Unit 3: Professional Educators and Librarians
Unit 3
Professional Educators & Librarians
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)
Unit 3 Bargaining Updates
Highlights from Unit 3 Tentative Agreement
Early Saturday morning, the SEIU Local 1000 bargaining team reached an overall Tentative Agreement with the State. If ratified, the contract would significantly raise the wage floor for tens of thousands of state workers. It represents the largest three-year contract in Local 1000 history.
At the master table, we negotiated a retroactive pay raise for all employees, won retroactive special salary adjustments for more than 300 job classifications, maintained the health care stipend with no expiration date, reduced the pre-retirement (OPEB) funding, secured a health facility retention payment, and added, changed, or preserved a number of skill-based differentials, allowances, and other reimbursements that factor into our state income. Our general salary increase, our wage equity increase, and our unit-based Special Salary Adjustments are retroactive to July 1, 2023.
Here are the highlights from the Unit 3 (Professional Educators and Librarians) bargaining table:
7 different classifications in Unit 3 received pay increases of 5% (11.1.3 Special Salary Increases). These increases are on top of the general salary increase, retroactive to July 1, 2023, and pensionable. You can read a complete list of classifications affected by these increases here.
We won a new language that pays a $500 differential to 3 teaching classifications at the Porterville Developmental Center (XX.XX.3).
Coaches and assistant coaches at our Special Schools, in four different groups, will receive an increased Coaching Differential (22.10.3) of approximately 10%
We preserved the Bargaining Unit 3 Classification and Compensation Committee (5.19.3). It’s an avenue to discuss compensation, credentialing, and the broader issues impacting recruitment and retention.
We maintained the employer’s health benefit contribution (9.1.3) for each employee for an updated amount equal to 80%, depending on Party Code.
Unit 3 employees will now enjoy the greater latitude to schedule medical appointments during the work day with an updated Hours of Work section (19.1.3)
Contract section 21.12.3 Student Discipline continues to engage the Union and the State together in the development of a written discipline program.
Stronger language in 21.25.3- Work Assignment Notification firms up management timeliness and ensures a more legitimate written explanation is provided to employees when change happens. A similar contract section 22.3.3 also has stronger language to ensure that Unit 3 members in Special Schools are getting noticed of work assignment changes as soon as possible.
Expanded language in 22.1.3 – Discipline and Discharge-Special Schools allows employees to have a support person and, if needed, reasonable accommodations during a disciplinary meeting with their employer as defined by the Americans with Disabilities Act.
Employees at the California Department of Corrections and Rehabilitation (CDCR)/Office of Correctional Education (OCE) are now granted greater input into the creation of the 220 Day Academic Year calendar. (25.1.3)
We expanded language to allow Unit 3 employees greater planning and control of their individual development programs and career improvement. (25.7.3)
We won substantially new and improved salary schedule placement language for vocational instructors. The contract section (25.13.3) recognizes their professional skills and places them on the salary schedule accordingly.
This email summary shares highlights from the Unit 3 table; you may have already received the email recap from the master table. During the ratification process, you’ll be able read and learn more detail about the Tentative Agreement. Besides email, we’ll be posting information about our Tentative Agreement on our Contract Action Center page.
What happens next?
To become a contract, our Tentative Agreement must go through a number of steps in order to become law and the document that governs our working relationship with the State. Those steps include approval by the Statewide Bargaining Advisory Committee, a ratification vote by Local 1000 membership, legislative approval, and the Governor’s signature. Click here to read more about what steps we’ll be taking.
Bargaining Unit 3 Recap: Tuesday July 18, 2023
Our Unit 3 bargaining team continues to work collaboratively with the State to advance the interests of those Professional Educators and Librarians we represent. And, collaboration is a central theme to our negotiations: our proposals are crafted to foster a better working relationship with management.
Our goal in many cases is incremental change. In some cases, we’ve gone back and forth four or five times in an effort to improve working conditions and collaboration. We want our final negotiations to be more easily interpreted, more widely executed, and if necessary, easy to enforce. Words matter!
Negotiations will continue on an irregular schedule; we’re ready to continue bargaining anytime, but we’re slowed because the State doesn’t share our sense of urgency.
Still at issue: proposals for class size, work assignments, academic year modification, and credits for salary advancement, plus those economic proposals that have been moved to the master table.
Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.
What actions can I take to win a good contract?
As the bargaining team works to achieve meaningful progress at the table, it’s important that we keep our focus on Union solidarity and strength building. In order for our demands to be heard, SEIU Local 1000-represented employees need to stand together. So, we encourage you to sign up for our next action on July 25, 26, and 27 when we picket CalHR in Sacramento. Click here to register.
Unit 3 bargaining update for July 13, 2023
Your Unit 3 bargaining team is reaching out to give you an update on our negotiations on behalf of the Professional Educators we represent. Our last Unit 3 bargaining session with the State was on June 27. A number of Unit 3 proposals are still outstanding, and another group of Unit 3-related proposals—largely economic—are being negotiated at the master table.
