Unit 20: Medical and Social Services Specialists
Unit 20
Medical & Social Services Specialists
The purpose of Bargaining Unit 20 is to represent the LVNs, CNAs, Teaching Assistants, Dental Assistants, Pharmacy Technicians, Laboratory Technologists, Physical Therapists, Counselors, and many other medical and social service classifications working in prisons, veteran’s homes, developmental centers, state hospitals, special schools, and other departments for the State of California so they operate under a fair and legal contract, and are part of a strong member led union.
By educating, organizing and mobilizing members of Bargaining Unit 20 in the workplace, the political arena and within the union itself, we strive to improve the living standard and rights of members, their families and other working people. Through these efforts we will accomplish economic and social justice for ourselves and others.
Unit 20 Bargaining Updates
Bargaining Unit 20 Recap: Monday, May 22, 2023
While our Unit 20 bargaining team continues to work with the State by presenting proposals that advance the wages and working conditions of our Medical and Social Services Specialists, the State remains largely unresponsive to those proposals.
“Negotiation is a two-way street, an exchange of information, and we’re still waiting,” said Heather Markovich, Unit 20 Chair. “We’re doing our part, but without feedback on our proposals, there’s no opportunity for progress, and we’re not solving the issues facing our members.”
The numbers are stark: to date, there are 39 outstanding proposals that remain unanswered. We’ve reached tentative agreement with the State on just 12 contract sections, and one more is in progress.
We’ve told the State that time is running out. With no bargaining scheduled for next Monday (Memorial Day), only 4 regularly scheduled sessions remain before the contract expires.
“We’ve asked the State what they’d do if the roles were reversed and asked them to imagine that they weren’t getting the input necessary to respond to,” added Chair Markovich. “Their response was, basically, ‘we’re doing our due diligence’ without any promise of a change of behavior.”
Still, our team is moving forward. We reached tentative agreement on three proposals, a number of weeks after we presented them:
- 11.5.20 – Release of Paychecks (Unit 20)
- 12.22.20 – State Special School Field Trip Expenses (Unit 20)
- 15.4.20 – Employee Opportunity Transfer (Unit 20)
These “rollovers” preserve and protect rights from previous contract wins. We’re awaiting response on 39 additional proposals.
There will be no bargaining on Monday, May 29 (Memorial Day). Unit 20 returns 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 20 Recap: Monday, May 15, 2023
Our bargaining teams have returned to the table this week, fighting for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers. Our Bargaining Unit 20 negotiating team went to the table on May 15 to negotiate financial matters that impact these vulnerable and underpaid classifications. Subject matter experts in the unit discussed the issues they experience in the workplace and explained in detail to the State the consequences of years of short staffing and low pay.
During today’s bargaining session, the team proposed four sections for “rollover,” maintaining important workplace protections secured in previous contracts:
- 11.5.20 – Release of Paychecks
- 11.61.20 – Split Shift Differential
- 11.63.20 – Certified Nursing Assistant/EMT Pay Differential
- 12.18.20 – License or Certificate Renewal Fees
We proposed the four sections below with new language to reflect changes we want to see to our contract:
- 10.5.20 – Safety Orientation
- 11.1.20 – Special Salary Adjustments
- 11.60.20 – LVN Recruitment and Retention
- 11.62.20 – Dental Assistant Registration Differential
Additionally, we made a counter proposal in response to the State’s first counter proposal for the following section:
- 13.12.20 – Employment Opportunities
Finally, the State and the Union reached a tentative agreement on the following rollover sections:
- 19.18.20 – Rescinding Approved Time Off
- 19.31.20 – Split Shifts
Language proposed today about safety orientation by the bargaining team reflected the same concept as BU 17. The bargaining teams are trying to align the language of Units 17 and 20. “We work side-by-side with each other,” said Unit 20 Chair Heather Markovich. “LVNs, CNAs, RNs, and Medical Assistants working on the same unit should have the same protections.”
Today, the bargaining team proposed special salary adjustments for Unit 20 employees, asking for individual pay raises for some of the most impacted and lowest paid classifications. “We let them know our members should not have to suffer anxiety about homelessness or paying for food instead of rent,” said Markovich.
These issues are at the heart of the State’s current crisis of vacancies in positions across California. “If they don’t pay and respect us, they will run out of employees,” said Markovich.
