Unit 4: Office and Allied Workers

Highlights from Unit 4 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 4 (Office and Allied workers) bargaining table:

23 different classifications in Unit 4 received pay increases of 5% (11.1.4 Special Salary Increases). Another 41 classifications received 4% (11.5 Wage Equity Adjustment). 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 increased the Lottery Sales Scratcher Bonus (11.27.4) by 12%. It was the first adjustment in this incentive program in more than 20 years, and stronger language ensures that the bonus structure is consistent year-to-year. These improvements were recommended by a Joint Labor Management Committee and won at the bargaining table.

New language (11.XXX.4) expands the geographic reach of the Recruitment and Retention Differential paid to Legal Secretaries and Sr. Legal Typists to now include Fresno and Sacramento Counties. (Pay Differential 141) 

Office Technicians and Sr. Legal Typists working at the Department of Industrial Relations (DIR’s) Division of Worker’s Compensation Appeals Board, who have a court reporting certificate or equivalency, now qualify for a 5% pay differential.

Another new contract section (5.XX.4) creates a new statewide Joint Labor Management Committee (JLMC) for Unit 4 DMV employees to address statewide issues, not just local or regional concerns. This powerful too allows our Union the opportunity to make changes in the workplace in between contract bargaining.

We also preserved an important contract provision: the Unit 4 Upward Mobility Task Force (5.13.4). This group will continue meeting to update recommendations and best practices for upward mobility programs providing career development for Unit 4 employees.

This email summary shares highlights from the Unit 4 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 4 update for July 13, 2023

Your Unit 4 Bargaining Team is reaching out to give you an update on our negotiations on behalf of the Office and Allied Workers we represent. Our last Unit 4 bargaining session with the State was on June 27. A number of Unit 4 proposals are still outstanding, and another group of Unit 4-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 4 Recap: Tuesday, June 27, 2023

Unit 4 has been negotiating through the weekend to make the needs of members heard. After the State’s unreasonable 6% general salary increase offer, Unit 4 brought these issues to the State this week as they fight for a contract that addresses the ongoing needs of state workers, defending and expanding their rights in the workplace.

Over the weekend, Unit 4 negotiators passed the following rollover article sections to the State:

• 11.31.4 – California Department of Tax and Fee Administration (CDTFA) Call Center Differential (Unit 4)
• 11.32.4 – California State Lottery (CSL) Call Center Differential (Unit 4)
• 11.33.4 – Employment Development Department (EDD) Call Center Differential (Unit 4)
• 11.35.4 – California Public Employees Retirement System (CalPERS) Call Center
• Differential (Unit 4)
• 11.36.4 – State Teachers’ Retirement System (STRS) Call Center Differential (Unit 4)
• 11.66.4 – Department of Motor Vehicles (DMV) Call Center Differential (Unit 4)
• 11.67.4 – Department of Transportation (Caltrans) Toll Collectors’ Night Shift (Unit 4)
• 11.68.4 – Health Benefit Exchange Call Center Differential (Unit 4)
• 11.69.4 – Department of Managed Health Care Call Center Differential (Unit 4)

“This situation looks promising for Unit 4, although we are working with the same Chief Negotiator as the master table,” said Bargaining Unit 4 Chair Karen Jefferies. “The pace has been going slowly with both tables being very demanding. We haven’t allowed their concerns to rush conversations about our member’s needs.”

Today, Bargaining Unit 4 Representatives reached a tentative agreement on the following article:

5.XX.4 – DMV Joint Labor Management Committee

After weeks of negotiation, the State came back to the table with a counterproposal to create a JLMC, which represents a hard-fought win for Unit 4.

“This JLMC language is a big win for our represented members,” said Tom Krieger, Vice Chair, Bargaining Unit 4. “The State recognized that we needed a statewide JLMC to address the issues that are plaguing DMV across the state.”