Here are some things you need to know:
Where does bargaining go from here?
Watch this July 13 video message from Irene Green,
Local 1000 Vice President for Bargaining.
Unit-specific bargaining, along with negotiations at the master table, are being scheduled on a day-to-day basis. When there’s activity at the table, we’ll email and post the results, often on the same day. Click here to read all the recaps of bargaining activity.
What is the status of our contract?
As you know, we have not yet reached an overall tentative
agreement on a new contract with the State. Our rights are still
protected under the terms of our previous contract, which expired
on June 30. Please remember that the $260 health care stipend had
a June 30 sunset clause, and will not be included in your August
paycheck. That issue is part of our current negotiations.
You can read about your current contract rights in this mobile-friendly, searchable database.
What actions can I take to win a good
contract?
As the bargaining team works to achieve meaningful progress at
the table, it’s important that we keep our focus on Union
solidarity and strength building. It’s true, that in order for
our demands to be heard, Local 1000-represented employees need to
stand together. More than ever, taking action in the workplace is
an important show of strength. More actions will follow, but
stand up now for a contract that Respects Us! Protects Us! and
Pays Us!
Stay informed with all the bargaining news at our Contract Action Central web page.
Bargaining Unit 3 Recap: Tuesday, June 27, 2023
Having discretionary leave time for Unit 3 teachers, who work a rigid schedule, is important to maintain a work/life balance. Towards that goal, our team pushed hard for contract language that would grant that leave to our Professional Educators and Librarians.
Earlier today, the plight of Local 1000-represented employees was captured in a Sacramento Bee news report. Click here to read this compelling story, which includes one of our Unit 3 employees.
Today we worked on five different contract sections, and the State was unwilling to make any changes. We discussed a scheduling flexibility that’s reasonable and available to other units, and despite our efforts to find some latitude, our proposals were rejected. Ironically, our Unit 3 team has been bargaining this week during their contract-mandated vacation time.
Through a rollover agreement, we were able to preserve contract section 22.4.3, Personal Leave. In addition, other sections regarding leaves remained unchanged.
In all, we reached agreement on 21 different contract sections, all rollover language that maintains our previous contract wins:
- 8.21.3 9-12, 10-12, and 11-12 Leave (Unit 3)
- 8.28.3 Educational Leave (Unit 3)
- 25.3.3 Educational Leave (Unit 3)
- 25.5.3 Vacation/Annual Leave (Unit 3)
- 22.4.3 Personal Leave Days – Special Schools (Unit 3)
- 16.6.3 Special School Teacher Layoff (Unit 3)
- 17.12.3 Retirement Systems: State Teachers’ Retirement System (STRS) and Public Employees’ Retirement System (PERS) (Unit 3)
- 22.5.3 Extra Duty Assignment – Special Schools (Unit 3)
- 23.1.3 Purpose (Unit 3)
- 23.2.3 Academic Work Year (Unit 3)
- 23.3.3 CDCR-DJJ Academic Calendar Annual Modification (Unit 3)
- 23.4.3 Additional Instructional Assignments (Unit 3)
- 23.5.3 Thirty (30) Day Summer Session Leave (Unit 3)
- 23.6.3 Education Leave (Unit 3)
- 23.7.3 Holidays (DJJ/CEA) (Unit 3)
- 23.8.3 Vacation (Unit 3)
- 23.9.3 Personal Necessity Leave (Unit 3)
- 23.10.3 CDCR, DJJ, Academic Teacher/Vocational Instructor Salary Schedule (Unit 3)
- 23.11.3 Credits for Salary Advancement (Unit 3)
- 23.12.3 INTENTIONALLY EXCLUDED
- 23.13.3 Bargaining Unit 3 Teacher Service Credit (Unit 3)
You can read the details of these and all current contract articles at contract.seiu1000.org
Still outstanding: A number of proposals that affect our working conditions and our pay. Our contract expires Friday, and Unit 3 is on call to meet again on short notice. When there’s a bargaining session, you’ll read about it here first!
To see updates on other bargaining unit contract sessions, please visit the Contract Action Center page at seiu1000.org
Winning a good contract starts with you. Don’t just belong to the Union, participate. Sign up for our Silent Protest March in Sacramento on June 29.
Bargaining Unit 3 Recap: Saturday, June 24, 2023
SEIU Local 1000 bargaining team members are among our most committed Union activists; lots of prep, including a review of every town hall comment and bargaining summary. Your Unit 3 team continued those efforts with a rare Saturday bargaining session and is reporting additional progress with just a week to go before our contract expires.
