Highlights from Unit 20 tentative agreement
Early Saturday morning, the SEIU Local 1000 bargaining team
reached an overall Tentative Agreement with the State. If
ratified, the contract would significantly raise the wage floor
for tens of thousands of state workers. It represents the largest
three-year contract in Local 1000 history.
At the master table, we negotiated a retroactive pay raise for
all employees, won retroactive special salary adjustments for
more than 300 job classifications, maintained the health care
stipend with no expiration date, reduced the pre-retirement
(OPEB) funding, secured a health facility retention payment, and
added, changed, or preserved a number of skill-based
differentials, allowances, and other reimbursements that factor
into our state income. Our general salary increase, our wage
equity increase, and our unit-based Special Salary Adjustments
are retroactive to July 1, 2023.
Here are the highlights from the Unit 20 (Medical and
Social Services) bargaining table:
20 different classifications in Unit 20 received pay increases of
5% and 14% (11.1.20 Special Salary Increases). Another 21
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.
At DVA, overtime meals are now governed by stronger, expanded
language that offers more flexibility in usage and reimbursement.
(12.9.20)
Our uniform replacement allowance was increased to $650, a $200
increase. (12.11.20)
The ability to exchange time off has been expanded to include
limited-term and probationary employees. (19.9.20)
New language provides a workforce stability stipend of up to
$9,000 for CNAs (Class Code 8185) working at Veterans Homes in
West Los Angeles and Yountville (11. new.20). Another new
contract provision provides an interpreter pay differential of
$1500/month for SSA Interpreters, which is specific to the
Porterville Developmental Center location. (11.NEW.20)
We’ve taken steps to standardize vacation scheduling at DVA and
CDCR/CCHCS for Dental Assistants, Dental Hygienists, LVNs, CNAs,
and MAs. (8.23.20, 8.25.20, 8.26.20)
We’ve extended the availability of training in the prevention and
management of assaultive behavior or therapeutic strategies and
interventions to include CDCR/CCHCS. (10.20.20)
With stronger language, we’re ensuring that safety orientation in
24-hour facilities happens within 45 days of hire and provided a
process to solve issues quickly by working with management in a
Joint Labor Management Committee (JLMC). (10.5.20)
At the California Veterans Homes, we increased the number of
positions filled by Post and Bid from 65% to 70%. (20.11.20)
The previous work of our task force helped us secure the
continuation of the pilot Post and Bid for Medical Assistants at
CHCF/Stockton following the same annual process that the Dental
Assistants use. (20.18.20)
We’ve created a task force to examine overtime distribution
procedures at the California School for the Deaf in Fremont,
which is a new provision in the contract. (19.XXXX.20)
In ten different contract sections, we made great advances in
mandatory and voluntary overtime:
-
Greater transparency with a standardized mandate
list. Each facility will maintain a
universally-available list of impacted employees with dates of
last mandated shift. This system will provide a fair and open
approach to this process and will ensure that credit for
working a mandated shift is duly recorded.
-
Better protection for days off. We’ve
safeguarded against mandated shifts the day before any
pre-approved day off. You can’t be mandated to work overtime on
the last day of your regularly scheduled week nor can you be
mandated to work extra the day before any pre-approved day
off.
-
Stronger task force, early negotiations. This
is our biggest win – new language that creates a joint
labor-management task force to create solutions for MOT, along
with implementation plans for those solutions. The task force
will meet every other month and issue a joint report to CalHR,
Department of Finance, and the departments heads. Here’s the
kicker: This new agreement allows Local 1000 to re-open all
MOT-related contract article sections on or after July 1, 2025,
well before our next traditional round of contract bargaining.
It’s an unheard-of accomplishment by SEIU and gives us optimism
for future improvements.
This email summary shares highlights from the Unit 20 table; you
may have already received the email recap from the master table.
During the ratification process, you’ll be able read and learn
more detail about the Tentative Agreement. Besides email, we’ll be posting
information about our Tentative Agreement on our Contract Action
Center page.
What happens next?
To become a contract, our Tentative Agreement must go through a
number of steps in order to become law and the document that
governs our working relationship with the State. Those steps
include approval by the Statewide Bargaining Advisory Committee,
a ratification vote by Local 1000 membership, legislative
approval, and the Governor’s signature. Click here to read more about
what steps we’ll be taking.
New MOT deal reached after State said “no” a week
ago.
Tentative agreements add transparency, accountability,
and a path to improvement
One week after hearing from the State that they had “no interest”
in bargaining over mandatory overtime (MOT), our team pushed
back, and after a marathon 17-hour bargaining session, won three
big tentative agreements: fair scheduling, better protection of
days off, and a unique path to future negotiations.
“We ‘mandated’ this long bargaining session to underscore the
issues our members face,” said Vanessa Seastrong, Unit 17
Bargaining Chair. “Our team pressed the State for positive
change, and we won.”
Our tentative agreements, listed below, do not include a
reduction in mandated shifts. Here are highlights of the
important changes we achieved:
Greater transparency with a standardized mandate
list. Each facility will maintain a
universally-available list of impacted employees with dates of
last mandated shift. This system will help employees visualize a
fair and open approach to the MOT process. The new process
will allow members to ensure they receive credit for their MOT
shift and know where they are actually on the list.
Better protection for days off. We’ve
safeguarded against mandated shifts the day before any
pre-approved day off. The day before your pre-approved day off is
now considered your Friday because our contract states an
employee can’t be mandated on their RDO.
Stronger task force, early negotiations. This is
our biggest win – new language that creates a Joint Labor
Management Task Force to create solutions to MOT, along with
implementation plans for those solutions. The task force will
meet every other month and issue a joint report to CalHR and the
department heads with strategies to reduce MOT across all
affected departments. Here’s the kicker: this new agreement
allows Local 1000 to re-open all MOT-related contract articles on
or after July 1, 2025, well before our next traditional round of
contract bargaining. It’s an unheard-of accommodation by the
State and gives us optimism for future improvements.
Here are the contract sections we reached agreement on
(with changes as summarized above):
- 19.13.20 Overtime Mandatory Scheduling – Excluding CDCR LVNs
and CNAs (Unit 20)
- 19.14.20 Overtime Mandatory Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services LVNs (Unit 20)
- 19.14.17 Overtime Mandatory Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services (Unit 17)
- 19.15.17 Overtime Mandatory Scheduling (Excluding CDCR) (Unit
17)
- 19.15.20 Overtime Mandatory Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services CNAs (Unit 20)
- 19.34 Department of Corrections and Rehabilitation (CDCR) -
Division of Juvenile Justice (DJJ) and California Correctional
Health Care Services (CCHCS) Joint Labor Management Task Force
for the Strategic Reduction of Mandatory Overtime for RNs, LVNs,
CNAs, and MAs (Units 17 and 20)
- 19.36 Department of State Hospitals (DSH) Joint Labor
Management Task Force for the Strategic Reduction of Mandatory
Overtime for RNs and LVNs (Units 17 and 20)
- 19.37 California Department of Veterans Affairs (CalVet)
Joint Labor Management Task Force for the Strategic Reduction of
Mandatory Overtime for RNs, LVNs, and CNAs (Units 17 and 20)
- 19.38 Mandatory Overtime
Earlier this week, we also secured tentative agreement on
these two sections governing voluntary overtime.
- 19.22.20 – Overtime Voluntary Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services LVNs (Unit 20)
- 19.23.20 – Overtime Voluntary Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services CNAs (Unit 20)
You can read more about
these and all of our current contract sections in our online,
mobile-friendly search tool.
Unit-specific bargaining sessions are being scheduled on a
day-to-day basis. We’re scheduled to return to the master table
again on Thursday, August 10, and Friday, August 11. When
there’s activity at the table, we’ll email and post the results,
often on the same day. Click here to read all the recaps of
bargaining activity.
As Local 1000 works to bargain a successful contract, we’ve
escalated our actions to make our demand to be respected,
protected, and paid more visible – and more impactful.
On Wednesday, August 16, Local 1000 members are taking
emergency action to demand living wages.
It’s unacceptable that state employee wages are so low that we
can’t afford to live in California.
We provide the essential services that keep our state running. We
are not backing down until we win the livable wages our families
need.
Time is running out. The State of California must act now to pay
its essential state workers for the important work we
do. Join union members and community allies to demand
livable wages NOW.
When: Wednesday, August 16, 2023
Time: 12:00 Noon – 2:00 p.m. Lunch will
be provided.