Previously, ongoing negotiations about working conditions at DMV would be addressed workplace-to-workplace, creating no consistent standard and limiting employee’s abilities to engage with their employer on issues.

“We passed it across the table three times,” said Terry Gray, BUNC Member, Bargaining Unit 4. “It’s very good to see this important win at the table that will impact workload, the changes in technology in the workplace, and our health and safety. Our members will have a voice at the table to discuss their working conditions across the state on an ongoing basis.”

As negotiations continue, our member’s voices are crucial bargaining tools at the table, both as member impact stories, which provided much-needed personal perspectives at the table, as well as by directly contacting the State’s representatives to show them the impact their decisions will have on the public.

“We emailed Steven Gonzalez-Lederer, CalHR’s Unit 4 LRO, and he didn’t know if he’d gotten it because his email was so full,” said Freda Legree, BUNC Member, Bargaining Unit 4. “We think this is because our members have been emailing him so much, bombarding their emails and telephones with demands for respect at the table.”

To help with bargaining, the team is asking for member impact stories, focusing on our demands for a general salary increase from the State at the master table.

”The State needs to hear the truth about our member’s struggles at home and on the job,” said Nikia Brisco, BUNC Member, Bargaining Unit 4, who delivered her own statement to the State today. “I didn’t need to write down my impact statement. It’s my reality. We’re renters, and our landlords ask for more and more every year. We’re paying more than half of our checks towards rent, and we are worried about feeding our families. We’re a paycheck away from sleeping in our cars, and some already are.”

Unit 4 plans to return to the table next week. 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 4 Recap: Tuesday, June 20, 2023

There were mixed results today at the Unit 4 bargaining table, and our team continues to be frustrated by the lack of respect shown by the State as we work to advance the wages and working conditions for the Office and Allied workers we represent.

“The State’s problematic behavior is slowing progress,” said Karen Jefferies, Chair, Bargaining Unit 4. “They are responding to our proposals slowly, and it appears that they’re not prepared to have substantive conversations on our issues.”

In one example, the State didn’t want to even recognize or respect the hard work of a Joint Labor-Management Committee (JLMC) regarding the Scratcher Sales Bonus for CA Lottery employees. Rather than following the recommendations of this JLMC, State negotiators are instead proposing takeaways. What’s worse, this is a JLMC that was formed at the suggestion of the State to solve a hotly-contested economic issue that hasn’t been updated in more than two decades.

Unit 4 has proposed the formation of another JLMC, to focus and solve a range of issues at DMV. After research and a thoughtful presentation—made weeks ago—the State still isn’t been willing to negotiate.

“They’re giving us a number of excuses, many of which we’ve heard before,” said Tom Krieger Vice Chair of Bargaining Unit 4. “They’re either unprepared or don’t have the authority to bargain.”

There are a number of outstanding proposals from both sides of the table that are still unresolved. “Our team is committed to bringing home a contract, but the State has to step up,” added Jefferies.

Today, we reached tentative agreement with the State on these contract sections, preserving our rights from previous contract wins:

• 11.23.4 – Out Of State Pay Differential
• 11.37.4 – Dictaphone Differential
• 13.36.4 – Library Technical Assistant (Safety) Upward Mobility

After a number of back-and-forth offers, we proposed contract section 1.2.4 – Designation of Confidential Positions – as rollover language, and several of our economic proposals were moved to the master table for further negotiations.

You can read the details of these and all current contract articles at contract.seiu1000.org

Unit 4 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 4 Recap: Tuesday, June 13, 2023

Unit 4 continues to negotiate with representatives from the State this week, as they fight for a contract that addresses the critical needs of workers across the state and defends their existing rights in the workplace.

Today, the State rejected two of our new language proposals listed here:

• 10.XXX.4 – Wellness and Recovery
• 11.XX.4 – DWR Incentive Program

The negotiating team also agreed to move several proposals from the unit table to the master table for further negotiations.  

