In the previous agreement, CSLEA agreed to the implementation of a Personal Leave Program (PLP) which reduced Unit 7 employees’ wages by 9. 23% in exchange for sixteen (16) hours of PLP leave per month and the suspension of the 4% employee contribution to pre-fund retiree health. The PLP was to be in effect for up to 2 years but could be terminated by CalHR sooner if the State’s revenue improved. The agreement also doubled bilingual pay for the unit, increased longevity pay for Unit 7 peace officers, increased retirement compensation for DSH Hospital Police Officers and DDS Peace Officers, and provided an equity salary adjustment for DMV LRE’s Show
Under the new side letter, the PLP will terminate effective June 30, 2021. Employees will no longer accrue PLP leave and will resume paying into retiree health. Also, the July 1, 2020, 2. 5% General Salary Increase (GSI), which was deferred, as well as the July 1, 2021, GSI which is due, will both be paid in the July pay period. As a result of compounding, Unit 7 employees will receive 5. 06% in GSI in addition to the restoration of pay The July 1, 2022, 3. 75% GSI for peace officers and the 2. 25% for non-sworn will remain payable under the existing MOU. The higher 2022 GSI for peace officers is the result of the requirement to pay 1. 5% more into retirement than non-sworn employees at the end of the term of the MOU In bargaining, CSLEA and CalHR discussed essential worker/hazard pay for Unit 7 employees. CalHR was unwilling to commit to furnishing hazard pay until the federal regulations authorizing the funding of such pay are finalized later this year. As such, CSLEA and all other bargaining representatives, with the exception of CCPOA, agreed to a reopener once the regulations are finalized to bargain over which classifications should receive hazard pay and, if so, how much. Due the number of positive COVID-19 cases and deaths, CalHR determined that State correctional officers clearly met the criteria of essential worker/hazard pay and agreed to a $5000 bonus to be split in half and paid in 2021 and 2022 Although CSLEA would have preferred to have the details on hazard pay included in the new agreement, it was important to terminate the PLP and get members the GSIs they are due. And the administration has now established that State employees are eligible for hazard pay which may amount to $5000 per employee. CSLEA will address this by way of the reopener once the federal regulations are final The agreement was negotiated by the CSLEA Negotiations Team comprised of CSLEA President Alan Barcelona, Sr. Vice-President Tina Brazil, Vice Presidents Ken Ehrman and Tom Ineichen, Chief Counsel Kasey Clark and Sr. Legal Counsel Ryan Navarre. On May 27, 2021, the full CSLEA Board of Directors authorized the signing of the agreement Unit 1 includes accounting officers, auditors, analysts for all departments, employment program representatives at the Employment Development Department (EDD), disability evaluators at the Department of Health and Human Services (DHS), and information technology analysts and other professional classifications For general questions regarding Unit 1, e-mail unit1@seiu1000. org
Post April 19, 2023 Unit 1 is our Union’s largest and most diverse bargaining unit, representing classifications in Professional Administrative, Financial, and Staff Services … and today, one in four Unit 1 positions are vacant. Workloads are untenable, driving the loss of qualified employees and diminishing our service to the state Today, we proposed a series of pay adjustments intended to reward the value of our Unit 1 employees, and we did it with presentations made by four members of our bargaining team and five additional Unit 1 subject matter experts from across the state We believe that our path to respect is to tell the real story of state workers and to prevent the State from considering us as line items on a spreadsheet “I’m proud to serve the public with these people,” said Susan Rodriguez, Unit 1 Chair. “Today they will tell you (the State) about the work they do and how they serve our communities and our constituents. ” We proposed Special Salary Adjustments (SSA) for 56 classifications in 27 different series. Members of the Unit 1 Bargaining Team who made presentations were They were joined by five additional Unit 1 subject matter experts “I’m advocating for a change in a classification that hasn’t been touched by the state since 1990, the year I was born. ” – Tommy Rico “I’m stressed by the changes over many years that have made my classification more demanding, and more in demand. ” – Michelle Levy “We’re demanding Respect for our contribution, to Pay Us for our commitment, and to Protect Us to keep the quality of our life from slipping further behind in this economy. ” – Jean Colyer “One machine can do the work 50 ordinary men, but no machine can do the work of an extraordinary Personnel Specialist. ” – Cloria Barnes Another new proposal addresses Recruitment and Retention adjustments in 10 different series and a total of 29 classifications. These were identified in a report jointly created by a team from Local 1000 and CalHR. You can read the report here on the Unit 1 website. Of note. This committee and the report was itself the result of Article 5. 17. 