Unit 20: Medical and Social Services Specialists
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.