In today’s session, we reached tentative agreement to roll over five contract sections from previous contract wins:
- 11.19.3 – Recruitment and Retention Differential
- 22.8.3 – State Special Schools Family Crisis Leave
- 25.6.3 – Personal Necessity Leave
- 25.8.3 – 220 Day Academic Work Year
- 25.10.3 – CDCR, OCE, 220 Day Academic Work Year – 4/10/40
The last two of these five agreements govern key parts of our work: the length of the school year, along with the length of time we work during that school year.
You can read the details of these and all current contract articles at contract.seiu1000.org
Still at issue: Our academic calendar (identified by our members as one of their key priorities). Our negotiations are nearly complete on this, and we hope to report progress next week.
Unit 3’s next meeting with the State is Tuesday, June 27. To read about what happened in our other bargaining 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 29 Silent Protest March at the Capitol in Sacramento here.
Bargaining Unit 3 Recap: Tuesday, June 20, 2023
Our Unit 3 team is making thoughtful progress for the Professional Educators and Librarians we represent, as we work to improve their economic status and the working conditions they face.
“We have more than a dozen proposals we’re close to reaching agreement with the State on,” said Bob Holtz, Unit 3 Bargaining Chair. “Our team is being thorough and rigorous in our approach to move us closer to achieving a good contract.”
Today, we received five counterproposals from the State and presented five counterproposals of our own. In addition, we presented a proposal to continue contract section 5.19.3, the Bargaining Unit 3 Classification and Compensation Committee, which allows us to keep working on pay parity and equity for a variety of classifications. And, we presented a proposal for several Special Salary Adjustments (SSA).
Still at issue: the academic calendar. This important contract section defines work schedules and leaves opportunities for the entire school year for our teachers. Over time, Unit 3 has lost its voice in developing the calendar, and it’s now unilaterally implemented by the Office of Correctional Education (OCE).
“The simple fact is that OCE needs teachers to implement and run their programs,” said Barbara Wheeler, Unit 3 bargaining team member. “They are either given the time off that they need, or they will take the time that they need. Educational programs would suffer and more importantly, the students will suffer.” Negotiations on this issue are still underway.
Here’s an example: Starting Monday, this year’s calendar has a two-week vacation break scheduled. Without a union voice in creating it, it’s inflexible and difficult to create exceptions.
But our Unit 3 bargaining team is committed and will be bargaining through this vacation to ensure a good contract for those they represent.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 3 returns to the table next week, on Tuesday, June 27. However, with just ten days remaining until our contract expires, bargaining sessions could happen at any time.
To keep updated, and 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 22 Rally at the Governor’s Office in Los Angeles here.
Bargaining Unit 3 Recap: Tuesday, June 13, 2023
Our Unit 3 bargaining team has experienced six frustrating weeks where its intention to work collaboratively to advance the interests of our represented employees has been frustrating. We’ve made a number of proposals and had numerous discussions with little progress and very few answers.
Today, the logjam broke wide open, and our Unit 3 team is still frustrated.
“The State dumped more than 20 responses on us today, including some rejections, some counterproposals, and some proposed agreements, “said Bob Holtz, Unit 3 bargaining chair. “It’s a lot to process and deliberate about, and we’re unclear as to why the State’s doing this.”
“Typically, bargaining is a back-and-forth process every week. We need time to be thoughtful and to protect the rights of our members,” added Holtz.
A number of Unit 3’s economic proposals have been moved to the master table for negotiations. In the coming week, our team will parse out the State’s responses, and we’ll report our progress in upcoming summaries.
Unit 3’s next meeting with the state is Tuesday, June 20. To read about what happened in our other bargaining 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 22 Rally at the Governor’s Office in Los Angeles here
Bargaining Unit 3 Recap: Tuesday, June 6, 2023
We’re reporting some good progress today at the Unit 3 bargaining table. Our Professional Educators and Librarians will benefit from the agreements we reached today, and we hope to continue those advances with some new proposals.
“In every case, we’re focused on the working conditions of our represented employees and their professional status,” said Unit 3 Chair Bob Holtz. “We are working collaboratively with the State to ensure situations that provide good outcomes for both parties.”
We reached tentative agreement with the State on three contract sections:
We rolled over section 21.16.3 – Professional Responsibility, protecting existing rights.
We added new language to 19.1.3 – Hours of Work. It’s a big win for Unit 3 because it adds language that allows the possibility of time off during student contact hours. This is an opportunity to achieve a greater work/life balance that the contract didn’t afford us before.
We also added new protections for our represented employees at the State Special Schools. We agreed on 22.1.3 – Discipline and Discharge. New language compels management to provide reasonable accommodations during representational discussions. The current contract ensures members who have needs for communications assistance—ASL interpreters for example—will receive that support during potential disciplinary discussions.
In addition, Unit 3 presented stronger language in two current contract articles:
We’re proposing that section 21.14.3 – Non-Instructional/Teacher Preparation Time – would specify a one-hour block of uninterrupted prep time for Unit 3.
