Highlights from Unit 11 Tentative Agreement
Early Saturday morning, the SEIU Local 1000 bargaining team
reached an overall Tentative Agreement with the State. If
ratified, the contract would significantly raise the wage floor
for tens of thousands of state workers. It represents the largest
three-year contract in Local 1000 history.
At the master table, we negotiated a retroactive pay raise for
all employees, won retroactive special salary adjustments for
more than 300 job classifications, maintained the health care
stipend with no expiration date, reduced the pre-retirement
(OPEB) funding, secured a health facility retention payment, and
added, changed, or preserved a number of skill-based
differentials, allowances, and other reimbursements that factor
into our state income. Our general salary increase (GSI), our
wage equity increase, and our unit-based Special Salary
Adjustments are retroactive to July 1, 2023.
Here are the highlights from the Unit 11 (Engineering and
Scientific Technicians) bargaining table:
25 different classifications in Unit 11 received pay increases of
5% (11.1.11 Special Salary Increases). Another 31 classifications
received 4% (11.5 Wage Equity Adjustment). These increases are on
top of the general salary increase, retroactive to July 1, 2023,
and pensionable.
You can read a complete list of classifications affected by these
increases here.
Transportation Engineering Technicians (TETs):
- TETs will receive a 5% Special Salary Adjustment (SSA) in
addition to the 3% GSI in the first year of the contract for a
total of an 8% salary increase retroactive to July 1, 2023.
- TETs will also receive an increase to the Transportation
Engineering Technician (11.48.11) pay differential. We’ve won $50
increases to each of the four different differential pay
opportunities, based on eligibility.
- We’ve also negotiated a substantial increase in Diving Pay
(11.43.11) for incumbents currently eligible for this
differential – raising the rate from $12/hour to $25/hour.
Laboratory Assistants:
- Lab Assistants will receive a 4% SSA in addition to the 3%
GSI in the first year of the contract for a total of a 7% salary
increase retroactive to July 1, 2023.
- Five different Unit 11 classifications who are certified
Phlebotomy Technician I or II will now receive a $200
differential, a $75 increase from the previous amount.
- Unit 11 won a new classification review of the Laboratory
Assistant Series (14.X.11) that will examine five different
laboratory assistant positions in an attempt to remedy historical
classification issues and to align with current and projected
workforce needs.
Water Resources Technician:
- WRTs will receive a 5% SSA in addition to the 3% GSI in the
first year of the contract for a total of an 8% salary increase
retroactive to July 1, 2023.
- Additionally, WRTs will receive an increase to the Water
Resources Technician II (11.48.11) pay differential. We’ve won
$50 increases to each of the four different differential pay
opportunities, based on eligibility.
This email summary shares highlights from the Unit 11 table; you
may have already received the email recap from the master table.
During the ratification process, you’ll be able to read and learn
more detail about the Tentative Agreement. Besides email, we’ll be posting
information about our Tentative Agreement on our Contract Action
Center page.
What happens next?
To become a contract, our Tentative Agreement must go through a
number of steps in order to become law and the document that
governs our working relationship with the State. Those steps
include approval by the Statewide Bargaining Advisory Committee,
a ratification vote by Local 1000 membership, legislative
approval, and the Governor’s signature. Click here to read more about
what steps we’ll be taking.
Bargaining Unit 11 Recap: Monday, July 3, 2023
Today, there was no meeting held between Unit 11 and the State.
We still have a number of our proposals awaiting the State’s
response, including key economic proposals.
Since June 23, Unit 11 and our 8 other bargaining units have been
meeting on an “as-needed” basis. Since June 23, few of our
bargaining teams have met on “normally scheduled” days as they
have in previous weeks.
In any case, when Unit 11 meets with the State, we will continue
to issue a bargaining recap, often on the same day. These recaps are emailed and posted to
the Contract Action Central web page.
On Friday, Vice President for Bargaining Irene Green reported
that we have not yet reached a Tentative Agreement with the State
for a new contract. We’ve negotiated fairly and openly, and
the State hasn’t given us a response that respects us.
It’s important for you to know that our current contract remains
in effect, with all your protections in place. We will continue
to bargain with the State while exploring every option available
to win a new contract. Take
the time to watch this video update from Irene.
We’ll be escalating our actions to win a new contract in the
coming days, and we hope you’ll join the fight.
You’ll find the latest information about upcoming actions at our
Contract Action Center.
Bargaining Unit 11 Recap: Monday, June 19, 2023
Unit 11’s bargaining team reports incremental progress with the
State’s negotiation team on economic proposals, reached several
agreements, and presented one new proposal to advance the
interests of the Engineering and Scientific Technicians we
represent across the state.
