Unit 11: Engineering and Scientific Technicians
Unit 11
Engineering & Scientific Technicians
Unit 11 members work in a wide array of state departments including Caltrans, Department of Fish and Game, Department of Water Resources, and the Department of Food and Agriculture.
View a graph of all the departments that are part of Unit 11.
For general questions regarding Unit 11, e-mail uniteleven@seiu1000.org.
Unit 11 Bargaining Updates
Highlights from Unit 11 Tentative Agreement
Early Saturday morning, the SEIU Local 1000 bargaining team reached an overall Tentative Agreement with the State. If ratified, the contract would significantly raise the wage floor for tens of thousands of state workers. It represents the largest three-year contract in Local 1000 history.
At the master table, we negotiated a retroactive pay raise for all employees, won retroactive special salary adjustments for more than 300 job classifications, maintained the health care stipend with no expiration date, reduced the pre-retirement (OPEB) funding, secured a health facility retention payment, and added, changed, or preserved a number of skill-based differentials, allowances, and other reimbursements that factor into our state income. Our general salary increase (GSI), our wage equity increase, and our unit-based Special Salary Adjustments are retroactive to July 1, 2023.
Here are the highlights from the Unit 11 (Engineering and Scientific Technicians) bargaining table:
25 different classifications in Unit 11 received pay increases of 5% (11.1.11 Special Salary Increases). Another 31 classifications received 4% (11.5 Wage Equity Adjustment). These increases are on top of the general salary increase, retroactive to July 1, 2023, and pensionable. You can read a complete list of classifications affected by these increases here.
Transportation Engineering Technicians (TETs):
- TETs will receive a 5% Special Salary Adjustment (SSA) in
addition to the 3% GSI in the first year of the contract for a
total of an 8% salary increase retroactive to July 1, 2023.
- TETs will also receive an increase to the Transportation
Engineering Technician (11.48.11) pay differential. We’ve won $50
increases to each of the four different differential pay
opportunities, based on eligibility.
- We’ve also negotiated a substantial increase in Diving Pay (11.43.11) for incumbents currently eligible for this differential – raising the rate from $12/hour to $25/hour.
Laboratory Assistants:
- Lab Assistants will receive a 4% SSA in addition to the 3%
GSI in the first year of the contract for a total of a 7% salary
increase retroactive to July 1, 2023.
- Five different Unit 11 classifications who are certified
Phlebotomy Technician I or II will now receive a $200
differential, a $75 increase from the previous amount.
- Unit 11 won a new classification review of the Laboratory Assistant Series (14.X.11) that will examine five different laboratory assistant positions in an attempt to remedy historical classification issues and to align with current and projected workforce needs.
Water Resources Technician:
- WRTs will receive a 5% SSA in addition to the 3% GSI in the
first year of the contract for a total of an 8% salary increase
retroactive to July 1, 2023.
- Additionally, WRTs will receive an increase to the Water Resources Technician II (11.48.11) pay differential. We’ve won $50 increases to each of the four different differential pay opportunities, based on eligibility.
This email summary shares highlights from the Unit 11 table; you may have already received the email recap from the master table. During the ratification process, you’ll be able to read and learn more detail about the Tentative Agreement. Besides email, we’ll be posting information about our Tentative Agreement on our Contract Action Center page.
What happens next?
To become a contract, our Tentative Agreement must go through a number of steps in order to become law and the document that governs our working relationship with the State. Those steps include approval by the Statewide Bargaining Advisory Committee, a ratification vote by Local 1000 membership, legislative approval, and the Governor’s signature. Click here to read more about what steps we’ll be taking.
Bargaining Unit 11 Recap: Monday, July 3, 2023
Today, there was no meeting held between Unit 11 and the State. We still have a number of our proposals awaiting the State’s response, including key economic proposals.
Since June 23, Unit 11 and our 8 other bargaining units have been meeting on an “as-needed” basis. Since June 23, few of our bargaining teams have met on “normally scheduled” days as they have in previous weeks.
In any case, when Unit 11 meets with the State, we will continue to issue a bargaining recap, often on the same day. These recaps are emailed and posted to the Contract Action Central web page.
On Friday, Vice President for Bargaining Irene Green reported that we have not yet reached a Tentative Agreement with the State for a new contract. We’ve negotiated fairly and openly, and the State hasn’t given us a response that respects us.
It’s important for you to know that our current contract remains in effect, with all your protections in place. We will continue to bargain with the State while exploring every option available to win a new contract. Take the time to watch this video update from Irene.
We’ll be escalating our actions to win a new contract in the coming days, and we hope you’ll join the fight.