“If the wages are not raised, no one will come work for the state.”
The focus at the table on economics is giving voice to the concerns of state workers who have struggled for recognition of their needs for years. Experts spoke about their experiences in job roles across California, including a Senior Clinical Laboratory Technologist, an X-ray technician, and SSA-I (ASL interpreters) from the Department of Rehabilitation and School for the Deaf in Riverside.
“We are dealing with ASL proficiency,” said bargaining team member Silas Wagner. “It takes years of experience to become an interpreter with the skills necessary for the unique needs and educations levels of our deaf state employees. Someone who has 6 months experience, which is listed in the job description, will be woefully unprepared and overwhelmed on the job.”
These jobs are in-demand positions; not everyone can be an interpreter and years of experience are needed. The State knows this but has refused to pay these qualified professionals what they’re worth. “They work hard,” said Wagner. “Those in these roles need to be taken seriously.”
The State also heard from a Senior Clinical Lab Technologist and an X-Ray Technician in regard to how their low pay has impacted new hires and retention. The high vacancy rate has increased their workload; instead of covering one facility they have to cover multiple facilities. The Senior Clinical Lab Technologist must have a license by the State Department of Health Services. In order to obtain that license, they must have a bachelor’s degree and a major in clinical laboratory science. Due to the low pay, most people with this license seek higher paying positions outside of state service.
Similarly, the X-Ray Technicians also have a high proficiency level for their job along with a license. Due to low staffing levels, they also service multiple facilities while they were originally hired to service just one facility. This also causes patients to be transferred to outside facilities if there is no X-Ray Technician on duty as they are at another facility. The cost of transporting patients along with their escorts is extremely high, which is costing the state unnecessary funds.
In the CNA classification alone, there are 749 vacant jobs across
the state. Uncompetitive wages have meant that the state can’t
hire, further exacerbating the problems. In order to solve the
state’s financial issues regarding their workforce, Unit 20
employees need to be paid a fair and competitive wage.
Unit 20 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 17 & 20 Recap: Tuesday, May 9, 2023
Happy Nurses’ Week from your Bargaining Unit 17 (BU 17) and Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Committees (BUNC). While we celebrate the work nurses do across the country, SEIU Local 1000-represented nurses went to the table on May 9 to focus on Mandatory Overtime and Voluntary Overtime, which affect our nurses statewide.
Of primary concern to almost all state nurses is the issue of Mandatory Overtime (MOT). “This morning, BU 17 and 20 together met with the State to pass our voluntary and mandatory overtime article sections,” said Unit 17 Chair Vanessa Seastrong. “Today at the table a large volume of new proposals were presented from both bargaining teams to address these issues. We passed a total of 10 proposals, 4 for Unit 17 and 6 for Unit 20,” said Seastrong. “As we expected, the State received these MOT article sections but didn’t ask many clarifying questions, and we are still awaiting a counter proposal.”
BU 17 proposed the following article sections containing new language regarding Mandatory Overtime (MOT):
- Article 19.14.17 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
- Article 19.15.17 – Overtime Mandatory Scheduling (Excluding CDCR) (Unit 17)
- Article 19.22.17 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services (Unit 17)
- Article 19.23.17 – Overtime Voluntary Scheduling (Excluding CDCR) (Unit 17)
BU 20 proposed these article sections addressing MOT for their unit as well:
- Article 19.13.20 – Overtime Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
- Article 19.14.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
- Article 19.15.20 – Overtime Mandatory Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
- Article 19.21.20 – Overtime Voluntary Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
- Article 19.22.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services LVNs (Unit 20)
- Article 19.23.20 – Overtime Voluntary Scheduling – California Department of Corrections and Rehabilitation and California Correctional Health Care Services CNAs (Unit 20)
You can read the details of these and all current contract articles at contract.seiu1000.org
Currently, a holdover of less than two hours is not counted as mandatory overtime. “This is an inconvenience and demoralizing for many of our members,” said BU 17 Alternate Vice Chair Bob Mutebi. “An hour means a lot of someone’s day. Our new proposal is to have a holdover of one hour to be counted as MOT.”
These issues led to the team proposing a change to the existing MOT language. “We proposed that the State reduce the number of mandatory overtime shifts by one a year until we get to zero,” said BU 20 Chair Heather Markovich. “We also proposed language to strengthen the voluntary overtime process.”
