You can get in touch with any BU3 DBUR by contacting your DLC
president or calling the Member Resource Center, 866.471.7348
Unit 3 includes teachers, specialists and librarians working in
the: California Military Department (one worksite), Department of
Rehabilitation (one worksite), Department of State Hospitals
(five worksites), Department of Developmental Services (five
worksites), California Department of Education (six worksites),
CDCR Division of Juvenile Justice (five worksites), CDCR Division
of Adult Institutions (thirty four worksites)
On February 21 and 22, 2019, the SEIU Local 1000 PIA Task
Force convened to discuss how the rapid expansion of PIA
(California Prison Industry Authority) may impact the work of our
bargaining unit. The Task Force will focus on ensuring that
quality education and training will be continuously provided by
credentialed Bargaining Unit 3 educators.
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.
On February 8, 2019, our Union met with the California Department of Corrections and Rehabilitation (CDCR) to discuss the implementation of a pilot program of a new Learning Management System (LMS) operated from State and Inmate owned JPay tablets at five (5) institutions.
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.
This is the first of the Bargaining Unit 3 bi-monthly
informational letters. As in past newsletters, this
e-publication will be used to keep Unit 3 members informed about
what is happening, our contractual rights and how to enforce our
contract. Of course, I want you to contact me with anything
you may want to add: an explanation of a specific contract
section, giving a shout out to someone or a special
conference/book/tool that you think everyone should know about.
Feel free to send it to
me.
Our Bargaining Unit 3 Classification & Compensation Committee
(5.19.3 Committee) met on August 9th, with representatives from
the California Department of Human Resources (CalHR), the
California Department of Corrections and Rehabilitation (CDCR)
Office of Correctional Education and the CDCR Office of Labor
Relations. The meeting focused on concerns regarding our Career
Technical Educators.
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.
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.
On February 22 and 23, representatives of the Education Service
Branch (ESB) of the Division of Juvenile Justice (DJJ), sat down
with Bargaining Unit 3 representatives Pamm Handel of the
Northern California Youth Correctional Center, and Susan Stuart
of the Ventura Youth Correctional Facility, along with Bruce
Theel, Bargaining Unit 3 Chair.
The first Statewide Bargaining Advisory Committee (SBAC) meeting
of 2018, was held over the weekend of February 10 and 11, in Los
Angeles.
Among the activities at the SBAC meeting was an address by former
Teamsters and SEIU Local 1 member Anthony Prince. Mr.
Prince spoke to the SBAC regarding the situation in Wisconsin
since the passage of Act 10, the Wisconsin Budget Repair Bill and
the subsequent passage of “Right to Work” legislation.
Your Bargaining Unit met with representatives of the DJJ on
January 18th, to discuss member concerns with salaries, caused by
the introduction of the July to June Academic Calendar.
Troy Fennel, Superintendent of Education Service Branch,
Christina O’Connell from DJJ Personnel and Caleb McKim, CDCR
Labor, met with Bruce Theel, BU3 Chair, Pamm Handel, DJJ/NCYC and
Eloise Merrifield, SEIU Local 1000 staff, at Local 1000
headquarters.
On February 1st, Bargaining Unit 3 representatives held a Meet
and Confer with the Office of Correctional Education to discuss
the proposed 2018/2019 Academic Calendar. Our discussion focused
on usage of the Quarter Break day and establishment and
maintenance of the Trade Advisory Councils. During this meeting,
your team passed two proposals. The first proposal
concerned the maintenance of the Quarter Break day for the
completion of quarterly reporting. The second proposal
requested the reestablishment of the Trade Advisory Councils for
our Vocational Instructors.
This message is to bring you up to date on what is happening in
the Bargaining Unit. Here are a few things for your
information.
First, a shout out to Heather DeFelice, Christina Calacugan, and
the folks in the Department of Education’s Southern Diagnostic
Center for their work in organizing the voices in the diagnostic
centers located in Fremont, Fresno and Los Angeles.
Local 1000 building relationships to enhance SB 825 prison
pre-apprenticeship program
On January 11, Unit 3 Chair Bruce Theel along with Nancy Farias,
Director of Government Affairs, and Legislative Advocate Tim
Kamermayer met with Senator James Beall’s Chief of Staff,
Sunshine Borelli, and Cesar Diaz, the Legislative and Political
Director of the State Building and Construction Trades Council of
California, regarding SB 825 – state prisons pre-apprenticeship
program.