1, a win from our 2020 contract, addressing this important issue We presented one additional proposal, Article 11. XXXX. 1 – Operational Availability Incentive Program, DWR (Unit 1). This mirrors an existing program in Unit 11. And, keeping our negotiations moving forward, we reached a tentative agreement with the State on Article 21. 6. 1, Hearst Castle Night Tours You can read the details of these and all current contract articles at contract. seiu1000. org Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 16. To read about what happened in Tuesday’s other bargaining sessions, please visit the Contract Action Center page at seiu1000. org There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today Back at the table with the State today, our Unit 1 Bargaining Team continued to present contract proposals that reinforce our demand to be Respected, Protected, and Paid Overall, the State has been slow to respond to proposals our Unit 1 team has been presenting over the last three weeks. One response was received today, on language we proposed that would enable EPRs working at EDD the ability to manage their workload, do their job better, and improve the quality of the service EDD provides The State pushed back on Article 13. 15. 1 – EDD Determinations Scheduling Standard—with a counter offer, and worse, without clear justification for their pushback “The State continues to disrespect our EPRs demand for a change in working conditions by saying ‘no’ while failing to make any effort to bring an idea of any kind,” said Joyce Wheeler Owens, a long-standing member of the bargaining team who works at EDD/San Diego Bargaining Chair Susan Rodriguez, added “This critical issue has been on the table for more than a decade, and the State, once again, fails to understand how their ignorance of the issue and their failure to act impacts us. ” Today, we presented two new proposals with origins in a hard-fought, two-year reclassification campaign for members working in six different Actuary classifications. You can read more about the reclass campaign here One new proposal calls for a five percent pay differential for a range of professional credentials and certifications held and maintained by an Actuary, along with the costs of education, testing, and certification Another new proposal calls for the establishment of an Incentive Award Program for employees in the various Actuary Classifications “Our goal has been for the employer to reward our professional expertise and the quality of the work we do,” said Stuart Bennett, an Actuary at CalPERS who also worked on the reclass campaign. “These articles are an extension of the reclass agreement that recognizes our skills and places additional value on the goal of recruitment and retention. ” In today’s session, the Unit 1 team also proposed the rollover of eight different articles from our current contract which would preserve hard-won economic rights won in previous contract campaigns Article 11 – Salaries Article 12 – Allowances and Reimbursements You can read the details of these and all current contract articles at contract. seiu1000. org Unit 1’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 Our Unit 1 Bargaining Team returned to the table with the State on Tuesday, April 25. It’s our largest bargaining unit, representing a diverse group of professionals, and today’s session focused on parts of our contract that affect the represented employees at EDD “The working conditions at EDD have been a Local 1000 focus for some time,” says Unit 1 Chair Susan Rodriguez. “We’ve had an ongoing discussion with the department at every bargaining cycle and numerous times in between. ” “Workloads at EDD are an issue we worked to correct today,” Rodriguez added. “We proposed language that would allow EPRs the ability to do their job better and to improve the quality of the service they provide. ” The new language in Article 13. 15. 1 – EDD Determinations Scheduling Standard – increases the time allotted for determination interviews Unit 1 made additional progress today, reaching tentative agreement on a number of articles that were either “rolled over” (leaving existing hard-won rights unchanged) or “cleaned up” (making changes to improve the accuracy or clarity of the existing language without modifying the article’s intent or impact) Two of the articles agreed upon today preserved Joint Labor Management Committees, which are powerful tools Unit 1 uses to continue the effort to improve working conditions between contract cycles One additional article is still pending, 20. 1. 