Unit 4: Office and Allied Workers
Unit 4
Office & Allied Workers
Unit 4 includes program assistants, program/tax technicians, key data operators, word processing technicians, stock clerks and other classifications. This unit also represents toll collectors and DMV employees across the state.
Unit 4 Bargaining Updates
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 30th. 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 25th 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 2nd. 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
DGS-OSP Meet and Confer
February 21, 2023
DGS-OSP Meet and Confer
On Tuesday, February 14, 2023, SEIU Local 1000 met with the California Department of General Services (DGS) to discuss the reissue and/or update of employee policy documents without proper notice to the Union.
Background:
Bargaining Unit (BU) 14 leadership was alerted by membership that the Office of State Printing (DGS/OSP) had initiated the process of updating and/or reissuing employee policies and requiring that employees provide signature acknowledgement of receipt.
Update on (DGS/OSP) Meet and Confer
On Tuesday, February 14, 2023, SEIU Local 1000 met with the California Department of General Services (DGS) to discuss the reissue and/or update of employee policy documents without proper notice to the Union.
Department of Real Estate (DRE) Remediation Process
Meeting Update form January 18, 2023
On Thursday, January 18, 2023, our SEIU Local 1000 member team and staff met with leadership from the Department of Real Estate’s (DRE) legal division to discuss the new remediation process that legal support staff began working on in late November. We became aware of this new process because some of our represented employees contacted our URC to get additional information about the process, and we verified that we never received a notice from the Department on this issue at which point we reached out to the Department.
(DMV) upward mobility program
DEADLINE: October 31, 2022
SEIU Local 1000 fought hard for the contract right that our represented employees have access to upward mobility programs within their departments. We are sharing information here regarding the Department of Motor Vehicles (DMV) upward mobility program upcoming DEADLINE (October 31, 2022!!). Please don’t miss out.
Here is information we received from the Department:
DMV Dayforce Timekeeping System
Meeting update
Our Union team met with the Department of Motor Vehicles (DMV) again on Thursday, October 20, 2022, regarding their planned implementation of a new electronic timekeeping system. This meeting was held in response to a cease and desist that our Union had filed against the Department in late September due to a lack of proper notice to our Union about the system.
Update on Meeting with Department of Motor Vehicles (DMV)
Regarding Implementation of Dayforce Timekeeping
On Monday, September 26, 2022, our Union met with the Department of Motor Vehicles (DMV) to gain additional information about their intent to implement the use of the Dayforce timekeeping system in early October. We became aware of this intention when many of our DMV member leaders shared information from the Department regarding the system. SEIU Local 1000 only received anything official from the Department after our Union reached out to seek additional information.
FTB Notices of Return to Office, Telework and COVID Prevention Plan
Meet and Confer Update
On Thursday, August 25, 2022, our Union met with The Franchise Tax Board (FTB) to meet and confer on FTB’s notice of the updated Telework Policy, the most recent update to the Return to Office Plan and update to the COVID Prevention Policy. This meeting is one of many meet and confers we’ve had starting in 2021 - particularly on the Return to Office Plan and Telework.
FTB Notice of Updated Telework Policy and Update to Remote Work Plan- Phase 3
Meet and Confer Update
On Wednesday, June 15, 2022, our Union met with the Franchise Tax Board (FTB) to meet and confer on FTB’s notice to the updated Telework Policy as well as the most recent update to Phase 3 of the Return to Office Plan. Phase 3 of the Return to Office Plan is presently set to begin September 6, 2022, where FTB employees who are currently teleworking and in the office one (1) day a week will be required to be in the office a total of two (2) days a week.
DMV Separation of Duties Meet and Confer Update
Thursday, June 9, 2022
On June 1, 2022, our Union team met with the Department of Motor Vehicles (DMV) again to continue our conversations about the required separation of duties for Driver Safety Hearing Officers related to a recent court order. This was our third meeting on this topic. The information that we received from the Department in this meeting was largely the same as we had learned in our prior meetings.
CDTFA Meet & Confer Update
CDTFA’s return to the office / telework policy
On April 15, 2022, SEIU Local 1000 and the California Department of Tax and Fee Administration (CDTFA) Labor Relations met regarding CDTFA’s return to the office / telework policy. From what we understand, CDTFA statewide started returning employees to the office on a 1 day per week basis for all employees permanently teleworking due to the COVID-19 emergency. This does not include those employees that were full-time teleworking prior to COVID-19. As well, we clarified that the field is considered “the office” for field staff.