Senators Nancy Skinner (District 9) and James Beall (District 15)
have sponsored a bill (SB825), proposed to them by the California
Building Trades Council, directing the CDCR to establish a
pre-apprenticeship program.
However, a little research revealed that CDCR reached out to the
Trades Council, asking them to propose this to the Senators.
At the November Statewide Bargaining Advisory Committee (SBAC)
meeting, there were several items that were presented to the
District Bargaining Unit Representatives (DBURs); representing
the various District Labor Councils.
Susan Stuart, steward at the Ventura Youth Correctional Facility,
in Camarillo, California, visited the meeting, and was included
in all of our activities.
The first Unit specific activity took place directly after the
end of the general session on Saturday.
Since our last conference call, we have been working on our
options for a strategic action in regard to PIA. We want this to
not only be a short-term, but also a very long-term victory. We
have seen PIA trying to encroach on our programs in the past, and
it appears that they are trying to do it again.
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.
Action by two Unit 3 stewards and our union’s Contract Department
forced management at the California Correctional Center in
Susanville to rescind a policy that prevented our teachers from
having the time necessary for classroom preparation—a right
specifically guaranteed by our contract.
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.
We have attached the updated Unit 3 salary schedules for CDCR
teachers. These schedules reflect the reduction from seven
specific schedules down to two schedules, as well as the
application of a Union-wide general salary increase.
Thank you for your patience as we worked to ensure the
information you received is correct.
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?
To the Teachers of the Division of Juvenile Justice:
It has come to our attention that a survey has been distributed
to employees at DJJ seeking opinions about possible changes to
the academic calendar. We want to clarify that the Union is not
currently negotiating with the department to change the academic
calendar and did not circulate or authorize the distribution of
this survey. If you have any additional concerns about this,
please contact us.
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.
Bargaining Unit 3 members met with State Representatives on Feb
21st, to confer on the academic calendar for the
teachers in the California Department of Corrections and
Rehabilitation, Office of Correctional Education.
The State team included the Superintendent and Deputy
Superintendent of Correctional Education.
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.
This has been a long and trying year for everyone in State
service. The fight for a contract we can all be proud of has been
long, hard and very frustrating. Did we get all that we
wanted? No. However, we did make significant progress in
our struggle to gain adequate recognition, compensation and
respect for our members.
After nearly eight months of negotiations, we have reached a tentative agreement with the state, early Saturday morning, on a contract we can all be proud of.
Below is a basic overview of what we won on compensation. This overview does not include any information on the non-economic improvements that were agreed upon, or how we plan on addressing some of the concerns we raised about the state’s conduct during bargaining. As we work to finalize and compile all of the tentative agreement we will send you additional details.
We have been in negotiations with the state for six months and
have reached agreement on many items. Our intention is to
continue to negotiate in good faith on all remaining terms.
However, we have not yet reached agreement on a livable wage
that values our work and respects the services we provide to all
Californians.
Local 1000 members provide valuable services to the state of
California and our communities. We believe everyone who works
hard for a living should be able to provide for their families.
Our bargaining team met with the state for the first time in
three months and ended the week frustrated by a continued lack of
movement by the state on key issues.
Earlier in the week, our team presented eye-opening information
illustrating the gender pay gap in state civil service. Our union
is 66% women and 34% men. The seven unions the state has reached
agreement with, overwhelmingly comprised of men, are paid a
staggering 43% more than Local 1000 members.
Our bargaining team worked hard today with the state’s
negotiators to achieve a common understanding of the state’s
Civil Service Improvement (CSI) initiative – a broad-based
strategy to reform civil service employment, including
recruitment, training, and a much-needed revamp of outdated
classification specifications.
Our team is working to solve some deep frustration with the
state’s slow progress and the lack of involvement with our union
to create a real plan with real timelines.
Our bargaining team met with state negotiators today for a
detailed discussion about the cost of retiree health care – one
of the key issues remaining to be settled as we work for a
contract we can all be proud of.
“We’re challenging the assumptions the state is using to
calculate the costs of this benefit and the share our members
will be asked to pay,” said Yvonne R. Walker, Local 1000
President.
Boosted by the actions in our workplaces over the last few weeks,
our bargaining team returned to the table today with state
negotiators and called for a pay raise that respects the valuable
services we provide to all Californians.
We reminded the state that in the months since we last bargained,
we heard from thousands of members who said at town halls and in
surveys that the state’s offer doesn’t recognize our hard work;
that working families shouldn’t have to live paycheck to
paycheck.