New language in section 21.11.3 – Class Size – calls for an advisory committee to develop appropriate class sizes for all students served by our Unit 3 workers. As always, our goal is to ensure best practices to better serve students in a diverse population and create the best possible outcomes.
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 3’s next meeting with the State is Tuesday, June 13. To read about what happened in our other bargaining 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 3 Recap: Tuesday, May 30, 2023
Unit 3—representing Professional Educators and Librarians—continued its efforts today to demand the respect and the pay that’s due to our members. It’s a key theme we’re using to guide our negotiations with the State to raise the principles and practices that govern our work to the level enjoyed by the broader educational system across California.
“We are providing quality educational services and deserve the recognition that’s accorded other members of our profession,” said Bob Holtz, Unit 3 Bargaining Chair.
Our focus today was to provide a more appropriate salary for the Teacher Specialists we represent, who work in the state’s diagnostic centers providing services for some of the most under-served kids in the system who face the most significant educational and developmental challenges. We’re also asking for a salary schedule that offers a greater incentive for career longevity.
Today’s Subject Matter Expert (SME) was Heather DeFelice, a Teacher Specialist in the SoCal diagnostic center, who spoke about why a more competitive salary was reasonable to solve recruitment and retention issues for a job that demands five years of experience and two advanced degrees.
“The gap between the salary of Diagnostic Center Teacher Specialists and school district specialists has widened. In general, we make less than the educators we support. Many of us have stayed because we believe in the mission, but we are paid more similarly to new graduates and now more of our teacher specialists are thinking about returning to neighboring school districts,” said Heather in her presentation to the State.
Heather’s testimony was in support of Article 22 and our efforts to increase pay at Special Schools, and we’ve had a number of SMEs in to speak on the topic.
We continue to focus on reaching agreement on sections relating to our Unit 3 members’ hours of work and work assignments. Those discussions are moving forward, incrementally. We also received some counter proposals from the State on several additional proposals, which we’ll review.
Finally, we reached tentative agreement with the State on section 22.2.2 – Academic Year-Special Schools, which we proposed as a roll over to continue previous contract protections.
You can review each of our current contract articles online at contract.seiu1000.org
Unit 3’s next meeting with the State is scheduled for Tuesday, June 6. To read about what happened all of our bargaining efforts, 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.
https://secure.everyaction.com/DCclifXEAEyilCBI63-m9Q2
Bargaining Unit 3 Recap: Tuesday, May 23, 2023
Unit 3’s bargaining team launched its efforts to secure recognition for the professionalism and commitment of its represented employees five weeks ago, promising a collaborative and responsive environment; today, the State responded and Unit 3 enjoyed one of its most productive sessions.
The State returned six counter offers to proposals we’ve presented in previous bargaining sessions, and we had a robust discussion to ascertain the State’s concerns while keeping the focus on our intent to protect our members.
At the core of the discussion were three key contract sections that speak to the heart of professional recognition of our Unit 3 workers:
- 19.1.3 – Hours of Work
- 21.25.3 – Work Assignment Notification
- 25.1.3 – CDCR, OCE 220 Day Academic Year Annual Modification
“Language and intent are important in these negotiations; too often, the lack of clear language finds different and often incorrect interpretations of our contract that create unnecessary stress and effort to fix, which takes us away from the job,” said Unit 3 Chair Bob Holtz.
The State tells us that “it’s being handled well,” yet we know differently. The State often uses confusing language to their advantage, and they resist our efforts to involve stakeholders in finding solutions.
“They don’t treat us as professionals; they don’t respect our FLSA-exempt status,” said Unit 3 team member Barbara Guzman. “We’re serious about every section of the contract, even rollover language because words and their interpretation matter.”
“A busy day at the table is a good sign,” said Holtz. “When we’re talking with the State, we’re making progress, incremental change.”
And, additional progress today: We reached tentative agreement with the State on two rollover sections, preserving two of our previous contract wins:
- 22.6.3 – Tenure, Special Schools
- 22.9.3 – Salary Schedule (State Special Schools and Diagnostic Centers) (Unit 3)
Unit 3 returns to the table next week, on Tuesday, May 30. To see updates on other bargaining 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 3 Recap: Tuesday, May 16, 2023
It was a busy day at the Unit 3 bargaining table as we continue our work, demanding recognition for the quality of work and commitment of our Professional Educators and Librarians.
Local 1000’s represented employees provide vital service to many Californians, and today’s work at the table focused on lifting up our sisters and brothers at the California Special Schools. Put simply, their dedicated work changes the lives of those they serve in remarkable ways.
We utilize Subject Matter Experts to lift our represented employees off the page. Today, the State team was provided a deep look into the culture and climate of the Deaf community and the challenges they face.
Landen Gonzalez is a senior at the Fremont School for the Deaf and spoke about how his experience as a student is allowing him an opportunity to thrive, flourish, and develop as a whole person.
