Unit 14 includes employees at the Office of State Publishing
where the state budget, bills and laws and other state documents
are printed. This unit also includes printers and graphic artists
in individual departments throughout the state.
On February 19, our Union met with the Franchise Tax
Board (FTB) and the California Department of Human Resources
(CalHR) to discuss the implementation of an additional
fingerprint and background check process that will impact about
3000 of our members who work at FTB.
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.
Local 1000 members are using the power of our union contract to
address a wide variety of economic factors that deeply affect
those we represent. With the support and help from members across
the state, the team is already working to build the power and
leverage we will need to be successful when we bargain our next
contract.
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:
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.
CalPERS puts out a quarterly magazine to keep its members updated
on recent news and decisions. CalPERS works with the Office
of State Publishing (OSP) for the printing of this magazine but
recently decided to outsource the mailing services for the
magazine. The mailing services have traditionally been
performed by our members in Unit 14.
The BOE and CDTFA Joint Committee met on November 29, 2017, with
representatives from the Government Operations Agency (GovOps),
the California Department of Human Resources (CalHR) and the
Department of Tax and Fee Administration (CDTFA).
“Working with the department for four months allowed us to
establish a more productive working relationship” said Joel Chan,
a Business Taxes Specialist I in Oakland. “As
CDTFA and BOE enter an era under new leadership, we want to
continue to build upon what we have developed during this
process.”
The BOE and CDTFA Joint Committee met on November 9, 2017 with
representatives from the Government Operations Agency (GovOps),
the California Department for Human Resources (CalHR) and the
Department of Tax and Fee Administration (CDTFA).
The employees who work in the Alcohol division will have their
functions and work embedded in CDTFA, and the state made it clear
that the resources and authorities for these employees to do
their work would be in place.
The CDTFA Joint Committee met on October 11, 2017, to continue
discussions regarding the restructure of the Board of
Equalization and the formation of the California Department of
Tax and Fee Administration. The majority of the meeting was
dedicated to addressing the issues that are impacting our members
who work at BOE. After weeks of worksite meetings at BOE and
CDTFA and a phone banking campaign to contact BOE employees, the
team identified and brought to the table those issues that have
been affecting our BOE members.
Some of the BOE issues that the team raised include:
On September 27, 2017, the SEIU Local 1000 committee met with
representatives from the California Department of Human Resources
(CalHR), the Government Operations Agency (GovOps) and the
California Department of Tax and Fee Administration (CDTFA) to
discuss the issues raised by our members regarding the
restructure of the department.
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.
Our union leaders have established a Joint Committee with the
state to preserve and protect members’ rights during the upcoming
restructuring at the Board of Equalization (BOE).
After the passage of the Taxpayer Transparency and Fairness Act
of 2017, the state reorganized BOE into separate entities:
California Department of Tax and Fee Administration (CDTFA), and
BOE. In 2018 the Office of Tax Appeals (OTA) will be established.
On August 16, 2017, SEIU Local 1000 met with representatives from
the California Department of Human Resources (CalHR), Government
Operations Agency (GovOps) and the California Department of Tax
and Fee Administration (CDTFA) to continue to mitigate the impact
of the restructure.
Our union met with representatives from the California Department
of Human Resources (CalHR), the California Department of Tax and
Fee Administration (CDTFA) and the Government Operations Agency
(GovOps) to kick off the Joint Labor Management Committee that
will address the recent restructure of the Board of Equalization
(BOE).
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.
SEIU Local 1000 Establishes a Joint Committee with CalHR and the
California Department of Tax and Fee Administration to Ensure
that Member Rights and Working Conditions are Maintained During
the Restructure
Our union negotiated with the state to establish a committee to
identify and make recommendations on the impacts that will result
from the restructure of the Board of Equalization. With the
passage of the Taxpayer Transparency and Fairness Act of 2017,
the state is reorganizing the Board of Equalization into three
separate entities – the Board of Equalization (BOE), the
As you may know, one of our big gains we made through bargaining
involves geographic task force, which will look at how workers
who do the same job and work in high cost-of-living regions are
compensated.
The State and our Union will participate in a task force to
evaluate how the cost of living in certain areas creates
recruiting and retention problems for certain state jobs.
We are looking for members to participate in the Geographic
Compensation Work Group who are deeply connected and have direct
experience dealing with this issue. Are you interested?
Governor Jerry Brown today signed Senate Bill 28 (Pan), the bill
authorizing the Memorandum of Understanding between the state and
SEIU Local 1000, our union representing 96,000 employees, about
40% of the state’s workforce.
The deal was reached between the state and Local 1000 on Dec. 3,
2016, after eight months at the bargaining table and just two
days before an impending strike.
In a big step forward, our Tentative Agreement (Senate Bill 28)
cleared the Senate on Feb. 17 with a 26-7 vote.
Our TA cleared two previous hurdles earlier in February by being
approved by two Senate committees.
The bill now moves to the Assembly. SB 28 will first be heard in
the Assembly Budget committee on March 2 upon adjournment of the
Assembly floor hearing that day. The bill will be voted on by the
Assembly floor at a future date, then on to the governor’s desk
for his signature.