As we continue to take actions in support of a strong contract,
we are still fully protected by our existing contract. Each of
our hard-earned rights, achieved in past negotiations, is still
in force.
Our stewards are still providing real representation to enforce
our hard-earned rights. And as we show our strength and pledge
our support to take all Local 1000 authorized actions, management
will threaten and try to intimidate us in an effort to weaken our
cause. We’re not falling for it.
During the past months that your bargaining team met with the
State, the reaction of the State’s negotiation team was one of
disinterest. And, after passing what they determined to be their
“best offer,” they just walked away from the table.
I’m writing to you with a very important message about contract
negotiations.
During our July 30 executive session, our SEIU Local 1000 Board
of Directors voted unanimously to authorize a statewide
membership vote on any and all concerted actions, up to and
including a strike, in support of bargaining our contract.
In short, we are exploring every option available to win a
contract we can all be proud of.
After three months of bargaining in good faith, our negotiations
with the state have reached a crossroads. In an era of healthy
state finances, our bargaining team feels that the state’s offer
does not meet the priorities that you shared with us through town
halls and bargaining surveys.
Beginning Friday July 8, we’ll be holding a series of town
halls up and down the state where members will hear the details
of the state’s offer and have an opportunity to share their
thoughts and opinions.
Your actions are working and making the difference at the
bargaining table!
After CalHR Director Richard Gillihan insulted us and said we
were only worth a 10% increase over four years and a
3.5% contribution to retiree healthcare, you stepped up the
pressure and took immediate action. We responded the next day by
holding worksite actions up and down the state and flooding
Gillihan’s phone with the message that we are worth MORE than 10%
and we will not stop until we get a great contract.
It worked. Our collective action pushed the state.
Our Unit 3 bargaining team met with state negotiators Monday,
June 13 and came away committed to continue pressing forward
after the state rejected the compensation proposals we presented.
We’re also pushing for resolution on a coaching stipend proposal
for our three special schools—Schools for the Deaf in Fremont and
Riverside and the School for the Blind in Fremont. The
stipend hasn’t been changed in 30 years and is well below the
standard for other public and special schools.
Our Unit 3 bargaining team went to the table with the state today
in a productive session where we continued to advocate for the
professional status of our employees.
In a productive day of negotiations, our Local 1000 bargaining
team made significant advances Saturday, moving more of our
members’ priorities into the contract and fine-tuning proposals
to maximize our rights and protections.
In a special bargaining session with the state today we won a
huge advance for our members who work at the State Special
Schools and Diagnostic Centers.
We signed a tentative agreement that allows 10-month employees to
accrue and schedule their time off in the same manner as other
state employees—at their discretion, and without having to use
leaves to reach their obligation to a certain number of work
hours over the 10-month period.
Our Local 1000 bargaining team returned to the master table today
for the first time after thousands of members gathered Wednesday
at the state capitol to rally for a great contract.
We met with the state briefly to review and understand the scores
of proposals previously presented by Local 1000, and still
requiring a response from state negotiators.
The day after our rally–with thousands of participants–shook
the Capitol and put the state on notice that we will not roll
over, our Unit 3 bargaining team went to the table to protect and
enhance the rights of our members.
In complete disregard for the important work that we do and the
vital services we provide to California, the state today flat-out
rejected our salary proposals.
The Unit 3 bargaining team returned to the table today and
continued to press the state on issues related to compensation
and working conditions.
The state remains silent about the comprehensive salary proposal
we presented 30 days ago. A key priority for the Unit 3
bargaining team, the proposal would place all Unit 3 members in a
public-school type range and step salary schedule with no
reference to geographical area. Our team will continue to fight
to achieve this important pay structure for Unit 3 members.
The Local 1000 bargaining team met today in a special bargaining
session with the state to continue discussions on a proposal we
gave them at an earlier bargaining session.
The proposal would affect those members working at CDE’s State
Special Schools and Diagnostic Centers on a ten-month agreement,
enabling them to accrue and use leave time the same as other
state employees.
Over the past four weeks of negotiations, our bargaining team has
presented our proposals on the themes of working conditions,
health and safety, leaves and upward mobility. All of this has
built to this week’s theme: compensation.
Unit 3’s bargaining team went to the table today and gave the
state two proposals of high importance to our members. Today was
the culmination of months of work on these compensation issues
and we have made a clear case to the state that we expect action
to ensure our members are treated fairly and respected as
education professionals.