Currently, BU 17 RNs can be mandated for two overtime shifts per month, while BU 20 CNAs and LVNs have three. “We want to reduce this down to 1 for RNs and 2 for LVNs and CNAs,” said Seastrong. “We would continue to reduce MOT by one shift per year until 2025 when Unit 17 and 20 will both have zero.”
Other changes to the article sections strengthen contract language so that our workers can take the shifts that they want to work and gives state employees preference over external registry. “We want the state to address these article sections,” said Seastrong. “For the last three years, we’ve been in a Mandatory Overtime Task Force, and nothing was done. Without language to make them get this problem under control, we don’t think this issue will be solved. The state has violated this agreement in the past, so stronger language and protections are needed.”
Another ongoing issue addressed during the joint session was language proposed by the units that ensured that BU 17 and BU 20 nurses cannot be mandated into another bargaining unit position. “Unit 17 and Unit 20 are being mandated into other BU positions. “We are being used to plug gaps in the state’s workforce,” said Mutebi.
“Today, state workers stood up and told the State that this practice accounts for the huge turnover in the state’s workforce,” said Mutebi. “This represents a huge disrespect for our LVNs, who are forced to cover for workers making more money when they themselves are not paid equally,” said Markovich.
To ensure that these protections are enforced, bargaining units proposed language that includes penalties for the state when these terms are violated. “We included in this proposal that when mandatory overtime shifts are required of state workers after we bring them down to zero, the state will have to pay a penalty of double-time for any mandated shift,” said Markovich.
The two units worked together to present these major proposals to the State. These issues have been ongoing for years while managers have ignored the problem. By joining together, the two units were able to support each other and provide insight to the State regarding the impacts on nurses. “Mandatory overtime has a huge impact on nursing staff, so we have to come together to fight this issue, because it affects all of us, especially after all of us were working mandatory overtime during COVID,” said BU 20 Vice Chair Sarah Cooper.
The fight for this important protection is on. “The nurses’ actions in the workplace are what brought the State to the table on this issue in 2019,” said Seastrong. “We need to see that same energy now to move the State to take our proposals seriously. We need actions in the workplace so the State can see how bad the nurses want mandatory overtime to go away.”
“In 24-hour facilities, there is no separation between these units,” said Mutebi. “Neither of us can say our job is complete without each other. When we come together at the table, it shows the synergy of these two units fighting the injustices that the state is trying to put on our membership.”
In addition to article sections passed during the joint session, Unit 17 proposed the following rollover sections:
- Article 19.4.17 – Meal Periods (Unit 17)
- Article 19.6.17 – Show Up Time (Unit 17)
- Article 19.7.17 – Report Preparation Time (Unit 17)
- Article 19.9.17 – Exchange of Days Off (Unit 17)
- Article 19.16.17 – Change in Shift Assignment (Unit 17)
- Article 19.17.17 – Mixed Shift Work Weeks (Unit 17)
- Article 19.19.17 – Work Week Group (WWG) Definitions (Unit 17)
- Article 19.24.17 – Floating (Unit 17)
- Article 19.25.17 – Travel Time (Unit 17)
- Article 19.26.17 – Workweek Correctional Institutions (Unit 17)
Finally, the State offered tentative agreements to the following article sections.
- Article 8.13.17 – Court Appearances and/or Subpoenas (Excludes Unit 17)
- Article 13.2.17 – Informal Performance Discussions (Unit 17)
- Article 13.6.17 – Performance Appraisal (Unit 17)
- Article 13.9.17 – Letters of Instruction (LOI)/Work Improvement Discussion (WID) (Unit 17)
- Article 13.12.17 – Employment Opportunities (Unit 17)
- Article 13.28.17 – Education and Training Opportunities and Resources (Unit 17)
- Article 13.29.17 – Research Projects (Unit 17)
- Article 14.4.17 – Duty Statements/Post Orders and Work Instructions (Unit 17)
- Article 15.4.17 – Employee Opportunity Transfer (Unit 17)
You can read the details of these and all current contract articles at contract.seiu1000.org
After their morning session bargaining alongside Unit 20, Unit 17 had an active day at the table, focusing on rollover language. “It was a busy day on our end,” said Unit 17 Chair Vanessa Seastrong.