Ty Kovacs is a teacher in Fremont and spoke to the State about the gap between Deaf children who are able to experience the dual culture of hearing and hearing impaired. “I was able to live and learn American Sign Language and English at the same time, but I had peers who weren’t similarly exposed and suffered an isolating and often traumatic experience.”
“Lack of immersion in both cultures affects the social and emotional intelligence of students and parents alike,” added Kovacs. “Without a Deaf school, there’s no community, and we all lose.”
With that passionately delivered background, Unit 3 proposed a big economic package of contract sections from Article 22 – State Special Schools.
We’re demanding respect for our represented workers there. Teachers at Special Schools are paid $100 less, per day, than similar educators in state service. We identified the huge disparity of the cost of living between Fremont, Riverside, and other Diagnostic Centers, and proposed a solution. Here’s a more detailed examination:
We proposed new contract language in two sections, recognizing the contributions of our represented employees at the state’s Special Schools:
- X.X.3 State Special Schools Recruitment and Retention Differentials (Unit 3)
- XX.XX.3 Fremont School for the Deaf, Blind and Albany Rehabilitative Center Housing Allowance (Unit 3)
We proposed stronger contract language in the following contract sections:
- 22.1.3 Discipline and Discharge – Special Schools (Unit 3)
- 22.2.3 Academic Year – Special Schools (Unit 3)
- 22.3.3 Work Assignment Notification – Special Schools (Unit 3)
- 22.5.3 Extra Duty Assignment – Special Schools (Unit 3)
- 22.10.3 Coaching Advisor Differential (Unit 3)
- Unit 3 Teachers Salary Schedule California Schools for the Deaf and Blind Fremont and Riverside (Unit 3)
We proposed the following contract sections as “rollover,” preserving existing rights:
- 22.6.3 Tenure – Special Schools (Unit 3)
- 22.9.3 Salary Schedule (State Special Schools and Diagnostic Centers) (Unit 3) with robust changes, an enhanced salary schedule that expands steps and ranges and respects time in service.
In other business, we reached tentative agreement with the State on three sections that continue our contract rights:
- 13.10.3 Education and Training (Unit 3)
- 21.12.3 Student Discipline (Unit 3)
- 21.13.3 Student Class Assignment (Unit 3)
You can read the details of these and all current contract articles at contract.seiu1000.org
Unit 3’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 23. To read about what happened in Tuesday’s other bargaining 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 3 Recap: Tuesday, May 9, 2023
It’s Teacher Appreciation Week across the nation, and in today’s Unit 3 bargaining session, our Professional Educators and Librarians took a moment of privilege to celebrate by sharing personal stories of how teachers impacted their lives and encourage State negotiators to do the same.
Unit 3’s Sue Knapp is the daughter of a teacher who encouraged her students to explore and enjoy the power of curiosity. Bargaining Unit 3 Chair Bob Holtz built a home in high school and turned it into a career, and team member John Richards talked about how being an educator demands a mix of art and science and that’s how they all make a positive impact on their students.
Our bargaining team continued to press the State for advances in our contract that respect the professional experience and expertise our represented teachers and librarians bring to state service.
We reached agreement on four contract sections – each a step towards our demand for the state to Respect Us! These are “rollover” sections from previous contract wins, preserving our rights.
- Article 9.19.3 – Light/Limited Duty Assignments
- Article 10.19.3 – Positive Behavioral Support Training
- Article 19.19.3 – Work Week Group E or SE
- Article 21.15.3 – Off-Site Teacher Preparation Time
The seven contract articles listed below were proposed as “rollover” language; the State is reviewing them. Here, too, we’re working to preserve contract language already in existence.
- Article 11.19.3 Recruitment and Retention Differentials (Unit 3)
- Article 13.10.3 Education and Training (Unit 3)
- Article 25.10.3 CDCR OCE 220 Day Academic Work Year 4/10/40
- Article 21.12.3 Student Discipline (Unit 3)
- Article 21.13.3 Student Class Assignment (Unit 3)
- Article 25.6.3 Personal Necessity Leave (Unit 3)
- Article 25.8.3 220 Day Academic Year (Unit 3)
You can review each of our current contract articles online at contract.seiu1000.org
A number of proposals are in play—our team and the State are going back and forth on a number of outstanding provisions. As with all our negotiations, we’re working collaboratively to find agreement that achieves the contract priorities of our members.
We look forward to an appearance next week by our Unit 3 brother Ty Kovacs, who works at the Fremont School for the Deaf, who will represent the state special schools as we discuss Article 22 with the State.
Unit 3’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 Tuesday’s other bargaining 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 3 Recap: Tuesday, May 2, 2023
Our Unit 3 Bargaining Team completed its third week of unit-specific negotiations on behalf of our Professional Educators and Librarians, making what the team is calling “one-sided progress.”