1, which governs EDD’s Post and Bid Agreement You can read the details of these and all current contract articles at contract. seiu1000. org Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for May 2. To read about what happened in Tuesday’s other bargaining sessions, please visit the Contract Action Center page at seiu1000. org There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today Bargaining Unit 1—representing a diverse group of classifications in Professional Administrative, Financial, and Staff Services—went to the bargaining table with State negotiators on April 19 and hit the ground running with five tentative agreements on their first day of negotiation “Our Unit 1 team has worked diligently since the last contract negotiations in 2019 to prepare for this,” said Susan Rodriguez, Unit 1 Bargaining Chair. “A number of taskforces, joint labor-management committees (JLMCs), and workgroups were established during that time to open up the dialogue surrounding key issues for Unit 1. We will present contract proposals that address the joint recommendation of those groups. ” “With such a diverse bargaining unit, representing many different skill sets, we’ve found the workgroups, taskforces, and JLMCs to be powerful tools to continue negotiating for better working conditions,” Susan said. “In fact, two of our agreements today keep those groups in place. ” Unit 1 presented five contract articles to the state for “rollover,” signaling our desire that the existing language remains unchanged, keeping in place the hard-won rights from previous contract campaigns. The State agreed, and thus, a “tentative agreement” was reached on these five articles Of particular note. in reaching an agreement on 5. 13. 1, the State recognized the importance of the need for continued effort in solving workload and other issues in the Correctional Case Records Analyst classification Unit 1’s next meeting with the State to win a contract that Respects Us, Protects Us, and Pays Us is set for April 25. To read about what happened in Tuesday’s other bargaining sessions, please visit the Contract Action Center page at seiu1000. org There’s real truth to the Local 1000 slogan, Stronger Together. We only win a great contract with a strong Local 1000 membership. So, if you’re not already a member, we encourage you to join us today Post March 13, 2023 Bargaining Unit 01 Recruitment & Retention Report As outlined in Paragraph 5 of Article 5. 7. 1 in our MOU, we are pleased to share the finalized joint report drafted by the Bargaining Unit (BU) 01 Recruitment and Retention Committee. You can access the entire report here. This final report was drafted jointly with CalHR and a standing team of labor representatives from various departments that employ the chosen classifications Post March 9, 2023 SEIU Local 1000 actuaries continue their member activism in advocating for the State’s actuarial staff and set the stage for upcoming contract negotiations Post 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 Post February 16, 2023 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 Post January 27, 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 Post January 27, 2023 On Friday, January 20, 2023, your SEIU Local 1000 Union team met with the Employment Development Department (EDD) regarding the ratio of Permanent Intermittent (PI) employees currently employed with the Department. Article 18. 2. 1 of our MOU outlines that only 20% of the workforce of Employment Program Representatives (EPRs) or Disability Insurance Program Representatives (DIPRs) in any branch of EDD can be filled by PI employees. The meeting was to discuss solutions to the very high ratio that the Department currently has of PI employees Post October 24, 2022 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 Post October 3, 2022 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 Post August 31, 2022 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 Announcement June 22, 2022 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. Post 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 Post May 18, 2022 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 Post May 17, 2022 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 Post May 17, 2022 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 Post April 19, 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. Post March 29, 2022 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 Post March 18, 2022 The SEIU Local 1000 Team met with the Employment Development Department (EDD) on Monday, March 14, 2022, to discuss the hiring process that current limited term (LT) employees working as Employment Program Representatives (EPR) can go through to apply to be hired on as a permanent intermittent (PI) EPR. We wanted to ensure we have a strong sense of how the process will look and how many positions will be available for application Post January 31, 2022 Meet & Confer with CA State Lottery on COVID-19 Safety ProtocolsOn 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
Post January 31, 2022 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) Post October 21, 2022 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 Post December 9, 2021 Date. Sunday, December 12, 2021, 10. 