Unit 11 Bargaining Updates - SEIU Local 1000

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 www.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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org

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 www.seiu1000.org