Where: Capitol Annex Swing Space, 1021 O St,
Sacramento, CA 95814
REGISTER HERE.
Can’t join us in Sacramento? Check
here for other pickets and actions organized by members
across California.
Mandatory Overtime (MOT) Side Table Summary
8.1.23. State negotiators signal MOT is a preferred
staffing tool, reject improvements, and disrespect medical
staff
Today, State negotiators told us in the clearest possible terms
that they don’t care about the health care professionals we
represent; that the personal safety and work/life balance of the
LVNs, CNAs, and RNs isn’t a priority, nor is the quality of the
patient care they provide.
They told us that they have no interest in bargaining over
mandatory overtime, no interest in reducing the number of
mandated shifts, and no interest in finding real solutions to
this dangerous practice.
Why? Because, as the State’s lead negotiator said today, state
agencies like CDCR/CCHCS and DVA don’t want to make a change and
prefer to use mandatory overtime as a staffing tool. What’s
worse, that same lead negotiator claimed having the authority to
implement a reduction in MOT, and that it wasn’t a financial
decision. The departments believe reducing MOT to be too
difficult.
Eliminating MOT has been a hard-fought, six-year battle. We
reached agreement in 2019 negotiations for a joint task force to
find solutions, which included triggers that forced a reduction
in the number of mandated shifts management could impose.
Local 1000 did their share, creating solutions, participating in
pilot programs, and more. At every turn, our ideas were answered
with excuses or unwillingness. Our current contract called for
the participation of CalHR and the State’s Department of Finance,
which did not happen.
We entered this bargaining cycle with the goal of creating a
pathway to eliminating MOT. Today’s session was the third we’ve
had with the State on this subject. We’ve presented scores of
subject matter experts backed with compelling data. All to no
avail.
The State has rejected our every effort to reduce the number of
mandated shifts. The State is willing to keep the task force, but
as many times as Local 1000 has brought recommendations to the
table, the State has failed to implement them or bring
recommendations of their own.
It’s time for the nurses represented by Local 1000 to take
action. If the State won’t move, we can stand together and make
our demands to move them.
Here’s how you can take action:
We all know how dangerous mandatory overtime is for patients and
staff, but it’s important that management hears it from all of
us! Take 2 minutes and please call/email your Department Head and
urge them to support our proposal because we all benefit from a
safe working environment.
Use the list below to find who you should contact based on your
department worksite:
- Department of State Hospitals- Executive Director
- Department of Veteran Affairs- Director of Nursing
- Department of Developmental Services- Executive Director
- California Correctional Health Care Services/CDCR- Your
facility Chief Nurse Executive
***In order to make sure our message is heard, please
remember to be courteous and respectful!
Below is a simple script to use when making your calls or
emails:
“My name is _____, and I have been a nurse with the State of
California for ___ years. I love my job and take great pride in
quality patient care. My coworkers and I sacrificed our health
and the health of our families during the pandemic because we
knew our work was essential. However, we are now at a breaking
point. The high vacancy rate of nurses is putting us ALL at risk
once again. The shortage in nurses means we are regularly being
expected to work mandatory overtime. Mandatory overtime is unsafe
for patients and nurses. Please do the right thing and urge CalHR
to accept our proposal to reduce mandatory overtime for nurses
that work for the State of California.”
What’s next:
Unit-specific bargaining, along with negotiations at the master
table, are being scheduled on a day-to-day basis. When there’s
activity at the table, we’ll email and post the results, often on
the same day. Click here to
read all the recaps of bargaining activity.
Bargaining Unit 20 Recap: Tuesday, July 18, 2023
Our Unit 20 bargaining team reports some progress at the table,
recording three different tentative agreements that preserve
rights we’ve fought for and won during previous contract
campaigns. At the same time, we continue to negotiate on a number
of issues and also received one rejection of a new proposal.
Still, overall progress is slow: today’s session was short, and
we’re still waiting for the State’s bargaining team to join us in
our efforts to bring a good contract to a conclusion.
Here are the tentative agreements we reached today. Each one is a
rollover language. Of note, the pilot post-and-bid program for
Medical Assistants (MA) in Stockton continues for another three
years. During the next three years, the MA’s will follow a
process identical to the Dental Assistants and bid yearly. And,
table discussion about rest periods provides us with a better
understanding of allowable breaks when our Unit 20 personnel are
working shifts that go longer than 8 hours.
- 19.3.20 Rest Periods (Unit 20)
- 20.16.20 Post and Bid Procedure for Dental Assistant
Positions, CDCR (Unit 20)
- 20.18.20 Pilot Post and Bid for Medical Assistants at CHCF
Stockton (Unit 20)
Negotiations continue on a number of key issues. Our economic
issues have been moved to the master table.
Where does bargaining go from here?
Watch this July 13 video message from Irene Green,
Local 1000 Vice President for Bargaining.
Unit-specific bargaining, along with negotiations at the master
table, are being scheduled on a day-to-day basis. When there’s
activity at the table, we’ll email and post the results, often on
the same day. Click here to
read all the recaps of bargaining activity.
What is the status of our contract?
As you know, we have not yet reached an overall tentative
agreement on a new contract with the State. Our rights are still
protected under the terms of our previous contract, which expired
on June 30. Please remember that the $260 health care stipend had
a June 30 sunset clause and will not be included in your August
paycheck. That issue is part of our current negotiations.
You can read about your
current contract rights in this mobile-friendly, searchable
database.
What actions can I take to win a good contract?
As the bargaining team works to achieve meaningful progress at
the table, it’s important that we keep our focus on Union
solidarity and strength building. In order for our demands to be
heard, SEIU Local 1000-represented employees need to stand
together. So, we encourage you to sign up for our next action on
July 25, 26, and 27 when we picket CalHR in Sacramento.
Click here to
register.
Bargaining Unit 20 Recap: Monday, July 10, 2023
There’s good news today in the form of two significant wins at
the Unit 20 bargaining table. We reached tentative agreement with
the state on two proposals that improve working conditions and
expanded job and income opportunities for our represented
employees.
Our bargaining team, representing the Medical and Social Services
Specialists of Unit 20, reports a positive change in the state’s
attitude at the table—a willingness to make progress and to bring
the work of the Unit 20 table to fruition.
We made a big step in the fair distribution of overtime today:
the state tentatively agreed to our proposal to form a Task Force
to create a process for equitable treatment of our members at the
Fremont Special Schools. Our Riverside facility has a
well-working program, one we hope to replicate in Fremont.
We won stronger language in contract section 20.11.20, which
governs the post and bid procedure for CNA positions at CalVet
facilities. We increased the number of positions filled by
employees through successful bids from 65% to 70%.
In other Unit 20 business today, a number of proposals and
counterproposals were exchanged between our team and the state.
We will continue our work to advance our members and to resolve
outstanding proposals, including those affecting our pay and
benefits.
As you know, we have not yet reached an overall tentative
agreement on a new contract with the state. Remember, our rights
are still protected under the terms of our previous contract,
which expired on June 30.
Unit-specific bargaining, along with negotiations at the master
table, are being scheduled on a day-to-day basis. When there’s
activity at the table, we’ll email and post the results, often on
the same day. Stay informed
with all the bargaining news at our Contract Action Central web
page.
Bargaining Unit 20 Recap: Thursday, July 6, 2023
The Unit 20 bargaining team returned to the table on July 6 to
negotiate with the State’s team. Once again, the State’s refusal
to take their worker’s concerns seriously took center stage. In
spite of this, SEIU Local 1000 members will continue to fight for
their rights and needs in the workplace to be respected.
SEIU presented the following proposals to the State’s negotiating
team today:
- 8.26.20 CDCR – CCHCS Vacation
Scheduling – Licensed Vocational Nurses (LVN), Certified Nursing
Assistants (CNA), and Medical Assistants, (MAs) (Unit 20) –
Updated language that SEIU Local 1000 and the State worked on as
task force back in 2019, which was created as a procedure
afterward. The team wanted this language in the contract.
- 10.5.20 Safety Orientation (Unit
20) – SEIU Local 1000 accepted additional language that the State
added to create a Joint Labor Management Committee (JLMC) to
ensure that BU 20 employees are receiving safety orientation
within the appropriate time frame.
- 13.30.20 Orientation (Unit 20) –
SEIU Local 1000 proposed a rollover language since the State
wasn’t willing to accept the new language to strengthen this
process.
