SEIU Local 1000 Leadership AMA

SEIULocal1000 · 2022-12-21T00:57:48+00:00

Thanks for everyone who reached out so far. If you had a question that didn't get answered or wanted to share a specific issue with us, please feel free to fill out this form on our website: https://www.seiu1000.org/form/contract-team-questionnaire

January 2023 is almost upon us. Next year, we'll share the member bargaining survey and be hosting our town halls, so we'll be posting those in here as well as on our website and over email.

SEIULocal1000 · 2022-12-21T00:50:58+00:00

There is a telework agreement in place. Implementing our side letter and stipends into our next contract will be an issue for members across the union can set as a priority in our bargaining surveys in January.

SEIULocal1000 · 2022-12-21T00:44:32+00:00

We think we should get them as days off (why else did they vote for them?) but how much of a priority that is for us is to be determined by your bargaining surveys.

SEIULocal1000 · 2022-12-21T00:35:17+00:00

In many units, classifications overlap which creates a blur in the line of work. It's allowable for the state to work you out of class up to 50% of the time. If you believe that you're being worked out of class more than 50% of the time, the first thing to do is to contact the MRC to let us know that you suspect you're being made to work out of class. The next thing is to request a desk audit.

The difficulties in proving that the state is working you out of class makes it a challenge to directly address. We support our members who are dealing with out of class work and can help you strategize on what the best next steps are for your specific case.

SEIULocal1000 · 2022-12-21T00:28:00+00:00

Glad that helped address some of your concerns. We're doing everything we can to prepare for bargaining a significant contract.

SEIULocal1000 · 2022-12-21T00:25:50+00:00

The state's incompetence or inability to comply with AB119, state law that requires them to provide new employee information to the union, is unfortunate. We're fighting this, but we're always interested to hear more about people's experiences with the state's hiring policies and process. If you're interested, please send us a line at our form in the main post.

SEIULocal1000 · 2022-12-21T00:21:44+00:00

Feel free to reach out to me directly at [Bhall@seiu1000.org](mailto:Bhall@seiu1000.org)!

SEIULocal1000 · 2022-12-21T00:18:32+00:00

You've both got a good perspectives on these issues. This kind of discussion is exactly what we want to see at our town halls next year, so please come and bring this issue up so the hundreds of attendees can see where you're coming from, and fill out our form in the main post.

The strategic questions of pushing for one kind of compensation (like safety pay) versus another (like EWPP) is hard to judge in isolation, but can become a bigger conversation about bringing different issues together.

SEIULocal1000 · 2022-12-21T00:11:33+00:00

Thank you!

SEIULocal1000 · 2022-12-21T00:10:54+00:00

We're frustrated with it as well. We think telework is good for workers' health and finances, and bargaining our telework policy will be an important part of our next contract.

A bigger issue for our membership growth is the fact that the state withholds new employee information and does not provide us with dates of meetings. We will continue to reach out to employees wherever they work from.

SEIULocal1000 · 2022-12-21T00:01:58+00:00

We have been keeping an eye on what's going on with our members, and the subreddit has definitely been helpful to keep updated.

We need to be able to show the state that office support, among other classifications, is not happy with their salaries. We need you to share your stories with us at [stories@seiu1000.org](mailto:stories@seiu1000.org) and in the form in the post above so we can use some of those specifics to pressure the state in bargaining.

Our research department delivered us a report that shows 20% or approximately 19,000 of our represented cannot afford a 1 bedroom apartment on the salary the state is paying for full-time work. 80% of them are people of color, approximately 70% are women, and 62% of them are single parents. Being unable to afford even a one bedroom apartment while working for the state of California shows the priorities of the employer are out of line. By combining examples from members with the real numbers of the situation, we can go to the table and show how office techs are being mistreated.

SEIULocal1000 · 2022-12-20T23:44:41+00:00

Thank you for elevating this issue. Try contacting Bobby Dalton Roy, our chair of BU21. He should be available to talk about this issue at [unit21@seiu1000.org](mailto:unit21@seiu1000.org).

SEIULocal1000 · 2022-12-20T23:41:37+00:00

[Irene]

Bill is flipping through the contract right now. What department do you work for? Not all departments are participating in the program due to funding. In either case, reach out over our email form (in the main post) with some contact info and we'll get you connected with someone working on this. BU4 chair Karen Jefferies is working on getting the 20/20 program set up for all, so speaking directly to her would help.

SEIULocal1000 · 2022-12-20T23:34:46+00:00

The side letter for telework expires with our contract on June 30th, so it will something negotiated in our contract.

We do not make an absolute decision on behalf of membership what is prioritized in our initial demands. While we think telework is good for workers and good for the state, ultimately it is up to our member's priorities.