FTB Meet & Confer Update
Telework Policy
opportunity to learn more about the Departments’ expectations of employees in terms of establishing their home work space and have a conversation regarding the Department’s requirement that employees who use sick or vacation leave on an office assigned day must alter their telework schedule and later “make up” the office workday.
DMV Meet & Confer Update
Separation of Duties for Driver Safety Hearing Officers at DMV
Our Union Team has held two meet and confer sessions with the Department of Motor Vehicles (DMV) regarding the court-ordered separation of duties for our Driver Safety Hearing officers handling DUI cases in the APS unit. Prior to the court order, our represented Hearing Officers would act as both advocates and triers of fact for these hearings. As a result of the court order, these employees will now be assigned to act as either an advocate or trier of fact as opposed to carrying out both duties.
CDPH Telework Meet and Confer
Update from April 15, 2022
On Friday, April 15, 2022, our Union met with the California Department of Public Health (CDPH) regarding the new Telework policy. CDPH stated they support telework department-wide and see telework as a retention and morale booster for CDPH. We had a productive meeting where we learned CDPH is working to address properly resourcing teleworking equipment and functions to ensure the best teleworking environment.
We learned the following:
SEIU Local 1000 / DSS Meet and Confer
First Meet and Confer on DSS Tier 2 Enhanced Background Checks
On Thursday, February 24, 2022, SEIU Local 1000 had a meet and confer with the Department of Social Services (DSS) on Tier 2 Enhanced Background Checks. DSS has already begun the process for current employees hired prior to 2019 to undergo the Tier 2 Enhanced Background Check. Here is more information provided about the process and potential outcomes.
Meet & Confer with CA State Lottery on COVID-19 Safety Protocols
On Wednesday, January 26, 2022, our Union, led by Lottery Job Stewards, had a Meet and Confer with the California State Lottery (Lottery) to address issues with implementation and enforcement of the California State Lottery COVID-19 Safety Protocol. The job steward team is continuously and consistently holding Lottery accountable for health and safety violations related to COVID-19. Considering Lottery field staff work with the public daily, holding Lottery accountable for mandates on COVID Testing and N95 Masks is a top priority.
DMV Formal Flex Cancellation
On Monday, December 20, 2021, SEIU Local 1000 met with the California Department of Motor Vehicles (DMV) regarding the discontinuation of the formal flex policy. We confirmed that DMV offers and supports four informal options (depending on operational need and coverage availability):
Addressing Inequities of Call Center Recognition Statewide
Our current Master Agreement contains the new Article 21.4 to provide a mechanism for uniform recognition by the State for Call Centers at departments statewide.
Local 1000 has formed a Call Center Work Group to help effectuate the provisions of Article 21.4.
DMV ROD Suspension of Telework
Bargaining Unit 4
On Friday, October 29, 2021, our Union met with the Department of Motor Vehicles (DMV) to meet and confer regarding the Registration Operations Division’s (ROD) suspension of telework. The meeting focused on maintaining health and safety for all represented employees through the transition back to the office full time.
DMV is not prepared for the work of ROD to be done virtually, specifically in terms of information security. As in, DMV is not prepared to make hard copy work virtual work at this time. There is a possibility for this to change in the future.
SCIF Implementation of PAVE Software
Update
The SEIU Local 1000 team had our first meeting with State Compensation Insurance Fund (SCIF) regarding the implementation of the PAVE software program that they intend to fully implement in the coming months, on Friday, October 22.
DMV LOD Employee Expectations Memo
Bargaining Units 1 & Bargaining Units 4
On Monday, October 25, 2021, SEIU Local 1000 (the Union) met with the Department of Motor Vehicles (DMV) to meet and discuss over the Licensing Operations Division (LOD) Employee Expectations Memo, where DMV member-leaders ensured represented employees’ voices were heard.
EDD Call Monitoring Implementation Update
As part of an ongoing process of enhancing the work of their Contact Centers, EDD will be implementing the second phase – call monitoring – beginning August 31st for employees working on their VCC system in their Tax, Disability Insurance, and Unemployment Insurance branches.
Our Union team met with EDD on this issue on August 19, 2021, to lift up concerns about how this implementation may impact our employees performing these duties and to get some additional information about how this monitoring process will work.