- 19.9.20 Exchange of Time Off –
Multi-Shift Operations (Unit 20) – SEIU Local 1000 presented a
counter proposal for this section to assist limited-term
employees to enable them to do swaps for time off.
The State offered counter proposals for the following articles
today –
- X.XX.20 State Issued Cell Phones -
The Schools for the Deaf (Fremont and Riverside) (Unit 20) – The
state countered our initial proposal and rejected it
completely.
- 20.XXXX.X Assignment
Preference Teaching Assistants– Special Schools (Unit 20)
The state countered our initial proposal and rejected it
completely.
- 9.20.20 Continuation of Flexible
Benefits Election (Unit 20) – The state is sending this to the
Master table and won’t discuss it at the Unit table.
- 19.9.20 Exchange of Time Off –
Multi-Shift Operations (Unit 20) – The state is proposing
rollover for this article section.
- 19.XXXX.20 Overtime Distribution
Task Force for Fremont Special Schools (Unit 20) – The state
countered our new language proposal with the language of their
own, however, the team needs to review it thoroughly before
responding with a counterproposal.
We were able to reach the following tentative agreements today –
- 8.26.20 CDCR – CCHCS Vacation
Scheduling – Licensed Vocational Nurses (LVN), Certified Nursing
Assistants (CNA), and Medical Assistants, (MAs) (Unit 20) –
Updated language that SEIU Local 1000 and the State worked on as
task force back in 2019, which was created as a procedure
afterward. The team wanted this language in the contract.
- 10.5.20 Safety Orientation (Unit
20) – SEIU Local 1000 accepted additional language that the State
added to create a Joint Labor Management Committee (JLMC) to
ensure that BU 20 employees are receiving safety orientation
within the appropriate time frame.
- 13.30.20 Orientation (Unit 20) –
Rollover.
While we’ve passed a lot of language to the State today focusing
on overtime and counterproposals to expand opportunities for
probational employees, the State has not provided anything
material in return.
“It doesn’t seem like they’re willing to bargain,” said Unit 20
Chair Heather Markovich. “We get back rejection, rejection,
rejection, even in the face of the data that explains the
situation in workplaces across the state.”
Unit 20 is still fighting for the Exchange of Time Off language
to support employees during their year-long probationary period
while battling with overwork and rising costs of living. This
would be a win for both the State and employees. Employees
would be able to get the time off they need, and the State would
know the shifts will be covered, which would save the State money
as no overtime is required.
“They think that people up in Sacramento know more than people on
the ground and the experts who have provided this data,” said
Markovich.
One issue that the State’s negotiating team has consistently
failed to provide meaningful input on is staff cell phones.
“Regarding cell phones, we’ve brought evidence that this issue
goes back at least to 2015, and there’s been silence that whole
time,” said Silas Wagner. “They deny that this is an issue and
ignore the reality we live with.”
Working with students on field trips, to the store, and to and
from their houses, staff have to use their personal phones and
are encouraged to do so. The security of the staff’s personal
information is a risk for teaching assistants and residential
counselors, who are required to distribute their personal
information to students, parents, and coworkers.
Workers at California Deaf Schools don’t have consistent
distribution and access to resources like phones, video phones,
and other resources across classifications. We are not supported
by the State while we are working out and about with students.
This is an unacceptable situation for all involved, according to
Silas Wagner, a Unit 20 bargaining team member working at
California School for the Deaf (CSD), Riverside.
“We have shown them stacks of data and reporting,” said Wagner.
“The sad part is, when they say this can be resolved at the local
level, we’ve made the efforts to do it that way. We’ve taken
these issues to Joint Labor Management Committees (JLMCs) and to
management directly. Nothing has happened.”
At hearing schools, the state provides walkie-talkies to staff,
which cannot be used by any Deaf staff working at the Deaf
schools. This obvious problem has not been addressed by
management or the State’s bargaining team.
“The Unit 20 lead negotiator for the State repeatedly says she’s
concerned that these issues are ongoing, but she still refuses to
make a change,” said Wagner. “Something is not right here on the
State’s side.”
The fight for respect in the workplace does not end at the
negotiating table. Unit 20 employees are prepared to exert their
rights in the workplace to demand an end to the policies which
have created an untenable situation for workers and families
across the state.
“Right now, it’s summer break,” said Wagner. “Our members are
planning to stop using their personal phones at the start of the
school year to protest this unfair policy. We’ll be grieving this
every time it happens; we’ll be fighting this continuously; and
we’ll be participating in the Union’s escalating actions as we
address the failures of the State’s bargaining team.”
Unit 20 will return to the table as needed to complete a great
contract for our members. 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 have questions about actions planned at your worksite,
contact the Member Resource Center (MRC) at 866.471.SEIU (7348),
Monday through Friday, 7:00 a.m. – 7:00 p.m.
Bargaining Unit 20 Recap: Monday, June 26, 2023
This weekend, and again today, the Unit 20 bargaining team worked
with the State to advance the Medical and Social Services workers
we represent. While we made progress, the State continued to show
frustrating bargaining behavior that didn’t align with our
efforts to make positive change.
“All we’ve been seeing is the State wanting rollover language or
to take rights away,” said Unit 20 Vice Chair Sarah Cooper.
“They’re unwilling to do the back-and-forth; they want what they
want, and it’s a contentious environment.”
Another example: Our fight to update our uniform allowance is
being stifled; the State doesn’t seem concerned about a dollar
figure that hasn’t been changed in 21 years.
Here are the tentative agreements we reached on Sunday
and Monday; all are rollovers:
- 8.27.20 Dependent Care Leave (Unit 20)
- 19.32.20 Overtime Distribution at the California School for
the Deaf, Riverside (Unit 20)
- 8.28 Continuing Education
- 14.21 – Classification study
We made the following proposals to the State:
- 12.9.20 Overtime Meal Allowance (Unit 20) – New language
proposed for employees to receive additional meal allowance when
required to work extended periods of time
- 12.11.20 Uniform Replacement Allowance (Unit 20) – New
language to raise the uniform allowance
- 19.6.20 Show Up Time (Unit 20) – New language to hold
management responsible to compensate an employee for four hours,
if the staffing office doesn’t inform the employee they are not
needed (this also applies to any trainings scheduled on an
employee’s day off)
- 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit
20) – New language to strengthen the swap process for employees
- 19.XXX.20 Floating (Unit 20) – New language to ensure that BU
20 employees aren’t made to cover work shifts for other
bargaining unit classifications
- 19.XXXX.20 Overtime Distribution Task Force for Fremont
Special Schools (Unit 20) – New language to establish a Joint
Management Labor Task Force to create a procedure on overtime
distribution procedure for the Special Schools in Fremont
- 19.32.20 Overtime Distribution at the California School for
the Deaf, Riverside (Unit 20) – Countered with rollover
Here are the proposals we received Sunday and Monday from
the State:
- 7.XX.20 Student Holidays – State Special Schools (Residential
Counselors, Night Attendants and Teaching Assistants) (Unit 20) –
The State rejected our efforts to secure a 40-hour week for our
members, even if students are on holiday
We received four proposed rollovers
- 8.27.20 Dependent Care Leave (Unit 20) – The State proposed
rollover
- 19.32.20 Overtime Distribution at the California School for
the Deaf, Riverside (Unit 20) – The State rejected the Union’s
proposal to include the School for the Deaf, Fremont in this
language and proposed rollover
- 20.15.20 Post and Bid Procedure for CNA Positions, CDCR
(CDCR, CCHCS, DJJ) (Unit 20) – The State proposed rollover
- 20.16.20 Post and Bid Procedure for Dental Assistant
Positions, CDCR (Unit 20) – The State proposed rollover
A number of outstanding proposals remain, mostly economic issues
that have been moved to the master table. We also continue our
joint effort with Unit 17 to resolve and advance our issues with
mandatory and voluntary overtime.
With just a few days remaining before our contract expires, Unit
20 is on standby to meet once again with the State to resolve
outstanding issues. When we meet, you’ll read it here first!
To see updates on other bargaining unit contract sessions, please
visit the Contract Action Center page
at seiu1000.org
Winning a good contract starts with you. Don’t just belong to the
Union, participate. Sign
up for our Silent Protest March in Sacramento on June 29.
Bargaining Unit 20 Recap: Monday, June 19, 2023
We’re reporting today on two Unit 20 bargaining sessions—held
on June 16 and 19.
