Unit 3: Professional Educators and Librarians

Overview

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)

Post

Unit 3 Bargaining Updates

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.

Post

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).

Post

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). 

Post

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.

Post

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.

Post

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

Post

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.

Post

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.

Post

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:

Post

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:

Post

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:

Post

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.

Post

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.  

Post

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.

Post

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.

Post

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.

Post

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.

Post

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.

Post

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. 

Post

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.

Post

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. 

Post

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.

Post

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. 

Post

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. 

Post

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.

Post

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.

Post

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. 

Post

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.

Notification

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.

Notification

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.

Post

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
Post

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,

Post

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.

Post

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. 

Post

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.

Post

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.

Post

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. 

Post

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.

Post

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.

Post

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.

Post

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. 

Post

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.

Post

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.  

Post

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.

Post

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.

Article

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.

Article

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

Article

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.

Article

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.

Article

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.