“We have given the State 61 article sections of new language and rollover, and we have only received 18 rollover back in total,” said Seastrong. “While receiving the TAs today was a good sign, the State still needs to start dealing with our new language and not just rollover. We have a number of easy article sections with simple changes that are still under review by the State.”
While the State moves through rollover language, SEIU Local 1000 members are ready to fight for a contract that represents the needs identified in their bargaining surveys and Town Hall meetings.
“We’re hoping that the State will come back and begin the negotiations of bargaining, not just tentative agreements for rollovers,” said Seastrong. “We want to get into the details of language changes. We are focused on action to move the State. Nurses are ready in workplaces across the state to take action to support our bargaining team.”
Unit 17’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 16. To read about what happened in Monday’s Bargaining Unit 11, 15, 20, and 21 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 20 – Recap: Monday, May 8, 2023
Our bargaining teams are back at the table this week, fighting for a contract that respects, protects, and pays all SEIU Local 1000 represented state workers. Our Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Team, or BUNC, went to the table on May 8 to negotiate with the State over the unique challenges faced by Medical & Social Services Specialists working for the state. With subject matter experts and members from the State Special Schools presenting on issues in their workplaces, we are showing the State the leadership role they play in providing services to the public.
During today’s bargaining session, BU 20 proposed four sections for “rollover,” maintaining important workplace protections secured in previous contracts.
Additionally, we proposed four articles with new language to reflect changes we want to see to our contract:
- Article 7.2.20 – Holidays- State Special Schools
- Article 11.2.20 - State Special School Recruitment and Retention Differentials
- Article 19.32.20 - Overtime Distribution at the California State Special Schools
- Article 20.13.20 – Shifts/Day off Preference of Assignment Counselors – Special Schools
- Article 20.XX. X – Shifts/Day off Preference of Assignment Teaching Assistants – Special Schools
Finally, the State agreed to the following contract sections, achieving a tentative agreement as we continue bargaining:
- Article 9.19.20 – Light/Limited Duty Assignments
- Article 11.19.20 – Recruitment and Retention
- Article 20.17.20 - Post and Bid Procedure for Residential Care Specialist (RCS) Positions: California Veterans Homes
You can read the details of these and all current contract articles at contract.seiu1000.org
“We had a pretty good day,” said Bargaining Unit 20 Chair Heather Markovich. “Today we focused on the School for the Deaf in Fremont and Riverside along with the School for the Blind in Fremont. We asked the State to include new language for a recruitment and retention differential that raises the dollar amount for people currently receiving this in BU 20.”
After addressing rollover language, BUNC member Silas Wagner presented on the ongoing financial crisis for workers in the Bay Area. With inflation rising alongside rent and housing costs, workers are in crisis at the California School for the Deaf in Riverside and Fremont along with the California School for the Blind in Fremont, as well as the communities surrounding these schools.
“In my presentation, I talked about the importance of Deaf culture and Deaf community,” said Wagner. “We want to live in the cities where our Deaf schools are. These cities have become unaffordable and the Deaf community is disappearing. By living near the schools where we work, we are able to create a Deaf community in which Deaf students are able to thrive.”
However, the State has neglected to address the issues of low wages and increased cost of living faced by the Deaf community in Fremont for many years. “Our classifications are some of the lowest paid, and I wanted to highlight how these low wages are impacting the Deaf community,” said Wagner. “We want people to live near the school and keep our community intact. To put a roof over your head in most situations costs more than people are paid. Everyone’s in the red in Fremont; Unit 20 members can’t afford small studio apartments.”
While cost of living is a crisis across the state, it is particularly impacting workers and community members around these schools. “The cost of living may not be the state’s fault,” said Wagner. “But they need to face the reality that the cost of living is not met by the salary we are provided. Fremont is the most expensive city in California. The second is San Jose. It’s shocking to see that this is where our community is trying to survive without the support of the state.”
These impacts can be mitigated if the State listens to their union workforce’s demands for change in our next contract. Our subject matter experts presented on the issues each of their classifications face, including night attendants, residential counselors, teaching assistants, and sign language interpreters.
“We had representatives from each of the classifications talk about the financial struggles that are associated with Bay Area living and how the salary affects the ability of members to maintain their physical, mental, and emotional health. It will impact the services provided to the children going to the Blind and Deaf schools,” said Wagner. “They talked about the love and commitment that they have for the students, sharing their knowledge about Deaf culture.”
