investing
in their future–in our future,” said Unit 1 member leader Cruz
Naranjo (pictured right) at the Aug. 25 event in Sacramento.
Similar events took place up and down the state.
Abuse in the workplace: How to recognize It and what to do about It
6:00 AM - August 24, 2012
Bullying has always been a problem in the workplace, and Local
1000 has been taking steps to help members understand what it is
and how to address it.
Marie Harder, Vice Chair of Unit 1, has been busy giving
presentations in 12 different departments on “abuse in the
workplace.” She covers definitions of discrimination under
the Civil Rights Act, what constitutes workplace violence, what
is bullying, and protections in our contract and in the law.
Making a difference in our community
10:07 AM - August 23, 2012
“State workers are not just a part of California’s infrastructure
… we are your neighbors.” –Barbara Alves, Bargaining Unit 1
member leader
Contracting proposal pulled off agenda after lobbying efforts from Bargaining Unit 1 members
3:28 PM - August 23, 2012
Because of the lobbying strength of our members, the Board of
Equalization (BOE) announced Tuesday it has shelved a proposal to
outsource some accounts receivable collections to a private
firm.
The original proposal called for a portion of uncollected
accounts receivable to be outsourced to an undisclosed private
vendor. Ever since this came to light, Local 1000 members and
staff have pressured BOE to drop the proposal because this type
of outsourcing doesn’t save money and private collection agencies
are less accountable.
Update from your elected bargaining unit representatives
Your elected representatives meet three to four times a year to
plan and review issues affecting you. Here’s the full unit report
from the Statewide Bargaining Advisory Committee meeting that was
held on August 4th and 5th in Sacramento. The next meeting will
be in San Diego on October 6th and 7th.
Fighting outsourcing with a stronger hand
4:47 PM - July 18, 2012
New pact adds power to long struggle over private contractors
The tough new language on outsourcing in our ratified side letter
agreement provides our members with a strong new tool for
preventing private contractors from doing the work of state
employees.
State Fund cancels layoffs, relocates hundreds, pays hefty fines
4:00 PM - May 15, 2012
For months, Local 1000 has told State Fund that they were cutting
“too deep,” with too many layoffs, and they finally
listened. State Fund cancelled 267 layoffs that were
scheduled for the end of May 2012, which included many Unit 1 and
Unit 4 positions.
Important dates for employees scheduled to relocate in 2012
10:59 AM - March 19, 2012
Surplus letters are now available for State Fund employees who
are scheduled to relocate in 2012. Employees impacted by the
relocation can request a surplus letter from SCIF Human
Resources.
Surplus letters give you priority hiring status. Unlike SROA
status, you are not notified of vacancies by hiring agencies and
must seek out job opportunities on your own.
Important dates for you to know:
May 15-31:
Time period to cash out 80 hours of accrued time if you’re
relocating more than 35 miles (Article 13).
June 1:
DMV Joint Labor Management Committee: reclassification progress (Contract Article 14.15.4)
3:02 PM - February 23, 2012
The Unit 1 DMV reclassification team along with the Unit 4
liaisonreclass team members, union staff, state negotiators and
DMV management met in early March to discuss our new proposed job
specifications for the Unit 1 Driver Safety Hearing Officers
classification and to hear an update on the new Motor Vehicle
Field Representative (MVFR) and Motor Vehicle Technician (MVT)
specifications which had been previously presented by the reclass
team to the state.
February IT Professionals Quarterly Meeting
9:18 AM - February 14, 2012
Join us for our quarterly meeting of IT Professionals.
Wednesday, February 15th
5:30-7:30 p.m.
SEIU Local 1000 Field Office
1325 S St., Sacramento
Agenda includes: Announcement of 2012 Local 1000 IT Professionals
Conference, Outsourcing Campaign Update, Report on IT Strategic
Plan and Reorganization Proposal for the CA Technology Agency,
and Local 1000 IT Strategic Plan update.
Dinner will be provided.
November IT Professionals monthly meeting
9:13 AM - November 10, 2011
Join us for our monthly meeting of IT Professionals.
Tuesday, November 15
5:30-7:30 p.m.
SEIU Local 1000 Field Office
1325 S Street, Sacramento
Agenda includes: Outsourcing news, legislative victories, and IT
trends report. Dinner will be provided.
Dinner will be provided.
RSVP to ITProfessionals@seiu1000.org
SCIF announces layoffs affecting employees throughout state
1:59 PM - October 6, 2011
The State Compensation Insurance Fund (State Fund) has announced
that layoffs will take place, affecting employees throughout the
state
“It’s outrageous that we are learning about this now – just after
completing a battle over jobs and work locations at State Fund,”
said Margarita Maldonado, Local 1000 vice president for
bargaining. “It’s clear that State Fund’s business model isn’t
working and that management saw these layoffs coming, even when
we were fighting to mitigate the effects of downsizing earlier
this year.”
