Unit 17: Registered Nurses
Unit 17
Registered Nurses
Unit 17 includes registered nurses who work in California prisons, veteran’s homes, developmental centers, mental health hospitals, departments of healthcare services and public health, special schools and other departments that serve Californians.
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:
CalVet Vacation Scheduling Policy
Our Union requested to meet and discuss with the Department of Veteran Affairs (CalVet) to establish written home-wide vacation scheduling procedures for Bargaining Unit 17 and Bargaining Unit 20, per the MOU sections 8.23.20 and 8.26.17. Leadership from each Bargaining Unit, along with Job Stewards from a handful of CalVet Homes, met over several months with CalVet management to establish an annual vacation bidding policy to be implemented at all eight Homes.
The vacation scheduling policy sets the parameters for annual vacation bidding by classification.
2021 SEIU Nurse Alliance National Conference
Tuesday, October 12 through Thursday, October 14, 2021.
SEIU Local 1000 is sharing the following information on the upcoming 2021 SEIU Nurse Alliance National Conference sponsored by the Nurses Alliance of SEIU California which you may find of interest. |
Department of State Hospitals – Patton
Meet and Confer Regarding 12 hour shifts for RNs
On Thursday, August 19, 2021, we met with the Department of State Hospitals (DSH) regarding the change to 12 hour shifts for RNs at Patton State Hospital. While the change to 12 hour shifts is definite and coming, the process and manner in which that change is accomplished and implemented is still being negotiated.
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.
Health Facilities Evaluator Nurses
Update from May 17, 2021
Thank you for all your emails and feedback. Please continue sending your questions, comments, and feedback to unit17@seiu1000.org
We read each email and try to respond accordingly in our updates.
On May 14, 2021, we met with John Tong (Labor Relations Specialist, CDPH) and Susan Espinoza (Deputy Director of Human Resources, CDPH) to discuss outstanding Health Facility Evaluator Nurse issues.
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.
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.
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:
Health Facility Evaluator Nurses (HFEN) Update – January 25, 2021
Thank you for all your emails and feedback. Please continue sending your questions, comments, and feedback to unit17@seiu1000.org We read each email and try to respond accordingly in our updates.
1. UPDATE ON UNFAIR PRACTICE CHARGE (UPC)
(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:
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.
Health Facilities Evaluator Nurses (HFEN)
Update from October 2, 2020
1) Two Additional New Notices
Recently, the California Department of Public Health (CDPH) sent
our Union two new notices of changes in working conditions:
Update: Health Facilities Evaluator Nurses
Update from September 18, 2020
On September 18, 2020, our Union met with Management for a check-in over the phone. Christina Montserrat and Susan Espinoza attended for CDPH (California Department of Public Health), and Andres Villarto, Kim Cowart, and Mo Kashmiri attended on behalf of our Union.
BU 17 – Health Facilities Evaluator Nurses
Weekly Update: Friday, August 28, 2020
On August 25, 2020, our Union was notified by members that an email from Heidi Steinecker was sent to staff directing HFENs to sign a new duty statement. Our Union immediately contacted CDPH Labor Relations informing them that we are still in the meet and confer process and our Union had not agreed to any duty statement. We also demanded that the duty statement be withdrawn immediately.
BU 17 – Health Facilities Evaluator Nurses
Weekly Update: Monday, August 10, 2020
On August 4, 2020, our Union met with representatives from CDPH about outstanding notices. CDPH answered many of our outstanding questions and, based on our previous complaints,
Join and learn how ATD standard protects us from COVID-19
Aerosol Transmissible Disease (ATD)
Learn about how California’s Aerosol Transmissible Disease (ATD) Standard continues to protect us from the novel COVID-19 Virus.
The Cal/OSHA Aerosol Transmissible Disease (ATD) Standard is an enforceable regulation that applies in healthcare, corrections, and other high risk environments.