“We experienced a more cooperative attitude from the State today,
an improvement from prior bargaining sessions,” said Brad Willis,
Unit 11 bargaining chair. “We were pleased to get some more
meaningful responses.” Three of our economic proposals were moved
to the master table.
We presented a powerful new proposal to directly address the
economic issues our members face. It’s a proactive effort that
opens the door to making progress during the three-year duration
of our contract.
“We’re hoping to continue to press the State to review Unit 11
classifications and to address vacancy issues that exceed 30%
across the unit,” added Willis. “By reaching agreement on this
proposal, we’ll work to find solutions to recruitment and
retention issues that ensure good state service without crushing
workloads.”
Today, we reached tentative agreement on three contract sections,
each of which maintains our hard-earned rights that were
negotiated in previous bargaining cycles:
- 5.15.11 – Joint Labor Management Committee (JLMC)
- 11.42.11 – Water Treatment Plant Differential
- 11.47.11 – Climbing Pay
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 11 returns to the table next week, on Monday, June 26.
However, with just ten days remaining until our contract expires,
bargaining sessions could happen at any time. To keep updated,
and to see updates on other bargaining unit contract sessions,
please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
If you are, help support bargaining teams by purpling up on
Wednesday and attending
our upcoming rally in Los Angeles on June 22.
Bargaining Unit 11 Recap: Monday, June 12, 2023
With 18 days remaining until our current contract expires, our
Unit 11 bargaining team is deeply frustrated by the State’s
purposeful avoidance of the business of bargaining. Today’s
session, one of the shortest on record since we began, was beset
with more delays and unanswered questions.
“In more than a decade of negotiating contracts, I’ve never
experienced this lack of engagement by the State,” said Brad
Willis, Unit 11 Chair. “We present proposals, but the State isn’t
asking questions or seeking additional information. There’s no
back-and-forth.”
At a time when our bargaining teams should be wrapping things up,
we’ve hardly started. Today, 14 proposals remain unanswered by
the State. Those proposals reflect the top priorities identified
by the Engineering and Scientific Technicians we represent who
participated in town halls and completed bargaining surveys.
Still, our team continues to press the State. Today, we proposed
to roll over two contract sections that preserve hard-won rights
from previous contract campaigns:
- 11.23.11 Out-of-State Pay Differential
- 11.51.11 Special Duty Pay
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 11 is currently set to return to the table next week, on
Monday, June 19. An additional “make-up” bargaining session has
tentatively been scheduled for Tuesday, June 20—solely dependent
upon whether the State has anything to present or respond to.
To see updates on other bargaining unit contract sessions, please
visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 22
Rally at the Governor’s Office in Los Angeles here.
Bargaining Unit 11 Recap: Monday, June 5, 2023
Our Unit 11 Bargaining Team—representing our Scientific and
Engineering Technicians—came to the table and continued their
work to advance the wages and working conditions of our
represented employees.
And still, the work is largely one-sided. Unit 11 presented six
proposals that, as before, are received by State negotiators with
little comment and no substantive response.
“We’ve presented a number of significant proposals and the State
is stonewalling us,” said Unit 11 Chair Brad Willis. “We don’t
feel this is a bilateral effort, that the State is just going
through the motions.”
16 proposals—some stretching back six weeks—remain unanswered.
And we’ve reminded the State on numerous occasions of our
interest in reaching agreements.
“Today we told the State we’re ready and available to meet at any
time, but we need the State to engage,” Willis added. “We need
engagement; we need responses to our proposals.”
We’re keeping our part of the deal: Today, Unit 11 presented six
proposals, several of which were economic. This includes contract
section 11.44.11 significantly increases a “long-term
differential” paid to Unit 11 to cover lodging and meal expenses
incurred when working off-site for extended periods of time. It’s
a differential that hasn’t been updated in 20+ years.
We’re presenting stronger language (impacting TETs and Water
Resource Technician 2s) that increases differential pay and
broadens the degree and certification qualifications that would
allow our represented employees to earn these differentials. The
current language has not been updated since 2002.
Unit 11 is in the back-and-forth process of three previous
presentations. We’re working to refine the language and reach an
agreement with the State on 5.15.11 (JLMC); 12.20.11 (pest
control license differential); and 13.31.11 (20/20 program). Each
is important to our represented employees, as identified through
input gained from town halls and bargaining surveys, and the
fight continues.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 11 will return to the table on Monday, June 12, and stands
ready to meet with the State’s team at any time. 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 11 Recap: Monday, May 22, 2023
Recognition of the working conditions and pay gaps facing the
Scientific and Engineering Technicians continues to be a priority
for our Unit 11 bargaining team, and today, we made a number of
proposals that underscore our commitment to rewarding our
represented employees in the face of a growing vacancy rate and
the resultant workload pressures.