00 a. m Post October 28, 2021 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. Post October 1, 2021 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 Post September 15, 2021 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 Post September 14, 2021 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 Article August 4, 2021 SEIU Local 1000 recently met with CDCR Statewide management to discuss our Correctional Case Record Analysts (CCRA) and how their working conditions have been impacted by COVID-19 related emergency release regulations. With the Union it was CCRAs Marshell Stewart (Wasco) Karen DeVoll (SCC) and Cheryl Butters. We are not disputing the power of the State to release inmates in order to mitigate the spread of COVID-19 but have concerns about how Case Records workers are being trained and valued. Post July 29, 2021 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 Post June 25, 2021 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 Post June 10, 2021 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 Post June 2, 2021 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 Post May 20, 2021 On May 3, 2021, our Union met with the Employment Development Department (EDD) to meet and confer over the implementation of Phase 1 of the contact center training and quality management tools Post May 13, 2021 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 Post May 13, 2021 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 Post May 13, 2021 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 Post April 29, 2021 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 Post April 26, 2021 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 Post March 3, 2021 On February 4, 2021, our Union met with the California Department of Corrections and Rehabilitation (CDCR) and California Correctional Health Care Services (CCHCS) to meet and confer over the implementation of the institutional entrance screening policy at each institution throughout the state Post February 25, 2021 The Television Specialist Classification Review team met with the California Department of Human Resources (CalHR) and labor representatives from CDCR, DWR, and CalPERs to begin discussing the Television Specialist classification per MOU provision 14. 10. 1 Post February 18, 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 Post February 17, 2021 Our Union met with California Correctional Health Care Services (CCHCS) to continue discussing the formation and implementation of an Employee Health Team (EHT) at each institution throughout the state Some of the major details from the Meet-and-Confer include CCHCS was asked to explain the overall, general status of the Employee Health program and any other relevant information, and they responded with the following updates Post February 4, 2021 SEIU Local 1000 is aware that the Department of Industrial Relations (DIR) has identified approximately 158 Management Services Technicians (MSTs) that they consider misallocated and who DIR believes are performing duties more accurately allocated to the Office Technician classification. SEIU Local 1000 is working diligently to research and explore all available options to put together the best possible course of action Post October 28, 2020 On October 13, 2020, our Union met with California Correctional Health Care Services (CCHCS) to continue discussing the formation and implementation of an Employee Health Team (EHT) at each institution throughout the state Some of the major details from the meet and confer include Post October 21, 2020 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 Post October 7, 2020 On September 29th, 2020, our Union met with California Correctional Health Care Services (CCHCS) to discuss the formation and implementation of an Employee Health Team (EHT) at each institution throughout the State Post October 6, 2020 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 Post July 7, 2020 Thank you to all who sent in applications for Recruitment and Retention (Article 5. 17. 1). We look forward to reviewing your applications. Due to the COVID 19 pandemic, there has been a shift in our timeline, however, we anticipate reconvening as a team when it is safe to do so to begin the review and selection process for applications received. We will update this page when there is a change. If you have any questions, please contact the Unit 1 inbox at Unit 1@seiu1000. org Post April 15, 2020 For the first time in 42 years, we were able to increase the Bilingual Pay Differential to $200/month. This comes after 20 years of fighting for an increase including a joint task force and hundreds of members telling their story. We have been fighting for the implementation of Post April 15, 2020 In our most recent contract, we won a Recruitment and Retention Differential for our CCRAs and CRTs in the institutions. While our contract was ratified in October of 2019, we fought for Post February 12, 2020 Introduction to Application Recruitment and Retention (R&R) (Article 5. 17. 1) is a victorious win for SEIU Local 1000 members. The purpose of this R&R is to provide a platform for the state and the Union to jointly come to a consensus on recruitment and retention issues that are impacting the classification and jointly bring them to the attention of the Director of CalHR and the Administration Post August 26, 2019 On Wednesday, August 21, the Unit 1 bargaining team continued their negotiations with the State by reaching a tentative agreement (TA) on Post and Bid Agreement and the EDD Determination Scheduling Standard at the Employment Development Department (EDD) Earlier in the bargaining process, Unit 1 negotiators proposed to “roll-over” the current Post and Bid provision at EDD. The state countered with anti-nepotism language that would allow management to deny Post and Bid placements if they were found to be based on favoritism Post August 22, 2019 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 Post August 9, 2019 After a long day at the bargaining table on Wednesday, August 