FTB Notice of Update to Remote Work Plan
Phase 2 Meet and Confer
On Thursday, September 9, 2021, our Union met with the Franchise Tax Board (FTB) to meet and confer on FTB’s notice of Phase 2 of the Updated Remote Work Plan. Phase 2 is presently set to begin November 1, 2021, and will bring employees who are currently teleworking one hundred percent (100%) of the time into the office an equivalent of twenty percent (20%) of their time or equivalent to one day a week.
CalSTRS Meet and Confer
Notice of Contact Center Screen Recording for After Call Work
On Tuesday, August 17, 2021, our Union met with the California State Teachers’ Retirement Fund (CalSTRS) to meet and confer over a notice that CalSTRS will be implementing screen capture and recording for Contact Center After Call Work (ACW). We were able to have an open conversation with management about the purpose and intention of these changes. CalSTRS expressed that this change is moving to be in line with Contact Center Industry Standards.
Key takeaways:
Department of State Hospitals Health and Safety Committee Survey
Every DSH facility is entitled to have a Health and Safety Committee, according to our MOU (contract), Section 10.2. Because of this, members of our Union are working hard to ensure Health and Safety Committees exist and are successful at each facility.
Department of State Hospitals (DSH)
Meet & Confer update
On Wednesday, June 23, 2021, SEIU Local 1000 met with the Department of State Hospitals (DSH) to meet and discuss over the status and future of Health and Safety Committees at all five facilities, per Section 10.2 of the MOU. At this meeting, member leaders represented all the DSH facilities, except for Atascadero. Positive steps were taken and will continue in order to ensure success for Health and Safety Committees at each facility to appropriately address concerns collaboratively with management and all staff unions.
Update: State Fund JLMC
On March 29, 2021, our Union met with the State Compensation Insurance Fund (State Fund) management team. The JLMC resumed meeting to discuss the recent member-only work-life balance survey many of you participated in.
The survey results were generally positive, but members did respond with concerns about feeling overwhelmed at times and the challenges of maintaining a healthy work-life balance.
Some of the major details from the JLMC discussion include:
EDD Workforce Service Branch (WSB) Office Reopening for Appointments
Our Union team met again with the Employment Development Department (EDD) regarding the plan to reopen certain WSB offices up for in-person service by appointment.
Bargaining Unit 4 Upward Mobility Task Force
The Bargaining Unit 4 Upward Mobility Task Force met again on May 7, 2021, to continue the conversations and the work of reviewing the upward mobility program and process and writing recommendations for best practices. This Task Force is a joint partnership between SEIU Local 1000 and the California Department of Human Resources (CalHR) and is a product of Article 5.13.4. of the Master Agreement between SEIU Local 1000 and the State of California (effective 1/1/2020 through 6/30/2023).
EDD Workforce Service Branch Public Counter Reopening Meeting Update
Earlier this week, our Union team held our first discussion with EDD regarding their plan to reopen the public counters for customer appointments at many Workforce Services Branch (WSB) offices statewide. This meeting was an opportunity to address specific concerns that our members have brought up about returning to in-person service.
Covered California (HBEX)
Meet and Confer Update
On Tuesday, April 27, 2021, our Union met with the California Health Benefit Exchange, also known as Covered California (HBEX), to meet and confer over the soon-to-be implemented “Workday,” a Human Capital Management System (HCM) intended to modernize human resources (HR) functions. This system will replace the department’s current paper-driven business processes with automation solutions and system functionality.
Department of State Hospitals (DSH)
Meet & Confer update
On Tuesday, May 4, 2021, SEIU Local 1000 met with the Department of State Hospitals (DSH) to meet and confer over DSH’s application for a permanent exemption to the California Standards for Workplace Violence Prevention in Healthcare, which mandates guidelines for reporting to the Department of Industrial Relations, Division of Occupational Safety and Health (Cal/OSHA) regarding workplace violence incidences.
California Health Benefit Exchange (HBEX) Meet & Confer Update
Update
On Tuesday, April 27, 2021, our Union met with the California Health Benefit Exchange, also known as Covered California (HBEX), to meet and confer over the soon-to-be implemented “Workday,” a Human Capital Management System (HCM) intended to modernize human resources (HR) functions. This system will replace the department’s current paper-driven business processes with automation solutions and system functionality.
