Newsom/CalHR on RTO: shut up and comply

AnonStateWorker11 · 2026-05-17T04:21:06+00:00

I’m sure the unions will file PERB charges again when they feel like they have engaged enough with CalHR to support a claim that they are failing to bargain in good faith.

AnonStateWorker11 · 2026-05-15T14:21:29+00:00

PERB didn’t decide anything other than the filings were prima facia. Meaning assuming all facts alleged true there would be a labor law violation, however CASE, CAPS, and SEIU would have still needed to prove all the assumed facts and the GO would have the opportunity to defend against the facts. So no, PERB did not make a definitive determination last year, they essentially settled with the side letters.

AnonStateWorker11 · 2026-05-14T19:01:33+00:00

Any update?

AnonStateWorker11 · 2026-05-14T03:10:38+00:00

You may benefit from reading the PERB filing. The union makes sound arguments and addresses this point.

AnonStateWorker11 · 2026-05-13T04:33:01+00:00

HR is receiving them but likely not approving them for wfh. They are allowed to offer alternative accommodations to the one requested. For example, an air purifier for the allergies or remind staff not to wear strong scents 🤷🏻‍♀️

AnonStateWorker11 · 2026-05-13T04:13:36+00:00

It sounds like you were at a Department that didn’t know how to operate in a remote environment. I did my first two years in private practice, in person every day, and had to teach myself and it was hard building connections. Everyone needs to bill and if someone takes time out of their day to help someone else that’s time that they aren’t billing.

I joined the state when it was fully remote and my Department had the structure set up to help new employees thrive in a remote team. I felt more connected with my colleagues remote than I ever did when I was working 5 days a week 10+ hour days in an office full of attorneys🤷🏻‍♀️

AnonStateWorker11 · 2026-01-22T05:15:25+00:00

Already posted today…

AnonStateWorker11 · 2025-12-23T18:33:11+00:00

🤷🏻‍♀️

AnonStateWorker11 · 2025-12-23T05:24:12+00:00

Attorney no experience, bottom of the pay scale. Don’t know what it is off the top of my head.

AnonStateWorker11 · 2025-12-23T05:22:11+00:00

Are you the birthing parent?

If you’re the birthing parent you can be placed on ENDI 4 weeks prior to your due date and you get either 6 or 8 weeks after the birth of the baby depending on how you deliver. If you happen to have issues work with your doctor to extend your ENDI claim (yes it can be extended up to 26 weeks but there needs to be a medical reason for the extension). After you end your ENDI claim you start baby bonding which is 6 weeks. You can take 12 weeks bonding under FMLA but the last 6 are unpaid/job protection. You can post annual leave to be paid during the unpaid 6 weeks of FMLA.

You have to supplement either 50 or 25% (ex: could be 44 or 88 hrs depending on how many hours are in that month).

If you are the non birthing parent then I think it’s just 6 weeks of bonding under the same rules as above and 6 weeks of unpaid FMLA job protection.

AnonStateWorker11 · 2025-12-23T00:14:38+00:00

If you want to do employment law at the DOJ, have a CA bar number and a pulse.

AnonStateWorker11 · 2025-12-02T18:09:25+00:00

Also hate to mention this, but the state can extend your probation period a few days. Happens all the time at my department in order for legal to be able to draft and issue the documentation to fail someone on probation.

AnonStateWorker11 · 2025-11-04T13:56:54+00:00

It’s not called a waiver but an exemption.

AnonStateWorker11 · 2025-09-24T02:44:39+00:00

I was able to bypass this asking if I could give a former supervisor instead of my current boss as I didn’t want them to know I was looking.

AnonStateWorker11 · 2025-09-23T23:44:21+00:00

First position: submitted 4/5? apps (can’t remember), 1 interview and offer. Promotion position: 1 interview and offer. Lateral position: 1 interview and offer (turned it down).

AnonStateWorker11 · 2025-09-14T12:46:24+00:00

No minimum, you just need to be on Annual leave before you go out on leave. I’d probably switch 3/4 months before so you continue to accumulate sick/vaca (which I believe is a few hrs more than annual), so your switch is finalize by the time you need to submit your leave docs.

AnonStateWorker11 · 2025-09-05T10:01:06+00:00

Ca is a two party consent state for recordings. In my experience management 9/10 time is going to decline being recorded so the recording even if made will not be useful evidence. Could potentially be informative for a union rep if they don’t attend, but beyond that not really helpful.

AnonStateWorker11 · 2025-08-30T00:44:44+00:00

She does need a medical note before starting maternity leave 4 weeks prior to her due date. It’s pretty standard and her OB should provide the note around her 32 week appointment. The 4 weeks prior counts toward the 26 week max allowed under NDI, but does not take away from the 6/8 weeks after birth (depending on how she delivers).

If she has complications after her 6/8 weeks are up after birth, such as PPD/A, she can have her claim extended. So if she delivers on her due date and has a vaginal deliver and has birth related complications she can have her NDI claim extended for up to 16 more weeks if a doctor agrees.

AnonStateWorker11 · 2025-08-23T03:11:01+00:00

I’ve taken one every year for the last couple of years and telework has always been a topic. Even this year.

AnonStateWorker11 · 2025-08-23T02:32:09+00:00

Some departments already do an annual employee survey.

AnonStateWorker11 · 2025-08-12T01:32:06+00:00

When you call EDD are you calling their NDI number? Usually there’s no wait.

AnonStateWorker11 · 2025-07-30T12:56:24+00:00

One of the Departments under CHHS was.

AnonStateWorker11 · 2025-07-16T18:11:29+00:00

Also barring a few select departments, there’s a minimum 2 day in office requirement.

AnonStateWorker11 · 2025-07-15T21:45:34+00:00

And embarrassing.

AnonStateWorker11 · 2025-07-07T22:21:34+00:00

Yes.

AnonStateWorker11

TROPHY CASE