“I really want to thank the subject matter experts for joining today,” said Wagner. “We are so grateful for the support from the team from the State Special Schools for supporting each other and their coworkers and all the effort they put into their presentations today.”
The fight for respect, protection, and pay requires that all state workers stand together in our demands for a strong contract. Bargaining Unit 20 members spoke with a unified voice at the table and helped show the State that our members are united in our struggle.
Unit 20 returns to the table Tuesday, May 9 along with BU 17 to discuss overtime and next week, on Monday, May 15. To see updates on other bargaining unit contract sessions, click here for our 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 20 Recap: Monday, May 1, 2023
We are entering our third week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running through chaotic and unprecedented times. Our Unit 20 (BU 20) Bargaining Unit Negotiating Committee (BUNC) went to the table on May 1st, International Worker’s Day, prepared to fight for our members and the safety and security of the people they serve.
“We passed a lot of language over to the State for approval, including vacation scheduling language from the task forces, as well as making minor tweaks to language around infection control, assaultive response training which includes de-escalation techniques. We also proposed expanding existing language on infectious diseases training to the California Department of Education (CDE) as well.”
These are all meaningful changes that respond to the major disruptions that the State of California has gone through over the last three years of the pandemic. The State, however, does not share the same urgency for our member’s needs.
Unit 20 has 11 outstanding provisions from previous weeks, not including the 5 additional rollovers and 7 new proposals passed today, pending responses from the State. “I felt like there wasn’t sincerity on the State’s part,” said Heather Markovich, Unit 20 BUNC Chair. “We started the day and asked what they had for us. They told us they had one rollover.”
After multiple weeks, the State is still slow to respond to these issues or even ask clarifying questions. “It’s hard to say what’s going on behind closed doors,” said Markovich. “When we asked them if they had any questions or comments about what we sent, they said they were still reviewing.”
Unit 20 was able to reach a Tentative Agreement with the State on one rollover provision from our previous contract, 13.18.20 - Professional Practice. You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 20 returns to the table next week, on Monday, May 8th. To see updates on other bargaining unit contract sessions, click here for our Contract Action Center page at seiu1000.org.
If you’re not already an SEIU Local 1000 member, join us today.
Unit 20 Bargaining Summary: Monday, April 24, 2023
Bargaining has entered its second week for our Unit 20 Bargaining Unit Negotiating Committee (BUNC), representing LVNs, CNAs, Teaching Assistants, Dental Assistants, Registered Dental Assistants, Dental Hygienists, Pharmacy Technicians, Laboratory Technologists, Physical Therapists, Counselors, and many other classifications working across California.
On April 24th, the Unit 20 BUNC went to the table to continue unit-specific negotiations with the State. We presented four contract articles to the State for “rollover,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The State agreed, and thus, a “tentative agreement” was reached on these three articles:
5.18.20 –
Labor Management Committee, California School for the Deaf,
Riverside
10.32.20 – Information
Regarding Medical Condition
21.22.20 –
Licensure/Certification
The State also returned a proposal from last week on continuing education. “When they asked why this proposal was an issue for us, we went into our surveys and were able to provide specific cases from responding workers,” said BUNC Chair Heather Markovich. “The State was pushing back on costs on this issue, but we wanted them to understand that by increasing the knowledge of our workforce, we can both support the quality care to our patients and the career opportunities workers have.”
In addition, the Unit 20 ream proposed new language today, centered around the Post and Bid procedure, which affects our certified nurse assistants and LVNs in all our locations. “This has a very broad impact,” said Markovich. “The Post and Bid process allows members to choose shifts, work area, and days off based on seniority. This allows our workers to better manage their work-life balance as they see fit. We have multiple people who have spouses or significant others who use the post and bid process so that they can minimize childcare costs, which remain high across the state.”
As we present more and more articles to the State, negotiations will continue to evolve, but our goals are clear. Our members need more support from their employer, and we need to maintain and expand our protections in the workplace. “This meeting was a little more tense than last week,” said Markovich. “They had a lot of questions for us, but we handled it well as a team.”
The tensions at the table are in part due to our bargaining team holding the State accountable to its workers. After a proposal is passed across the table to the State, their negotiators have a week to review it and respond. “We’re putting a lot more pressure on the State to respond to us,” said Sarah Cooper, BUNC Alternate Vice Chair. “The State sometimes delays passing back counteroffers and tentative agreements. They started the day saying they had nothing to give us and that we may receive one agreed on proposal by the end of the day.”
