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SEIU Local 1000 • Tentative Agreement for 2010 Contract

2010 CONTRACT

Key Provisions Both the State and the Legislature demanded the savings from the 9 furlough days since August (August – October) and scored them in the 2010-2011 budget. To avoid further concessions in this tentative agreement, Local 1000 agreed, and then focused on creating the most protections it could for the rest of the budget year. This tentative agreement provides for the following from the date of ratification forward: no furloughs during the 12-month personal leave program, and thereafter, no furloughs unless authorized annually by the Legislature in the state budget.

Holidays (Article 7.1) • Employees will no longer have February 12 (Lincoln’s Birthday) or the second Monday in October (Columbus day) as paid holidays off. • Employees who work on January 1st, the last Monday in May, July 4th, the first Monday in September, Thanksgiving Day or Christmas shall continue to receive one and one-half times the employee’s regular rate of pay, and up to eight hours of holiday credit for all hours worked on these 6 holidays. This does not apply to the 6 remaining holidays.

Salaries (Article 11.1) • All employees shall have their maximum salary ranges increased by 3% on July 1, 2013; this proposal does not impact BU 3 employees in CDCR who work an academic calendar or seasonal clerks. • All BU 3 employees in CDCR who work an academic calendar shall have a 3% salary differential after working at step 6 or higher for a minimum of 12 qualifying pay periods. This increase shall be considered PERS-able, subject to approval by the CalPERS board. • Seasonal clerks shall receive a $0.50 per hour raise July 1, 2013.

Overtime (Article 19.2) • Leave time shall not count for the purposes of calculating a workweek leading to the payment of overtime. • For Units 15, 17 & 20, employees who are mandated to work overtime in a week in which they took approved leave (except for sick leave) shall receive premium overtime pay.

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Duration (Article 24.2) • The contract shall be in effect July 1, 2010 through July 1, 2013. • The state and the union agree to support legislation for continuous appropriations for state workers. • No furloughs shall be implemented during the 12 month period of the personal leave program.

Training and Education (Article 13) • Two additional professional development leave days that can be used in the same manner as vacation and annual leave.

Personal Leave Program (PLP) 2010 • All employees will accumulate one personal leave day (8 hours) per month for 12 months following ratification of the agreement. In exchange, employee pay will be reduced by 4.62%. • Employees will be allowed to use or bank this time until June 30, 2013. PLP must be used by June 30, 2013. • This PLP leave must be used prior to the use of vacation, annual leave and any other leaves (except sick leave). • PLP shall not affect benefits, create a break in state service or affect the calculation for retirement. • This program does not impact seasonal employees. • BU3 employees shall operate on a different accumulation of time due to their specialized schedules. • At employee’s discretion PLP can be used in lieu of sick leave.

Retirement (Article 17) • Effective the pay period following ratification, the employees’ contribution will increase by an additional 3%. • Current employees will maintain their current retirement formula. (2% at age 55) • Employees hired after ratification of this agreement and after participating in the Alternate Retirement Plan (ARP) program, shall be subject to the new retirement formula. (2% at age 60)

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SEIU Local 1000 • Tentative Agreement for 2010 Contract 2010 CONTRACT Tentative Agreements for all Bargaining Units

Tentative Agreements  for all Bargaining Units Strength in Numbers Local 1000 represents nine different bargaining units and over 95,000 state employees. The power of these numbers enables us to make workplace improvements that make life better for everyone. This is a summary of tentative agreements which apply to all nine bargaining units. For a more complete summary of the tentative agreements, go to seiu1000.org and click on the Contract Ratification button.

Uniform grievance procedure (Article 6) A priority for Local 1000 has been simplifying and streamlining the grievance procedure so workplace problems can be resolved at the lowest level possible. • Provides one strong grievance procedure for all units; in the past there were three separate procedures. • Standardizes the timeline for filing and advancing a grievance from 21 to 30 days. • Authorizes a conference to resolve grievances at each step rather than only at step 3.