While there was evidence of some movement at the Unit 20 table in
these sessions, there remains a serious frustration with the
State’s approach to bargaining with just ten days remaining
before our current contract expires. Just today, we spent more
than ten hours with the State’s team, and we reached no tentative
agreements on behalf of the Medical and Social Service
Specialists we represent. And that’s on the State, according to
Silas Wagner, a member of our Unit 20 team who works at one of
our state’s Special Schools:
“We feel that today’s session was a big waste of time,” said
Wagner. “Our team has spent a great amount of effort crafting our
proposals in response to our members’ priorities, yet, the State
remains disengaged and less than fully responsive.”
“We’re being asked to give them information we presented over a
month ago, multiple times. We have given them thoughtful input,
and it seems that they’ve forgotten it.” Wagner added.
In just one example of the team’s frustration at the State’s
response, after our initial SSA proposal, the State wanted to
make sure our members were aware that the Employee Assistance
Program (EAP) is available. For members who are struggling to pay
for meals, for medication, and for a roof over their head, “EAP
is not a solution,” said Wagner. Yes, EAP can provide assistance
to members in crisis but the real help would be if the State
would provide a livable wage. When discussing SSAs, BU 20 Chair
Heather Markovich asked the State “What are your state employee’s
worth to you?”
At the same time, the State’s bargaining team is floating verbal
responses to our proposals, rather than the traditional approach,
which is we propose on paper, they should respond on paper.
“The State’s bargaining leadership is not listening to our
members concerns with our new language proposals and is pushing
back, offering instead to say ‘no’ or to take the easier approach
by rolling over existing language, but we are not done fighting“
said Heather Markovich, Unit 20 bargaining chair.
Here’s a look at the progress Unit 20 made in the June 16
bargaining session:
Our Unit 20 team proposed to “roll over” (maintain previous
contract language) on three sections:
- 8.28.20 Continuing Education Leave (Unit 20)
- 11.16.20 Alternate Range (AR) 40 (Unit 20)
- 14.21.20 Classification Studies (Unit 20)
We reached two tentative agreements with the State on this day,
both of which maintain previous contract wins from past
campaigns:
- 8.24.20 Department of Developmental Services/LVN Vacation
Scheduling (Unit 20)
- 8.30.20 Family Crisis Leave Bank, State Special Schools (Unit
20)
The State made one proposal to Unit 20:
- 12.11.20 Uniform Replacement Allowance (Unit 20) – State
proposed rollover language
On June 19, we achieved the following:
Unit 20’s team made the following proposals to the State:
- 19.32.20 Overtime Distribution at the California School for
the Deaf, Riverside (Unit 20) – proposed new language to include
the Fremont School for the Deaf
- 10.38.20 Rest Areas (Unit 20) – new language to request that
the State provide a refrigerator and microwave in break areas for
all employees
- 20.XXXX.X Assignment Preference Teaching Assistants–
Special Schools (Unit 20) – new proposal to request that Teaching
Assistants take a survey annually to request assignments for the
school year so they have some choice in what they do each year
(member choice)
- 20.11.20 Post and Bid Procedure for CNA Positions: California
Veterans Homes (Unit 20) – added new language to existing
proposal to strengthen the article section
- 20.18.20 Post and Bid Task Force for Medical Assistants at
CHCF Stockton (Unit 20) – updated proposal to include all MAs
statewide, not just at CHCF Stockton
- 8.22.20 DSH Licensed Vocational Nurse (LVN) Vacation
Scheduling (Unit 20) – counterproposal with rollover language as
the team didn’t want to accept the State’s language due to
negative impact
- 10.5.20 Safety Orientation (Unit 20) – counterproposal to
ensure Unit 20 employees have management support until job
orientation has been completed
- 13.30.20 Orientation (Unit 20) – counterproposal to ensure
Unit 20 employees have management support until job orientation
has been completed
Unit 20 received the following proposals from the State:
- 20.12.20 Post and Bid Procedure for Vacant LVN Positions,
CDCR (Unit 20) – State proposed rollover language (upcoming joint
meeting with Unit 17)
- 19.9.20 Exchange of Time Off – Multi-Shift Operations (Unit
20) – State proposed rollover language (we proposed looser rules,
RNs psy techs, probation)
- 19.13.20 Overtime Mandatory Scheduling – Excluding CDCR LVNs
and CNAs (Unit 20) – State proposed new language that the team
will need to review before responding
- 19.14.20 Overtime Mandatory Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services LVNs (Unit 20) – State proposed
new language that the team will need to review before
responding
- 19.15.20 Overtime Mandatory Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services CNAs (Unit 20) – State proposed
new language that the team will need to review before
responding
- 19.21.20 Overtime Voluntary Scheduling – Excluding CDCR LVNs
and CNAs (Unit 20) – State proposed a new number system to mimic
SEIU (19.21.20); other than that it’s rollover language
- 19.22.20 – Overtime Voluntary Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services LVNs (Unit 20) – State proposed
a new number system to mimic SEIU (19.22.20); other than that
it’s rollover language
- 19.23.20 – Overtime Voluntary Scheduling – California
Department of Corrections and Rehabilitation and California
Correctional Health Care Services CNAs (Unit 20) – State proposed
a new number system to mimic SEIU (19.23.20); other than that
it’s rollover language
- 19.XX.XX Mixed Shift Work Weeks (Unit 20) – a new proposal
that the State rejected
- 20.XX.XX Post and Bid Task Force for Pharmacy Technicians at
CHCF Stockton (Unit 20) – a new proposal that the State rejected
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 20 will return to the table on Monday, June 26. With just 10
days remaining before our contract expires, look for possible
additional bargaining sessions through the weekend.
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 20 Recap: Monday, June 12, 2023
Negotiations continued today with the State after SEIU Local
1000’s march in Sacramento on June 8th.
The Unit 20 team went to the table on June 1st to
negotiate with the State on the ongoing issues that our members
have vocally demanded as we fight for a contract that respects,
protects, and pays all SEIU Local 1000 represented state workers.
“We started off slow today and we didn’t start until the
afternoon, while we usually start at 11,” said Heather Markovich,
Unit 20 Bargaining Chair. In spite of technical issues on the
State’s side, negotiations led to responses on a number of Unit
20’s proposals.
SEIU Local 1000 presented the following proposals to the State’s
negotiating team today –
- 8.23.20 Department of Veterans Affairs Vacation Scheduling
(Unit 20) – counterproposal sent back where the State accepted
our language and added some of their own that benefits Unit 20
classifications
- 10.20.20 Assaultive Response Training (Unit 20) –
counterproposal sent back where the State accepted our language
and added some of their own
- 7.XX.20 Student Holidays – State Special Schools (Residential
Counselors, Night Attendants and Teaching Assistants) (Unit 20) –
new proposal to ensure Unit 20 Night Attendants, Residential
Counselors, and Teaching Assistants can receive a 40 hour
workweek when there are student holidays (which doesn’t always
happen presently)
- 7.2.20 Holidays – State Special Schools (Residential
Counselors and Night Attendants) (Unit 20) – counterproposal sent
back where Unit 20 is accepting rollover language as the State
wouldn’t accept BU 20’s language updates
- X.XX.20 State Issued Cell Phones – The Schools for the Deaf
(Fremont and Riverside) (Unit 20) – new proposal that will ensure
that Unit 20 employees at the Schools for the Deaf (Freemont and
Riverside) will be issued state cell phones to communicate with
each other so they don’t have to use their personal cell phones
The State was able to reach the following tentative agreements
today with the Union –
- 8.23.20 Department of Veterans Affairs Vacation Scheduling
(Unit 20) – counterproposal where the State accepted our language
and added some of their own that benefits Unit 20
classifications
- 10.20.20 Assaultive Response Training (Unit 20) –
counterproposal where the State accepted our language and added
some of their own
- 7.2.20 Holidays – State Special Schools (Residential
Counselors and Night Attendants) (Unit 20) – rollover
language
- 12.18.20 License or Certificate Renewal Fees (Unit 20) –
rollover language
Additionally, the State offered counter proposals for the
following articles today –
- 8.22.20 DSH Licensed Vocational Nurse (LVN) Vacation
Scheduling (Unit 20) – the State countered with some new language
that the team will review and respond to accordingly
- 20.11.20 Post and Bid Procedure for CNA Positions: California
Veterans Homes (Unit 20) – the State countered with some new
language that the team will review and respond to accordingly
Finally, the State rejected two SEIU proposals today –
- 20.XX.X Shift/Day Off Preference Teaching Assistants– Special
Schools (Unit 20)
- 8.XX.20 CDCR-CCHCS Vacation Scheduling – Pharmacy Technicians
(Unit 20)
One issue that was addressed today was negotiations around Unit
20 employees at the Special Schools of California regarding cell
phone usage. SEIU Local 1000-represented employees at the School
for the Deaf are prohibited from using their personal cell phones
per the school’s policy, however, management is requesting
personal cell phone numbers to communicate via text. “We are
asking the State to provide them with a work cell phone, to help
in their work, and to protect their personal information,” said
Markovich. “When they’re off duty, no one else should have access
to their personal information.”