Unit 4 reached a Tentative Agreement on the following rollover article:

• 13.31.4 – 20/20 Program

Negotiation continues on the following two articles

• 1.2.4 – Designation of Confidential Positions (Unit 4)
• 11.27.4 – California State Lottery (CSL) Scratcher Sales Bonus (to be negotiated next Tuesday, June 20^th)

The issues that are being rejected are safety issues, without major financial implications for the State. The State is responsible for all of its employees when they’re on the job, and Unit 4 employees are not receiving the protection and respect that we are owed.

“Our members have made their demands clear, and the State is ignoring them,” said Unit 4 Chair Karen Jefferies. “We can’t go another three years without a definite end to these issues, and we will not accept our members’ needs being ignored.”

“The State does not share our priorities here,” said Alternate Vice Chair Jose Eric Alcaraz.

While Unit 4 received a single rollover today, this is not addressing the issues proposed by our members. Our member’s basic concerns and needs regarding health and safety need to be answered.

“Unit 4 workers put our lives on the line for the state,” said Bargaining Team Member Terry Gray “At the table, we’re discussing issues of safety, of work-life balance, of overwork and taking on multiple jobs in our workplaces. These are not economic issues; they are making it clear they will not prioritize our safety.”

Conflict within the departments on implementation, standardization, and fairness have been an ongoing issue the State is forced to manage. By not taking the necessary steps here and now, this will be kicked down the road while not providing for the needs of the people impacted. 

“State workers should be mad as hell that they are in this position due to the State’s inaction and unwillingness to lead,” said Gray. “Some departments are interested in doing better, but when the State sets an example like this, they are failing their workforce and the public we serve.”

Our bargaining team is interested in change, not more of the same. Three more years without concrete protections for the workers that kept California afloat during the pandemic is not in the best interest of the State, our members, or the people of California.

“There are consequences for having Unit 4 employees taking on unsafe work assignments and being mandated to work on their regular days off,” said Jefferies. “The State needs to be accountable for these issues and stop skirting that responsibility.”

Unit 4 returns to the table next week, on Tuesday, June 20. 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.

If you are a member, help support the bargaining team by purpling up on Wednesday and attending our upcoming rally in Los Angeles on June 22.

Bargaining Unit 4 Recap: Tuesday, June 6, 2023

Unit 4 continues to negotiate with representatives from the State this week, as they fight for a contract that provides real solutions to ongoing issues in workplaces across the state while respecting, protecting, and paying every state worker what they’re worth.

This week, the State countered one proposal made by the Unit 4 negotiating team:

• Article 1.2.4 - Designation of Confidential Positions (Unit 4)

In addition, one new language section was proposed by Unit 4:

• Article 10.XXX.4 – Wellness and Recovery Time

“Our new language articles today were focused on health and safety, which are priorities for our members, who have been struggling with these issues for far too long in their workplaces,” said Unit 4 Chair Karen Jefferies.

“Our wellness and recovery proposal, addressing mandatory overtime, is a problem that needs to be handled,” said Jefferies. “This has been an ongoing issue for years, and it must be addressed now, not in some hypothetical future.”

However, the State rejected our proposals without providing concrete answers as to why our proposal was not worth countering. These are issues of safety in the workplace, which we and our members take extremely seriously, and we expect the State to do the same.

“We provided a thorough proposal with language that was straight to the point,” said Jefferies. “It seems that the State’s negotiators expect Unit 4 members to do whatever is asked of them, without addressing the safety concerns that have plagued these departments.”

The State has consistently rejected proposals without providing satisfactory explanations, failed to address issues that are common knowledge in workplaces across the State, and ignored the demands of our members to work toward a solution to resolve these issues.

While negotiations are still continuing, the disappointing lack of substantive proposals and counterproposals is delaying serious action on things that members have identified as desperately needed change.

