Unit 11: Engineering and Scientific Technicians

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

Unit 11 Signs 10 Tentative Agreements; Closes Unit Table on all Non-Economic Issues

On Friday, August 16, Local 1000’s Unit 11 bargaining team signed 10 roll-over provisions from the current contract that protected past victories on a number of differentials. These include:

Our Unit 11 bargaining team signed an important Tentative Agreement (TA) on Monday, August 5, 2019, that “rolled-over” a current contract provision, allowing Unit 11 workers to receive reimbursement for the cost of professional certification or registration.

On Thursday, July 25, 2019 Unit 11’s bargaining team went back to the negotiation table with the state to continue their pursuit of fair pay for Unit 11 members.    

The team brought a number of differential proposals to the table on Thursday that would compensate Unit 11 workers for the critical jobs skills they use on a daily basis that aren’t sufficiently valued by the state. These include:

Unit 11, Local 1000’s Engineering and Scientific Technicians, went to the table on Monday, July 15, 2019, to continue bargaining with state negotiators. The Unit 11 team presented several subject matter experts and submitted eight Special Salary Adjustment (SSA) proposals aimed at aligning pay parity for county and city workers with comparable engineering and scientific job duties.

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

Bargaining leaders – Margarita Maldonado, Vice President for Bargaining, Rionna Jones, Chair of Unit 20 and Kim Cowart, Chair of Unit 17 – met with California Correctional Health Care Services’ (CCHCS) executive management to discuss the dissatisfaction of members across the state regarding their mishandling of post and bid, an ill-advised staffing model, their proposal to create a new Medical Assistant classification, the use of mandatory overtime and other chronic issues.

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.

Laboratory Assistant (Correctional Facility) employees at Corcoran State Prison are now receiving phlebotomy differential pay after Local 1000’s Laboratory Assistant Classification Team pressured CalHR and management at the California Department of Corrections and Rehabilitation (CDCR) and the California Health Care System (CHCS).

Our Unit 11 bargaining team – representing Engineering & Scientific workers – signed tentative agreements Wednesday on numerous existing contract provisions that represent gains from previous contracts.

Our Unit 11 team signed a tentative agreement Wednesday night to expand an existing statewide Joint Labor Management Committee (JMLC) to include issues in health and safety, and classifications as well as architectural and engineering concerns.  The agreement also adds the Department of Fish and Wildlife and the Department of Food and Agricultural.