Although the bargaining team did receive several responses today,
this has not yet met the expectation of the bargaining team, who
are expecting more substantive proposals and language on post and
bid, swaps, and mandatory overtime.
There is more work to be done to address the issues that Unit 20
members have prioritized in bargaining surveys and at town halls
across the state.
“We haven’t gotten it all back, for example, we still need our
vacation scheduling,” said Markovich. “We gave a lot of
information, but we need more of the meat on serious issues. The
State’s lead negotiator offered to meet with us on Thursday to
address some of our outstanding articles.”
“We’re definitely moving,” said team member Oluwadamilola
Kamson. “The table was different today, and the State’s
team was ready with proposals. My feeling is that we’re moving
and that we got some of the TAs we wanted back. “We hope that we
can continue this to catch up on the rest of the TAs and get our
proposals returned.”
This movement comes after weeks of sluggish responses from the
State’s negotiating team and a fight to receive back any of a
large number of outstanding proposals.
“We’re finally starting to see movement from the State,” said
Vice Chair Sarah Cooper. “Although we’re still waiting to hear
back on some of our critical issues., it’s a good sign that the
State is willing to meet with us on additional days this week to
get this done before our contract expires.”
“I’m just hoping that next week we see the State return some of
our outstanding proposals,” said Markovich. “If these issues
weren’t important, we wouldn’t have proposed them.”
Unit 20 returns to the table next week, on Monday, June 19. 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 20 Recap: Monday, June 5, 2023
There was some light at the end of the tunnel today in contract
negotiations between our Unit 20 bargaining team and the State.
“It’s the most productive meeting we’ve had; we’re seeing a break
in the log jam of unanswered proposals,” said Sarah Cooper, Vice
Chair of Unit 20. “With three sessions remaining, we hope to
bring home a good contract for our represented employees.”
Still, some of the most important proposals for our members—among
them, post and bid and mandatory overtime—haven’t been responded
to, and we continue to press for resolution.
As part of today’s session, we reached tentative agreement on a
number of contract sections:
We won stronger language on 13.12.20 – Employment Opportunities,
which will modernize the way the department posts and
communicates job openings available to our members.
Following up on a joint commitment we made with the State during
the last bargaining cycle, we reached tentative agreement on
8.25.20 – CDCR/CCHCS Vacation Scheduling and solidified our
ability to reasonably schedule time off.
We reached tentative agreement on 20.13.20 – Shift/Day Off
Preference of Assignment – Schools for the Deaf. It
preserves our previous, hard-won contract language.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 20 will return to the table on Monday, June 12. In addition,
we’ve made it clear to State negotiators we’re ready to meet at
any time to get our work done. As Unit 20 Chair Heather Markovich
said today, “We’ve got employees on this team who often work
16-hour days, and we’re good to go.”
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 20 Recap: Thursday, June 1, 2023
The Unit 20 team went to the table on June 1 to negotiate with
the State on the issues that have been impacting workers across
the state as we fight for a contract that respects, protects, and
pays all SEIU Local 1000 represented state workers.
BU 20 proposed the following new language to the State during
today’s session:
- 11.xx.20 Alternate Range Criteria Adjustment for Registered
Dental Assistants
The State’s negotiating team proposed the following rollover
sections to our bargaining team:
- 10.38.20 Rest Areas (Unit 20)
- 12.23.20 Laboratory Services and Deliveries (Unit 20)
- 13.31.20 20/20 Programs (Unit 20)
- 13.30.20 Orientation (Unit 20)
- 13.32.20 Education and Training Opportunities (Unit 20)
- 13.33.20 Mandatory Training (Unit 20)
- 13.34.20 Non-Mandatory Training (Unit 20)
Additionally, the State offered a counterproposal to the
following sections:
- 10.20.20 Assaultive Response Training (Unit 20)
The State agreed to SEIU Local 1000’s language change and added
additional language, which the BU 20 team will review and respond
to the State at the appropriate time.
- 7.2.20 Holidays – State Special
Schools (Residential Counselors and Night Attendants) (Unit 20)
the State did not accept our language changes and countered with
rollover.
Finally, a tentative agreement was reached today on the following
new language section:
- 10.25.20 Infectious Disease Control (Unit 20)
The State did reach a tentative agreement on the language change
proposed by Local 1000, in section 10.25.20, expanding the
infection disease control language to include CCHCS and CDE. This
gives our members the right to information on outbreaks in their
workplace.
Additionally, the team presented new language adjusting the range
criteria for Registered Dental Assistants. These underpaid and
understaffed workers have demanded a pathway to reach their
maximum pay in a shorter amount of time. The team proposed new
language to the State today to change the amount of time it takes
to go from one range to another range from 10 years to 4 years.
This was in direct response to the survey feedback and town halls
that were attended by the Registered Dental Assistants.
“Previously, Registered Dental Assistants took about 15 years to
get to their max pay,” said Unit 20 Chair Heather Markovich. “We
presented to the State that all dental assistants should have the
same process for reaching their maximum pay.”
“The State needs to take action on our articles,” said team
member Silas Wagner. “We’ll be back at the table on Monday with
the same demands, and we will continue to fight for what our
members deserve. We aren’t going to roll over in the face of
delays.”
While the State presented the team with 8 rollover proposals
today, there continue to be delays in negotiations on critical
issues faced by Unit 20 workers.
“We need to negotiate over the exchange of time language,
vacation time, post and bid, and mandatory overtime,” said
Markovich. “We need the meat, not the crumbs.”
Unit 20 returns to the table next week, 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 20 Recap: Monday, May 22, 2023
While our Unit 20 bargaining team continues to work with the
State by presenting proposals that advance the wages and working
conditions of our Medical and Social Services Specialists, the
State remains largely unresponsive to those proposals.
“Negotiation is a two-way street, an exchange of information, and
we’re still waiting,” said Heather Markovich, Unit 20 Chair.
“We’re doing our part, but without feedback on our proposals,
there’s no opportunity for progress, and we’re not solving the
issues facing our members.”
The numbers are stark: to date, there are 39 outstanding
proposals that remain unanswered. We’ve reached tentative
agreement with the State on just 12 contract sections, and one
more is in progress.
We’ve told the State that time is running out. With no bargaining
scheduled for next Monday (Memorial Day), only 4 regularly
scheduled sessions remain before the contract expires.
“We’ve asked the State what they’d do if the roles were reversed
and asked them to imagine that they weren’t getting the input
necessary to respond to,” added Chair Markovich. “Their response
was, basically, ‘we’re doing our due diligence’ without any
promise of a change of behavior.”
Still, our team is moving forward. We reached tentative agreement
on three proposals, a number of weeks after we presented them:
- 11.5.20 – Release of Paychecks (Unit 20)
- 12.22.20 – State Special School Field Trip Expenses (Unit 20)
- 15.4.20 – Employee Opportunity Transfer (Unit 20)
These “rollovers” preserve and protect rights from previous
contract wins. We’re awaiting a response on 39 additional
proposals.
There will be no bargaining on Monday, May 29 (Memorial Day).
Unit 20 returns 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 20 Recap: Monday, May 22, 2023
While our Unit 20 bargaining team continues to work with the
State by presenting proposals that advance the wages and working
conditions of our Medical and Social Services Specialists, the
State remains largely unresponsive to those proposals.
“Negotiation is a two-way street, an exchange of information, and
we’re still waiting,” said Heather Markovich, Unit 20 Chair.
“We’re doing our part, but without feedback on our proposals,
there’s no opportunity for progress, and we’re not solving the
issues facing our members.”
The numbers are stark: to date, there are 39 outstanding
proposals that remain unanswered. We’ve reached tentative
agreement with the State on just 12 contract sections, and one
more is in progress.
We’ve told the State that time is running out. With no bargaining
scheduled for next Monday (Memorial Day), only 4 regularly
scheduled sessions remain before the contract expires.