7th, 2019, the Unit continued to negotiate with the state over important workload and classification issues for unit members as we work toward a contract that creates a California for All Post August 6, 2019 Local 1000’s Unit 1 bargaining team returned to the table on Monday, August 5, 2019 and continued to make progress by signing 9 Tentative Agreements (TA). Five of the TA’s were “roll-over” provisions from the current contract, while the other four were technical or clean up language change proposals that were agreed upon Post July 30, 2019 Local 1000’s Unit 1 bargaining team met with state negotiators on Monday, July 29, 2019 and signed 26 tentative agreements. This includes language that continues Local 1000’s commitment to ensuring the Employment Development Department (EDD) continues to offer full-time employment to workers rather than over relying on Permanent Intermittent employment when inappropriate On Monday Unit 1 agreed to language that Post July 26, 2019 On Thursday July 25, 2019, Unit 1 went back to the table with state negotiators to advance more proposals that prioritize fair compensation and economic justice for all Unit 1 members Today our Unit 1 team presented a proposal that would The team also proposed the following differentials Post July 19, 2019 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 Post July 15, 2019 Yesterday our Unit 1 bargaining team went to the table with their state counterparts to continue their push for more equitable compensation for the work that they do. The team submitted a comprehensive list of their Special Salary Adjustments (SSA) for Unit 1 state workers, whose value to our communities is still unequal to their pay Unit 1 also submitted a number of other workplace safety and education justice proposals to ensure that Unit 1 workers are protected on the job and have more opportunities to enhance their skills Post July 9, 2019 Our Unit 1 bargaining team, which includes professional, administrative, staff and financial occupations, met with state negotiators on Monday, July 8, to tell their own stories about the work that they do and the value it brings to the residents of California each and every day. Post February 28, 2019 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 Notification February 27, 2019 On January 22, 2019, our Union met with the State Compensation Insurance Fund (State Fund) to discuss the introduction of a monthly Quality Assurance (QA) form and process for Medical Provider (MP) phone agents located within the Claims Processing Center Notification February 27, 2019 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 Notification December 4, 2018 When management fails to respect our contract, to recognize the work we do and the fair compensation we deserve, we protect our members with professional representation and deliver results. Unit 1. Member wins out-of-class grievance Post October 3, 2018 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 Post September 6, 2018 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 Post August 28, 2018 On August 7th, 2018, our union met with the California Department of Human Resources (CalHR) and California Department of Corrections and Rehabilitation Department of Juvenile Justice (CDCR DJJ) to discuss the implementation of the Cellsense Contraband Detector program within the DJJ Facilities in the state Post August 10, 2018 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 Post July 16, 2018 More than 150 newly-elected and returning bargaining representatives, members of the Statewide Bargaining Advisory Committee (SBAC), came together on July 14-15, taking important steps on the road to contract negotiations that will begin next year. Also elected was the 58-member Bargaining Unit Negotiating Committee (BUNC)—representatives from each of the nine bargaining units in Local 1000—the bargaining team responsible for negotiating our new contract. Post July 6, 2018 On May 30, 2018, SEIU Local 1000 met with the California Department of Human Resources (CalHR) to discuss the proposed consolidation of the Research Analyst, Research Program Specialist, Operations Research Specialist and Tax Research Specialist Series. This proposed consolidation will reduce the current 37 duplicative parenthetical classifications down to 7 generalized classifications. The consolidation is part of the Governor’s Civil Service Improvement (CSI) Project to reduce the number of existing classifications Post June 19, 2018 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 Post June 11, 2018 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 Post January 18, 2018 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 Post September 27, 2017 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 Notification September 19, 2017 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 Notification July 31, 2017 2016 was a historic year for our members, our union and all Californians. We came together to fight for a contract we can all be proud of and nearly went on strike for the first time in 44 years As a result, we won the largest labor contract ever negotiated with the state, and we did it by standing together in our union. You can view our contract here Starting August 1, we’re receiving our first paycheck reflecting our 4% general salary increase—one of the many outcomes that we won in contract negotiations Post July 18, 2017 Nearly 600 Local 1000 members working at CalPERS now have the opportunity for more career mobility after our union negotiated to protect and preserve the rights of Retirement Program Specialists (RPS) who are offered the chance to move laterally into new classifications Post July 17, 2017
