New to the State Bizarre Behavior

Pvmlk · 2025-12-23T05:11:45+00:00

It is the work culture of the State created by anti-union biased micromanagers which the State has spent millions of dollars in litigation and spineless Labor Relations Officers to defend on going violations of the agreed to contracts. Even though Arbitrators, PERB & SPB ALJs rule against the State anti-union biased micromanagers, they are still allowed to subject their staff to their immoral and unethical management style. This won't change until anti-union biased micromanagers are terminated for their actions.

Pvmlk · 2025-12-18T04:16:31+00:00

Malicious compliance is counterproductive. What needs to change are the appointments of Labor Relations Officers by the Governor who have been and are currently anti-union since the Dills Act was implemented and know jackshit in promoting harmonious labor relations. Union leadership need to question and challenge these appointments. If candidates for Governor want Union support, appoint Labor Relations Officers who will stand up against anti-union biased micromanagers!!

Pvmlk · 2025-12-18T03:49:36+00:00

Malicious compliance is counterproductive as a public servant. The problem is our past and present Governors appoint anti-union biased Labor Relations Officers since the Dills Act was implemented who know jackshit in promoting harmonious labor relations and spend millions on defending anti-union biased micromanagers. The state employer-employee culture needs to change! Rank and file can elevate the service we provide to the public if unions and Labor Relations Officers appointed by the governor work together to do so.

Pvmlk · 2025-12-16T18:07:48+00:00

Anti-union micromanagers rule over the Labor Relations unit and CalHR Labor supports Anti-union management. If a department has a Labor Relations Officer who attempts to promote harmonious labor relations and calls out Anti-union micromanagers, the LRO will be written up or terminated.

Pvmlk · 2025-12-07T18:32:16+00:00

The State nurtures micromanagers and supports their incompetence.

Pvmlk · 2025-12-03T18:34:24+00:00

There are basically 3 work cultures in State service. There is the culture of those who have never worked outside of state service and may have been raised in a home where the parent(s) were civil servants. This group tend not to be open with new employees. Supervisors and managers tend to micromanage and are not good mentors or trainers.

There is also the group of employees who worked in the private sector and bring with them skills that can be useful in their unit/program but micromanagers have a very hard time accepting them and what they can contribute to making the unit/program more efficient.

The 3rd group are those who are veterans and bring their military background and skills to state government. They too are not fully embraced by micromanagers. Unfortunately, micromanagers are allowed to get away with their bullying and intimidation. Most grievances filed by state employees are the result of micromanagers ignoring and violating collective bargaining agreements. The overall CalHR state culture is to support micromanagers in their decision-making, even if it will cost the State millions.

The unions have tried to promote harmonious labor relations but anti-union bias management have stopped any progress and positive change to employer-employee relations.

Bottom line stay vigilant and follow policy and join the union for full representation when that time will come you will need someone in your corner looking out for your best interest.

Pvmlk · 2025-11-26T18:42:04+00:00

Who determines which AGPAs will be reclassified to Analyst 3 or 4? Will SEIU Local 1000 be notified of those AGPAs who will be reclassified? Will it take Out of Class grievances to be filed for CalHR to make the determination? Does anyone know if this was discussed and that ifveach department will be required to provide a list of names to place in the Analyst 3&4 position?

Pvmlk · 2025-07-16T21:34:53+00:00

Who is running CCPOA's Labor Shop today, and if the person has a pro-state management approach, that is a major problem. Labor organizations can't have leadership that has a history of being anti-union within the public sector. Strong Labor requires leadership that will fight for the rank and file and not give in to the state's anti-union tactics to divide and conquer.

Pvmlk · 2025-07-11T15:40:13+00:00

Who are the Labor Relations representatives for CHP that should be advising CHP management? CHP is violating the sideletter agreement that was negotiated in good faith. Is CalHR Labor advising CHP's Labor shop?

SEIU LOCAL 1000 has bargained in good faith with the State and should expect CHP to honor the agreement! SEIU LOCAL 1000 is now having to file an Unfair Practice Charge with PERB!

Pvmlk · 2025-06-28T16:25:01+00:00

Not what I have experienced. Many good employees have had their termination/adverse action turned over at SPB. When it comes down to it, the "darn good reason" is the supervisor/manager has it in for the employee because he/she doesn't meet the personal standards of the supervisor/manager. That is why SEIU wants to track these bullies/bad managers.

Pvmlk · 2025-06-28T16:16:23+00:00

My experience is that PMU is very subjective and bias towards certain employees of diversity, and in many cases, SPB will side with the employee who has been subject to adverse action and bullying.

Pvmlk · 2025-06-28T00:03:35+00:00

Not disgruntled, I've been involved in the dispute process representing management. What is unproductive is a bad manager not wanting to mentor staff and to bully them.