“We’ve asked the State what they’d do if the roles were reversed
and asked them to imagine that they weren’t getting the input
necessary to respond to,” added Chair Markovich. “Their response
was, basically, ‘we’re doing our due diligence’ without any
promise of a change of behavior.”
Still, our team is moving forward. We reached tentative agreement
on three proposals, a number of weeks after we presented them:
- 11.5.20 – Release of Paychecks (Unit 20)
- 12.22.20 – State Special School Field Trip Expenses (Unit 20)
- 15.4.20 – Employee Opportunity Transfer (Unit 20)
These “rollovers” preserve and protect rights from previous
contract wins. We’re awaiting a response on 39 additional
proposals.
There will be no bargaining on Monday, May 29 (Memorial Day).
Unit 20 returns 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 20 Recap: Monday, May 22, 2023
While our Unit 20 bargaining team continues to work with the
State by presenting proposals that advance the wages and working
conditions of our Medical and Social Services Specialists, the
State remains largely unresponsive to those proposals.
“Negotiation is a two-way street, an exchange of information, and
we’re still waiting,” said Heather Markovich, Unit 20 Chair.
“We’re doing our part, but without feedback on our proposals,
there’s no opportunity for progress, and we’re not solving the
issues facing our members.”
The numbers are stark: to date, there are 39 outstanding
proposals that remain unanswered. We’ve reached tentative
agreement with the State on just 12 contract sections, and one
more is in progress.
We’ve told the State that time is running out. With no bargaining
scheduled for next Monday (Memorial Day), only 4 regularly
scheduled sessions remain before the contract expires.
“We’ve asked the State what they’d do if the roles were reversed
and asked them to imagine that they weren’t getting the input
necessary to respond to,” added Chair Markovich. “Their response
was, basically, ‘we’re doing our due diligence’ without any
promise of a change of behavior.”
Still, our team is moving forward. We reached tentative agreement
on three proposals, a number of weeks after we presented them:
- 11.5.20 – Release of Paychecks (Unit 20)
- 12.22.20 – State Special School Field Trip Expenses (Unit 20)
- 15.4.20 – Employee Opportunity Transfer (Unit 20)
These “rollovers” preserve and protect rights from previous
contract wins. We’re awaiting response on 39 additional
proposals.
There will be no bargaining on Monday, May 29 (Memorial Day).
Unit 20 returns 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 20 Recap: Monday, May 15, 2023
Our bargaining teams have returned to the table this week,
fighting for a contract that respects, protects, and pays all
SEIU Local 1000 represented state workers. Our Bargaining Unit 20
negotiating team went to the table on May 15 to negotiate
financial matters that impact these vulnerable and underpaid
classifications. Subject matter experts in the unit discussed the
issues they experience in the workplace and explained in detail
to the State the consequences of years of short staffing and low
pay.
During today’s bargaining session, the team proposed four
sections for “rollover,” maintaining important workplace
protections secured in previous contracts:
- 11.5.20 – Release of Paychecks
- 11.61.20 – Split Shift Differential
- 11.63.20 – Certified Nursing Assistant/EMT Pay Differential
- 12.18.20 – License or Certificate Renewal Fees
We proposed the four sections below with new language to reflect
changes we want to see to our contract:
- 10.5.20 – Safety Orientation
- 11.1.20 – Special Salary Adjustments
- 11.60.20 – LVN Recruitment and Retention
- 11.62.20 – Dental Assistant Registration Differential
Additionally, we made a counter proposal in response to the
State’s first counter proposal for the following section:
- 13.12.20 – Employment Opportunities
Finally, the State and the Union reached a tentative agreement on
the following rollover sections:
- 19.18.20 – Rescinding Approved Time Off
- 19.31.20 – Split Shifts
Language proposed today about safety orientation by the
bargaining team reflected the same concept as BU 17. The
bargaining teams are trying to align the language of Units 17 and
20. “We work side-by-side with each other,” said Unit 20 Chair
Heather Markovich. “LVNs, CNAs, RNs, and Medical Assistants
working on the same unit should have the same protections.”
Today, the bargaining team proposed special salary adjustments
for Unit 20 employees, asking for individual pay raises for some
of the most impacted and lowest paid classifications. “We let
them know our members should not have to suffer anxiety about
homelessness or paying for food instead of rent,” said Markovich.
These issues are at the heart of the State’s current crisis of
vacancies in positions across California. “If they don’t pay and
respect us, they will run out of employees,” said Markovich.
“If the wages are not raised, no one will come work for the
state.”
The focus at the table on economics is giving voice to the
concerns of state workers who have struggled for recognition of
their needs for years. Experts spoke about their experiences in
job roles across California, including a Senior Clinical
Laboratory Technologist, an X-ray technician, and SSA-I (ASL
interpreters) from the Department of Rehabilitation and School
for the Deaf in Riverside.
“We are dealing with ASL proficiency,” said bargaining team
member Silas Wagner. “It takes years of experience to become an
interpreter with the skills necessary for the unique needs and
educations levels of our deaf state employees. Someone who has 6
months experience, which is listed in the job description, will
be woefully unprepared and overwhelmed on the job.”
These jobs are in-demand positions; not everyone can be an
interpreter and years of experience are needed. The State knows
this but has refused to pay these qualified professionals what
they’re worth. “They work hard,” said Wagner. “Those in these
roles need to be taken seriously.”
The State also heard from a Senior Clinical Lab Technologist and
an X-Ray Technician in regard to how their low pay has impacted
new hires and retention. The high vacancy rate has increased
their workload; instead of covering one facility they have to
cover multiple facilities. The Senior Clinical Lab Technologist
must have a license by the State Department of Health Services.
In order to obtain that license, they must have a bachelor’s
degree and a major in clinical laboratory science. Due to the low
pay, most people with this license seek higher paying positions
outside of state service.
Similarly, the X-Ray Technicians also have a high proficiency
level for their job along with a license. Due to low staffing
levels, they also service multiple facilities while they were
originally hired to service just one facility. This also causes
patients to be transferred to outside facilities if there is no
X-Ray Technician on duty as they are at another facility. The
cost of transporting patients along with their escorts is
extremely high, which is costing the state unnecessary funds.
In the CNA classification alone, there are 749 vacant jobs across
the state. Uncompetitive wages have meant that the state can’t
hire, further exacerbating the problems. In order to solve the
state’s financial issues regarding their workforce, Unit 20
employees need to be paid a fair and competitive wage.
Unit 20 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 17 & 20 Recap: Tuesday, May 9,
2023
Happy Nurses’ Week from your Bargaining Unit 17 (BU 17) and
Bargaining Unit 20 (BU 20) Bargaining Unit Negotiating Committees
(BUNC). While we celebrate the work nurses do across the country,
SEIU Local 1000-represented nurses went to the table on May 9 to
focus on Mandatory Overtime and Voluntary Overtime, which affect
our nurses statewide.
Of primary concern to almost all state nurses is the issue of
Mandatory Overtime (MOT). “This morning, BU 17 and 20 together
met with the State to pass our voluntary and mandatory overtime
article sections,” said Unit 17 Chair Vanessa Seastrong. “Today
at the table a large volume of new proposals were presented from
both bargaining teams to address these issues. We passed a total
of 10 proposals, 4 for Unit 17 and 6 for Unit 20,” said
Seastrong. “As we expected, the State received these MOT article
sections but didn’t ask many clarifying questions, and we are
still awaiting a counter proposal.”
BU 17 proposed the following article sections containing new
language regarding Mandatory Overtime (MOT):
- Article 19.14.17 – Overtime
Mandatory Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
(Unit 17)
- Article 19.15.17 – Overtime
Mandatory Scheduling (Excluding CDCR) (Unit 17)
- Article 19.22.17 – Overtime
Voluntary Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
(Unit 17)
- Article 19.23.17 – Overtime
Voluntary Scheduling (Excluding CDCR) (Unit 17)
BU 20 proposed these article sections addressing MOT for their
unit as well:
- Article 19.13.20 – Overtime
Mandatory Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
- Article 19.14.20 – Overtime
Mandatory Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
LVNs (Unit 20)
- Article 19.15.20 – Overtime
Mandatory Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
CNAs (Unit 20)
- Article 19.21.20 – Overtime
Voluntary Scheduling – Excluding CDCR LVNs and CNAs (Unit 20)
- Article 19.22.20 – Overtime
Voluntary Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
LVNs (Unit 20)
- Article 19.23.20 – Overtime
Voluntary Scheduling – California Department of Corrections and
Rehabilitation and California Correctional Health Care Services
CNAs (Unit 20)
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Currently, a holdover of less than two hours is not counted as
mandatory overtime. “This is an inconvenience and demoralizing
for many of our members,” said BU 17 Alternate Vice Chair Bob
Mutebi. “An hour means a lot of someone’s day. Our new proposal
is to have a holdover of one hour to be counted as MOT.”