In spite of the State’s pessimistic outlook, the Unit 20 BUNC was able to use our member’s responses to surveys, town hall meetings, and other comments to keep the meeting productive and fight for our member’s rights. “Heather pushed and demanded answers after they had a week to do their research,” said Cooper. “By the end of the day, we had three rollovers agreed to and proposed new language.”
Unit 20 returns to the table next week, on Monday, May 1st. To see updates on other bargaining unit contract sessions, click here for our Contract Action Center page at seiu1000.org.
If you’re not already an SEIU Local 1000 member, join us today.
Bargaining Unit 20 Recap: Monday, April 17, 2023
After kicking off bargaining for our “master table” session last week, members across the state are making their voices heard as we demand a strong contract that Respects, Protects, and Pays the employees that kept California running for the last three years.
On April 17, Bargaining Unit 20 (BU 20), went to the table to begin their unit-specific negotiations with the State. BU 20, which represents medical and social services specialists, including LVNs, CNAs, Teaching Assistants, Laboratory Technologists, Physical Therapists, and Counselors, has faced some extremely challenging conditions as they navigated COVID-19 and the State and management’s response.
“Members drive this process, and we follow their directions,” said Heather Markovich, Bargaining Unit 20 Chair. “There’s a lot riding on this, but we came in prepared thanks to our research, the strength of our team, and the time we spent getting to understand our strategy. We’re very cohesive.”
During Monday morning’s session, our team presented a number of contract articles for “rollover,” a term you’ll hear used to describe parts of the contract that don’t require negotiation this cycle. Today’s rollover articles include maintaining our Labor Management committee at California School for the Deaf, Riverside; our return-to-work “light/limited duty” program for employees incapacitated due to illness or injury; and a continuation of the Flexible Benefits Program (FlexElect). Setting these protections aside during bargaining ensures that we will be able to address the ongoing issues without risking these workplace protections crucial to medical and social services.
We presented four new proposals in the afternoon that contained new language and new protections for members. Two of these proposals focused on time-off exchanges and continuing our education leave programs, built off existing language to strengthen the protections we have in our worksites.
Additionally, we presented two new proposals designed to address the ongoing problem of mixed shifts. BU 20 represented employees often find themselves working most days on one shift but with some days assigned shifts earlier or later in the day. Additionally, we proposed a task force for pharmacy technicians in Stockton, including post and bid language. If successful, pharmacy technicians could choose their workplace and pick their schedules.
“Our focus is on addressing the issues our members identified in our bargaining surveys, town halls, and meetings at worksites across the state, said Markovich, who works as a Licensed Vocational Nurse at the California Medical Facility. “We’re members just like all of our coworkers. The input from the surveys and town halls leads where we go in negotiations.”
Unit 20 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.
Representational Win: Safety Improvements for Dental Assistants at Pelican Bay
Ensuring the workplace safety of our represented employees is an SEIU Local 1000 priority. Recently, the hard-earned rights of Bargaining Unit 20 Dental Assistants working at Pelican Bay State Prison were reaffirmed by our Union after winning arbitration.
CCHCS RDA Voluntary Transfer Process
On March 17, 2021, SEIU Local 1000 reached an agreement with CCHCS regarding the voluntary transfer process (VTP) for impacted institutions that have an overage of Dental Assistants.
The agreement reached does not provide any financial help for either relocation expenses or time off work to locate and secure any housing or relocation needs.
BU 20 Reg. Dental Assistants (RDAs)
Update
SEIU Local 1000 received a notice on February 9, 2022, that certain institutions have an overage (surplus) of Bargaining Unit 20 Registered Dental Assistants (RDAs).
BU 20 Board of Nursing Fee Increase
Update
The Board of Vocational Nursing and Psychiatric Technicians is proposing an amendment to Title 16, Division 25, Chapters 1 and 2 of the California Code of Regulations that would increase fees overall. The attached announcement of this amendment provides more detail as to the amount and intention of these increases.
BARGAINING UNIT 20 ANNOUNCES CREATION OF THE DENTAL POST AND BID TEAM
BU 20 has created a new CDCR/CCHCS Dental Department Post and Bid Team (BU20PAB) to assist with the upcoming Post and Bid process.