BU 17 – Health Facilities Evaluator Nurses
Weekly Update: Tuesday, July 14, 2020
On Thursday, July 9, 2020, we met with management regarding the notice to shift focus of the Health Facility Evaluator Nurse (HFEN) workforce to infection prevention education in Skilled Nursing Facilities.
BU 17 – Health Facilities Evaluator Nurses
Weekly Update: July 3, 2020
Our Union has received two notices from management regarding changes in HFEN working conditions, and we will be meeting with management regarding them on Thursday, July 9, 2020, at 1:00 p.m. Below is more information about the notices:
BU 17 – Registered Nurses
Weekly Update - June 15
On Friday, June 12, 2020, the Union met virtually with CDPH management/HR about several HFEN concerns and we wanted to give you an update.
Q: If HFENs will be assisting with COVID testing, will there be proper training?
BU 17 – Registered Nurses
Update as of April 27, 2020
The health of our staff is paramount, and our Union continues to address concerns from our members, given CDPH’s critical role in this crisis. We have made it clear that the state is required to provide employees a healthy and safe workplace, and they should not put the health of essential workers in jeopardy. Our Union raised the following questions after members from the SFDO raised concerns.
Below are the latest responses we’ve received from Management:
Nurses Alliance Webinar
Saturday, April 18, 2020
Learn about how California’s Aerosol Transmissible Disease (ATD) standard protects us from the novel COVID-19 Virus.
In 2009, a new California occupational health standard was
adopted to protect nurses and other healthcare workers from
infectious agents such as tuberculosis, measles, and pandemic
flu, as well as novel diseases such as COVID-19. The Cal/OSHA
Aerosol Transmissible Disease (ATD) Standard is an enforceable
regulation that applies in healthcare, corrections, and other
high-risk environments.
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 17 – Update
Health Facility Evaluator Nurses
Update as of April 6, 2020
We know that you are in a fluid emergency situation, and we thank you for the hard work and sacrifices you make on a daily basis to care for California. We are continuing to advocate for you with the Department about issues that are changing almost daily. We wanted to update you on conversations we have had with the department on PPE and working weekends. Below are some of the updates we wanted to share with you.
Unit 17 Bargaining Update for Monday, August 19th, 2019
Unit 17 Bargaining Team Wins Important Improvements for Members
Local 1000’s Unit 17 Registered Nurses (RNs) returned to the bargaining table on Sunday, August 19 and signed a number of tentative agreements (TA) that strengthened and protected contract language around issues important to California state nurses.
Units 17 & 20 Joint Bargaining Update for Friday, August 9th, 2019
State Disrespects Nurses Around Mandatory Overtime and Other Issues
On Friday, August 9th, Unit 17 and Unit 20 met with the state together as part of a joint table to discuss issues of mandatory overtime (MOT) and vacation scheduling at the California Department of Corrections and Rehabilitation (CDCR) California Correctional Health Care Services facilities.
“I am very disappointed at the lack of movement by the state,” said Luisa Leuma, Chair of Bargaining Unit 20. “It was a slap in the face that the state didn’t make any movement on these issues.”
Unit 17 Bargaining Update for Wednesday, August 7th, 2019
Unit 17 Bargaining Team Protects Professional Development; Fights for Appropriate RN Supervision and Appraisal Process
Local 1000’s Unit 17 bargaining team returned to the negotiation table with the state on August 6, 2019, and was able to sign off on a number of tentative agreements that preserved previous victories important to Unit 17 nurses.
One tentative agreement (TA) from the current contract preserves professional development opportunities. The TA, Paid Educational Leave, allows state nurses to earn the necessary Continuing Education Units required to maintain their licensure as a registered nurse.
Units 17 & 20 Joint Bargaining Update for Monday, August 5th, 2019
Units 17 and 20 Bargain Jointly with the State Over Mandatory Overtime & Vacation Schedules
Our bargaining teams representing Unit 17 (Registered Nurses) and Unit 20 (Medical and Social Service Specialists) met jointly with the state on Monday, August 5, 2019, to negotiate over issues impacting members in both units.