These issues led to the team proposing a change to the existing
MOT language. “We proposed that the State reduce the number of
mandatory overtime shifts by one a year until we get to zero,”
said BU 20 Chair Heather Markovich. “We also proposed language to
strengthen the voluntary overtime process.”
Currently, BU 17 RNs can be mandated for two overtime shifts per
month, while BU 20 CNAs and LVNs have three. “We want to reduce
this down to 1 for RNs and 2 for LVNs and CNAs,” said Seastrong.
“We would continue to reduce MOT by one shift per year until 2025
when Unit 17 and 20 will both have zero.”
Other changes to the article sections strengthen contract
language so that our workers can take the shifts that they want
to work and gives state employees preference over external
registry. “We want the state to address these article sections,”
said Seastrong. “For the last three years, we’ve been in a
Mandatory Overtime Task Force, and nothing was done. Without
language to make them get this problem under control, we don’t
think this issue will be solved. The state has violated this
agreement in the past, so stronger language and protections are
needed.”
Another ongoing issue addressed during the joint session was
language proposed by the units that ensured that BU 17 and BU 20
nurses cannot be mandated into another bargaining unit position.
“Unit 17 and Unit 20 are being mandated into other BU positions.
“We are being used to plug gaps in the state’s workforce,” said
Mutebi.
“Today, state workers stood up and told the State that this
practice accounts for the huge turnover in the state’s
workforce,” said Mutebi. “This represents a huge disrespect for
our LVNs, who are forced to cover for workers making more money
when they themselves are not paid equally,” said Markovich.
To ensure that these protections are enforced, bargaining units
proposed language that includes penalties for the state when
these terms are violated. “We included in this proposal that when
mandatory overtime shifts are required of state workers after we
bring them down to zero, the state will have to pay a penalty of
double-time for any mandated shift,” said Markovich.
The two units worked together to present these major proposals to
the State. These issues have been ongoing for years while
managers have ignored the problem. By joining together, the two
units were able to support each other and provide insight to the
State regarding the impacts on nurses. “Mandatory overtime has a
huge impact on nursing staff, so we have to come together to
fight this issue, because it affects all of us, especially after
all of us were working mandatory overtime during COVID,” said BU
20 Vice Chair Sarah Cooper.
The fight for this important protection is on. “The nurses’
actions in the workplace are what brought the State to the table
on this issue in 2019,” said Seastrong. “We need to see that same
energy now to move the State to take our proposals seriously. We
need actions in the workplace so the State can see how bad the
nurses want mandatory overtime to go away.”
“In 24-hour facilities, there is no separation between these
units,” said Mutebi. “Neither of us can say our job is complete
without each other. When we come together at the table, it shows
the synergy of these two units fighting the injustices that the
state is trying to put on our membership.”
In addition to article sections passed during the joint session,
Unit 17 proposed the following rollover sections:
- Article 19.4.17 – Meal Periods
(Unit 17)
- Article 19.6.17 – Show Up Time
(Unit 17)
- Article 19.7.17 – Report
Preparation Time (Unit 17)
- Article 19.9.17 – Exchange of Days
Off (Unit 17)
- Article 19.16.17 – Change in Shift
Assignment (Unit 17)
- Article 19.17.17 – Mixed Shift Work
Weeks (Unit 17)
- Article 19.19.17 – Work Week Group
(WWG) Definitions (Unit 17)
- Article 19.24.17 – Floating (Unit
17)
- Article 19.25.17 – Travel Time
(Unit 17)
- Article 19.26.17 – Workweek
Correctional Institutions (Unit 17)
Finally, the State offered tentative agreements to the following
article sections.
- Article 8.13.17 – Court Appearances
and/or Subpoenas (Excludes Unit 17)
- Article 13.2.17 – Informal
Performance Discussions (Unit 17)
- Article 13.6.17 – Performance
Appraisal (Unit 17)
- Article 13.9.17 – Letters of
Instruction (LOI)/Work Improvement Discussion (WID) (Unit 17)
- Article 13.12.17 – Employment
Opportunities (Unit 17)
- Article 13.28.17 – Education and
Training Opportunities and Resources (Unit 17)
- Article 13.29.17 – Research
Projects (Unit 17)
- Article 14.4.17 – Duty
Statements/Post Orders and Work Instructions (Unit 17)
- Article 15.4.17 – Employee
Opportunity Transfer (Unit 17)
You can read the details
of these and all current contract articles at
contract.seiu1000.org
After their morning session bargaining alongside Unit 20, Unit 17
had an active day at the table, focusing on rollover language.
“It was a busy day on our end,” said Unit 17 Chair Vanessa
Seastrong.
“We have given the State 61 article sections of new language and
rollover, and we have only received 18 rollover back in total,”
said Seastrong. “While receiving the TAs today was a good sign,
the State still needs to start dealing with our new language and
not just rollover. We have a number of easy article sections with
simple changes that are still under review by the State.”
While the State moves through rollover language, SEIU Local 1000
members are ready to fight for a contract that represents the
needs identified in their bargaining surveys and Town Hall
meetings.
“We’re hoping that the State will come back and begin the
negotiations of bargaining, not just tentative agreements for
rollovers,” said Seastrong. “We want to get into the details of
language changes. We are focused on action to move the State.
Nurses are ready in workplaces across the state to take action to
support our bargaining team.”
Unit 17’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 Monday’s Bargaining Unit
11, 15, 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 20 – Recap: Monday, May 8, 2023
Our bargaining teams are back at the table this week, fighting
for a contract that respects, protects, and pays all SEIU Local
1000 represented state workers. Our Bargaining Unit 20 (BU 20)
Bargaining Unit Negotiating Team, or BUNC, went to the table on
May 8 to negotiate with the State over the unique challenges
faced by Medical & Social Services Specialists working for the
state. With subject matter experts and members from the State
Special Schools presenting on issues in their workplaces, we are
showing the State the leadership role they play in providing
services to the public.
During today’s bargaining session, BU 20 proposed four sections
for “rollover,” maintaining important workplace protections
secured in previous contracts.
Additionally, we proposed four articles with new language to
reflect changes we want to see to our contract:
- Article 7.2.20 – Holidays- State Special Schools
- Article 11.2.20 - State Special School Recruitment and
Retention Differentials
- Article 19.32.20 - Overtime Distribution at the
California State Special Schools
- Article 20.13.20 – Shifts/Day off Preference of
Assignment Counselors – Special Schools
- Article 20.XX. X – Shifts/Day off Preference of Assignment
Teaching Assistants – Special Schools
Finally, the State agreed to the following contract sections,
achieving a tentative agreement as we continue bargaining:
- Article 9.19.20 – Light/Limited Duty Assignments
- Article 11.19.20 – Recruitment and Retention
- Article 20.17.20 - Post and Bid Procedure for
Residential Care Specialist (RCS) Positions: California Veterans
Homes
You can read the
details of these and all current contract articles at
contract.seiu1000.org
“We had a pretty good day,” said Bargaining Unit 20 Chair Heather
Markovich. “Today we focused on the School for the Deaf in
Fremont and Riverside along with the School for the Blind in
Fremont. We asked the State to include new language for a
recruitment and retention differential that raises the dollar
amount for people currently receiving this in BU 20.”
After addressing rollover language, BUNC member Silas Wagner
presented on the ongoing financial crisis for workers in the Bay
Area. With inflation rising alongside rent and housing costs,
workers are in crisis at the California School for the Deaf in
Riverside and Fremont along with the California School for the
Blind in Fremont, as well as the communities surrounding these
schools.
“In my presentation, I talked about the importance of Deaf
culture and Deaf community,” said Wagner. “We want to live in the
cities where our Deaf schools are. These cities have become
unaffordable and the Deaf community is disappearing. By living
near the schools where we work, we are able to create a Deaf
community in which Deaf students are able to thrive.”
However, the State has neglected to address the issues of low
wages and increased cost of living faced by the Deaf community in
Fremont for many years. “Our classifications are some of the
lowest paid, and I wanted to highlight how these low wages are
impacting the Deaf community,” said Wagner. “We want people to
live near the school and keep our community intact. To put a roof
over your head in most situations costs more than people are
paid. Everyone’s in the red in Fremont; Unit 20 members can’t
afford small studio apartments.”