Our Tentative Agreement cleared two hurdles this week as it
makes its way through the Legislature and closer to the
Governor’s desk.
Vice President for Bargaining Margarita Maldonado testified
before two Senate committees in support of our agreement, and
both committees voted to move the TA forward.
Speaking on Feb. 6, Maldonado told the Senate Public Employees
and Retirement Committee that we represent about 40% of
California’s total state employees and provide a broad range of
valuable services to California and our communities.
After nearly eight months of negotiations, we have reached a tentative agreement with the state, early Saturday morning, on a contract we can all be proud of.
Below is a basic overview of what we won on compensation. This overview does not include any information on the non-economic improvements that were agreed upon, or how we plan on addressing some of the concerns we raised about the state’s conduct during bargaining. As we work to finalize and compile all of the tentative agreement we will send you additional details.
We have been in negotiations with the state for six months and
have reached agreement on many items. Our intention is to
continue to negotiate in good faith on all remaining terms.
However, we have not yet reached agreement on a livable wage
that values our work and respects the services we provide to all
Californians.
Local 1000 members provide valuable services to the state of
California and our communities. We believe everyone who works
hard for a living should be able to provide for their families.
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.
Our bargaining team worked hard today with the state’s
negotiators to achieve a common understanding of the state’s
Civil Service Improvement (CSI) initiative – a broad-based
strategy to reform civil service employment, including
recruitment, training, and a much-needed revamp of outdated
classification specifications.
Our team is working to solve some deep frustration with the
state’s slow progress and the lack of involvement with our union
to create a real plan with real timelines.
Our bargaining team met with state negotiators today for a
detailed discussion about the cost of retiree health care – one
of the key issues remaining to be settled as we work for a
contract we can all be proud of.
“We’re challenging the assumptions the state is using to
calculate the costs of this benefit and the share our members
will be asked to pay,” said Yvonne R. Walker, Local 1000
President.
Boosted by the actions in our workplaces over the last few weeks,
our bargaining team returned to the table today with state
negotiators and called for a pay raise that respects the valuable
services we provide to all Californians.
We reminded the state that in the months since we last bargained,
we heard from thousands of members who said at town halls and in
surveys that the state’s offer doesn’t recognize our hard work;
that working families shouldn’t have to live paycheck to
paycheck.
As we continue to take actions in support of a strong contract,
we are still fully protected by our existing contract. Each of
our hard-earned rights, achieved in past negotiations, is still
in force.
Our stewards are still providing real representation to enforce
our hard-earned rights. And as we show our strength and pledge
our support to take all Local 1000 authorized actions, management
will threaten and try to intimidate us in an effort to weaken our
cause. We’re not falling for it.
I’m writing to you with a very important message about contract
negotiations.
During our July 30 executive session, our SEIU Local 1000 Board
of Directors voted unanimously to authorize a statewide
membership vote on any and all concerted actions, up to and
including a strike, in support of bargaining our contract.
In short, we are exploring every option available to win a
contract we can all be proud of.
After three months of bargaining in good faith, our negotiations
with the state have reached a crossroads. In an era of healthy
state finances, our bargaining team feels that the state’s offer
does not meet the priorities that you shared with us through town
halls and bargaining surveys.
Beginning Friday July 8, we’ll be holding a series of town
halls up and down the state where members will hear the details
of the state’s offer and have an opportunity to share their
thoughts and opinions.
Your actions are working and making the difference at the
bargaining table!
After CalHR Director Richard Gillihan insulted us and said we
were only worth a 10% increase over four years and a
3.5% contribution to retiree healthcare, you stepped up the
pressure and took immediate action. We responded the next day by
holding worksite actions up and down the state and flooding
Gillihan’s phone with the message that we are worth MORE than 10%
and we will not stop until we get a great contract.
It worked. Our collective action pushed the state.
In a productive day of negotiations, our Local 1000 bargaining
team made significant advances Saturday, moving more of our
members’ priorities into the contract and fine-tuning proposals
to maximize our rights and protections.
Our Local 1000 bargaining team returned to the master table today
for the first time after thousands of members gathered Wednesday
at the state capitol to rally for a great contract.
We met with the state briefly to review and understand the scores
of proposals previously presented by Local 1000, and still
requiring a response from state negotiators.
In complete disregard for the important work that we do and the
vital services we provide to California, the state today flat-out
rejected our salary proposals.
Your Unit 14 bargaining team returned to contract negotiations
today and took on a number of issues to defend and improve upward
mobility and bargaining unit work.
Over the past four weeks of negotiations, our bargaining team has
presented our proposals on the themes of working conditions,
health and safety, leaves and upward mobility. All of this has
build to this week’s theme of compensation.
Unit 14’s bargaining team met with the state today to talk about
unit-specific issues. We discussed existing classification
reviews and made five tentative agreements to delete contract
language that is no longer relevant.
Unit 14 went to the bargaining table with the state today to
continue our negotiations on upward mobility and protecting
bargaining unit work for our members.
Today, we continued to press for resolutions with the Printer
Trainee classification, the only classification in Unit 14 that
doesn’t have a path to promotion.