“They talk about the problems they’re seeing at the bargaining table, not problems we’re living within our workplaces,” said Nickia Brisco, bargaining team member. “The whole reason we are here at the table is because these issues haven’t been resolved. We need to solve them together, and that takes effort on the State’s part.” 

Unit 4 returns to the table next week, on Tuesday, June 13. 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 8 March to the Governor’s Mansion here.

Bargaining Unit 4 Recap: Tuesday, May 30, 2023

Unit 4 continues to negotiate with representatives from the State this week, with a focus on the need for more involved discussions at the table to get represented employees a contract that respects, protects, and pays every state worker.

“The process has been moving forward compared to previous weeks, so we’re hopeful that the State will recognize the protections our workers need and deserve,” said Karen Jefferies, Unit 4 Chair. “We are fighting to get this work done in a timely manner and without losing any of the gains we have already made.”

However, without more tentative agreements or counter proposals offered by the State to our new language, negotiations have slowed. Apparently, lack of preparation and delays by State negotiators interfere with getting state workers the pay, protection, and respect they deserve on the job.

Permanent Intermittent (PI) workers are often seasoned employees with years of experience, but they often lack the opportunity to advance in state service. While the state suffers from an understaffing crisis, these workers need to be supported in their careers to help solve this problem.

“We were able to keep existing protections for PI workers which allows them to convert to a full-time position as soon as a position becomes available,” said Tom Krieger, Unit 4 Vice Chair.

Unit 4 reached Tentative Agreements with the State on three sections:

• 20.13.4 – Department of Motor Vehicles (DMV) – Motor Vehicle Representative PI (Unit 4)
• 19.9.4 – Exchange of Time Off – Multi-Shift Operations (Unit 4)
• 19.13.4 – Overtime Assignments for Work Week Group 2 (WWG 2) Employees (Unit 4)

Additionally, the following rollover sections were proposed:

• 1.2.4 – Designation of Confidential Positions (Unit 4)
• 13.31.4 – 20/20 Program (Unit 4)

While there is progress being made and more Tentative Agreements reached, there still remain many critical issues we want to be addressed at the table.

“They have not countered on some of the new languages we have proposed, and many of our rollover sections still are awaiting the State response,” said Jose “Eric” Alcaraz, Unit 4 Alternate Vice Chair.

These outstanding rollovers do not carry a financial cost to the State and relate to existing protections enjoyed by state workers. The team is waiting to hear back on these issues as bargaining continues.

“It’s important that our negotiations with the State conform to past practices, and one of those practices is getting articles across in a timely manner, sharing information, and really negotiating,” said Terry Gray, bargaining team member.

As our contract expiration date approaches, it’s important for the State to come to the table prepared to discuss the issues that matter to our represented workers.

“True dialog over these protections is important,” said Jefferies. “We want the State to recognize this and come to the table ready to discuss and counter our new language and rollover articles.”

Unit 4 returns to the table next week, on Tuesday, June 6. 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 8 March to the Governor’s Mansion here.

Bargaining Unit 4 Recap: Tuesday, May 23, 2023

Bargaining Unit 4 continued to negotiate with representatives from the State this week, with a focus on the need for consistent and fair treatment for workers across the state.

“We are disappointed with the lack of movement on the State’s part, but we’re pushing ahead and addressing their questions and trying to make our member’s needs heard,” said Karen Jefferies, Unit 4 Chair. “Our members have made very specific demands, which need to be respected.”

The State faces a lot of inefficiencies in its workforce, especially without strong universal standards across workplaces. The State can solve these issues at the table through negotiations with Unit 4 when they come to the table with solutions in mind.

“We took time to explain and go into detail on our members needs on the issues at the table today,” said Jose Eric Alcarez, Unit 4 Alt-Vice Chair. “We are focused on the changes our members have called for, and we’re demonstrating in detail the importance of these issues while we’re at the table.