You’ll find the latest information about upcoming actions at our Contract Action Center.
Bargaining Unit 11 Recap: Monday, June 19, 2023
Unit 11’s bargaining team reports incremental progress with the State’s negotiation team on economic proposals, reached several agreements, and presented one new proposal to advance the interests of the Engineering and Scientific Technicians we represent across the state.
“We experienced a more cooperative attitude from the State today, an improvement from prior bargaining sessions,” said Brad Willis, Unit 11 bargaining chair. “We were pleased to get some more meaningful responses.” Three of our economic proposals were moved to the master table.
We presented a powerful new proposal to directly address the economic issues our members face. It’s a proactive effort that opens the door to making progress during the three-year duration of our contract.
“We’re hoping to continue to press the State to review Unit 11 classifications and to address vacancy issues that exceed 30% across the unit,” added Willis. “By reaching agreement on this proposal, we’ll work to find solutions to recruitment and retention issues that ensure good state service without crushing workloads.”
Today, we reached tentative agreement on three contract sections, each of which maintains our hard-earned rights that were negotiated in previous bargaining cycles:
- 5.15.11 – Joint Labor Management Committee (JLMC)
- 11.42.11 – Water Treatment Plant Differential
- 11.47.11 – Climbing Pay
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 11 returns to the table next week, on Monday, June 26. However, with just ten days remaining until our contract expires, bargaining sessions could happen at any time. To keep updated, and to see updates on other bargaining unit contract 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.
If you are, help support bargaining teams by purpling up on Wednesday and attending our upcoming rally in Los Angeles on June 22.
Bargaining Unit 11 Recap: Monday, June 12, 2023
With 18 days remaining until our current contract expires, our Unit 11 bargaining team is deeply frustrated by the State’s purposeful avoidance of the business of bargaining. Today’s session, one of the shortest on record since we began, was beset with more delays and unanswered questions.
“In more than a decade of negotiating contracts, I’ve never experienced this lack of engagement by the State,” said Brad Willis, Unit 11 Chair. “We present proposals, but the State isn’t asking questions or seeking additional information. There’s no back-and-forth.”
At a time when our bargaining teams should be wrapping things up, we’ve hardly started. Today, 14 proposals remain unanswered by the State. Those proposals reflect the top priorities identified by the Engineering and Scientific Technicians we represent who participated in town halls and completed bargaining surveys.
Still, our team continues to press the State. Today, we proposed to roll over two contract sections that preserve hard-won rights from previous contract campaigns:
- 11.23.11 Out-of-State Pay Differential
- 11.51.11 Special Duty Pay
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 11 is currently set to return to the table next week, on Monday, June 19. An additional “make-up” bargaining session has tentatively been scheduled for Tuesday, June 20—solely dependent upon whether the State has anything to present or respond to.
To see updates on other bargaining unit contract 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 22 Rally at the Governor’s Office in Los Angeles here.
Bargaining Unit 11 Recap: Monday, June 5, 2023
Our Unit 11 Bargaining Team—representing our Scientific and Engineering Technicians—came to the table and continued their work to advance the wages and working conditions of our represented employees.
And still, the work is largely one-sided. Unit 11 presented six proposals that, as before, are received by State negotiators with little comment and no substantive response.
“We’ve presented a number of significant proposals and the State is stonewalling us,” said Unit 11 Chair Brad Willis. “We don’t feel this is a bilateral effort, that the State is just going through the motions.”
16 proposals—some stretching back six weeks—remain unanswered. And we’ve reminded the State on numerous occasions of our interest in reaching agreements.
“Today we told the State we’re ready and available to meet at any time, but we need the State to engage,” Willis added. “We need engagement; we need responses to our proposals.”
We’re keeping our part of the deal: Today, Unit 11 presented six proposals, several of which were economic. This includes contract section 11.44.11 significantly increases a “long-term differential” paid to Unit 11 to cover lodging and meal expenses incurred when working off-site for extended periods of time. It’s a differential that hasn’t been updated in 20+ years.
We’re presenting stronger language (impacting TETs and Water Resource Technician 2s) that increases differential pay and broadens the degree and certification qualifications that would allow our represented employees to earn these differentials. The current language has not been updated since 2002.