With upward mobility a priority for all Unit 14 employees, our
Unit 14 team continues discussions and information requests to
ensure that our members are afforded every opportunity to receive
adequate training and development assignments from the state.
Local 1000’s Unit 14 bargaining team met with state negotiators
for the first time today, representing the interests of our
members who work in Printing Trades.
The team detailed their backgrounds and job experience to the
state’s negotiators, describing the work they do to keep
California moving forward, healthy and strong.
The team also described to the state the preparations the unit
had taken prior to bargaining, explaining how town halls and the
bargaining survey ensured that the issues being brought to the
table represented top priorities for union members.
Local 1000’s bargaining team met with the state today in our
first day of contract negotiations – backed by thousands of our
members who “purpled up” and participated in worksite actions up
and down the state in support of a great contract.
On April 13, Local 1000 will go to the table with the state to
begin bargaining a new contract. The union’s 63 elected member
leaders have one goal: to bring the 95,000 state workers we
represent the best contract we’ve ever had.
As we prepare for 2016 Contract Negotiations, state employees all
over California are getting ready to step into the arena and
fight for a good contract. We will need an active and
informed membership to do battle at the bargaining table, at the
ballot box, and in the legislative budget battles to fund state
services.
This is no time to sit on the sidelines. It’s Our
Union. Our Union. Our Future.
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.
The Office of State Printing held its annual “Tailgate Meeting”
on September 24, 2015. The meeting was held in the newly
completed warehouse addition at the 1050 Richards Boulevard
location. The State Printer, Jerry Hill, spoke to OSP employees
about the current state of OSP and reviewed statistics from the
prior year. Hill commented that only ten percent (10%) of
OSP clients make up ninety percent (90%) of their revenue.
The Department of Motor Vehicles stands at the top of the OSP
client list.
Our 63-member Bargaining Unit Negotiating Council (BUNC) recently
spent three days training intensively for upcoming contract
negotiations. Local 1000’s contract expires July 1, 2016 – just
ten months from now.
Bargaining strategies and tactics were key topics, along with
discussions about member engagement. The focus: honing the skills
necessary to negotiate a fair contract that protects our
hard-earned rights from previous contracts while improving our
wages, working conditions and benefits.
Nearly 200 bargaining representatives from across the state voted
this weekend to elect Local 1000’s 63-member Bargaining Unit
Negotiating Council (BUNC). These member activists and leaders
will be responsible for negotiating the successor contract. The
current contract expires July 1 of 2016.
Representatives from each of the nine state bargaining units met
Saturday afternoon and evening to elect their bargaining teams.
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.
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.
Today, our team went to the table for the second time this week
to negotiate with state representatives over our unit specific
issues. The governor’s Budget May Revise was released on
Tuesday, May 14, which made it clear that our contract fight will
remain an uphill battle. It is crucial that we stand together for
a fair and secure contract. Worksite actions are happening up and
down California to show state representatives that our members
support their bargaining team.
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:
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.
Our Unit 14 bargaining team – representing printers and allied
trades – signed tentative agreements on dozens of existing
contract provisions that represent gains from previous contracts.
Unit 14 signed a proposal earlier this month that is designed to
prevent management from playing favorites when it comes to
overtime assignments by assigning overtime to lower paid
employees in lower classifications.
Master Table bargaining resumes tomorrow.
Unit 14 signed a tentative agreement with the state today that
fulfills a key bargaining priority by mandating that overtime be
assigned by seniority within a classification.
The new language is designed to prevent management from playing
favorites when it comes to overtime assignments by assigning
overtime to lower paid employees in lower classifications.
Today, Local 1000 returned to the negotiating table to meet with
representatives from the state and continue bargaining for our
new contract. The state spent the last two weeks reviewing the
proposals we gave them in April – 31 Master Table proposals
affecting all Local 1000-represented employees and 50 different
proposals affecting our nine individual bargaining units.
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.
The State Compensation Insurance Fund (SCIF) and Local 1000
reached agreement on a 90-day pilot process to ensure that
personal service contracts will be reviewed by Local 1000.
Nearly all Local 1000-represented workers at the State
Compensation Insurance Fund (SCIF) will receive a 2 percent
performance award later this year thanks to an agreement
Local 1000 negotiated with management at the state-owned worker’s
compensation insurer.
Contract implementation and fighting for working families were
the focus of a recent gathering of Local 1000’s Statewide
Bargaining Advisory Council – held Feb. 8 and 9 in Manhattan
Beach. More than two hundred elected Local 1000 members attended
– our unit bargaining teams, along with other District Bargaining
Unit Representatives (DBURs) and Classification Bargaining Unit
Representatives (CBURs).
Contract implementation and fighting for working families were
the focus of a recent gathering of Local 1000’s Statewide
Bargaining Advisory Council – held Feb. 8 and 9 in Manhattan
Beach. More than two hundred elected Local 1000 members attended
– our unit bargaining teams, along with other District Bargaining
Unit Representatives (DBURs) and Classification Bargaining Unit
Representatives (CBURs).