Unit 3’s bargaining team went to the table today during National
Educator’s Week, to remind the state of the incredible wealth of
knowledge and experience our unit’s teachers employ as they
provide education to some of the state’s most vulnerable
populations.
At a table decorated with bright red apples to commemorate the
week, we urged the state to value us for our profession and to
respect our professional development. At our request, the state
brought a representative from each of the six departments where
Unit 3 members work.
Local 1000’s Unit 3 bargaining team met with state negotiators
for the first time today, representing the interests of the
Professional Educators and Librarians we represent.
The team shared their diverse backgrounds and deep job experience
with the state’s negotiators, describing the work they do to keep
California moving forward, healthy and strong.
Today’s session focused on improving working conditions for our
members, and ensuring their goal to maximize the educational
opportunities for their students.
Local 1000’s bargaining team met with the state today in our
first day of contract negotiations – backed by thousands of our
members who “purpled up” and participated in worksite actions up
and down the state in support of a great contract.
The Local 1000 contract expires on July 1, and the entire union
is mobilizing, gathering resources and building member power. We
begin negotiating with the state in April, so our 63-member
bargaining team is in place and deep in preparations, training
and strategizing to bring the 95,000 state workers we represent
the best contract we’ve ever had.
As we prepare for 2016 Contract Negotiations, state employees all
over California are getting ready to step into the arena and
fight for a good contract. We will need an active and
informed membership to do battle at the bargaining table, at the
ballot box, and in the legislative budget battles to fund state
services.
This is no time to sit on the sidelines. It’s Our
Union. Our Union. Our Future.
To all those who make up the family of Bargaining Unit 3:
On behalf of the members of the Bargaining Unit Negotiation
Committee (BUNC) and the members of the Statewide Bargaining
Advisory Committee (SBAC), I extend to you all our best wishes
for a happy holiday season and a prosperous New Year.
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.
Many of our new teachers come from environments that have portrayed unions as a bad influence on the political and social landscape. They have not learned that the United States is a free society because of the existence of strong unions and an educated middle class. Many don’t have the influence of friends or family, who have known someone injured in a factory or mill because of unsafe machinery. Many don’t know about the work and time it took to influence changes in laws and to develop the structure of the modern day unions.
BU3 includes about a thousand correctional librarians and
teachers, about four hundred State Special Schools educators,
about a hundred teachers in hospitals and developmental centers,
about a dozen teachers in the Orientation Center for the Blind,
and a handful of teachers working in the Starbase Academy
program, employed by the California Military Department.
Local 1000 members at the California School for the Deaf (CSD)
took action to protest unfair coaching salary schedules that have
deaf coaches being paid less—sometimes as little as half—than the
salaries of their hearing counterparts at other schools. During
the CSD Fremont homecoming game against rivals CSD Riverside on
October 17, members created an organized presence, setting up a
booth and handing out “Support Our Coaches” stickers and fliers
to call attention to the unequal pay.
Our 2015 legislative agenda—a yearlong effort to make politics
matter for our members and all Californians—was capped this week
when Gov. Brown signed the Local 1000-supported Senate Bill 343
into law.
Titled “CDCR Librarians and Inmate Community College Incentives,”
the new law adds Unit 3 librarians to the CDCR rehabilitation
team and reflects their role in preparing prison inmates for
successful parole. The bill also adds incentives for the
completion of two- and four-year college degrees.
BU 3 includes about a thousand correctional librarians and
teachers, about four hundred State Special Schools educators,
about a hundred teachers in hospitals and developmental centers,
about a dozen teachers in the Orientation Center for the Blind,
and a handful of teachers working in the Starbase Academy
program, employed by the California Military Department.
Our 63-member Bargaining Unit Negotiating Council (BUNC) recently
spent three days training intensively for upcoming contract
negotiations. Local 1000’s contract expires July 1, 2016 – just
ten months from now.
Bargaining strategies and tactics were key topics, along with
discussions about member engagement. The focus: honing the skills
necessary to negotiate a fair contract that protects our
hard-earned rights from previous contracts while improving our
wages, working conditions and benefits.
Nearly 200 bargaining representatives from across the state voted
this weekend to elect Local 1000’s 63-member Bargaining Unit
Negotiating Council (BUNC). These member activists and leaders
will be responsible for negotiating the successor contract. The
current contract expires July 1 of 2016.
Representatives from each of the nine state bargaining units met
Saturday afternoon and evening to elect their bargaining teams.