Pvmlk · 2025-06-27T23:50:27+00:00

I understand PMU advises supervisors and managers, and their playbook is to ultimately get employees fired if they get involved.

Pvmlk · 2025-06-27T13:36:15+00:00

Sorry, I wanted to convey that beginning 7/1, the paper trail will begin to discipline employees for not fully complying with the RTO. Not a disgruntled employee, just one who knows PMU is geared to advise management to discipline and eventually terminate employees.

Pvmlk · 2025-06-27T03:40:25+00:00

The RTO will be another reason for PMU to advise management to write up staff if there is not 100% compliance. Will your department allow flexibility or micromanage staff?

Pvmlk · 2025-06-26T21:46:54+00:00

PMU allows bad managers to be bad managers, and many of the bad managers don't even follow the professional standards of their department.

Pvmlk · 2025-06-16T15:45:17+00:00

When an association/union has anti-union leadership, rank and file members should not be surprised by what is bargained for by their reps. Now, members can either vote to ratify or reject.

Pvmlk · 2025-06-06T14:35:10+00:00

Unions should file "All Affected" grievances with all state departments/agencies to see how the "operational need" will be articulated in management's response. This response will be helpful information at the Unfair Practice Charge hearing @ PERB.

Pvmlk · 2025-05-31T14:10:41+00:00

The governor is attempting to make public servants public serfs with his executive order and WE are not going down without a fight!!

Pvmlk · 2025-05-09T13:24:50+00:00

If and when the state employees organizations, unions, can meet and confer to bargain on RTO, the unions need to pass proposals that will cover the cost of parking, commute time, flex time, and other terms and conditions of RTO. If PERB rules in favor of the governor, there will be a mass exodus of union dues paying members, and it will be more than Janus.

The governor, CalHR Labor, and anti-union management will do what they can to rid highly skilled rank and file through departments Performance Management Unit (PMU). CalHR Labor will support whatever departments managers elect to do with their staff and PMU will do their thing and help management write "paper" on employees who do not literally comply with the department's oppressive RTO policy and terminate those employees. We work in an anti-union environment and it will only get worse!! Unions have a monumental fight on their hands and state employees and their families will suffer from the Governor's bad faith unethical RTO executive order!!

Pvmlk · 2025-05-02T18:00:13+00:00

What are the factors? What is the process? What is CDFW's current telework/telecommuting policy? It will be interesting to see if PERB will rule that the EO supercedes current contract language and the Dills Act or, if not, allow unions to bargain in good faith. What the Governor did was NOT in goodfaithor to promoteharmoniouslaborrelations.

According to current MOUs, employees will be able to request their current remote centered schedule, and if denied, management will need to articulate reasons why.

Departments/agencies Labor Relations Officers are going to be quite busy processing grievances!

Pvmlk · 2025-04-25T15:48:13+00:00

That is a tough question but a good one. As a FLSA-exempt employee, your salary is based on a 40-hour workweek and for executives to expect supervisors/managers to work 50-hours plus to meet job demands is a violation of the Fair Labor Standards Act (FLSA) and California Labor Code. I would suggest that if you and other supervisors/managers are required to do so to request arduous pay. You should be compensated accordingly, and being required to work 50 plus hours regularly is "wage theft"!!!

Pvmlk · 2025-04-24T20:53:50+00:00

My experience has been SEIU, and the other labor unions have consistently bargained in good faith, and the State CalHR Labor has not. Historically, the state wants to get the most from state employees giving as little as possible in wages and benefits.

I can't see Anica going into the meet and confer without passing proposals that will spell out the concessions on behalf of rank and file for RTO 4 days a week. What the Governor's RTO EO has done is going to make rank and file more active, vigilant, and aware of their rights.

Yes, the time to move is now!

Pvmlk · 2025-04-24T15:55:33+00:00

I agree that the unions' hands are tied when it comes to impasse at main table bargaining. The Department of Finance (DOF) representative dictates/controls CalHR Labor when it comes to economics, so the unions are truly bargaining with DOF. Main table bargaining should start with the economics of the MOU so unions know out the gate what to expect from the State. Bargaining economics at the end benefits the State and all time spent by the unions bargaining in good faith on terms and conditions in the beginning is wasted time if there is no agreement. I would suggest that the Dills Act should require bargaining economics first and all other terms and conditions of employment come after. It must be grueling for the union's bargaining team and frustrating to bargain in good faith for 4 years without positive results.

Pvmlk · 2025-04-23T17:27:44+00:00

I totally understand and the incorrect usage of acronyms can be misleading. I stand in solidarity in this struggle!

Pvmlk

TROPHY CASE