As you may know, one of our big gains we made through bargaining
involves geographic task force, which will look at how workers
who do the same job and work in high cost-of-living regions are
The State and our Union will participate in a task force to
evaluate how the cost of living in certain areas creates
recruiting and retention problems for certain state jobs.
We are looking for members to participate in the Geographic
Compensation Work Group who are deeply connected and have direct
experience dealing with this issue. Are you interested?
When a Local 1000 member was unjustly excluded from a
professional opportunity, we took action together to enforce our
Our member was working as a Staff Services Analyst (SSA) and was
excluded from the Associate Governmental Program Analyst (AGPA)
eligibility list by the CalVet hiring office because they claimed
that our member did not have the required five years of
As we continue to take actions in support of a strong contract,
we are still fully protected by our existing contract. Each of
our hard-earned rights, achieved in past negotiations, is still
Our stewards are still providing real representation to enforce
our hard-earned rights. And as we show our strength and pledge
our support to take all Local 1000 authorized actions, management
will threaten and try to intimidate us in an effort to weaken our
cause. We’re not falling for it.
Local 1000’s bargaining team met with the state today in our
first day of contract negotiations – backed by thousands of our
members who “purpled up” and participated in worksite actions up
and down the state in support of a great contract.
Local 1000 members, stewards and staff are working together daily
on matters of contract enforcement
Three Associate Environmental Planners at the Fresno office of
Caltrans came to Local 1000 for help because they were working
out of class. We forced the state to address the contract
violation, staff gathered documentation and filed grievance. The
grievance was denied at the first level, but Local 1000 kept the
pressure on to address the problem, elevating the grievance until
the state ultimately admitted the employees were indeed working
out of class and granted the
As we prepare for 2016 Contract Negotiations, state employees all
over California are getting ready to step into the arena and
fight for a good contract. We will need an active and
informed membership to do battle at the bargaining table, at the
ballot box, and in the legislative budget battles to fund state
This is no time to sit on the sidelines. It’s Our
Union. Our Union. Our Future.
A Local 1000 member has had his 5% annual Merit Salary Adjustment
restored after it was denied in June of 2015. Local 1000’s Union
Resource Center (URC) filed a grievance, arguing the denial was
unreasonable after management failed to establish any performance
The member works as a Program Tech II, Permanent Intermittent.
The member was written up several times for misusing sick leave
and being out on military leave without proper authorization. The
Covered California employee is a member of the armed forces in
the reserves who is called into active duty for training every
Ignoring our contract language and the members’ rights, Covered
California management denied her medical and military orders,
insisting that medical notes be explicit and demanding letters
from her commander for every day that she was out on military
Our 63-member Bargaining Unit Negotiating Council (BUNC) recently
spent three days training intensively for upcoming contract
negotiations. Local 1000’s contract expires July 1, 2016 – just
ten months from now.
Bargaining strategies and tactics were key topics, along with
discussions about member engagement. The focus: honing the skills
necessary to negotiate a fair contract that protects our
hard-earned rights from previous contracts while improving our
wages, working conditions and benefits.
Nearly 200 bargaining representatives from across the state voted
this weekend to elect Local 1000’s 63-member Bargaining Unit
Negotiating Council (BUNC). These member activists and leaders
will be responsible for negotiating the successor contract. The
current contract expires July 1 of 2016.
Representatives from each of the nine state bargaining units met
Saturday afternoon and evening to elect their bargaining teams.
Local 1000 representation led to two Unit 11 workers receiving
thousands of dollars in back pay after the union forced the state
to correct errors in wages and benefit deductions.
“These wins are another example of the contract enforcement
efforts Local 1000 provides to all members,” said Tamekia N.
Robinson, Local 1000 vice president for organizing and
representation. “Even bureaucratic mistakes cost members the
money they’ve earned, and we’re here to help.”
A victory for Local 1000 at the State Personnel Board (SPB) led
to two abusive managers being seriously disciplined and showed
how our strong contract enforcement efforts help members find
relief from unfair and discriminatory working conditions.
Increased membership and a growing spirit of activism at the
California School for the Deaf in Fremont (CSDF) led to a major
organizing win for Local 1000 members there. When management
tried to change the school’s academic calendar without employee
input, members stood together and pushed back. All of the union’s
demands were met, demonstrating that the greater our numbers, the
greater our power.
Local 1000’s ongoing effort to improve Covered California’s labor
relations resulted in three employees receiving about $35,000 in
back pay and that relatively new workplace receiving another
critical lesson in respect for a unionized workforce.
After pressure from SEIU Local 1000, the California Correctional
Health Care Services (CCHCS) has agreed to allow all registered
nurses in adult prisons to be reimbursed for shoes starting in
calendar year 2015. This follows a similar agreement for
Bargaining Unit 17 nurses working in the Division of Juvenile
The agreement resolves a series of grievances filed by Local 1000
members. Union members have long argued that shoes are part of a
nurse’s uniform and should be reimbursed under Article 12.11 of
When the State Compensation Insurance Fund (SCIF) imposed a
new set of performance standards without consulting the union,
they violated our contract as well as state labor law and Local
1000 took them to task.
Ensuring good working conditions for our members is a key element
of Local 1000’s contract enforcement efforts, so when workers
reported a pattern of harassment at the Modesto DMV over sick
leave, the union stepped in to stop it.
Three members at Centinela State Prison used Local 1000’s
grievance system to win back pay and certification after working
out of class for a year.
Though all three are in the classification of Senior Account
Clerk, they were working out of class as Accountant Trainees,
apparently with the prison’s knowledge though our contract
expressly requires prior CalHR approval.
Thanks to a grievance filed by a Local 1000 member and
aggressively pursued by the union, Correctional Training Facility
(CTF) management agreed to stop using electronic monitoring for
timesheets, a practice expressly forbidden by our contract.
This week, Local 1000 and CalPERS worked together to clarify the
order to make sure that it was no more expansive than necessary .
The Union was represented by Brenda Modkins, Bargaining Unit 1
chair, Karen Jefferies, a Unit 4 Bargaining Unit Negotiating
Committee member, Latreece Smith, the president of DLC 781 and
CalPERS representative, and the contract department staff.