“It’s past time for mandatory overtime to be eliminated,“ said Luisa Leuma, chair of bargaining unit 20. “We’re working to improve the work/life balance of our members and to get rid of mandated overtime shifts.”
Unit 17 Bargaining Update for Tuesday, July 31, 2019
Unit 17 Bargaining Team Passes Proposals to Enhance RN Workplace and Fix the Post & Bid Process
On Tuesday, July 30, 2019, Unit 17 went back to the bargaining table in the latest stage of our ongoing battle to create a safe, equitable workplace and deliver job satisfaction for our 5300+ Registered Nurses across California.
“We presented two new proposals and signed 34 tentative agreements on numerous articles of hard-earned roll-over language that had been previously negotiated,” said Bob Mutebi, RN (CHCF) and Unit 17 BUNC member.
Unit 17 Bargaining Update for Friday, July 26, 2019
Unit 17 Presses State for a Better Work/Life Balance for Nurses
Unit 17 bargaining team went to the table Friday and continued its efforts to create opportunities for better work schedules.
Many of our nurses work in 24-hour facilities and often are subject to management’s rigid scheduling practices, which don’t offer a lot of flexibility and few chances to make changes. In response, our team submitted stronger contract language for adjustable scheduling opportunities.
Unit 17 Bargaining Update for Friday, July 19, 2019
Nurses bring real-life stories of their work to the state in support of better pay and working conditions.
Unit 17 RNs met with state negotiators to drive home the value of their work and the daily challenges they face in providing quality care to our most vulnerable patients.
Members from Unit 17 provided compelling stories of unreasonable workloads caused by recruitment and retention challenges resulting from below-market pay in a competitive landscape. Telling their stories, our nurses shared their passion for their profession and gave their patients a voice.
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 17 Bargaining Update for Tuesday, July 9, 2019
RN’s Head to the Bargaining Table
The SEIU Unit 17 bargaining team met for the first time with state negotiators on Tuesday, July 9, to represent the interests of the over 5300 Registered Nurses across California. During the session, Unit 17-represented members made presentations about their job classification, putting a face on the challenging and often dangerous situations they encounter on a daily basis.
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.
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.
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.
Take Action: Tell CCHCS to Stop Violating our Post and Bid Right
CCHCS is stalling Post and Bid by not providing PASs and MARs for stewards and union leaders to review for the meet and discuss on ratios.
Post and Bid is a hard-fought and long protected union right. The fight continues as we must hold CCHCS accountable to our contract.
Call MaryAnn Monahan, CCHCS Labor Relations Manager, and tell her:
“Stop violating our contract. Provide our stewards and union leaders with the PASs and MARs.”
MaryAnn can be reached at: 916.662.6494
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:
Lift & Shift Team Protects Rights, Compensation in Upcoming Transition
Members affected by the upcoming transfer of the Psychiatric Programs at several correctional medical facilities have had their rights, respect and compensation secured and protected after our bargaining team met with state and department representatives to negotiate the impacts of the move from DSH to CDCR and CCHCS.
The transition affects members in Units 1, 4, 15 and 17 at Salinas Valley State Prison, the California Medical Facility in Vacaville and the California Health Care Facility in Stockton.
“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
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.
SPB Approves New Medical Assistant Classification
Local 1000 Will Meet with the State on the Creation of the New Classification
The State Personnel Board (SPB) recently approved the creation of a Medical Assistant classification in state civil service. Our Contract gives us the opportunity to meet with the state on the salary and impacts of the new classification. We will stay involved in the introduction of this new position to ensure a smooth transition. To do this, we will meet with the state prior to the employment of new Medical Assistants to ensure the new classification is integrated into the Medical Classification Model.
Stop Mandatory Overtime
Mila Karasik
I was exposed to the severe negative impact of mandatory overtime in 2009. My husband was terminally ill with liver cancer when I was constantly stressed with the mandates that I was subjected to regularly.