“Each week, we’re coming to the table ready to move the relationship between employee and employer forward, to secure both recognition and reward for Unit 3 … but the State isn’t fully engaging with us,” said Unit 3 Chair Bob Holtz. “It seems like there are no decision makers present at our sessions.”
Only one tentative agreement was reached today, article 13.6.3, which governs performance appraisals. Our team has a backlog of proposals already presented which the State hasn’t responded to.
Forging ahead, our team proposed to “rollover” (preserve current contract language) the following four articles:
- 9.19.13 Light Limited Duty
- 10.19.3 Positive Behavior Support Unit 3
- 19.19.3 Work Week Group E or SE (Unit 3)
- 21.15.3 Off-Site Teacher Preparation Time (Unit 3)
We proposed language changes for the following articles:
- 8.28.3 Education Leave (Unit 3) – expands eligibility for educational leave to all Unit 3 represented employees
- 21.25.3 Work Assignment Notification (Unit 3) – provides for more consistent communication in line with best practices of the educational community
- 25.7.3 Credits for Salary Advancement (Unit 3) – allows employees greater planning and control of their individual development programs and career improvement
You can review each of our current contract articles online at contract.seiu1000.org
Unit 3’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 9. To read about what happened in Tuesday’s other bargaining 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 3 Recap: Tuesday, April 25, 2023
In their second week of unit-specific negotiations, the Unit 3 Bargaining Team met with the State today to move items that demand additional respect for the professional status of the Professional Educators and Librarians we represent, along with economic improvements.
Key among today’s proposals was a modification of Article 25.13.3 – which governs salaries of Academic Teachers and Vocational Instructors at CDCR. Our proposed changes include a single salary schedule that doesn’t differentiate between institutions in the “north” and “south” of the state; and inclusion of prison librarians on the same schedule.
“These changes are our demand for professional respect,” said Bob Holtz, Unit 3 Chair. “Whether it’s lifting up librarians, having the vocational instructors recognized for their experience, or paying a classification the same wage regardless of where the work is performed. This, too, will help to alleviate the recruitment and retention problems we face.”
Proposed changes in two more contract articles further respect and reinforce the professional status of the Unit 3 employees:
- Article 25.2.3 – CDCR, OCE Additional Instructional Assignments
- Article 19.1.3 – Hours of Work
“Here, our demand is that we are recognized as exempt employees; that our 8-hour days/40-hour weeks, and our job descriptions are our ‘work product’ and that managers and supervisors can’t make additional assignments without additional pay for that work,” explained Holtz.
The team also worked to strengthen and streamline the language in two articles that govern the review process (Articles 21.16.3 and 13.6.3).
Unit 3’s team reached tentative agreement with the State on three existing contract articles that preserve our hard-earned rights.
- Article 15.4.3 – Employee Opportunity Transfer
- Article 25.9.3 – Teacher Service Credit
- Article 21.17.3 -Recognition of Authorship
You can review each of our current contract articles online at contract.seiu1000.org
Unit 3’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2. To read about what happened in Tuesday’s other bargaining 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 3 Recap: Tuesday, April 18, 2023
Our Unit 3 Bargaining Team—representing Professional Educators and Librarians—met with the State today in their first, unit-specific negotiations.
“Today, we set the table for a contract campaign that is responsive to what our members told us in Town Halls and through bargaining surveys,” said Bob Holtz, Unit 3 Bargaining Chair. “We are working to build consensus on what’s good for us and the State, and we’ll do that through collaboration and collegiality throughout the process.”
“We have a mutual goal of a well-prepared, well-trained, and dedicated workforce,” Holtz added. “Now it’s time for the State to recognize us with improvements in pay and in working conditions.”
Key among the day’s efforts was a presentation for a new language that strengthens our ability to model our academic calendar after “best practices” seen in other parts of the educational community—the top priority reported by our Unit 3 members.
We also “rolled over” (maintained current language) on the article that governs the operation of a Joint Labor Management Committee, ensuring that Unit 3 has a seat at the table to improve working conditions in between contract bargaining cycles.
In all, three contract articles were proposed as rollovers, maintaining our hard-fought rights won in previous negotiations:
- Article 5.19.3 – Bargaining Unit 3 Classification and Compensation Committee
- Article 15.4.3 – Employee Opportunity Transfer
- Article 25.9.3 – Teacher Service Credit
Five contract articles presented today contained proposed changes in language to provide greater health and well-being for our members by providing better access to and use of leaves.
- Article 8.21.3 – 9-12, 10-12, and 11-12 Leave
- Article 25.1.3 – DCR, OCE 220 Day Academic Year Annual Modification
- Article 25.3.3 – Educational Leave
- Article 25.4.3 – Holidays (CDCR/OCE)
- Article 25.5.3 – Vacation/Annual Leave
You can review each of our current contract articles online at contract.seiu1000.org
Unit 3’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for April 25. To read about what happened in Tuesday’s other bargaining 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 3 OCE Academic Calendar_2023-24
Bargaining Unit 3 members of SEIU Local 1000 met with State representatives twice in the month of December 2022 to confer on the proposed 2023-2024 Academic Calendar for the teachers in the California Department of Corrections and Rehabilitation, Office of Correctional Education (OCE).