While cost of living is a crisis across the state, it is
particularly impacting workers and community members around these
schools. “The cost of living may not be the state’s fault,” said
Wagner. “But they need to face the reality that the cost of
living is not met by the salary we are provided. Fremont is the
most expensive city in California. The second is San Jose. It’s
shocking to see that this is where our community is trying to
survive without the support of the state.”
These impacts can be mitigated if the State listens to their
union workforce’s demands for change in our next contract. Our
subject matter experts presented on the issues each of their
classifications face, including night attendants, residential
counselors, teaching assistants, and sign language interpreters.
“We had representatives from each of the classifications talk
about the financial struggles that are associated with Bay Area
living and how the salary affects the ability of members to
maintain their physical, mental, and emotional health. It will
impact the services provided to the children going to the Blind
and Deaf schools,” said Wagner. “They talked about the love and
commitment that they have for the students, sharing their
knowledge about Deaf culture.”
“I really want to thank the subject matter experts for
joining today,” said Wagner. “We are so grateful for the support
from the team from the State Special Schools for supporting each
other and their coworkers and all the effort they put into their
presentations today.”
The fight for respect, protection, and pay requires that all
state workers stand together in our demands for a strong
contract. Bargaining Unit 20 members spoke with a unified voice
at the table and helped show the State that our members are
united in our struggle.
Unit 20 returns to the table Tuesday, May 9 along with BU 17 to
discuss overtime and next week, on Monday, May 15. To see updates
on other bargaining unit contract sessions, click here for our
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 20 Recap: Monday, May 1, 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 through chaotic and unprecedented times.
Our Unit 20 (BU 20) Bargaining Unit Negotiating Committee (BUNC)
went to the table on May 1st, International Worker’s
Day, prepared to fight for our members and the safety and
security of the people they serve.
“We passed a lot of language over to the State for approval,
including vacation scheduling language from the task forces, as
well as making minor tweaks to language around infection control,
assaultive response training which includes de-escalation
techniques. We also proposed expanding existing language on
infectious diseases training to the California Department of
Education (CDE) as well.”
These are all meaningful changes that respond to the major
disruptions that the State of California has gone through over
the last three years of the pandemic. The State, however, does
not share the same urgency for our member’s needs.
Unit 20 has 11 outstanding provisions from previous weeks, not
including the 5 additional rollovers and 7 new proposals passed
today, pending responses from the State. “I felt like there
wasn’t sincerity on the State’s part,” said Heather Markovich,
Unit 20 BUNC Chair. “We started the day and asked what they had
for us. They told us they had one rollover.”
After multiple weeks, the State is still slow to respond to these
issues or even ask clarifying questions. “It’s hard to say what’s
going on behind closed doors,” said Markovich. “When we asked
them if they had any questions or comments about what we sent,
they said they were still reviewing.”
Unit 20 was able to reach a Tentative Agreement with the State on
one rollover provision from our previous contract, 13.18.20 -
Professional Practice. You can read the details of
these and all current contract articles at
contract.seiu1000.org
Unit 20 returns to the table next week, on Monday, May
8th. To see updates on other bargaining unit contract
sessions, click here for our Contract Action Center page
at seiu1000.org.
If you’re not already an SEIU Local 1000 member,
join us
today.
Unit 20 Bargaining Summary: Monday, April 24,
2023
Bargaining has entered its second week for our Unit 20 Bargaining
Unit Negotiating Committee (BUNC), representing LVNs, CNAs,
Teaching Assistants, Dental Assistants, Registered Dental
Assistants, Dental Hygienists, Pharmacy Technicians, Laboratory
Technologists, Physical Therapists, Counselors, and many other
classifications working across California.
On April 24th, the Unit 20 BUNC went to the table to
continue unit-specific negotiations with the State. We
presented four 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 three articles:
5.18.20 –
Labor Management Committee, California School for the Deaf,
Riverside
10.32.20 – Information
Regarding Medical Condition
21.22.20 –
Licensure/Certification
The State also returned a proposal from last week on continuing
education. “When they asked why this proposal was an issue for
us, we went into our surveys and were able to provide specific
cases from responding workers,” said BUNC Chair Heather
Markovich. “The State was pushing back on costs on this issue,
but we wanted them to understand that by increasing the knowledge
of our workforce, we can both support the quality care to our
patients and the career opportunities workers have.”
In addition, the Unit 20 ream proposed new language today,
centered around the Post and Bid procedure, which affects our
certified nurse assistants and LVNs in all our locations. “This
has a very broad impact,” said Markovich. “The Post and Bid
process allows members to choose shifts, work area, and days off
based on seniority. This allows our workers to better manage
their work-life balance as they see fit. We have multiple people
who have spouses or significant others who use the post and bid
process so that they can minimize childcare costs, which remain
high across the state.”
As we present more and more articles to the State, negotiations
will continue to evolve, but our goals are clear. Our members
need more support from their employer, and we need to maintain
and expand our protections in the workplace. “This meeting was a
little more tense than last week,” said Markovich. “They had a
lot of questions for us, but we handled it well as a team.”
The tensions at the table are in part due to our bargaining team
holding the State accountable to its workers. After a proposal is
passed across the table to the State, their negotiators have a
week to review it and respond. “We’re putting a lot more pressure
on the State to respond to us,” said Sarah Cooper, BUNC Alternate
Vice Chair. “The State sometimes delays passing back
counteroffers and tentative agreements. They started the day
saying they had nothing to give us and that we may receive one
agreed on proposal by the end of the day.”
In spite of the State’s pessimistic outlook, the Unit 20 BUNC was
able to use our member’s responses to surveys, town hall
meetings, and other comments to keep the meeting productive and
fight for our member’s rights. “Heather pushed and demanded
answers after they had a week to do their research,” said Cooper.
“By the end of the day, we had three rollovers agreed to and
proposed new language.”
Unit 20 returns to the table next week, on Monday, May
1st. To see updates on other bargaining unit contract
sessions, click here for our Contract Action Center page
at seiu1000.org.
If you’re not already an SEIU Local 1000 member,
join us
today.
Bargaining Unit 20 Recap: Monday, April 17, 2023
After kicking off bargaining for our “master table” session last
week, members across the state are making their voices heard as
we demand a strong contract that Respects, Protects, and Pays the
employees that kept California running for the last three years.
On April 17, Bargaining Unit 20 (BU 20), went to the table to
begin their unit-specific negotiations with the State. BU 20,
which represents medical and social services specialists,
including LVNs, CNAs, Teaching Assistants, Laboratory
Technologists, Physical Therapists, and Counselors, has faced
some extremely challenging conditions as they navigated COVID-19
and the State and management’s response.
“Members drive this process, and we follow their directions,”
said Heather Markovich, Bargaining Unit 20 Chair. “There’s a lot
riding on this, but we came in prepared thanks to our research,
the strength of our team, and the time we spent getting to
understand our strategy. We’re very cohesive.”
During Monday morning’s session, our team presented a number of
contract articles for “rollover,” a term you’ll hear used to
describe parts of the contract that don’t require negotiation
this cycle. Today’s rollover articles include maintaining our
Labor Management committee at California School for the Deaf,
Riverside; our return-to-work “light/limited duty” program for
employees incapacitated due to illness or injury; and a
continuation of the Flexible Benefits Program (FlexElect).
Setting these protections aside during bargaining ensures that we
will be able to address the ongoing issues without risking these
workplace protections crucial to medical and social services.
We presented four new proposals in the afternoon that contained
new language and new protections for members. Two of these
proposals focused on time-off exchanges and continuing our
education leave programs, built off existing language to
strengthen the protections we have in our worksites.
Additionally, we presented two new proposals designed to address
the ongoing problem of mixed shifts. BU 20 represented employees
often find themselves working most days on one shift but with
some days assigned shifts earlier or later in the day.
Additionally, we proposed a task force for pharmacy technicians
in Stockton, including post and bid language. If successful,
pharmacy technicians could choose their workplace and pick their
schedules.
“Our focus is on addressing the issues our members identified in
our bargaining surveys, town halls, and meetings at worksites
across the state, said Markovich, who works as a Licensed
Vocational Nurse at the California Medical Facility. “We’re
members just like all of our coworkers. The input from the
surveys and town halls leads where we go in negotiations.”
Unit 20 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.