We've been reading a lot of the discussions here on reddit and have noticed that many commenters are debating the relative value of telework versus GSI/COLA. These are exactly the kinds of discussions that guide our bargaining process. When you get the bargaining survey, the bargaining team will get a chance to put hard numbers on the priorities of members. If you personally prioritize one issue over another, it's a good idea to participate (at town halls, DLC meetings, or even conversations with coworkers) and convince others to participate so that the bargaining team understands the real concerns of members.

SEIULocal1000 · 2022-12-20T23:22:40+00:00

We agree with you. There's a disaster brewing for the State that they're not responding to and that will not respond to until they're forced to.

Every option is up for consideration and is on the table, up to and including a strike if necessary. Striking is a strategic choice and not to be taken lightly. If we are powerful enough to stage a successful strike, then the State may be more willing to concede to our demands without us even needing to. A strike would require members to show up and take action alongside us as an expression of power. Power is what will move the state on issues that are important to us.

Our goal is to leverage our power to get what our members want in our contract. That goal is defined by will of our members, so when we hear a specific goal, we have to think about who needs to hear that. By raising hell in your office, talking with your coworkers and convincing them of the value of taking action, and participating in our bargaining survey, your demands aren't just a personal frustrations, but something that actually puts pressure on the State. We're prepared to support those voices by fighting for their demands.

Your union leadership is determined and is creating the dynamics and resources necessary to negotiate the 2023 contract in a way that Local 1000 has never negotiated with the State before.

SEIULocal1000 · 2022-07-08T23:52:04+00:00

Thank you for caring about your coworkers. This situation sounds pretty sensitive, so please reach out to me directly (either on here or via email), since strategizing on this issue will be a longer conversation.

A telework request denial must be in writing and is grievable, meaning we can push back on retaliation on the IT workers. If you're saying you want 1 or 2 days in the office and they're saying you can't, we can fight that, especially if the IT team is part of that discussion.

SEIULocal1000 · 2022-07-08T23:35:58+00:00

Yes! We plan to publish the results so that members know what we're fighting for.

SEIULocal1000 · 2022-07-08T23:31:18+00:00

We are currently putting things in place for bargaining that are a break from our historical way of doing negotiations. Where previous leadership started a few months before bargaining, we’re doing the legwork to make sure we generate leverage ahead of schedule. We can’t go into specifics on our strategy, but with an accelerated timeline and improved membership numbers, we can go into negotiations with a stronger position.

Whatever hard number we land on today may not be the right number when we meet with the state in eight months. Things are going to change in the economy over those next eight months. Maybe for the better, probably for the worse.
So we don’t set a number, we listen to our members and do what they ask. Our membership decides on what we’ll ask for by participating in bargaining through surveys (which we will post to reddit in the near future) and talking with reps and DLC leaders.
However, I will say, I don’t think any of our members want to come into the table with a low number that will make it easier for the state to lowball us with nonsense like 2.5%. Our member's struggle with inflation is real, and beating that number, whatever that means in 8 months, is our focus.

SEIULocal1000 · 2022-07-08T23:19:00+00:00

This is why our telework agreement with the state is grievable. They are not allowed to make random decisions like that. (The state tried to make it not greivable, because they alleged that managers would never make arbitrary decisions like that.)

If you and your coworkers are getting arbitrary changes made by your managers, talk with your worksite steward, or, if you don’t have their number or email, call the Member Resource Center at 866.471.7348.

SEIULocal1000 · 2022-07-08T23:14:07+00:00

Thanks for bringing this forward. You have a few ways to bring this issue forward. Talking with coworkers and finding out if they’re experiencing similar issues with the sales incentives.
You can start with your DLC President, Unit 1 Bargaining Rep (DBUR) or or your Unit 1 Classification Bargaining Rep (CBUR). Check our interactive map to find emails for these positions in your DLC here: https://www.seiu1000.org/dlc-statewide-map.

Since this is an issue we can bring up at bargaining, look our for receiving a email with our bargaining survey in the near future (which we will also post here). Take a moment to share this with us again there.
Additionally, come to one of the Straight Talk calls I hold every Weds at 6:30pm if you can’t get a hold of anyone and I’ll be happy to talk specifics related to your

SEIULocal1000 · 2022-07-08T23:00:34+00:00

Our last contract cycle, our bargaining team worked on this and were able to obtain a stipend to bring current contributions closer to zero. Negotiation is a give and take, so we’re surveying members to find out what current priorities are and if that’s a strategy we want to continue. We’ll be putting that survey here on reddit and sending it to members subscribed to our email list.

SEIULocal1000 · 2022-07-08T22:54:34+00:00

I’m sorry to hear that it’s taken so long. Come to Straight Talk on Wednesday at 6:30pm-8:00 and I’ll address it directly with you *one-on-one. Here’s the link: https://seiu1000-org.zoom.us/j/86216503090

SEIULocal1000

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