On many occasions I had to leave my husband alone at home because I was threatened with adverse action if I refused a mandate and my FMLA was not honored.
Stop Mandatory Overtime
Mary Naidoo
To this day I get very emotional about a friend of mine and colleague who had to resign from State Service under pressure from the burden of mandatory overtime.
He was forced with choosing between the overwhelming pressure of mandatory overtime being used as a regular staffing tool and the ability to take care of his family who had a catastrophic event change their lives. It put him in the unexpected position of being a caregiver to his three young grandchildren, one of which was six months old.
Stop Mandatory Overtime
Vanessa Seastrong
I’ve witnessed over and over again how the dangerous staffing practice of mandatory overtime has devastated the family lives of nurses.
My co-worker at Patton State Hospital decided to work the night shift because she is a single mother of two young boys. Her youngest son was 5 years old, starting kindergarten, and needed someone to take him to school in the morning when management informed her that she’d need to work mandatory overtime. She was devastated and wondered how she’d get her son to school as she had no family around to help.
Little Hoover Commission Adopts Report on Mandatory Overtime
Local 1000 Nurses Testified Urging the Commission to take Action
On March 30th the Little Hoover Commission unanimously voted to adopt a report on the use of mandatory overtime at state facilities. Local 1000 nurse leaders testified as to the dangerous staffing practice and urged the Commissioners to adopt the report.
“Eliminating mandatory overtime is vital to improving working conditions for nurses across the state,” said Mary Naidoo, Registered Nurse at California Medical Facility. “The Commission’s report sheds light on the abuse of mandatory overtime.”
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.
Collective power delivers results
Union clout fixes delays in SSSB claims
Local 1000 leveraged our collective power to get relief for members at the State Special Schools who were struggling with delays in State Special Schools Benefit (SSSB) funds. SSSB funds are a type of unemployment benefit for employees of the State Special Schools run by the California Department of Education (CDE).
Local 1000 members and staff met several times over the past eight months with department representatives. The union forced management to identify what was causing delays and to find ways to minimize those delays.
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.
Action Update: CCHCS Refuses to Fix Post and Bid; We Must Demand They Fix It!
Last week, over 250 LVNs, RNs and Stewards from CCHCS made calls to Statewide CNE, Cheryl Schutt, to demand that she and CCHCS act to fix their mismanagement of the Post and Bid Process. Thanks to all of you, our actions made an impact: within minutes of our calls, Labor Relations called Local 1000 to find out what was going on.
We’ve got their attention. Now we need to turn up the heat to force them to act.
CCHCS Broke Post and Bid; We Must Demand They Fix It!
Post & Bid: Hold CCHCS accountable to the contract we fought for
Earlier this year, Local 1000 conducted a survey of LVNs and RNs asking them whether or not they were interested in allowing nursing management to conduct an early bid. The response was clear: no. Our members want us to aggressively enforce our contract, and that’s what we will do. After pressure from the union on several fronts, the Receiver and management from California Correctional Health Care Services (CCHCS) agreed to wait until the October post and bid cycle.
Members organize for workplace safety
Emergency call light system repaired after a march on city hall
Thanks to the efforts of Local 1000 members advocating for patient safety at Salinas Valley State Prison (SVSP), the long-broken emergency call light system there has been repaired.
First Bargaining Unit 17 JLMC report on Upward Mobility sent to CalHR Director
Bargaining Unit 17’s first Nursing and Upward Mobility Joint Labor Management Committee (JLMC) report was sent to the Director of the California Department of Human Resources (CalHR).
A committee of five representatives from SEIU Local 1000 and five from the State of California met quarterly for the past year to develop the first of two reports to be published prior to contract negotiations. The initial report focuses on two topics: (1) career mobility and (2) clinical supervision.
Click here to view the Nursing and Upward Mobility Joint Labor Management Committee Report.