BU 4 passed the following new language proposal to the State:

•  5.XX.4 – JLMC DMV (Unit 4)

We are looking for consistency statewide within DMV to maintain fairness for all of our members. This impacts our workers and the public they serve. We need to send a consistent message to Californians, not regional variations that confuse the public and frustrate employees.

“We’ve had this JLMC for well over eight years informally, and we have stated this over the table several times,” said Tom Krieger Unit 4 Vice Chair. “The State is willing to include this provision, so we hope to see a tentative agreement reached on this issue soon. It benefits both workers and the state.”

Additionally, the bargaining team proposed the following rollover sections to the State:

• 11.67.4 – Department of Transportation (Caltrans) Toll Collectors’ Night Shift
• 19.9.4 – Exchange of Time Off – Multi-Shift Operations
• 19.13.4 – Overtime Assignments for Work Week Group 2 (WWG 2) Employees
• 20.13.4 – Department of Motor Vehicles (DMV) – Motor Vehicle Representative Permanent Intermittent

This rollover language includes language that protects Permanent Intermittent employees and provides opportunities for them to become permanent employees. This established a path for a strong retirement for workers and increasing employee retention, a long-standing issue, for the State.

11 sections remain where we have made a proposal and are waiting for a response. With our contract expiration date approaching, the State knows that time is running out. We have not received any TAs this session.

“What we’re asking for, especially with the JLMC, is not unreasonable,” said Jefferies. “We’re asking the State to come to the table with DMV decision makers prepared to address these issues.”

Unit 4 returns to the table next week, on Tuesday, May 30^th. 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 8 March to the Governor’s mansion here.

Bargaining Unit 4 Recap: Tuesday, May 16, 2023

We are entering our fourth week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running. The bargaining team  for Office and Allied Workers represented by Local 1000, Bargaining Unit 4, went to the table on May 16 to reiterate to the State that the needs of their workers should be the priority at the table.

The sections we sent over for rollover included the following:

• 11.21.4 – Recruitment and Retention Differential for Accounting Clerk Series
• 11.23.4 – Out of State Pay Differential
• 11.37.4 – Dictaphone Differential
• 11.38.4 – Calendaring Differential (CUIAB)

You can read the details of these and all current contract articles at contract.seiu1000.org

After rollovers were sent, the team discussed our items that have not been responded to, and the State had nothing to offer. The State has taken a long time returning any articles, even those that would create new protections for our state workers.  “The articles that have not been addressed by the State are infuriating,” said Chair Karen Jefferies. “For example, section 10.XX.4, Transportation and Disposal of Bodily Fluids, and 10.XXX.4, Wellness and Recovery Time, are two important sections that address our core issue of protection in the workplace.   Bargaining Unit 4 employees across departments are being asked to do tasks that are outside their job specs and beyond their work capacity, which creates risks of danger for employees.”  Our members need protection,” said Jefferies

“We take a lot of time with our language and make sure that it’s complete and in compliance with our member’s needs,” said bargaining team  member Terry Gray. “We expect the State  to either counter or TA the proposal, and the State is not doing the work.”

The bargaining team will continue to negotiate with the State to ensure that their unit’s needs are met by their employer.

Unit 4’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 Monday’s Bargaining Unit 11, 20, and 21 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 4 Recap: Tuesday, May 2, 2023

We are entering our third week of bargaining with the State for a contract that respects, protects, and pays the workers who have kept California running. The Bargaining Unit Negotiating Committee (BUNC) for Office and Allied Workers represented by Local 1000, Bargaining Unit 4, went to the table on May 2 to bring a focus on the dangerous situations that state workers have faced and to demonstrate the protections that we need on the job.

The Team proposed one article as a “rollover,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The rollover article is the following:

• 13.11.4 – Upward Mobility and Training 

Additionally, they proposed two new articles. These articles are intended to address issues not covered in our current Memorandum of Understanding (MOU).