Today, we proposed Special Salary Adjustments (Article 11.1.11)
for numerous classifications, notable among them: Transportation
Engineering Technicians (TETs), Laboratory Assistants, the Water
Resource Technician series, and Plant Quarantine Inspectors.
Fair treatment of our Unit 11 Water Resource Technician series
and our TETs are two of our longest-standing battles, a priority
in every contract campaign since 2002.
A cadre of Unit 11 members were on hand at today’s session to act
as Subject Matter Experts in support of the significant pay
raises we’re demanding: Greg Dixon, Arvin Lau, Mitch Miller,
Albert Manfredini, Anne Hudson, Tammy Howze, and Aruna
Abeygooneskera.
“The State is ignoring a growing problem in many key
classifications,” said team member Albert Manfredini. “We’re
losing employees who are changing jobs for better pay and more
reasonable workloads.”
We proposed stronger language to increase the diving pay
differential for TET workers who work underwater in often
dangerous conditions.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Ten different Unit 11 proposals remain unanswered by the state.
“CalHR isn’t doing their share to move our negotiation forward,”
said Unit 11 Chair Brad Willis. “Worse still, they’re not
forthcoming why the delays continue.”
No bargaining is scheduled for next Monday, May 29 (Memorial
Day). Unit 11 will return to the table in two weeks, on Monday,
June 5. 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 11 Recap: Monday, May 15, 2023
The Engineering and Scientific Technicians across the state—Unit
11—are facing high vacancy rates, overbearing workloads, and a
lack of professional recognition. These are the key priorities
our bargaining team has heard at town halls and in thousands of
bargaining surveys.
Recruitment and retention of our professional members is
paramount, particularly given a vacancy rate across Unit 11 that
approaches 30%, with some classifications even higher.
And we continue to press the State negotiators for advancements
that respect us, protect us, and pay us as well. Towards that
end, many of our proposals are focused on changes and
improvements in contract language, including increased education
and training opportunities, review of a number of
classifications, and more focus on recruitment and retention.
Todays’ bargaining session saw three contract sections presented
to the State that focused on protection and pay. All three were
“rollovers”—preserved rights granted by previous contract wins.
We reached tentative agreement on two of those three sections
today (indicated in bold type, below)
-
10.31.11 – Health and Safety Inspections
-
10.34.11 – Health and Safety Incentive Award Program -
DWR
-
11.42.11 – Water Treatment Plant Differential
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Ten different proposals are still outstanding, and we are pushing
the State to respond more quickly.
During today’s session, the State shared a brief announcement
regarding its current efforts to create a new pay schedule for
300,000 state employees. This was a “for your information”
reference only, and the State shared this website for additional
information: California
State Payroll System (CSPS) Project
Unit 11 returns to the table next week, on Monday, May 22. 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.
Bargaining Unit 11 Recap: Monday, May 8, 2023
Bargaining Unit 11—Engineering and Scientific
Technicians—returned to the table today with the State to
reinforce the high level of technical expertise and experience
our job classifications demand.
Our focus was on differential pay that recognizes a wide range of
required job expectations and unusual working conditions,” said
Brad Willis, Unit 11 Chair. “These are just a few of the efforts
we’re making in this contract cycle to recognize and reward our
employees for their unique skills and certifications.
Unit 11 proposed revised language in Article 12.20.11 – Pest
Control License -expanding it to include a $75 monthly
differential for those whose job requirements demand a current
license. This brings Unit 11 into parity with other bargaining
units in the state whose represented employees already receive
this differential.
In addition, we proposed to “rollover” three additional contract
articles that provide differential pay. “Rollovers” are articles
that remain unchanged from current language. These agreements
keep in place hard-won rights from previous contract campaigns.
- Article 11.45.1 – DNA Pay Differential – Department of
Justice
- Article 11.46.1 – Pile Load Testing Differential
- Article 11.47.1 – Climbing Pay
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Other proposals from previous sessions are still in play; we did
have a productive table discussion about our proposal to
strengthen language about the 20/20 program. The State is showing
signs of interest in our hopes to provide a reliable opportunity
for Unit 11 members to integrate education into their individual
development program and to facilitate their upward mobility.
Unit 11 returns to the table next week, on Monday, May 15. 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.
Bargaining Unit 11 Recap: Monday, May 1, 2023
Our Bargaining Unit 11’s efforts today included proposals that
would strengthen language governing our labor management
committee, upward mobility for Unit 11 members, and two
additional proposals affecting the laboratory assistants we
represent.