Every year, by November 15, the Office of Correctional Education
(OCE) proposes calendars for the following academic year.
Last year, OCE agreed to work collaboratively with BU 3 rank and
file members to develop the 2015/2016 calendars based on the
interests of education management, custody, and teachers.
Increased membership and a growing spirit of activism at the
California School for the Deaf in Fremont (CSDF) led to a major
organizing win for Local 1000 members there. When management
tried to change the school’s academic calendar without employee
input, members stood together and pushed back. All of the union’s
demands were met, demonstrating that the greater our numbers, the
greater our power.
A special message in honor of Teacher Appreciation Day from
John Kern, Chair of Bargaining Unit 3’s Statewide Bargaining
Advisory Committee
May 5, 2015 is Teacher Appreciation Day. Local 1000 appreciates
the contributions of its teacher members in Bargaining Unit 3 and
is proud to recognize and celebrate you today.
A bill to expand the role of prison librarians passed a key
legislative committee with strong bipartisan support after Unit 3
members worked statewide to rally support for the legislation.
The Senate Public Safety Committee passed SB 343 on April 21 with
bipartisan support. The bill, carried by Sen. Loni Hancock
(D-Berkeley), would enhance literacy programs for prison inmates
by expanding the role of prison libraries and librarians. The
bill would also expand the incentives for inmates to complete
college degrees.
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.
CDCR’s Office of Correctional Education just came out with its
new academic calendar for 2015/2016. Prison teachers in
Bargaining Unit 3 are gaining new scheduling flexibility in the
2015-16 academic year as a result of Local 1000’s persistent
advocacy efforts. The new calendar retains 208 instructional
days, eight staff development days and four quarterly teacher
workdays, but the prison schools will stay open a few more days
per year, allowing individual teachers to choose some of the
instructional days.
The academic calendar for Division of Juvenile Justice (DJJ)
teachers has been released. The calendar is for the
academic year that starts August 1, 2015.
To see and download next year’s academic calendar,
click here.
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:
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.
The state’s prison librarians, who perform some of the most
complicated duties of any librarians in California, are
organizing to update their nearly 40-year-old job specifications.
A recently completed survey of more than 300 prison educators
provided Local 1000 with some valuable feedback about ongoing
initiatives and working conditions within state facilities.
The survey demonstrates that the overall, the sentiment of the
respondents is that CDCR’s efforts to improve educational
opportunities for prisoners are heading in the right
direction.
Local 1000 looks forward to collaborating with CDCR to further
rebuild and improve prison education.
Local 1000 Educators …
… broadly support the Voluntary Education Program (VEP) model
The California Department of Corrections and Rehabilitation
(CDCR) has implemented the Realignment Wave 5 layoff process. The
layoff date will be effective September 30, 2014. CDCR sent over
800 SROA letters out to Local 1000 members across the
state.
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.
Contract implementation and fighting for working families were
the focus of a recent gathering of Local 1000’s Statewide
Bargaining Advisory Council – held Feb. 8 and 9 in Manhattan
Beach. More than two hundred elected Local 1000 members attended
– our unit bargaining teams, along with other District Bargaining
Unit Representatives (DBURs) and Classification Bargaining Unit
Representatives (CBURs).
Contract implementation and fighting for working families were
the focus of a recent gathering of Local 1000’s Statewide
Bargaining Advisory Council – held Feb. 8 and 9 in Manhattan
Beach. More than two hundred elected Local 1000 members attended
– our unit bargaining teams, along with other District Bargaining
Unit Representatives (DBURs) and Classification Bargaining Unit
Representatives (CBURs).
Please support educators in Bargaining Unit 3 by participating in
a survey which will guide the future of educational programming
in CDCR.
In 2011, a survey of teachers by SEIU Local 1000 led to progress
through policy and legislation. SB 1121 became law at the
beginning of 2013 and requires the involvement of credentialed
educators in inmate student assignment decisions.
Help us shape our educational system by taking the survey.
Sulghi Hong has accepted the position of District Bargaining Unit
Representative (DBUR) for District Labor Council (DLC) 742, which
is located in Fremont and represents more Bargaining Unit 3
members than any other DLC in the state. DBURs are elected in
each DLC to represent the interests of the unit during bargaining
and representation. During the 2013 contract negotiations, Sulghi
came to the Unit 3 bargaining table in May to help present
proposals the team made regarding CDE salary schedules.
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.