Unit 11 is in the back-and-forth process of three previous presentations. We’re working to refine the language and reach an agreement with the State on 5.15.11 (JLMC); 12.20.11 (pest control license differential); and 13.31.11 (20/20 program). Each is important to our represented employees, as identified through input gained from town halls and bargaining surveys, and the fight continues.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 11 will return to the table on Monday, June 12, and stands ready to meet with the State’s team at any time. To see updates on other bargaining unit contract 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 11 Recap: Monday, May 22, 2023
Recognition of the working conditions and pay gaps facing the Scientific and Engineering Technicians continues to be a priority for our Unit 11 bargaining team, and today, we made a number of proposals that underscore our commitment to rewarding our represented employees in the face of a growing vacancy rate and the resultant workload pressures.
Today, we proposed Special Salary Adjustments (Article 11.1.11) for numerous classifications, notable among them: Transportation Engineering Technicians (TETs), Laboratory Assistants, the Water Resource Technician series, and Plant Quarantine Inspectors.
Fair treatment of our Unit 11 Water Resource Technician series and our TETs are two of our longest-standing battles, a priority in every contract campaign since 2002.
A cadre of Unit 11 members were on hand at today’s session to act as Subject Matter Experts in support of the significant pay raises we’re demanding: Greg Dixon, Arvin Lau, Mitch Miller, Albert Manfredini, Anne Hudson, Tammy Howze, and Aruna Abeygooneskera.
“The State is ignoring a growing problem in many key classifications,” said team member Albert Manfredini. “We’re losing employees who are changing jobs for better pay and more reasonable workloads.”
We proposed stronger language to increase the diving pay differential for TET workers who work underwater in often dangerous conditions.
You can read the details of these and all current contract articles at contract.seiu1000.org
Ten different Unit 11 proposals remain unanswered by the state. “CalHR isn’t doing their share to move our negotiation forward,” said Unit 11 Chair Brad Willis. “Worse still, they’re not forthcoming why the delays continue.”
No bargaining is scheduled for next Monday, May 29 (Memorial Day). Unit 11 will return to the table in two weeks, on Monday, June 5. To see updates on other bargaining unit contract 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 11 Recap: Monday, May 15, 2023
The Engineering and Scientific Technicians across the state—Unit 11—are facing high vacancy rates, overbearing workloads, and a lack of professional recognition. These are the key priorities our bargaining team has heard at town halls and in thousands of bargaining surveys.
Recruitment and retention of our professional members is paramount, particularly given a vacancy rate across Unit 11 that approaches 30%, with some classifications even higher.
And we continue to press the State negotiators for advancements that respect us, protect us, and pay us as well. Towards that end, many of our proposals are focused on changes and improvements in contract language, including increased education and training opportunities, review of a number of classifications, and more focus on recruitment and retention.
Todays’ bargaining session saw three contract sections presented to the State that focused on protection and pay. All three were “rollovers”—preserved rights granted by previous contract wins. We reached tentative agreement on two of those three sections today (indicated in bold type, below)
- 10.31.11 – Health and Safety Inspections
- 10.34.11 – Health and Safety Incentive Award Program - DWR
- 11.42.11 – Water Treatment Plant Differential
You can read the details of these and all current contract articles at contract.seiu1000.org
Ten different proposals are still outstanding, and we are pushing the State to respond more quickly.
During today’s session, the State shared a brief announcement regarding its current efforts to create a new pay schedule for 300,000 state employees. This was a “for your information” reference only, and the State shared this website for additional information: California State Payroll System (CSPS) Project
Unit 11 returns to the table next week, on Monday, May 22. To see updates on other bargaining unit contract 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 11 Recap: Monday, May 8, 2023
Bargaining Unit 11—Engineering and Scientific Technicians—returned to the table today with the State to reinforce the high level of technical expertise and experience our job classifications demand.
Our focus was on differential pay that recognizes a wide range of required job expectations and unusual working conditions,” said Brad Willis, Unit 11 Chair. “These are just a few of the efforts we’re making in this contract cycle to recognize and reward our employees for their unique skills and certifications.
Unit 11 proposed revised language in Article 12.20.11 – Pest Control License -expanding it to include a $75 monthly differential for those whose job requirements demand a current license. This brings Unit 11 into parity with other bargaining units in the state whose represented employees already receive this differential.
In addition, we proposed to “rollover” three additional contract articles that provide differential pay. “Rollovers” are articles that remain unchanged from current language. These agreements keep in place hard-won rights from previous contract campaigns.
- Article 11.45.1 – DNA Pay Differential – Department of Justice
- Article 11.46.1 – Pile Load Testing Differential
- Article 11.47.1 – Climbing Pay
You can read the details of these and all current contract articles at contract.seiu1000.org
Other proposals from previous sessions are still in play; we did have a productive table discussion about our proposal to strengthen language about the 20/20 program. The State is showing signs of interest in our hopes to provide a reliable opportunity for Unit 11 members to integrate education into their individual development program and to facilitate their upward mobility.