DMV Driver Safety Reopenings
Update
On Tuesday, April 13, 2021, our DMV H.E.A.T. team met with management to continue discussions over the reopening of the Driver Safety Branches to the public. This meeting was a follow-up to the initial meet and confer held on February 11, 2021. Much like the first meeting, our DMV H.E.A.T. team members centered their strategy on conversations with members from Driver Safety Branches across the state. Our team continued to pressure management to address all health and safety concerns for our members related to COVID-19.
Caltrans District 4 Layoffs
Update as of April 20, 2021
Last week, we met with Caltrans and CalHR for the first time regarding the Caltrans District 4 Toll Collectors and Custodians Layoffs. We confirmed that all permanent employees impacted were given SROA status and that CalHR will be working with Caltrans to set up individual options meetings very soon.
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.
DMV Driver Safety re-open Meet and Confer
Update as of February 11, 2021
On Thursday, February 11, 2021, our DMV HEAT team held a Meet and Confer with management over the notice to re-open the Driver Safety Branch to the public as of February 16, 2021. DMV members strategized for this meeting based on conversations with many members from the Driver Safety branches across the state. Throughout this meeting, member leaders held management to task to ensure the health and safety of all SEIU Local 1000 members, as we continue to navigate the ongoing uncharted territory of the COVID-19 pandemic.
Update on SCIF Performance Appraisal
On August 12, 2020, our Union met with the State Compensation Insurance Fund (State Fund) to continue discussing the planned update of the Performance Appraisal process within the department. State Fund plans to remove the three tier rating system of inconsistent, successful, and exceptional from annual performance appraisals and instead rely on a process where management regularly communicates performance expectations and concerns to employees throughout the year.
Some of the major details from the negotiations include:
Department of Motor Vehicles (DMV)
Temperature Screening
On September 15, 2020, our Union met with the Department of Motor Vehicles (DMV) to discuss the Field Office Temperature Screening Expansion implementation within DMV field offices throughout the state.
As part of the effort by the DMV to actively manage the spread and containment of COVID-19 in accordance with CDC and CDPH guidance, the Field Operations Division (FOD) will implement employee and customer focused screening protocols which will include a health questionnaire and temperature screening.
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
Unit 1/Unit 4 Joint Bargaining Update for Wednesday, August 21st, 2019
Units 1 and 4 Reach Important Agreement on Lottery Bonus Procedures
Meeting in a special joint “side table” with the state, Units 1 and 4 fought for and won a major advance for Lottery employees on Wednesday, August 21. The advance stands to update and improve the bonus structure for its field sales representatives in Unit 1 and the lottery ticket sales specialist series in Unit 4.
These are the workers on the front lines who drive Lottery revenues that contribute more than $1 billion annually to the state’s public schools and help create a California for All.
Unit 4 Bargaining Update for Friday, August 9th, 2019
Unit 4 Bargaining Team Negotiates New Dispatcher Clerk Classification Study
Unit 4’s bargaining team signed another tentative agreement (TA) this Friday, August 9, securing a new Dispatcher Clerk and Dispatcher Clerk (CalTrans) classification study. The TA represented another big victory for Local 1000’s Dispatcher Clerks and will jump-start a class review process that began over a decade ago.
Unit 4 Bargaining Update for Wednesday, August 7th, 2019
Unit 4 Bargaining Team Stands Up for Seasonal Clerks at Negotiation Table
On Tuesday, August 6, 2019, the Unit 4 Bargaining Team returned to the negotiation table to support the Seasonal Clerks in their fight for living wages and economic security. Unit 4 proposed an increase to the night differential for Seasonal Clerks and seeks to change the way the night differential is calculated.
Unit 4 Bargaining Update for Tuesday, July 30, 2019
Unit 4 Bargaining Team Signs 19 Tentative Agreements; Protects Upward Mobility at Table
This Tuesday Local 1000’s Unit 4 bargaining team made great progress towards making this state a California for All. On July 30th they were able to sign 19 tentative agreements and were able to protect critical contract language that protects upward mobility opportunities for over 20,000 Unit 4 state workers in California.
Unit 4 Bargaining Update for Friday, July 26, 2019
Unit 4 Heads Back to the Bargaining Table to Support its Members Working Out-of-State
Unit 4 went back to the bargaining table on Friday, July 26, 2019, and continued to challenge the state to value the work our members perform. This means ensuring that Unit 4 workers are compensated fairly for the work they do, regardless of where they live, and that the state has an up-to-date understanding of the job duties and responsibilities that Unit 4 members deliver on a daily basis.