Arbitration win says CDCR retaliated against Local 1000 steward
Victory includes back pay for nearly two years of missed overtime
Stewards are at the core of Local 1000’s power, the crucial connection between the members in the workplace and the union. So when one of our representatives is treated unfairly for doing the work of the union, they’ve picked a fight we’ll take to the mat.
CCHCS making the switch to electronic record keeping
Local 1000 members will take part in pilot program
Local 1000 members are monitoring the implementation of a new electronic records system that will streamline health care services in state prisons. Called Electronic Health Records System (EHRS), the system will begin its rollout in October.
Local 1000 Celebrates Nurses
It’s been said that, despite the paperwork and the long hours, nurses dispense comfort, caring and compassion … all without a prescription.
Every year we celebrate the extraordinary work of nurses during National Nurses Week. Nurses are the heart of our nation’s health care system; they are the human beings who put warmth and kindness into the sometimes impersonal world of modern medicine.
Thank you to our nurses for the care they provide to their patients and for the care they demonstrate in their ongoing efforts to advocate for their fellow workers.
Central Coast members honored for outstanding organizing
Members of Local 1000 working in health care on the Central Coast were honored on April 17 with the Monterey Bay Central Labor Council’s Health Care Rising Award. The honor recognized the tremendous work Local 1000 has done organizing for better working conditions and advocating for patient safety at Salinas Valley State Prison (SVSP), the Correctional Training Facility (CTF) and the Department of State Hospitals-Salinas Valley (DSH). The award was shared with the California Nurses Association, which has been active in other health care facilities in the region.
Local 1000 members will testify in support of bill banning mandatory OT
As part of Local 1000’s campaign to ban mandatory overtime for nurses and certified nursing assistants in units 20 and 17, members will testify before an Assembly committee on Wednesday in support of AB 840.
Last week Local 1000’s LVN Workgroup lobbied legislators in support of the legislation, which would eliminate mandatory overtime for nurses and certified nursing assistants in state prisons and mental hospitals.
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.
The fight to end mandatory overtime continues
Governor vetoes AB 2155; "the fight will continue."
On Sept. 30, Governor Jerry Brown issued a veto message for Assembly Bill 2155, a bill that would have prohibited the unsafe practice of mandatory overtime in state facilities.
Local 1000 remains committed to fighting the use of mandatory overtime to ensure greater safety for workers, patients and the community at large.
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:
AB 2155 makes its way to Governor Brown for signature
Member action pushed bill passed hurdles in the Senate and Assembly
AB 2155—the Local 1000-sponsored bill that would put an end to the dangerous practice of mandatory overtime for public sector nurses—has passed the Senate and Assembly, and has now moved to the desk of Governor Jerry Brown for his approval.
As the bill awaits the governor’s decision, Local 1000 member leaders are preparing to deliver nearly 3,000 commitment cards signed by Registered Nurses (RNs), Licensed Vocational Nurses (LVNs) and Certified Nursing Assistants (CNAs) from throughout the state.
Health Facility Evaluator Nurse: First Classification selected by the Bargaining Unit 17 Recruitment and Retention Committee
Bargaining Unit 17 will meet with CalHR in mid-September regarding the recruitment and retention issues in the Health Facility Evaluator (HFEN) classification.
Our contract article 5.17.17 affords BU 17 the opportunity to discuss recruitment and retention of six classifications a year. Other classifications slated to be discussed are: Nurse Evaluator II, Nurse Consultant, Health Services Specialist, Registered Nurse (in the California Department of Education), and Nurse Practitioners.
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.
Local 1000 Nurses back bill to limit OT
Nurses organize statewide support for AB 2155
Local 1000-sponsored legislation to ban the unsafe practice of mandatory overtime, for nurses and nursing assistants, has passed the state Assembly and is now before the state Senate.
The Assembly vote on AB 2155 came after a determined campaign spearheaded by Local 1000 nurses who work in prisons and mental hospitals. Frustrated by frequent double shifts and callbacks without proper rest, the nurses organized in support of the bill and took their message to the Assembly.
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.
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.