New Language – 10.XX.4 – Transport of Bodily Fluids/Specimens (Prohibits management from mandating Unit 4 to collect, handle, or transport bodily fluid/specimen)

New Language – 10.XXX.4 – Wellness and Recovery Time (Creates a mandatory 48 hour “off work/recovery” time when employees work 8 consecutive days or more than 200 hours in a pay period)

The first new language proposal on the Transport of Bodily Fluids/Specimens addresses the longstanding issue of Unit 4 employees being told to perform tasks outside their roles as Office & Allied Workers.

Unit 4 members are not trained in handling bodily fluids and cleaning up biohazards. “Our training is an overview of what an airborne or blood borne pathogen is, not how to handle these samples,” said BUNC member Nicole Crist. “Our members are support staff. It’s not in our job scope to take vitals or patient history.”

Our proposal surrounding the wellness and recovery time is a response to ongoing calls from our members to address workload issues. “This came about because there is an increase in Unit 4 employees being mandated to do overtime work,” said BUNC Chair Karen Jefferies. “We wanted to make sure that our employees’ work-life balance could be respected.”

“Mandatory overtime creates burnout,” said Crist. “It’s long past time that this issue was addressed.”

A Tentative Agreement was reached on five (5) rollover articles:

• 13.11.4 – Upward Mobility and Training
• 13.35.4 – Employee Recognition and Morale Program – Franchise Tax Board (FTB), Board of Equalization (BOE), California Department of Tax and Fee Administration (CDTFA), and Office of Tax Appeals (OTA)
• 14.16.4 – Program Technician Classification Series
• 14.25.4 – Dispatcher Clerk/Dispatcher Clerk, Caltrans Classification Task Force Study
• 20.14.4 – Post and Bid Program for Department of Transportation (Caltrans) District 4 (S.F. Bay Area)

Of these proposals, 13.11.4 – Upward Mobility was presented by the BUNC and accepted by the State in the same session, which shows the critical need for this language, and the ability of the BUNC team to push aggressively to ensure that important protections for Unit 4 employees are maintained.

“Upward mobility has been a long-time coming, and it’s something we needed to thoroughly address,” said Crist. “Karen and her commitment to this issue made sure that it was heard.”

“We want things to move on our table, and the State is on the same page with us on this,” said Jefferies. “We’re trying to make sure that we’re putting the things that our members are asking for across the table.”

Members will continue to lead the direction of negotiations with the State through worksite actions and member statements. “We want to bring our member’s voices into the room by bringing their statements and evidence to the table,” said BUNC Alternate Vice Chair Jose Eric Alcaraz.

You can read the details of these and all current contract articles at contract.seiu1000.org

Unit 4’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 4 – Recap: Tuesday, April 25, 2023

The Bargaining Unit Negotiating Committee (BUNC) for Office and Allied Workers represented by Local 1000 Bargaining Unit 4 went to the table with the State on April 25^th for the second week of negotiations on unit-specific issues.

Unit 4 presented three articles as “rollovers,” proposing that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The rollover articles are the following:

• 13.7.4   –  Performance Standards
• 13.35.4 – Employee Recognition and Morale Program (FTB, BOE, CDTFA, OTA)
• 20.14.4 – Post and Bid Unit 4 Caltrans in District 4 (San Francisco)

Additionally, we proposed two articles for language changes. The changes are intended to address issues previously identified as needing revision.

During our last bargaining negotiations, a Joint Labor Management Committee was agreed upon. The Lottery Scratcher Sales Bonus language has not been updated since the 1990s. Now, with the input of our Joint Labor Management Committee (JLMC) at the State Lottery, we were able to bring new recommendations to the table. With the recommendations of both parties at the JLMC about these changes, so the bargaining team is hopeful that the State recognizes this as a common-sense change. said Bargaining Unit Negotiating Committee (BUNC) Chair Karen Jefferies.