Our Fight Begins Now for a California for All!
A Message from President Walker
Yesterday, July 18, 2019, our Local 1000 bargaining team brought to the table proposals that addressed four of the most important issues identified by our members: health care, housing, transportation justice and a livable wage. Listen to President Yvonne R. Walker explain how the fight begins now for a California for All!
Unit 4 Bargaining Update for Tuesday, July 16, 2019
Unit 4 workers seek to Highlight Upward Mobility Language to Ensure it Applies to all Workers
Unit 4 returned to the bargaining table on Tuesday, July 16, 2019 in an effort to highlight upward mobility and employee recognition and morale program language. Not only did the bargaining team protect current upward mobility provisions in the current contract, they presented a proposal to secure upward mobility opportunities for employees working in the California Department of Tax and Fee Administration and the Office of Tax Appeals.
Unit 4 Bargaining Update for Tuesday, July 9, 2019
Unit 4 Members Tell State Negotiators it’s time to Invest in its Employees
Local 1000’s Office and Allied work force met with state negotiators on Tuesday, July 9, 2019, to make the case California needs to invest in them and the important work they do in carrying out and supporting the administrative work of state agencies all across California.
On Tuesday, Unit 4’s bargaining team submitted over 25 special salary adjustments and did four presentations to state negotiators that detailed the substance of the work they do and the importance of that work to the efficient and accurate running of state agencies.
UPDATE: Meet and Confer with DMV on Reporting for Unplanned Absences
On March 26, 2019, SEIU Local 1000 met with the Department of Motor Vehicles (DMV) to negotiate the impact of proposed changes to procedures for reporting unplanned absences. DMV’s change in policy would now require employees reporting an unplanned absence to call their supervisor 30 minutes prior to the start of their shift, rather than within the first 30 minutes after the start of their shift.
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.
UPDATE: QA Bill
On January 22, 2019, our Union met with the State Compensation Insurance Fund (State Fund) to discuss a revision to the Performance Standard to Quality Assurance (QA) in the Claims Processing Center (CPC) Bill Review Unit and the implementation of a performance standard for QA in the Scan Indexing Unit.
UPDATE: Dentrix System
On December 21st, 2018, our union met with the California Correctional Health Care Services (CCHCS) to discuss the implementation of the Electronic Dental Health Records System known as Dentrix within all 35 CDCR facilities in the state.
SEIU Local 1000 Updates for the Department Motor Vehicles (DMV)
No Saturday Service in Field Offices on Veterans Day and Thanksgiving Weekends
On August 29, 2018, Local 1000 and DMV continued negotiations regarding the department’s intent to open field offices on the Saturday before Veterans Day (November 10) and the Saturday after Thanksgiving (November 24). After long discussions around our negotiation team’s proposals, DMV has rescinded the requirement that the field offices be open on either day. This victory allows our DMV members to enjoy their upcoming holiday weekends.
DMV Meet and Confer Update
Saturday Service Hours
SEIU Local 1000 met and conferred with the Department of Motor Vehicles (DMV) on August 29, 2018 to continue negotiations regarding the impacts of the implementation of the RealID program. The primary focus of the discussions was around the increased hours and locations of operations at DMV field offices.
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.
EDD Fingerprint and Background Checks
Due to new IRS rules regarding fingerprinting and background checks, the Employment Development Department (EDD) implemented new policies impacting about 5500+ of our members. Local 1000 met multiple times with EDD and the California Department of Human Resources (CalHR) to ensure the implementation was not overly broad and did not impact any of our members unnecessarily.
Some of the major results of our team’s negotiations include the following:
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.
Meet and Confer over the Department of Motor Vehicles Implementation of Real ID
On June 6, 2018, the Department of Motor Vehicles (DMV) Heat Team met with management to continue to negotiate the impact of the implementation of Real ID. Discussions were productive and positive as the team brought up a variety of concerns about workload, staffing levels, improving the Real ID process and providing Californians a better experience at the DMV field offices.