Although the actual process will not begin until April, 2022, now is the time to prepare. RDAs should start requesting that their seniority scores be tallied and are ready to go as that task can take some time.
The BU20PAB Team consists of:
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 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.
11.25% MA Salary Adjustment
Update
On June 16, 2021, a team of SEIU Local 1000 Bargaining Unit 20 member leaders negotiated an agreement with CalHR and CCHCS to implement an 11.25% raise for Medical Assistants (MAs). SEIU Local 1000 received a notice from CalHR proposing this increase for MAs due to the recruitment and retention struggles throughout the state. Click here to see the agreement.
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.
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.
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
Unit 20 Bargaining Update for Friday, August 16th, 2019
Unit 20 Reaches Agreement on Expanded Post and Bid Opportunities; Preserves Recruitment and Retention Differentials
Our Unit 20 bargaining team continued its efforts to bring home a good contract for its members, reaching tentative agreements (TA) on contract articles that improved the scheduling rights of our members and preserved recruitment and retention differentials.
“These agreements expanded our members ability to schedule their work and to maintain the best possible work/life balance,” said Luisa Leuma, Unit 20 bargaining chair.
The TAs included:
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 20 Bargaining Update for Wednesday, August 7th, 2019
Unit 20 Challenges State Over Post & Bid and Vacation Scheduling Issues
On Wednesday, August 8th, our Unit 20 bargaining team challenged the state to implement changes to Post and Bid, vacation scheduling, and workplace safety.
Unit 20 Bargaining Update for Monday, August 5th, 2019
Unit 20 Preserves More Than a Dozen Previous Contract Wins
Monday was a very busy but very productive day for Unit 20. In addition to conducting a joint session with the Unit 17 bargaining team earlier in the morning, Unit 20 met separately with the state that afternoon to continue its progress in protecting and expanding the rights of our members.
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 20 Bargaining Update for Monday, July 29, 2019
Unit 20 Fights to Enhance Working Conditions and Quality of Life
On Monday, July 29, 2019, our Unit 20 bargaining team once again returned to the table to continue the fight for a California for All. The team proposed language that would substantially improve the post and bid process to make it more equitable and more transparent for Licensed Vocational Nurses (LVN) and Certified Nurses Assistants (CNA) across the board, including post and bid language for medical assistance, a first ever occurrence.
Unit 20 Bargaining Update for Thursday, July 25, 2019
Unit 20 Proposals Focus on Providing Economic Justice, a Stronger Voice in the Workplace, and Improved Safety
Our Unit 20 bargaining team returned to the table today with proposals that respond to key issues brought forth by our members at bargaining town halls and through member surveys.
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 20 Bargaining Update for Monday, July 15, 2019
Our Unit 20 bargaining team—representing Medical and Social Service Specialists—returned to negotiations with the state today to address a number of deeply-felt issues our members shared during bargaining Town Halls and on thousands of surveys.
Our Unit 20 bargaining team presented proposals to the state that would:
Unit 20 Bargaining Update for Monday, July 8, 2019
Unit 20 Members Share their Work and Submit Special Salary Adjustment Proposals
Our Unit 20 bargaining team met with state negotiators on Monday, July 8, to share the work they do and the value of that work to the residents of California.
The Unit 20 team introduced themselves and invited nine different subject matter experts from Medical and Social Service occupations to outline their experiences with the state.
Following the presentations we submitted special salary adjustments for:
UPDATE: Contraband Interdiction Pilot Program (CIP)
On January 25, 2019, our Union met with the California Department of Corrections and Rehabilitation (CDCR) and California Correctional Health Care Services (CCHCS) to discuss the implementation of the Contraband Interdiction Pilot Program (CIP) at the California Substance Abuse Treatment Facility (SATF) at Corcoran.
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.
California Correctional Healthcare Services (CCHCS) UPDATE
CCHCS has recently taken additional steps to utilize the Medical Assistant (MA) classification to fill positions on provider lines in CDCR institutions. In response to a formal notice, the Union met with CCHCS leadership to discuss the department’s process to fill these positions.
Our team confirmed these positions will only be filled when a full-time, permanent LVN vacancy opens up elsewhere within the same institution.
