Unit 4 Statewide DMV JLMC Update – November 2025

What’s This About?
SEIU Local 1000 and DMV Labor Relations met to talk about issues affecting DMV employees. This update is to keep you informed and help build strength in the workplace.

Key Topics Discussed:

Driver Safety Workload
Time management tips
Health and safety concerns
Employee development and career growth

Let’s Talk About Fairness and Efficiency in Driver Safety Workload Distribution

As we continue to adjust to the statewide “One Office” model, it’s time to take a closer look at how Driver Safety work is currently being distributed and whether it’s truly fair, equitable, or effective.

Right now, the system separates responsibilities between hub and non-hub offices. Hubs (Fresno, El Segundo, and Sacramento) handle mail, email, faxes, and case prep. Non-hub offices are expected to manage phone calls (about 2 hours/day) and complete casework with the remaining time. But this division doesn’t reflect the reality that many Motor Vehicle Representatives (MVRs) are facing.

Here’s what’s not working:

Uneven workload: Some offices are overwhelmed while others have capacity. The current structure doesn’t allow for flexible redistribution of work.
Backlogs and burnout: MVRs are being assigned old cases, cases from absences, and after-hours submissions, all while trying to stay on top of daily tasks.
Skill stagnation: When only certain offices or individuals handle specific tasks, others lose opportunities to practice and maintain their skills.

We’ve done it better before. In the past, work was assigned bythe office, but everyone rotated through tasks. Hubs were regional, not centralized. That model helped balance the load and kept everyone sharp.

Now that we’re operating as one statewide office, why not use that to our advantage?

Let’s advocate for a system where:

All MVRs share in all tasks — phone calls, casework, and document handling.
Workload is balanced statewide, not just by office or region.
Skills are kept fresh through rotation and shared responsibility.
Short-staffed offices get relief from others who can step in remotely.

This isn’t just about fairness, it’s about getting the work done better, faster, and with less stress on any one group. A truly statewide model should mean shared responsibility, not siloed struggle.

If you’re feeling the pressure or noticing inefficiencies, speak up. Talk to your manager, and if needed, reach out to the Member Resource Center at 866-471-7348.

Together, we can push for a smarter, more sustainable way to serve the public — and support each other.

Time Management and tips for staying organized:

Use a simple system (e.g., symbols or tags for done, pending, low priority, follow-up)
Set calendar reminders
Ask for help if needed — and if help isn’t given, call the Member Resource Center.

AR (Accounts Receivable) Notices

AR notices are sent to both employees and managers. Managers should help resolve issues.

If you get an AR notice and need help, Call the Member Resource Center.

Santa Maria Office Safety Concern

We flagged the removal of plexiglass barriers at Santa Maria after relocation. Management says PPE is still available, but the budget is tight.

If you have safety concerns, call the Member Resource Center.

Upward Mobility Program

Congrats to those who got their applications submitted by October 31st! Responses and acceptances will be sent by the department after review.

Info is emailed and posted on the DMV Intranet every October.
Search “Upward Mobility” on the Intranet for resources and coordinator contact info.

If you’re blocked from accessing emails or info: Call the Member Resource Center.

Vacation Requests

Reminder: You can request a vacation using projected hours.
You don’t need to have the hours already earned at the time of the request.
But if you don’t have enough hours when the vacation starts, it will be canceled.

Speak Up, Stand Strong: Protect Our Contract Together

When you see something, say something. Let your union know what’s happening so we can be part of the solution together.

It might feel easier to let bad management slide, but silence allows problems to grow, leading to unnecessary stress and harm. Our Contract is the law, and when it’s violated, we must enforce it.

If something doesn’t feel right, whether it’s a situation, issue, question, or concern, record and report it. Our contract sets the expectations and legal standards for our workplace. When those expectations aren’t met, it’s our responsibility to act.

Record and report situations, issues, questions, and concerns that aren’t meeting the expectations and laws of our Contract. Our Contract is a law, and when violated, we need to enforce it. Know your rights! Keep documentation.

We need specific examples of: