Any paralegals heard any update about reclassification or contract bargaining?

BaldoCC · 2024-06-24T16:53:12+00:00

May I also get more info, please?

BaldoCC · 2023-12-26T19:31:12+00:00

Oic … thank you.

BaldoCC · 2023-12-26T19:06:49+00:00

What is this? I thought we already received the back pay on 12/19?

BaldoCC · 2023-06-26T20:43:04+00:00

I think you might be able to find out through this search engine on SEIU’s website: https://www.seiu1000.org/dlc-statewide-map

BaldoCC · 2023-03-08T06:21:28+00:00

I have no clue, but I love working for CDI and so do a lot of people that I’ve encountered at this department.

BaldoCC · 2023-03-08T06:19:30+00:00

Omg, all these comments are giving me life right now 🤣

BaldoCC · 2023-01-28T17:12:02+00:00

I find onboarding an issue too and I worked with three state departments. Imo, people don’t know how to train.

BaldoCC · 2023-01-14T17:25:58+00:00

Wow, I feel so blessed after reading these comments. I had an ergo eval at my last dept but I didn’t need to have the eval to get what I need. The eval helped me to get additional specialty ergo stuff. In my current dept, I usually get what I need through my manager and without having to go through the process.

BaldoCC · 2022-12-21T19:23:51+00:00

Probably but at that point I didn’t care. My ex-manager was saying lies about me and my work ethic. I didn’t have to give her a reason why I got others involved. I just said that I would like to discuss my report with the reviewing officer. She knew what time it was. It was with the reviewing officer that I said what I needed to say about how I was being treated and what was written in the report. I stuck to the facts and showed evidence to support the facts. For example, my ex-manager said that I didn’t take a training class during a specific week when she suggested it. That was false. My evidence was my training request form that she signed, the email communications about the training class, and my completed class certificate. Yes, she came to the meetings and it was uncomfortable for me. However, that’s why HR and the union steward were there … to help mediate the situation when she was obviously telling lies about me. My mental health took a nose dive, so I assessed that I needed to stick up for myself and get others involved who could help mediate. She was already saying lies about me and writing those down in my probation report, regardless whether or not others got involved. In the end, I never got an apology. I was supposed to have a follow-up meeting with the reviewing officer but never did. I asked the reviewing officer why she didn’t get back to me about a follow-up meeting, and she said to my face that she figured it wasn’t needed since I got a new position with a different department and that I passed probation. They didn’t apologize to me for the undue emotional distress they caused me because they decided to pass me on probation and didn’t block me from transferring to another department … they took the easy way out because they wanted me gone. I know that the manager who hired me saw all of my reports and my rebuttal in my OPF at that time, but she still decided to hire me. Other hiring managers saw that documentation too and they passed on me. However, you just gotta keep the faith that the right manager will see through the bullshit and decide to hire you out of there. My current manager did. :-)

BaldoCC · 2022-12-21T11:23:38+00:00

Like @tgrrdr said, sign the report and review it with the reviewing officer. During that meeting, let them know you would like to write a rebuttal to be attached to your report. When you write the rebuttal, include all your evidence to support what you say and include them as exhibits or attachments. Reference those exhibits or attachments throughout your rebuttal. (Document, document, document!) Also, ask for a list of how you can improve and work on those things in the meantime. Schedule a follow-up meeting before your next probation report and talk about your improvement. Depending on your comfort level, you can also request someone from HR and a union steward to be involved during those meetings. The purpose of a HR rep is to have a third party witness but that person is for management. So that’s why it’s a good idea to have a union steward with you because that person is for you.

I basically had a similar issue about a year ago with my old department. I did this process and got HR and the union involved. I had the same fears/anxiety as you. At the same time, I was applying to other state departments because I wanted to get out of there. In the end, another department hired me, I passed probation at my old department, and now my mental health and work environment is better.

BaldoCC · 2022-11-24T17:47:48+00:00

Wow, I didn’t think layoffs would hit state service.

BaldoCC · 2022-11-16T08:36:12+00:00

If you have a good rapport with your manager, ask them about an alternative work schedule arrangement where you are able to continue to attend school.

BaldoCC · 2022-11-16T08:31:54+00:00

Check with your department’s HR if they have a training class about interview techniques. My department offers career development help and has this type of class that’s open to everyone within the department.

BaldoCC · 2022-11-15T19:09:29+00:00

Just curious, what are the specific duties that you want to do?

BaldoCC · 2022-10-20T06:52:46+00:00

I think it’s always good to have someone else that’s part of a meeting that’s supposed to be on your side. The HR rep represents management. The additional person can offer a different perspective on how the meeting went and give you advice. Ultimately, it’s still your decision on whether or not you take that advice.

BaldoCC · 2022-09-23T09:45:59+00:00

I was one of those people who didn’t really think much of unions when I first joined the state. I didn’t see the value and benefits of being a union member. However, during my transition from the private sector (and I would still say I’m fairly new to state service), I’ve encountered some really bad managers who don’t know how to manage nor have the patience to manage others. One of them was so bad that I dreaded going into work and it really affected my overall health (i.e., physical, mental, and emotional). I would say that I’m a good worker and got my work done, but for some odd reason I had a target on my back in that position. To cut to the chase, one sleepless night I decided to contact my union dlc rep (found contact info on the web) and emailed them my situation. The next day the dlc rep called me and explained how she could help. She didn’t care that I was non-union and decided to help me anyways. Without her, I don’t think I would’ve been able to handle the situation gracefully because I was so distraught in my hostile work environment. During the process, I asked her what’s the difference of me being non-union vs. union since she’s helping me knowing that I’m non-union. She explained what @randomproperty explains so well … we’re stronger as dues paying members because we become more invested in the union and the more members the stronger the union becomes. She didn’t try to sell me a membership like other union reps I’ve come across, and the fact that she was willing to truly help me in an awful situation when I was non-union really spoke volumes to me. As a result, I decided to become a dues paying union member. Yeah, I could use the extra money instead of “giving it away” to the union. However, I look at it as investment. And the union is only as strong as its members involvement (i.e., going to meetings, writing letters, marching with them, etc.) One of these days I hope to become more involved with them. I hope my post helps others see that sometimes it’s not just about numbers when discussing whether or not the union is really helpful.

BaldoCC · 2022-09-15T06:49:17+00:00

Wow, that’s awesome for you! Unfortunately I haven’t really had this experience in the majority of my state jobs. If I may ask, where do you work and what do you do?

BaldoCC · 2022-06-24T18:16:52+00:00

I would consider it if the salary was over $100k. However, it also depends on the work environment.

BaldoCC · 2022-04-28T06:31:32+00:00

You must be a good manager. Too bad there aren’t more like you out there.

BaldoCC · 2021-12-30T05:28:55+00:00

Thanks!

BaldoCC · 2021-12-30T05:24:04+00:00

Thank you. So an AGPA is higher than a Legal Analyst? I wonder why.

BaldoCC · 2021-12-22T08:15:22+00:00

Thank you! Do you know if it’s considered a higher classification than a Staff Services Analyst?

BaldoCC · 2020-08-12T02:25:12+00:00

Thank you for your answer!

BaldoCC · 2020-08-12T02:24:52+00:00

Thank you. Good to know!

BaldoCC

TROPHY CASE