A new contract proposal presented today would solve some
long-standing classification and job description issues for four
different Laboratory Assistants, who do distinct types of work in
prisons, at Fish and Wildlife, and for the public health system.
They have different job duties, yet their job specs are 40+ years
old and need updating.
“We’ve been talking about this much-needed boost for Lab
Assistants since the 2016 contract cycle, and the State’s team
responded, agreeing it was time to fix this,” said Brad Willis,
Unit 11 Chair. “We want a joint effort between Local 1000 and the
State to respect their work with proper classification and
compensation.”
Today, we also proposed an increase in the differential for those
laboratory assistants who perform phlebotomy as part of their job
description. The $125 monthly amount hasn’t changed in 18 years,
while wages have nearly doubled. Thus, we’re asking for an
increase to $250, which represents approximately 5% of current
wages.
Joint labor management committees are powerful tools we use to
continue the effort to improve wages and working conditions
between contract cycles; today we proposed language to strengthen
article 5.15.11, which governs the JLMC for Unit 11.
“Our goal is to re-focus the JLMC to address some much needed and
thorough review of classifications and compensation,” said Unit
Chair Willis. “We can’t solve a rampant vacancy problem without
the improvements in recruitment and retention that come from
these reviews.”
We’re pressing for stronger language in Article 13.31.11, which
governs the 20/20 program. Many of our Unit 11 members hope to
advance their contributions to their job. We’re seeing too many
requests for this program denied by the state; we hope a re-write
will make this available to more Unit 11 employees.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 11 returns to the table next week, on Monday, May 8. 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.
Bargaining Unit 11 Recap: Monday, April 24, 2023
Our Unit 11 bargaining team—representing Engineering and
Scientific Technicians across the state—met with State
negotiators for the second time, continuing to lay an important
foundation that will result in better recognition for Unit 11’s
represented employees.
“We’re driving home the demand for competitive wages and benefits
for Unit 11,” said Brad Willis, Unit 11 Bargaining Chair. “We’re
proud of the vital services we provide, but a high vacancy rate
creates workloads that affect our ability to do our job.”
At today’s session, our team presented a proposal increasing the
differential paid to the hundreds of Unit 11 members who hold a
commercial driver’s license and use it as part of their job
requirements. Article 11.41.11—the Commercial Driver’s License
Differential—has not been changed since 1999. Currently, at $155,
the new language calls for an increase to $300.
Five different “rollover” contract articles were also presented,
representing language that remains unchanged from previous
contracts. Our team and the State reached a tentative agreement
on four of them:
- 11.40.11 – Operational Availability Incentive Program – DWR
- 13.13.11 – Professional Certification or Registration
- 13.14.11 – Special Certification Requirements – Caltrans
- 13.15.11 – Technician Rotation – Caltrans
One additional article (13.10.11, Education and Training) was
also submitted as a rollover, but no agreement was reached today
because of the length of that article.
Unit 11 returns to the table next week, on Monday, May 1. 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.
Bargaining Unit 11 Recap: April 17, 2023
In the first day of bargaining unit-specific negotiations, the
Unit 11 team—representing Engineering and Scientific Technicians—
met with State representatives, propelled by a real focus on the
demand for greater respect and increased pay that’s commensurate
for the work they do.
Laying the groundwork for a successful contract for Unit 11
employees, Bargaining Unit 11 Chair Brad Willis described the
unique work they perform for all Californians and the critical
role they play. “We design, build and maintain the state’s major
thoroughfares, we move the state’s water from north to south,
provide medical testing support for public health, and much
more.”
“Unit 11 is at a critical juncture,” added Willis. “Our job
demands great technical expertise, but the State’s failure to
recognize us with competitive wages and benefits finds us at
extreme vacancy rates, causing unreasonable workloads.” With that
as a prelude, the Unit 11 team will focus on the retention as
well as recruitment of the skilled professionals necessary to
provide these vital services.
On April 17, our team reached a tentative agreement on three
rollover articles: one that provides a substantial life insurance
benefit for a range of Unit 11 employees (Article 9.18.11); one
that provides ongoing Health and Safety education and training
for Unit 11 (Article 10.5.11); and one that compels the State to
report all cases to law enforcement involving assault and/or
battery of Unit 11 prison employees or those performing
inspections for the ARB or CDFA (Article 10.18.11).
“Rollovers” are articles that remain unchanged from the current
language, and these agreements keep in place hard-won rights from
previous contract campaigns.
Unit 11 returns to the table next week, on Monday, April 24. 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.