UPDATE: Dentrix System
On December 21st, 2018, our union met with the California Correctional Health Care Services (CCHCS) to discuss the implementation of the Electronic Dental Health Records System known as Dentrix within all 35 CDCR facilities in the state.
We Protect Your Hard-Earned Union Rights and Benefits
Contract enforcement wins back pay awards
When management fails to respect our contract, to recognize the work we do and the fair compensation we deserve, we protect our members with professional representation and deliver results.
Unit 1: Member wins out-of-class grievance
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 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.
Victory ensures safer, healthier working environment for Ironwood LVNs
Temporary relocation caused heat exhaustion, slips and falls for members
Bargaining Unit 20 LVNs working at Ironwood State Prison have been assured of safer and healthier working conditions during prison construction after filing a grievance and ultimately winning a settlement during arbitration.
Sign Language Interpreter wins $11,000 back pay decision
John Hendricks had over fifteen years of experience as a Sign Language Interpreter at the California Department of Rehabilitation (DOR) when he got a job at the Deuel Vocational Institution in Stockton. His experience and certifications should have put him at the top of the three available pay ranges but, due to outdated certification criteria, Hendricks was put in the lowest.
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.
Celebrating Respiratory Care Week
We celebrate Local 1000’s respiratory therapists and the important work that they do
A dedicated group of Local 1000 members who provide lifesaving treatment under challenging conditions are being honored this week, along with thousands of their professional brothers and sisters across the nation.
This week is Respiratory Care Week. Our Respiratory Therapists work up and down the state in correctional facilities and state hospitals and deserve thanks for their efforts to help patients experience a healthier quality of life.
Important News for Registered Dental Assistants
Notice regarding elimination of the CDCR registered dental assistant continuing education unit reimbursement
On September 29, 2015, CDCR sent notice of their intent to eliminate the Registered Dental Assistant (RDA) continuing education unit reimbursement. As negotiated in our contract two of three salary ranges (Range T and U) are directly affected by RDA certification.
The reimbursement is covered by our contract agreement therefore CDCR does not have the right to unilaterally change the language we negotiated.
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.
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.
Unit 20 LVNs form work group to improve working conditions and relationships
Licensed Vocational Nurses (LVNs) in Bargaining Unit 20 have formed a work group (the LVN Workgroup) to create a more positive environment in the workplace where LVNs feel valued for their skills as well as appreciated and rewarded for the work they do.
The LVN Workgroup is working to organize and engage as many LVN leaders as possible. The goals of the campaign are to create a work environment where LVNs feel appreciated, rewarded, and valued for the skills they possess as a nurse.
Four classifications selected for study and review
Local 1000’s Unit 20 Classification Study Committee has selected four classifications for review by the California Department of Human Resources (CalHR). The committee made the selection by utilizing a classification survey and results of salary studies conducted by Local 1000 researchers.
Our contract article 14.21.20, Classification Studies affords Bargaining Unit 20 the opportunity to propose four classifications, each year, for review.
CCHCS layoffs: what you need to know
California Correctional Health Care Services (CCHCS) has mailed more than 600 State Restriction of Appointment (SROA) letters to Local 1000 members in seven of our nine bargaining units in anticipation of just over 200 planned layoffs scheduled to occur on December 1, 2015.
The majority of the layoffs affect bargaining units 17 and 20; the other affected bargaining units are 1, 3, 4, 11, and 15.
Update on Registered Dental Assistant Settlement
On Friday, August 15, the California Department of Corrections and Rehabilitation (CDCR) informed Local 1000 that they expect to begin issuing Form 204s for current employees who will be receiving settlement checks. CDCR expects to begin issuing the Form 204s by the end of the month. Once employees complete and sign the Form 204, CDCR will process their settlement check.
Registered Dental Assistant Settlement (As of July 24)
After the Governor’s office approved the terms of the settlement with Registered Dental Assistants (RDAs) in May, a legally binding settlement agreement has been drafted and signed by the parties. Because the settlement calls for changes to our contract language, legislative approval is required. The parties are currently in the process of drafting a Side Letter agreement to submit to the Legislature for approval.
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.
Bargaining updates brought to the worksite!
Between April 29 and May 10, more than 100 Bargaining Update Meetings are scheduled at worksites all over California to inform members about our bargaining progress. Our bargaining team members are working hard to build upon our previously hard-fought contract wins by strengthening employee rights and benefits, providing additional compensation and improving our medical coverage.