The educational consultants and librarians of Unit 21 includes
consultants who work with educational programs from
pre-kindergarten through post-secondary or higher education, and
the state librarians and archivists.
Our fight for economic justice continues as we set the stage for contract negotiations.
On February 27, our GeoPay Task Force presented the acting director of CalHR and a team of state representatives with an in-depth report recommending solutions to the economic challenges many state workers face caused by the high cost of living in the communities they live and work in throughout the state of California.
Local 1000 members are using the power of our union contract to
address a wide variety of economic factors that deeply affect
those we represent. With the support and help from members across
the state, the team is already working to build the power and
leverage we will need to be successful when we bargain our next
contract.
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.
The BOE and CDTFA Joint Committee met on November 29, 2017, with
representatives from the Government Operations Agency (GovOps),
the California Department of Human Resources (CalHR) and the
Department of Tax and Fee Administration (CDTFA).
“Working with the department for four months allowed us to
establish a more productive working relationship” said Joel Chan,
a Business Taxes Specialist I in Oakland. “As
CDTFA and BOE enter an era under new leadership, we want to
continue to build upon what we have developed during this
process.”
The BOE and CDTFA Joint Committee met on November 9, 2017 with
representatives from the Government Operations Agency (GovOps),
the California Department for Human Resources (CalHR) and the
Department of Tax and Fee Administration (CDTFA).
The employees who work in the Alcohol division will have their
functions and work embedded in CDTFA, and the state made it clear
that the resources and authorities for these employees to do
their work would be in place.
The CDTFA Joint Committee met on October 11, 2017, to continue
discussions regarding the restructure of the Board of
Equalization and the formation of the California Department of
Tax and Fee Administration. The majority of the meeting was
dedicated to addressing the issues that are impacting our members
who work at BOE. After weeks of worksite meetings at BOE and
CDTFA and a phone banking campaign to contact BOE employees, the
team identified and brought to the table those issues that have
been affecting our BOE members.
Some of the BOE issues that the team raised include:
On September 27, 2017, the SEIU Local 1000 committee met with
representatives from the California Department of Human Resources
(CalHR), the Government Operations Agency (GovOps) and the
California Department of Tax and Fee Administration (CDTFA) to
discuss the issues raised by our members regarding the
restructure of the department.
Professional development and upward mobility are key priorities
for our union, and our members, and an innovative new Information
Technology (IT) Apprenticeship Program offers Sacramento-area
members an opportunity to improve their state careers.
Our union leaders have established a Joint Committee with the
state to preserve and protect members’ rights during the upcoming
restructuring at the Board of Equalization (BOE).
After the passage of the Taxpayer Transparency and Fairness Act
of 2017, the state reorganized BOE into separate entities:
California Department of Tax and Fee Administration (CDTFA), and
BOE. In 2018 the Office of Tax Appeals (OTA) will be established.
On August 16, 2017, SEIU Local 1000 met with representatives from
the California Department of Human Resources (CalHR), Government
Operations Agency (GovOps) and the California Department of Tax
and Fee Administration (CDTFA) to continue to mitigate the impact
of the restructure.
Our union met with representatives from the California Department
of Human Resources (CalHR), the California Department of Tax and
Fee Administration (CDTFA) and the Government Operations Agency
(GovOps) to kick off the Joint Labor Management Committee that
will address the recent restructure of the Board of Equalization
(BOE).
2016 was a historic year for our members, our union and all
Californians. We came together to fight for a contract we can all
be proud of and nearly went on strike for the first time in 44
years.
As a result, we won the largest labor contract ever negotiated
with the state, and we did it by standing together in our union.
You can view our contract here.
Starting August 1, we’re receiving our first paycheck reflecting
our 4% general salary increase—one of the many outcomes that we
won in contract negotiations.
SEIU Local 1000 Establishes a Joint Committee with CalHR and the
California Department of Tax and Fee Administration to Ensure
that Member Rights and Working Conditions are Maintained During
the Restructure
Our union negotiated with the state to establish a committee to
identify and make recommendations on the impacts that will result
from the restructure of the Board of Equalization. With the
passage of the Taxpayer Transparency and Fairness Act of 2017,
the state is reorganizing the Board of Equalization into three
separate entities – the Board of Equalization (BOE), the
As you may know, one of our big gains we made through bargaining
involves geographic task force, which will look at how workers
who do the same job and work in high cost-of-living regions are
compensated.
The State and our Union will participate in a task force to
evaluate how the cost of living in certain areas creates
recruiting and retention problems for certain state jobs.
We are looking for members to participate in the Geographic
Compensation Work Group who are deeply connected and have direct
experience dealing with this issue. Are you interested?
Governor Jerry Brown today signed Senate Bill 28 (Pan), the bill
authorizing the Memorandum of Understanding between the state and
SEIU Local 1000, our union representing 96,000 employees, about
40% of the state’s workforce.
The deal was reached between the state and Local 1000 on Dec. 3,
2016, after eight months at the bargaining table and just two
days before an impending strike.
In a big step forward, our Tentative Agreement (Senate Bill 28)
cleared the Senate on Feb. 17 with a 26-7 vote.
Our TA cleared two previous hurdles earlier in February by being
approved by two Senate committees.
The bill now moves to the Assembly. SB 28 will first be heard in
the Assembly Budget committee on March 2 upon adjournment of the
Assembly floor hearing that day. The bill will be voted on by the
Assembly floor at a future date, then on to the governor’s desk
for his signature.
Our Tentative Agreement cleared two hurdles this week as it
makes its way through the Legislature and closer to the
Governor’s desk.
Vice President for Bargaining Margarita Maldonado testified
before two Senate committees in support of our agreement, and
both committees voted to move the TA forward.
Speaking on Feb. 6, Maldonado told the Senate Public Employees
and Retirement Committee that we represent about 40% of
California’s total state employees and provide a broad range of
valuable services to California and our communities.
After nearly eight months of negotiations, we have reached a tentative agreement with the state, early Saturday morning, on a contract we can all be proud of.
Below is a basic overview of what we won on compensation. This overview does not include any information on the non-economic improvements that were agreed upon, or how we plan on addressing some of the concerns we raised about the state’s conduct during bargaining. As we work to finalize and compile all of the tentative agreement we will send you additional details.
We have been in negotiations with the state for six months and
have reached agreement on many items. Our intention is to
continue to negotiate in good faith on all remaining terms.
However, we have not yet reached agreement on a livable wage
that values our work and respects the services we provide to all
Californians.
Local 1000 members provide valuable services to the state of
California and our communities. We believe everyone who works
hard for a living should be able to provide for their families.
Our bargaining team met with the state for the first time in
three months and ended the week frustrated by a continued lack of
movement by the state on key issues.
Earlier in the week, our team presented eye-opening information
illustrating the gender pay gap in state civil service. Our union
is 66% women and 34% men. The seven unions the state has reached
agreement with, overwhelmingly comprised of men, are paid a
staggering 43% more than Local 1000 members.