SROA and layoff FAQ’s
6:30 PM - July 26, 2011
State Restriction of Appointment (SROA)/Surplus |
What is the SROA program? |
Unit 1 Report from Statewide Bargaining Advisory Committee (SBAC)
3:33 PM - July 25, 2011
Read updates on:
• Abusive workplace
behavior • Compliance reps • Layoffs
• Automation • Correctional case
records analysts • New payroll system — MyCalPAYS
• Background checks • DCSS call center • Outsourcing
• Business taxes reps • DDSD Issues • Reboot.U
• CalPERS gift policy • EDD JLMC • SCIF relocations
• Criminal justice
specialist I and II
Unit 1 Report from Statewide Bargaining Advisory Commitee (SBAC)
9:13 AM - March 18, 2011
SCIF’s “holiday present” to its employees:
SCIF Office Closures, Program Consolidations and Transfers
The State Compensation Insurance Fund (SCIF) has announced a
two-year reorganization plan which, if implemented as currently
proposed, could result in about 2400 Local 1000-represented
employees having to choose between a transfer to worksites
more than 50 miles from their current place of employment or
“voluntary layoff.”
Grievance filed over set-up/shutdown time at EDD offices
9:11 AM - February 1, 2011
Local 1000 has filed a grievance to stop the Employment
Development Department’s (EDD) mandate that employees work
outside their prescribed shifts without pay. Although “set-up and
shutdown time” is paid work time under our contract, EDD has
directed employees to work before and after their assigned start
and end times.
State extends layoff date for members impacted by building sale
1:24 PM - January 24, 2011
Intense lobbying by Local 1000 members forced the state to extend
its layoff date for employees working within the 11 building
complexes considered for sale under a budget scheme by former
Gov. Arnold Schwarzenegger.
The state extended its effective layoff date by sixty days from
March 30 to May 1, 2011, to allow Gov. Jerry Brown more time to
review the proposal. The extension allows us additional time to
assist members in finding other job opportunities if the sale
goes through. Preventing the sale will protect hundreds of
members from layoff.
Fighting outsourcing: members step up to the plate
3:41 PM - January 21, 2011
Twenty-four Unit 1 members participated in a “contract review
marathon” on Jan. 7 and 8 in Sacramento. The goal of the review
is to identify superfluous outsourcing contracts to defend
against State Personnel Board (SPB) challenges, Joint Labor
Management Committees (JLMCs), and provide information to
legislative committees. Fifty-two contracts were analyzed and 87
were targeted for additional analysis.
Interesting findings:
Unit 1 layoff update: closures, sales and cutbacks
2:50 PM - January 21, 2011
Local 1000 will continue bargaining with the state to mitigate
the effects of layoffs. However, the state hiring freeze makes it
difficult for affected employees to transfer to vacant positions
in other departments.
Heman G. Stark Adult Correctional Facility, Chino
Unit 1-specific Tentative Agreement
9:53 AM - October 15, 2010
Local 1000 represents nine different bargaining units and over
95,000 state employees. The power of these numbers enables us to
make workplace improvements that make life better for
everyone.
This is a summary of the tentative agreement for Unit 1. To learn
more about all tentative agreements, visit the Contract
Ratification page.
Establish JLMCs (Joint Labor Management Committees) on workload
for:
Work keeps piling up for CCRAs
1:19 PM - August 26, 2010
An initial meet and confer was held with CDCR in late May on the
effects of recent changes in the penal code on the workload of
correctional case records analysts (CCRAs). Although no concrete
agreements were reached, the meeting was helpful in developing a
framework for future discussions. Representing Local 1000 were
CCRAs Karen Devoll of Jamestown and Rhonda Roduner of
Chowchilla.
Future meetings are being planned to focus on workload issues
concerning non-revocable parole (NRP) criteria and SOMS (a data
management system for inmate central files).
Insensitive boss triggers “vote of no confidence”
11:45 AM - August 25, 2010
The last straw for the thirty correctional case records analysts
and technicians working at Case Records North in Rancho Cordova
was this outrageous remark by a CDCR manager: “If you’re having
stress at work, it’s because you’re having problems at home. Stop
taking your home-problems to work.”
An overwhelming majority of employees did a “Vote of No
Confidence” petition and marched in on a new head manager last
month. Employees demanded a Joint Labor Management Committee
(JLMC) to focus on workload issues and management harassment. The
JLMC was agreed to on the spot.