Notification June 13, 2017 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 Post March 16, 2017 On March 1, 2017, the Employment Development Department, Unemployment Insurance Division will offer the 68 most senior Permanent Intermittent (PI) employees conversion to full time status. If an employee rejects the opportunity to convert, the department will move to the next most senior PI This conversion will be immediate unless the impacted employee elects to delay the date to July 1, 2017, because they are enrolled in the Flex Cash Option for health and/or dental benefits, and they do not want to forfeit that benefit Post October 14, 2016 Our bargaining team met with the state for the first time in three months and ended the week frustrated by a continued lack of movement by the state on key issues. Earlier in the week, our team presented eye-opening information illustrating the gender pay gap in state civil service. Our union is 66% women and 34% men. The seven unions the state has reached agreement with, overwhelmingly comprised of men, are paid a staggering 43% more than Local 1000 members Post March 30, 2016 On March 25, 2016 committee members from ten (10) Local 1000 impacted classifications, members of the Unit 1 Bargaining Team and representatives from CalHR and multiple departments met to finalize their report on recommended solutions to the recruitment and retention problems those classifications currently face. These recommendations will be presented to Richard Gillihan, Director of CalHR, and ultimately to the State Administration Post February 24, 2016 Over the last few months the Unit 1 Bargaining team members and members in over 34 classifications prepared expert testimony to present to the California Human Resources (CalHR) department. Listed below are the members who are doing excellent work in representing your classification group during this process. The last classification group presented their testimony and proposal to CalHR on February 4th Post February 3, 2016 A Bargaining Unit One member received a $25,000 lump-sum settlement in arbitration after a grievance filed with the support of Local 1000 members and staff was denied at every level. The member, a Health Program Specialist I at the California Department of Public Health (CDPH), was being denied extra work assignments—Duty Officer Positions–that were rightfully his due to seniority. Post December 16, 2015 Local 1000 has launched its 2016 contract campaign with these words from President Yvonne R. Walker. “Our contract will be about the strength and the power of our members to win something amazing. ” Speaking to members statewide on a conference call for Local 1000 stewards and hundreds more who heard the call at listening parties, Walker looked forward to the upcoming negotiations feeling confident about the preparation that’s gone before Post December 7, 2015 On November 20 and 24 teams representing the District Sales Representatives (DSR), Personnel Specialists, Tax Auditors, Workers Compensations Claims Adjusters (WCCA) and Financial Institution Examiners (FIE) series met with the California Human Resources Department (CalHR) under Article 5. 17. 1 to discuss recruitment and retention problems the series is encountering. Each of these teams were comprised of member leaders from the classification series and BUNC representatives Post December 2, 2015 Two representation wins for members who were initially denied sick leave prove, once again, that the collective strength of Local 1000 can make all the difference for members facing the indifferent bureaucracy of state government during a time of personal need. Post November 2, 2015 Local 1000 met with CalPERS management on October 26 to discuss changes to the CalPERS Actuarial Study Program. This program provides support for employees in the Actuarial Office who are preparing to take their certification exams. Local 1000’s team included Stuart Bennett (Unit 1 DBUR and Senior Pension Actuary), Latreece Smith (President of DLC 781), Tony Cuny (CalPERS Actuarial Assistant) and Wandra Pitts (Vice President of DLC 781) Post September 25, 2015 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 Post September 14, 2015 On August 24th and 25th a team representing Correctional Case Records Analysts (CCRAs) met in Sacramento to negotiate with the state regarding the Recruitment and Retention issues they were currently experiencing The teams consisted of the following members Post September 2, 2015 On August 24th and 25th a team representing 3 classifications met in Sacramento to negotiate with the state regarding the Recruitment and Retention issues they were currently experiencing The teams consisted of the following members Environmental Planners Right of Way Agents Post July 22, 2015 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 Post July 3, 2015 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 