Update on Expectations Memo and the Laptop Program
On Thursday, July 14, 2022, SEIU Local 1000 met with the OCE to discuss both the Expectations Memo and the Laptop Program.
Update on recent OCE meeting
On Thursday, July 14, SEIU Local 1000 met with the OCE to discuss both the Expectations Memo and the Laptop Program.
Update on recent meetings of Bargaining Unit 3’s 5.19.3 Classification and Compensation Committee
Over the last couple of months, our 5.19.3 Committee has met with the State to discuss ongoing concerns that the Unit has related to workload, strategies for addressing vacancies within the Unit at OCE, opportunities for our DJJ employees, and ways to address the long-term high vacancies among librarians.
Update on the Relaunch of Unit 3’s 5.19.3 Committee
The SEIU Local 1000 Bargaining Unit (BU) 3 Team held our first meeting with the California Department of Human Resources (CalHR) of our Classification and Compensation Joint Labor Management Committee (Article 5.19.2 of our Contract) on March 9 2022, and used our first meeting as an opportunity to lift up some long-term concerns we have that impact our BU 3 educators at the California Department of Corrections and Rehabilitations’ Office of Correctional Education (OCE).
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.
California Department of Education (CDE) School Reopenings
Update
Our Union met with CDE regarding the plan to reopen our special schools and diagnostic centers for in-person learning and assessments. We had a number of concerns about safely reopening and advocated that schools should complete the year with distance learning and reopen for in-person learning in the fall.
Unfortunately, after four sessions, we were unable to move the State to our position. The schools will be reopening to serve day students in-person based upon the schedule previously provided to staff.
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.
Bilingual Differential Increase Implementation
For the first time in 42 years, we were able to increase the Bilingual Pay Differential to $200/month. This comes after 20 years of fighting for an increase including a joint task force and hundreds of members telling their story. We have been fighting for the implementation of
Bargaining Unit 3 – Update
Professional Educators and Librarians
These past few weeks have been interesting to say the least. Not knowing what you are going to do tomorrow due to the daily changes can be challenging. I want everyone to know our first priority is the health and safety of all of our represented employees and that your job stewards have been working hard to keep up with the constant changes and ensure that management follows the new working conditions. I, your BUNC, and all the Unit 3 stewards have been working hard to ensure that at each facility the policies coming out of Sacramento are being followed so as to reduce possible transmittal of the COVID-19.
Unit 3 Bargaining Update for Wednesday, August 21st, 2019
Career Technical Education Instructors in CDCR Win Clarifying Language on Initial Placements
On Wednesday, August 21, Unit 3’s bargaining team signed a tentative agreement (TA) that clarifies the process by which Career Technical Education (CTE) Instructors are initially placed on the unit’s salary schedule. This new language will ensure that CTE instructors are assessed and placed in the schedule on equal footing with Academic instructors.
Unit 3 Bargaining Update for Friday, August 16th, 2019
Unit 3 Bargaining Team Finishes Negotiations with Five Tentative Agreements; Win on Work Assignments Notice
After two months of hard work and long hours, the Unit 3 bargaining team signed their last five tentative agreements (TA) with the state at their unit table on Friday August 16. The new TAs cover a wide range of issues including recruitment and retention, off-site teacher preparation, and work assignment notification.
Unit 3 teachers working in the California Department of Corrections and Rehabilitation (CDCR) have often expressed frustration concerning assignments that lack adequate, or in some cases, any, notification. The new language will:
Unit 3 Bargaining Update for Wednesday, August 7th, 2019
Unit 3 Signs Agreements Preserving Professional Status, Prep Time and Personal Days
Our Unit 3 bargaining team recorded some important wins for the Professional Educators and Librarians in state service. And in doing so, the team laid the groundwork for securing a contract that creates a California for All.
“This was a long-fought and fruitful day for our team and our members,” said Terry Hibbard, Unit 3 bargaining chair. “In all, we signed 19 different tentative agreements that preserve our wins from previous contract campaigns.”
Among the highlights from the 19 “roll over” agreements:
Unit 3 Bargaining Update for Monday, August 5th, 2019
Unit 3 Signs 23 Tentative Agreements; Protects Professional Development for Vocational Instructors
Monday, August 5, 2019, was an important day for our Unit 3 bargaining team as they signed 23 Tentative Agreements. In addition, they continued to protect important provisions from the current contract and challenge state negotiators to support professional development for Unit 3 members.