CDCR layoff update
11:31 AM - August 24, 2010
Unit 1 continues to monitor the status of 180 Unit 3 employees
who transferred last March to Unit 1 positions in lieu of layoff.
It’s been a difficult transition for many. William Hall, one of
about a dozen Unit 1 Statewide Bargaining Advisory Committee
(SBAC) members who volunteered to call Unit 3 transfers, says:
“They are mourning the loss of their prior teaching positions.
The transition to analytical work, and the management style that
goes with it, can be a challenge.”
Building political power
11:05 AM - August 20, 2010
A major organizational priority this summer is political
activism. Unit 1 members are committed to electing local and
statewide candidates who support public services – and then hold
them accountable. The November election is coming up and we need
even more volunteers to ensure the right candidates win. If you
can help, contact unit1@seiu1000.org.
Here is what’s been happening:
Letters to the editor & comments in the press
2:25 PM - August 19, 2010
A way to build support for public services is to make sure our
voice is being heard in the local media. Here are some
excerpts from letters written by Unit 1 members. Keep
writing those letters!
Politicians keep spreading myths about state pay and benefits
Peter Brand, Conservancy Project Development Specialist, CCON,
Sacramento Bee, July 6, 2010
Agreements on permanent hires and worker safety at EDD offices
8:50 AM - May 3, 2010
After pressure by Local 1000, the Employment Development
Department (EDD) converted 24 permanent intermittent positions to
full-time positions last month, bringing the total number of
conversions to 630 over the past five years.
Local 1000 has successfully argued that EDD was understaffed even
before the economic recession began in 2008 and the unemployment
rate spiked above 12 percent, which forced the department to hire
more than 1,000 people.
State creates new Department of Resources Recycling and Recovery
1:22 PM - April 23, 2010
Local 1000 has met twice with the state, and more meetings are
planned, over the effects of the creation of this new department
on our membership.
Senate Bill 63 (2009) merged the functions of the now-defunct
Integrated Waste Management Board and the Division of Recycling
of the Department of Conservation into the new Department of
Resources Recycling and Recovery, effective January 1, 2010. The
legislation stated that no non-exempt civil service employee was
to lose rights or employee status in the merger.
First Local 1000 IT conference focuses on networking and training
11:30 AM - April 20, 2010
The first ever Local 1000 IT Professionals Conference was held
the weekend of April 17 in downtown Sacramento. IT professionals
were able to network, get hands-on training and learn about
trends in a fast-changing industry.
“We hope this conference will set the stage for future events
that will focus on the professional needs of the state’s IT
workforce and other occupational groups within Unit 1,” commented
Margarita Maldonado, chair of Bargaining Unit 1 and an associate
information systems analyst at the Department of Justice.
Conference workshops included:
EDD gains in fight against out-of-control workloads
5:58 PM - April 20, 2010
We’ve made headway in the on-going fight against out-of-control
workloads. The state has agreed to and is currently hiring 110
new Disability Insurance Program Representatives (DIPRs) in the
Disability Insurance Branch. EDD has agreed to convert 24
intermittent Employment Program Representatives (EPRs) to
permanent full time positions. In addition, Job Services recently
hired 295 veterans as EPRs as limited term to work in their
“Welcome Home Program.”
Proposed change in telework and vehicle policies at CDPH in West Covina
1:25 PM - April 15, 2010
The California Department of Public Health (CDPH) is proposing to
transfer assigned staff vehicles to an office car pool and reduce
telework options for employees who investigate allegations of
patient abuse.
The union’s concern is that these administrative changes will
make it more difficult for employees to efficiently handle high
caseloads and actually reduce services to the
public.
For more information, contact Paul Romero, health facility
evaluator II, at paul.romero@cdph.ca.gov.
Training critical for CDCR employees transferred in lieu of layoff
11:36 AM - April 15, 2010
The dust has finally settled on CDCR (California Department of
Corrections and Rehabilitation) cuts in its educational and
juvenile justice programs. A key issue now is making sure that
employees who transferred to other positions in lieu of layoff
receive the training they need to pass probation in their new
classifications. In addition, employees who transferred to CCRA
(Correctional Case Records Analyst) positions have the additional
hurdle of passing a background check.
Bill to allow in-person UI assistance
4:04 PM - April 7, 2010
Members back effort to improve service during tough times
Local 1000 is sponsoring new legislation which would allow
out-of-work Californians much needed, in-person assistance with
their unemployment claims.
AB 1827 addresses gaps in current law, and would require the
Employment Development Department (EDD) to assign one UI
representative to each of at least 50 one-stop and career
centers.