Post June 19, 2015 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. ” Post June 16, 2015 Local 1000 has launched a comprehensive survey that will advance the effort to review job specifications that have not been updated in decades We have made it a high priority to resolve the problems with IT classifications, training, compensation and outsourcing. The state has committed to working with the union by modernizing the IT classification system. Both parties recognize a mutual interest in adapting to the changes in a field with a highly competitive labor market. Post April 17, 2015 Systems and Work Place Privacy Policy This week, Local 1000 and CalPERS worked together to clarify the language in CalPERS’ Systems and Work Place Privacy policy, in order to make sure that it was no more expansive than necessary . The Union was represented by Brenda Modkins, Bargaining Unit 1 chair, Karen Jefferies, a Unit 4 Bargaining Unit Negotiating Committee member, Latreece Smith, the president of DLC 781 and CalPERS representative and the contract department staff. Post April 16, 2015 Recruitment and retention is moving forward in Bargaining Unit 1. Local 1000 has set a May 5 meeting with CalHR to discuss ground rules and the order in which to discuss information about the various classification and classification groupings. The Bargaining Unit Negotiation Committee members have been assigned to the classifications/groups and are working on organizing those groups and building support in the field for the groups to which they have been assigned The BUNC members who have been assigned to each group are as follows Post April 8, 2015 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 Post March 25, 2015 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. ” Post March 18, 2015 Hannah Konnoff grew up with a mother who was active in the civil rights movement, a feminist and an anti-war protester. Although she had been raised to act on her values, life compelled Konnoff to put her activism on the back burner “I just kind of got wrapped up in trying to survive,” she said Post March 11, 2015 Building power in the community, facing challenges and developing union leaders were key themes of last week’s meeting of the Statewide Bargaining Advisory Council (SBAC) in Southern California Nearly 200 elected bargaining representatives from up and down California—including the 60-plus members who negotiate our contract with the state—meet three times each year to develop strategies for bargaining and to understand and respond to issues that affect our lives at work and at home Post March 4, 2015 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 Post December 3, 2014 Article September 26, 2014 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 Article August 8, 2014 The Bargaining Unit 1 Recruitment and Retention (R&R) Team has completed reviewing the applications and have selected the classifications that will be presented to the California Department of Human Resources (CalHR) for assessment. The R&R team would like to thank the 500 members that took the time to complete these applications and represent their classifications issues. The following are the ten classification/classification series that have been selected to be presented to CalHR for review Article August 6, 2014 California Correctional Health Care Services (CCHCS) has mailed more than 600 State Restriction of Appointment (SROA) letters to Local 1000 members in seven of our nine bargaining units in anticipation of just over 200 planned layoffs scheduled to occur on December 1, 2015 The majority of the layoffs affect bargaining units 17 and 20; the other affected bargaining units are 1, 3, 4, 11, and 15 Article May 14, 2014 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. ” Article April 30, 2014 In accordance with Section 5. 17. 1 of the recently agreed upon Memorandum of Understanding (MOU), your Statewide Bargaining Action Committee (SBAC) has finalized the application process for selection of the classifications presented by the Recruitment and Retention (R&R) Committee. “This application is the first step in finally resolving so many of the retention and recruitment problems that our Unit 1 classifications continue to experience,” explained Brenda Modkins the Chair Unit 1 Article April 24, 2014 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 Post April 2, 2014 Post December 16, 2013 Article November 15, 2013 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. Blog post November 15, 2013 Post November 15, 2013 Ed Diprosper helps unemployed Californians for EDD. A Local 1000 member was honored for his work as a part of National Disability Employment Awareness Month – a national campaign that raises awareness and celebrates the many contributions of America’s disabled workforce Ed Diprosper, a 15-year veteran of state service is a Unit 1 member who helps to connect unemployed Californians with their much-needed benefits through his work at EDD, was praised for his efforts as part of a presentation at the Capitol by Assemblymember Dr. Richard Pan Post November 13, 2013 Post July 18, 2013 Post June 3, 2013 Post May 29, 2013 The Unit 1 bargaining team – representing Professional Administrative, Financial and Staff Services – was at the table today |