Specific issues that the DMV Heat Team raised were:
DCSS Fingerprint and Background Checks
Due to new IRS rules regarding fingerprinting and background checks, the Department of Child Support Services (DCSS) implemented new policies impacting about 400+ of our members. SEIU Local 1000 met multiple times with DCSS and the California Department of Human Resources (CalHR) to ensure the department’s implementation was not overly broad and they did not impact any of our members unnecessarily.
Some of the major details from your team’s negotiations include the following:
Bargaining Unit 1 and 4 State Fund Update
Bargaining unit representatives Susan Rodriguez (Unit 1, Alternate Vice Chair) and Sophia Perkins (Unit 4, Chair) met with State Fund and CalHR to negotiate impacts to existing performance standards and the creation of new performance standards for Workers Compensation Claims Adjusters (WCCA), Workers Compensation Insurance Technician (WCIT) and Program Technicians (PT) being implemented by State Fund.
Vice President Robinson, Sen. Galgiani Get Update on BOE Headquarters Building
Tamekia Robinson, our Vice President of Organizing/Representation met with Sen. Cathleen Galgiani and department representatives at the CDTFA/BOE headquarters building for an update on the repairs and upgrades underway at 450 N Street in Sacramento.
The tour included a meeting with Nick Maduros, the new department director, who is working with our CDTFA Joint Committee to preserve our members’ rights during the current BOE reorganization.
PROVIDING OUR MEMBERS WITH UPWARD MOBILITY
New slots open up in IT Apprenticeship Program
Professional development and upward mobility are key priorities for our union, and our members, and an innovative new Information Technology (IT) Apprenticeship Program offers Sacramento-area members an opportunity to improve their state careers.
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.
DDS Developmental Center Retention Stipend Agreement Overview
Highlights:
- Effective date: July 1, 2016
- Amount: Up to $6,000
- $250 is accrued for all employees that meet the criteria each full quarter during the fiscal year 2016/2017
- $500 is accrued for all employees that meet the criteria each full quarter effective July 1, 2017 until separation from DDS.
- Payout:
- There will be two payouts of the retention stipend:
- January 2018 or the first month following the 50% decr
- There will be two payouts of the retention stipend:
“Lift and Shift” Bargaining Update for June 5
SEIU Local 1000 Met with the State to Negotiate Impacts of the “Lift and Shift” on the Psychiatric Programs at Vacaville, Stockton and Salinas
On June 5, 2017, SEIU Local 1000 met with representatives from the Department of State Hospitals (DSH), California Correctional Health Care Services (CCHCS), California Department of Corrections and Rehabilitation (CDCR) and the California Department of Human Resources (CalHR) to negotiate the impacts of the transfer of the Psychiatric Programs from DSH to CDCR and CCHCS at Salinas Valley State Prison – Salinas, California Medical Facilit
Health Records Technician Bargaining Update for June 5
Unit 4 Meet and Confer for Recruitment and Retention at Avenal, Ironwood, Calipatria, Chuckawalla Valley, Centinela, High Desert, California Correctional Center, and Pelican Bay State Prison
On June 5, 2017, SEIU Local 1000 met and conferred with representatives from the California Correctional Health Care Services (CCHCS) and the California Department of Human Resources (CalHR) to negotiate on behalf of our Health Records Technicians working at Avenal, Ironwood, Calipatria, Chuckawalla Valley, Centinela, High Desert, California Correctional Center, and Pelican Bay State P
LTA Arbitration Update
On November 2nd and 3rd, the union was back in arbitration working to show that LTA (Safety)’s who are independently running law libraries at CDCR are working out of class.
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.
SPB Approves New Medical Assistant Classification
Local 1000 Will Meet with the State on the Creation of the New Classification
The State Personnel Board (SPB) recently approved the creation of a Medical Assistant classification in state civil service. Our Contract gives us the opportunity to meet with the state on the salary and impacts of the new classification. We will stay involved in the introduction of this new position to ensure a smooth transition. To do this, we will meet with the state prior to the employment of new Medical Assistants to ensure the new classification is integrated into the Medical Classification Model.
Bargaining Leaders Meet with CCHCS Executives to Voice Member Concerns
Bargaining leaders – Margarita Maldonado, Vice President for Bargaining, Rionna Jones, Chair of Unit 20 and Kim Cowart, Chair of Unit 17 – met with California Correctional Health Care Services’ (CCHCS) executive management to discuss the dissatisfaction of members across the state regarding their mishandling of post and bid, an ill-advised staffing model, their proposal to create a new Medical Assistant classification, the use of mandatory overtime and other chronic issues.
