Unit 3: Professional Educators and Librarians

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.

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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.