Unit 3 Bargaining Update for Monday, August 5th, 2019
Unit 3 Signs 23 Tentative Agreements; Protects Professional Development for Vocational Instructors
Monday, August 5, 2019, was an important day for our Unit 3 bargaining team as they signed 23 Tentative Agreements. In addition, they continued to protect important provisions from the current contract and challenge state negotiators to support professional development for Unit 3 members.
Unit 3 Bargaining Update for Monday, July 29, 2019
Unit 3 Protects Important Temperature Provisions for Workers in State Facilities
On Monday, July 29, 2019, Local 1000’s Unit 3 bargaining team met with state negotiators again and rolled over five provisions in the current contract, one of which protects workers from extreme temperatures while on the job.
Most Unit 3 employees work in state facilities where buildings can get very hot in the summer and very cold in the winter. These temperature extremes can have an impact on an employee’s ability to effectively carry out their job duties and can have health and safety implications as well.
Unit 3 agreed to roll-over language on Monday that:
Unit 3 Bargaining Update for Thursday, July 25, 2019
Unit 3 Bargaining Team Protects Previous Gains with Rollover Proposals
On Thursday, July 25, 2019, Local 1000’s Unit 3 bargaining team met with state negotiators to protect provisions in the current contract that make a difference to the unit’s work force.
Unit 3 accepted rollover provisions from the current contract that ensures:
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 3 Bargaining Update for Monday, July 15, 2019
Unit 3 Pursues Pay Schedule Fairness for CTE Workers and Work Schedule Respect
Local 1000’s Unit 3 Professional Educators and Librarians returned to the bargaining table on Monday, July 15, 2019 in their pursuit of a more equitable pay scale and scheduling policies that respect the family and personal lives of people who provide services such as rehabilitation programming for the state’s prisoner population, educational instruction for deaf students and diagnostics for persons with disabilities.
Unit 3 Bargaining Update for Monday July 8, 2019
Unit 3 Propose and Pass Four Special Salary Increases to State
Monday, July 8, marked the first 2019 meeting between the Local 1000 Unit 3 bargaining team and state representatives as they began the process of negotiating another great contract for union members. Serving teachers and librarians across California from Blythe to Weaverville, the Unit 3 team made four presentations to the state advocating for the interests of SEIU 1000 members and their families, with the goal of creating a California For All.
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.
UPDATE: Learning Management System (LMS) Pilot Program
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.
These institutions include:
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.
Bargaining Unit 3 Enewsletter
Hello everyone,
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.
Unit 3 Classification & Compensation Committee Meeting
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.
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.
DJJ Meet and Confer
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.
February Update for Bargaining Unit 3
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.
Update: DJJ 2018 – 2019 Academic Calendar
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.
Update: CDCR 2018 – 2019 Academic Calendar
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.
January Update for Bargaining Unit 3
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.
Update on SB 825 Pre-Apprenticeship Program
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.
SB 825 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.
December Update for Bargaining Unit 3
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.
PIA Update
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.
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.
Member Action Protects Teacher Prep Time Rights
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.
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.
Salary Schedules for CDCR Teachers
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.
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:
Academic Calendar DJJ
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.
Sincerely,
Bargaining Unit 3 Newsletter for March 2017
This month’s newsletter highlights District Labor Council 770
Bargaining Unit 3 Meet and Confer
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.
Holiday greetings from the BUNC
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.
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.
Bargaining Unit 3 August 2016 Newsletter
The Dog Days of Summer
BARGAINING
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.
Bargaining Unit 3 February 2016 Newsletter
Union Participation
(Or, What Happens To Me If the Union Disappears?)
Part 3 of 3
SEVERAL YEARS IN THE FUTURE:
Sacramento, CA (AP) “Fiorina Repeals Dills Act”
Holiday Message
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.
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.
Bargaining Unit 3 December 2015 Newsletter
Union Participation (Or What Happens To Me If the Union Disappears?) Part 2
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.
Bargaining Unit 3 November 2015 Newsletter
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.
Members mobilize to end salary disparity at California School for the Deaf
Football coaches paid less than half as much as counterparts at hearing schools
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.
Bargaining Unit 3 October 2015 Newsletter
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.
Prison adult schools start flexible calendar August 3, 2015
BU 3 bargaining team advocated flexibility in response to teacher needs
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.
Local 1000 celebrates teachers
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.
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.
OCE Releases New Academic Calendar
CDCR teachers win more flexibility in 2015-16 academic calendar
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.
2015-2016 DJJ Academic Calendar Finalized
2015-2016 academic calendar available
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.
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:
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.
Union Update: July 9, 2014
Keep fighting for working families
Prison librarians push for reclassification
Prison librarians push for reclassification
Members seek respect, improved wages and updated job specifications
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.
Educator survey yields promising results
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
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.
We need your input – help shape our educational system
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.
Bargaining Unit 3 Member Leaders step up in DLC 742
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.
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.