Collective power delivers results
Union clout fixes delays in SSSB claims
Local 1000 leveraged our collective power to get relief for members at the State Special Schools who were struggling with delays in State Special Schools Benefit (SSSB) funds. SSSB funds are a type of unemployment benefit for employees of the State Special Schools run by the California Department of Education (CDE).
Local 1000 members and staff met several times over the past eight months with department representatives. The union forced management to identify what was causing delays and to find ways to minimize those delays.
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.
Workers Training Management
Covered California workers discover the power of membership
The Fresno Action Committee, the Joint Labor Management Committee (JLMC) for the Fresno Covered California office, is building a voice for workers to demand respect at that worksite. A recent meeting resulted in management conceding a number of items, including the right of workers to have a coffee and water club, to monitor their cell phones for emergencies and to have ample time to check emails and study.
State Compensation Insurance Fund – Performance Standards
In accordance with Article 13.7.4 of our contract, State Compensation Insurance Fund (State Fund) notified the Union of their intent to implement performance standards for some Program Technicians and Worker’s Compensation Insurance Technicians working in the Claims Processing Centers. Per the contract, State Fund requested a meet and confer over the issue.
More upward mobility, less outsourcing
JLMC promotes new skills database at CalPERS Information Technology Services Branch
When Job Steward Lonnie “Tony” Owens attended a Joint Labor Management Committee (JLMC) meeting last year, he came prepared to present management with the concerns of his CalPERS coworkers in the Information Technology Services Branch (ITSB).
What he provided was perspective regarding the staff’s frustration with the department’s lack of communication concerning their critical skills and training. That vacuum of communication too often leads to work being outsourced that could have been done by existing state staff.
Program Tech Update: July 2015
Local 1000’s Program Technician Committee met with CalHR on June 18. The Joint Labor Management Committee has agreed to have 10 Program Technician subject matter experts from five departments that heavily utilize PTs (DOJ, EDD, DDS, Covered California, and State Fund ) participate in discussions that will start July 14.
Union pressure leads to settlement win at State Fund
Department implemented production standards without union input
Local 1000 stopped the State Compensation Insurance Fund (State Fund) from implementing a serious violation of our contract by introducing performance standards in the workplace without notifying and bargaining with the union. As a result of our pressure, State Fund has agreed to suspend the controversial program and meet with Local 1000.
EDD workers share the burden with coworkers facing reduced hours
Spreading the cuts lessens the negative impact
Seventy Local 1000 members at the Employment Development Department (EDD) stepped up to soften the blow for some of their coworkers who faced reduced hours. As a result, what would have been a major reduction in work and pay for a few people was distributed among a larger group for a much less significant negative impact.
Steward retaliation case a win for Local 1000
Adverse actions removed after union challenges manager’s actions
Swift and decisive action by Local 1000’s legal department shut down a hostile manager’s suppression of our members’ right to conduct union activities at Department of Social Services (DSS). The union’s determination to not let bullying behavior stand forced DSS to agree to completely withdraw spurious charges against our members.
“We’ll do whatever it takes to get these kinds of bogus adverse actions removed,” said Tamekia N. Robinson, vice president for organizing/representation. “There’s no way we will tolerate bullying of our stewards.”
CCHCS making the switch to electronic record keeping
Local 1000 members will take part in pilot program
Local 1000 bargaining leaders are monitoring the launch of a new electronic records system that California Correctional Health Care Services (CCHCS) hopes will streamline health care services in state prisons. Called Electronic Health Records System (EHRS), the system will begin its rollout in October.
Program Technician Reclass Update
MAY 2015 UPDATE
Your Program Technician Committee met with CalHR and representatives from EDD, DOJ, State Fund and the Personal Management Division (PMD) on May 21, 2015, to continue the process of reviewing the Program Technician classification series through our Joint Labor Management Committee (JLMC) outlined in Contract Article 14.16.4.
Progress on Unit 4 program tech reclassification
Local 1000’s ongoing campaign to update the job specifications of nearly 4,000 Program Technicians (PT) got a boost when the state agreed to jointly interview workers about their duties in several key departments.
DDSD Stewards Organize to Force Formation of JLMC
Disability Determination Service Division forced to accept JLMCs
By enforcing our 2013 contract, a determined group of stewards has forced their division of the Department of Social Services (DSS) to accept joint labor management committees (JLMC) statewide and at all of its regional offices.