Unit 11 returns to the table next week, on Monday, May 15. To see updates on other bargaining unit contract 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 11 Recap: Monday, May 1, 2023
Our Bargaining Unit 11’s efforts today included proposals that would strengthen language governing our labor management committee, upward mobility for Unit 11 members, and two additional proposals affecting the laboratory assistants we represent.
A new contract proposal presented today would solve some long-standing classification and job description issues for four different Laboratory Assistants, who do distinct types of work in prisons, at Fish and Wildlife, and for the public health system. They have different job duties, yet their job specs are 40+ years old and need updating.
“We’ve been talking about this much-needed boost for Lab Assistants since the 2016 contract cycle, and the State’s team responded, agreeing it was time to fix this,” said Brad Willis, Unit 11 Chair. “We want a joint effort between Local 1000 and the State to respect their work with proper classification and compensation.”
Today, we also proposed an increase in the differential for those laboratory assistants who perform phlebotomy as part of their job description. The $125 monthly amount hasn’t changed in 18 years, while wages have nearly doubled. Thus, we’re asking for an increase to $250, which represents approximately 5% of current wages.
Joint labor management committees are powerful tools we use to continue the effort to improve wages and working conditions between contract cycles; today we proposed language to strengthen article 5.15.11, which governs the JLMC for Unit 11.
“Our goal is to re-focus the JLMC to address some much needed and thorough review of classifications and compensation,” said Unit Chair Willis. “We can’t solve a rampant vacancy problem without the improvements in recruitment and retention that come from these reviews.”
We’re pressing for stronger language in Article 13.31.11, which governs the 20/20 program. Many of our Unit 11 members hope to advance their contributions to their job. We’re seeing too many requests for this program denied by the state; we hope a re-write will make this available to more Unit 11 employees.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 11 returns to the table next week, on Monday, May 8. To see updates on other bargaining unit contract 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 11 Recap: Monday, April 24, 2023
Our Unit 11 bargaining team—representing Engineering and Scientific Technicians across the state—met with State negotiators for the second time, continuing to lay an important foundation that will result in better recognition for Unit 11’s represented employees.
“We’re driving home the demand for competitive wages and benefits for Unit 11,” said Brad Willis, Unit 11 Bargaining Chair. “We’re proud of the vital services we provide, but a high vacancy rate creates workloads that affect our ability to do our job.”
At today’s session, our team presented a proposal increasing the differential paid to the hundreds of Unit 11 members who hold a commercial driver’s license and use it as part of their job requirements. Article 11.41.11—the Commercial Driver’s License Differential—has not been changed since 1999. Currently, at $155, the new language calls for an increase to $300.
Five different “rollover” contract articles were also presented, representing language that remains unchanged from previous contracts. Our team and the State reached a tentative agreement on four of them:
- 11.40.11 – Operational Availability Incentive Program – DWR
- 13.13.11 – Professional Certification or Registration
- 13.14.11 – Special Certification Requirements – Caltrans
- 13.15.11 – Technician Rotation – Caltrans
One additional article (13.10.11, Education and Training) was also submitted as a rollover, but no agreement was reached today because of the length of that article.
Unit 11 returns to the table next week, on Monday, May 1. To see updates on other bargaining unit contract 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 11 Recap: April 17, 2023
In the first day of bargaining unit-specific negotiations, the Unit 11 team—representing Engineering and Scientific Technicians— met with State representatives, propelled by a real focus on the demand for greater respect and increased pay that’s commensurate for the work they do.
Laying the groundwork for a successful contract for Unit 11 employees, Bargaining Unit 11 Chair Brad Willis described the unique work they perform for all Californians and the critical role they play. “We design, build and maintain the state’s major thoroughfares, we move the state’s water from north to south, provide medical testing support for public health, and much more.”
“Unit 11 is at a critical juncture,” added Willis. “Our job demands great technical expertise, but the State’s failure to recognize us with competitive wages and benefits finds us at extreme vacancy rates, causing unreasonable workloads.” With that as a prelude, the Unit 11 team will focus on the retention as well as recruitment of the skilled professionals necessary to provide these vital services.
On April 17, our team reached a tentative agreement on three rollover articles: one that provides a substantial life insurance benefit for a range of Unit 11 employees (Article 9.18.11); one that provides ongoing Health and Safety education and training for Unit 11 (Article 10.5.11); and one that compels the State to report all cases to law enforcement involving assault and/or battery of Unit 11 prison employees or those performing inspections for the ARB or CDFA (Article 10.18.11).