Finally, the State agreed to one of our rollover articles, and thus, a “Tentative Agreement” was reached on one of our proposed articles:

• 9.18.4  – Caltrans Life Insurance

This article, maintaining the existing protections of CalTrans’s life insurance policy, is important to BU4 members and is a part of the essential safety net for workers across the state.

The State’s slow pace to return proposed articles and proposals to “clean up” articles has caused some concern for the Bargaining team. “It seems like the state is haste to make changes to our articles,” said BUNC Alternate Vice-Chair Jose Eric Alcaraz. In spite of these issues, the team is able to respond. By sending proposals as rapidly or slowly as the State is considering them, the team is able to make sure the state addresses these language changes, rather than letting them linger in limbo during this process. “We don’t want to sit back and wait for them to work through a ton of proposals.”

However, some of the proposed “cleanup” language creates an unbalanced agreement that does not help our members. “The state wants to change this language to something that would be more beneficial for management than our members, said BUNC member Terry Gray. “We are looking for an equal distribution of power with these language changes, and fair language that benefits both parties.

Proposed “clean up” language from the State creates issues not only with the fairness of our contract but affects the timing of bargaining. “The languages we passed over last week was easy for the State to agree to, but they decided they wanted to hold onto the proposals,” said Jefferies. “It’s only week two, but we’re sending over proposals with minor language changes. Their attempts to ‘clean up’ this language, reworded and chipped away at the intent and strength of the language. We continue to push back on this.”

Unit 4’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2^nd. To read about what happened in Monday’s Bargaining Unit 11, 20, and 21 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 4 Recap: Monday, April 18, 2023

The Bargaining Unit Negotiating Committee (BUNC) for Office and Allied workers represented by Local 1000 Bargaining Unit 4 went to the table with the State on April 18 for the first day of negotiations on unit-specific issues.

The bargaining team knew that they were in for a fight. Karen Jefferies, Bargaining Unit Negotiating Committee (BUNC) Chair for Unit 4 says “Right now, I see us as defending years of contract legacy, the protections that we’ve secured over the years. It’s important that the language we get reflects the spirit of the membership’s original demands.”

This bargaining session focused on six non-economic articles that covered language pertaining to upward mobility, Joint Labor Management Committees (JLMCs), task forces, and classification studies. These are crucial tools for state workers to take advantage of their training and expertise to develop their careers and maximize their time in state service.

The State’s negotiators were surprised when the BUNC pushed back against what they called “clean up” changes to the article language. “The State came in trying to clean up language that they didn’t understand and hadn’t studied,” said Jose Eric Alcaraz, BUNC Alternate Vice Chair. “These are hard-won protections, and our language wasn’t chosen lightly. We were able to make them understand why we’re fighting to defend it.”

The experience of SEIU Local 1000’s negotiators was clear. “I was 19 when I started with the state; I’m 43 now,” said Nickia Brisco, a BUNC member, and employee at the Department of Consumer Affairs. “Our experience working for the state exceeds theirs. That’s why we value that language. While we’re making progress toward a stronger contract, we need to remember nothing in our contract is there by default. We have to fight for all of it.”

The bargaining team presented a number of contract articles for “rollover,” a term used to describe parts of the contract that don’t require negotiation this cycle.  The State agreed to roll over Article 5.16.4, which continues the Disability Determination Services Division JLMC. “We had good discussion and dialog,” said Alcaraz. “The chief negotiator listened and gave thoughtful responses. There’s an understanding that we both want Unit 4 to have progressive language, but it’s early, and in the end, it comes down to the language we agree on.”

Members of Unit 4 have made it clear that pay is our priority. “We’re going to have a battle over pay,” said Jefferies. “Unit 4 is the face and the backbone of the state. When the public utilizes state services their first contact with a state employee, it’s a Unit 4 classification, be it face-to-face or over the phone.  There are only eight of us at the table, but we need to have all of our represented workers and the people they serve standing behind us.”

Unit 4’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 Bargaining Unit 1, 3, and 17 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