Local 1000 fought for JLMCs through a stewards’ grievance, affirmed by CalHR in a March 10 decision entitling 1200 DSS employees in the Disability Determination Service Division (DDSD) to actively participate in workplace change.
DMV HEAT Team Signs Up 1000 New Members
We are growing stronger together
In a huge win, Local 1000’s DMV “HEAT Team” signed up 1000 new members.
“Our DMV HEAT Team is doing some amazing work,” said Local 1000 President Yvonne R. Walker.
“Our DMV member leaders are setting an example—and raising the standard—for everyone in Local 1000. It really shows the power of effective workplace organizing.”
Program Technician Team Update
Team refocuses direction to establish new classification
After meeting in January and February, the Program Technician Strategic Planning Team (SPT) will meet again in March to review and discuss the refocused direction of the Program Technician Committee (PTC).
Members rally to help crime victim
Donations of time and cash aid Shannon Pree's long recovery
When Shannon Pree was the victim of a horrific violent crime last November, her manager at the California Science Center in Los Angeles knew who to call for help: Local 1000.
Pree’s brothers and sisters at Local 1000 heeded the call, donating cash and hundreds of hours of catastrophic leave as this single mother of three daughters recovers from multiple surgeries.
On March 2, Bargaining Unit 4 leaders surprised Pree at work, presenting her with the donations and reminding her that everyone at Local 1000 has her in their hearts as she undertakes her long recovery.
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.
Local 1000 Wins Across-The-Board Bonuses at SCIF
Union pushes back against
two-tiered award system
Thanks to an agreement negotiated by Local 1000, nearly all represented workers at the State Compensation Insurance Fund (SCIF) will receive a 2.4 percent performance award this year. Announced on February 20, the annual award will go to everyone who is qualified to receive it.
LTA Arbitration Update
An agreement reached last Tuesday, February 10, brings the conflict over Local 1000 Library Technical Assistants (LTAs) forced to work out of class closer to resolution.
Local 1000 and the California Department of Corrections and Rehabilitation (CDCR) agreed to allow an arbitrator to hear a new grievance from an LTA whose case is such a strong example of the problem of LTAs working out of class that it may set a precedent for all future cases.
CCHCS Layoff Update
Team reaches agreement with the state to reduce impact of Phase 3 Staff Reductions
On September 23, 2014, the Local 1000 negotiating team came to an agreement with CalHR and California Correctional Health Care Services (CCHCS) regarding the 2014 Phase 3 Staff Reductions. Some of the highlights of the agreement include:
Local 1000 negotiates with Covered California over call center scheduling
Local 1000 has met with Covered California management to negotiate impacts regarding how Program Technicians are scheduled at call centers.
Covered California committed to use departmental seniority as the only factor in determining shift awards because it is a fair and transparent method.
If you believe you were not awarded the appropriate shift based on your seniority, you should contact the Local 1000 Member Resource Center at 866-471-SEIU (7348).
Program Technician Classification Study Update
The Unit 4 Program Technician Committee reconvened after an unforeseen delay due to administrative changes at the California Department of Human Resources (CalHR).
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.
450 Permanent Intermittent Program Techs to convert to full time at Covered California
Over 450 Permanent Intermittent (PI’s) employees working for Covered California at two call centers in Fresno and Rancho Cordova were offered the opportunity to convert to fulltime on July 28. These full-time conversions will provide these workers with stronger benefits, increased take home pay and more robust job protection. It represents a big victory for these Covered California Program Technicians.
Local 1000 is always pushing the State to offer stable, full-time work to as many state employees as possible through the conversion of PI workers.
Sacramento stewards meet new EDD Director
Local 1000 gains an ally in its ongoing efforts to improve working conditions, service levels
After months of collaboration with state officials to address issues facing EDD, Local 1000 hosted new Director Patrick Henning Jr. in a meeting with Local 1000 stewards, to hear first-hand the comments and concerns of rank-and-file workers now in his charge. He came to underscore his commitment to “helping Californians when they are at possibly the lowest point in their lives.”
Local 1000 signs first tentative agreement impacting all employees
Local 1000’s bargaining team signed the first tentative agreement of our new contract at the master table today, one that provides a huge advance in our fight against outsourcing.
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.