“Rollovers” are articles that remain unchanged from the current language, and these agreements keep in place hard-won rights from previous contract campaigns.
Unit 11 returns to the table next week, on Monday, April 24. To see updates on other bargaining unit contract 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.
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.
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
Unit 11 Bargaining Update for Wednesday, August 21st, 2019
Unit 11 Bargaining Team Reaches Tentative Agreements on Professional Differentials, Footwear Allowance.
Our Unit 11 bargaining team continued their negotiations with the state and on Wednesday, August 21, reached tentative agreements (TA) on several issues.
“Our work today recognizes the professional status of Unit 11 members,” said Brad Willis, Unit 11 bargaining chair. “We also maintained the footwear allowance for those whose jobs require safer and stronger shoes.
Unit 11 Bargaining Update for Friday, August 16th, 2019
Unit 11 Signs 10 Tentative Agreements; Closes Unit Table on all Non-Economic Issues
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:
Unit 11 Bargaining Update for Wednesday, August 7th, 2019
Four Tentative Agreements Advance Working Conditions for Unit 11
Our Unit 11 bargaining team continued working to close out the remaining unit-specific proposals with state negotiators on Wednesday as they continued making progress toward securing a new contract with the state.
“Today’s tentative agreements (TAs) preserve and expand the rights of Unit 11 members,” said Brad Willis, Unit 11 bargaining chair. “Now, we’ll need the continuing support of our entire unit to bring home the rest.”
Unit 11 Bargaining Update for Monday, August 5th, 2019
Unit 11 Bargaining Team Secures Key Professional Certification Reimbursement
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.
Unit 11 Bargaining Update for Monday, July 29, 2019
Unit 11 Continues the Fight to Protect Worker Values and Create a California for All
On Monday, July 29, 2019, the Unit 11 team went back to the table to represent almost 2,800 Local 1000 Engineering and Scientific Technicians in the ongoing fight with state negotiators to build a California for All.
The bargaining session featured the signing of tentative agreements on 14 “roll over” articles, which would preserve hard-fought language from the existing contract.
Unit 11 Bargaining Update for Thursday, July 25, 2019
Unit 11 Continues Push for Differentials to Ensure its Unit Members Receive Fair Pay
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:
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 11 Bargaining Update for Monday, July 15, 2019
Unit 11 Proposes Special Salary Adjustments in Fight for Pay Parity
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.
Unit 11 Bargaining Update for Monday, July 8
Classification salary increases proposed
Our Unit 11 bargaining team met with state negotiators for the first time today, representing the interests of the nearly 2,800 Engineering and Scientific Technicians we represent.
The team shared their diverse backgrounds and deep job experience with the state’s negotiators, illustrating the work they do for Californians and their vision of a California for All.
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.
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.
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.
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:
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.
Bargaining Leaders Meet with CCHCS Executives to Voice Member Concerns
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.
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.
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.
Unit 11 Alert: Bargaining Update – June 1
Major priority tentative agreement signed regarding Lab Assistants
Our Unit 11 team – representing Engineering & Scientific Technicians- on Saturday discussed proposals addressing several of the priorities of Unit 11 members and ended the day with a big win for Unit 11 Laboratory Assistants.
Unit 11 specific contract information
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.
Anti-outsourcing bill becomes state law
Brown signs contract transparency bill after push by members
After receiving 3,397 letters from Local 1000 members, Gov. Jerry Brown signed into law a bill that adds legislative muscle to our ongoing fight to protect jobs and prevent wasteful government spending.AB 906, authored by Assembly member Dr. Richard Pan (D-Sacramento), increases public scrutiny of private vendor contracts that are out of control and receiving little oversight.
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:
Classification Specification/Bargaining Update
Local 1000’s work on updating the Lab Assistant and Lab Assistant, Correctional Facility job classification specifications is nearly complete. The state acknowledges the need to add the Phlebotomy Licensing requirement to the classification specifications and the need to change the minimum qualifying education requirement to completion of 12th grade.
Lab Assistants win phlebotomy differential at Corcoran prison
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).
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.
Unit 11 Alert: Bargaining Update – May 29
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.
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.
Build your education during work hours
Attention Unit 11 employees: We need your feedback to pursue a great opportunity.
Our prior contract negotiations have yielded an opportunity to allow Unit 11 employees to participate in a 20/20 program. This program potentially grants up to 20 work hours per week for employees to participation in a formal educational curriculum.
Before the state and Local 1000 reach an agreed upon process for implementing the 20/20 program, we need your feedback. Please fill out the survey before Dec. 19, 2013.