Member leads campaign to help thousands avoid foreclosure
9:31 AM - April 5, 2010
Workshops help furloughed state employees keep homes
PROFILE: Claudia Gambaro
Claudia Gambaro often looks for ways to help fellowstate workers
but she never predicted she would become Local 1000’s expert in
helping them avoid foreclosure.
But when the housing crisis hit Gambaro and tens of thousands of
state employees, she wanted to help herself and others keep their
homes.
Proposed legislation may improve unemployment services at EDD
1:29 PM - April 2, 2010
An SEIU-sponsored bill would improve the delivery of services to
the unemployed. AB 1827, which has been introduced by Assembly
Members Juan Arambula (Ind-Fresno) and Jose Solario (D-Anaheim),
would amend the Unemployment Insurance Code to require California
to have available walk-in unemployment insurance (UI) services,
provided by current UI-funded and fully-trained workers in
regional one-stop centers.
For more information visit Politics & Legislation >>
Local 1000-backed legislation.
SCIF proposes legislation to avoid the sale of assets, require licenses, and analyze workloads
2:57 PM - April 2, 2010
AB 1897, introduced by Dave Jones (D-Sacramento) and sponsored by
Local 1000, would repeal the authority of the Director of Finance
to sell assets of the State Compensation Insurance Fund
(SCIF).
Earlier this year, Governor Schwarzenegger suggested selling $1
billion worth of the “book of business” to private investors.
This bill would require the Governor’s nine appointees to the
State Compensation Insurance Fund board of directors be subject
to confirmation by the Senate.
2010 election pledge
3:09 PM - March 26, 2010
Join other Unit 1 members in pledging to help elect local and
statewide candidates who support quality public services. We’ll
be walking precincts and phoning voters in key districts up and
down the state. Please make a commitment to help by completing
the form below.
Proposed new bills to fight outsourcing
9:46 AM - March 26, 2010
Transparency & elimination of loopholes
Local 1000 is sponsoring two bills that will enhance monitoring
the state’s 13,600 personal services and consultant contracts. By
our estimates, the state could save approximately $350 million
annually by utilizing state workers to cut unnecessary and
wasteful outsourcing in IT, medical services and architectural
and engineering contracts.
SPB focus group: LEAP program, bilingual and civil rights
3:09 PM - March 25, 2010
As part of an invitation extended by the State Personnel Board
(SPB), Brenda Modkins, Alternate Vice-Chair of Bargaining Unit 1,
attended the focus group on behalf of Local 1000. Only one other
state union attended the meeting.
Questioning state proposal to include legal analysts in three-rank pilot program
3:05 PM - March 25, 2010
Local 1000 met with the Department of Personnel Administration
(DPA) and the Department of Justice regarding the inclusion of
the Legal Secretary and Legal Analyst classes into the three-rank
pilot project. Local 1000 representatives had many questions. It
appears some departments were simply included in the project to
meet a required minimum of fifty percent. The meeting was
concluded with a lot of unanswered questions by DPA and with
Local 1000 anticipating full responses.
Resolution of complex retirement issue in employees’ favor
3:55 PM - March 10, 2010
The Union was notified in December 2009 that 15 of its members
were no longer eligible to participate in a 403(B) retirement
plan due to eligibility changes by the IRS (Internal Revenue
Service).
Prohibition on “gifts” to CalPERS staff
3:59 PM - February 28, 2010
Local 1000 met with PERS management regarding revisions to the
current gift policy. The new policy would prohibit gifts of any
value to PERS staff that are in “designated positions” under the
Political Reform Act.
The Fair Political Practices Commission currently allows gifts of
$10 or less to not be reported. The new policy has been
implemented for non-represented staff, but is on-hold for Local
1000 bargaining units.
Recent grievance wins for unit 1 members
10:06 AM - February 20, 2010
About 2% of Unit 1’s 45,000 members have pending grievances. The
four departments with the largest number of grievances are:
Employment Development Department (EDD) — 327 cases; California
Department of Corrections and Rehabilitation (CDCR) — 95 cases;
Caltrans — 93 cases; and State Compensation Insurance Fund
(SCIF) — 66 cases.
Here’s a sampling of some recent wins:
Overtime opportunity & out-of-class work
Inmate early release program equals more work and less overtime for analysts
3:42 PM - February 16, 2010
Governor Schwarzenegger recently signed into law changes that
could result in the early release of about 6,500 low-risk felons
over the next year. Prior to release, correctional case records
analysts working in the California Department of Corrections and
Rehabilitation (CDCR) must review the records of more than 20,000
inmates to determine if they meet the new early release
eligibility criteria to recalculate release dates.