A stronger voice at the worksite • Establish a JLMC (Joint Labor Management Committee) to develop a model policy on a 4/10/40 work week. (Article 5.X NEW) • Establish a JLMC on the state’s Human Resources Modernization Project and its potential impact on classifications, compensation, performance management and workforce planning. (Article 5) • Establish a JLMC to discuss benefit cost containment methods, plan design and changes to improve members’ health. (Article 9.X NEW) • Upon request by either the Union or management, a JLMC can be established to address local or departmental issues on workload, productivity or improving service. In the past, there had to be mutual agreement. (Article 5.10)

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Tentative Agreements for all Bargaining Units

Improvements in working conditions • State-Owned Housing: Maintain current rent for anyone living in state-owned housing for the life of the agreement. (Article 12.7) • State Civil Service Exams: State will attempt to accommodate a shift change or modification when an exam is outside the employee’s work schedule. For Units 14, 15, 17 and 20, release time will include time to wash up and change clothes. (Article 8.10) • Jury Duty: For employees with work schedules other than Monday through Friday, 8 a.m. to 5 p.m., the state shall temporarily change the employee’s work schedule to a 5/8/40 Monday through Friday work week. In the past, employees often were expected to work their evening or night shift in addition to jury duty. (Article 8.14) • EIDL (Enhanced Industrial Disability Leave): An employee in DDS, DMH, CDVA or CDA Special Schools is eligible, if the injury is caused by an assault or in restraining an assaultive individual. Prior to this change, the state would challenge claims from employees who were injured while restraining an individual, claiming that eligibility was limited to employees who were the target of an assault. (Article 9.11) • Family Medical Leave: Denials must be in writing, within 30 days of employee’s request. (Article 8.16) • Computer Work Stations: Upon request by the employee, an ergonomic evaluation of the employee’s work station shall be performed by a trained evaluator. (Article 10.22)

Enhancing protections and rights of union activists • Provide more protection for stewards by expediting the grievance process when the steward has been subjected to reprisals, threats or discrimination for union activities. (Article 2.8) • Improve member representation by expanding the area of steward responsibility from a particular building or institution to all worksites within a District Labor Council (DLC). (Article 2.1) • Guarantee union release time for SEIU governance meetings, such as SEIU Local 1000 Council, Statewide Bargaining Advisory Committee and General Council Meeting. (Article 8.6) • Expands guaranteed state release time for representatives participating in the bargaining process from unit chair or vice chair to all bargaining team members (Article 2.11)

Strengthening the master contract A long-term goal of Local 1000 is to have the same language on employee rights for all bargaining units. Gains were made by incorporating Units 17 and 21 in master table language on a variety of issues, such as the dignity clause, job announcements, notification of automation of duties, hardship transfers, enhanced industrial retirement, and, recruitment and retention differentials.

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Unit Specific Tentative Agreements 2010 CONTRACT

Unit-specific Tentative Agreements Addressing the concerns of different occupational groups One of the strengths of our union is the wide range of occupations we represent. In addition to negotiating improvements which impact everyone, Local 1000 also focuses on concerns unique to particular classifications and occupational groups. For a complete summary of the tentative agreements, go to seiu1000.org and click on the Contract Ratification button.

Unit 1 (information technology, financial & public resource professionals) • Establish JLMCs (Joint Labor Management Committees) on workload for: ›› Disability Evaluation Analysts (Article 5.4X.1) ›› Correctional Case Records Analysts (Article 5.13.1) ›› Personnel And Payroll Classifications (Article 14.12.1) ›› Employment Development Department (EDD) employees in Workforce Services Branch (WSB), Job Services (JS), Unemployment Insurance Branch (UIB) and Disability Insurance Branch (DIB). (Side Letter 14.1) • Reconvene discussions on updating class specifications on driver safety officers (Article 14.11.1), aviation consultants and investigative auditors. (Article 14.9.1) • Resume negotiations on information technology classification and selection process. (Side Letter 5.1) • Limit state’s ability to use computer log on/off time or electronic access card entry/exit time for discipline. (Article 21.2.1)

Unit 3 (professional teachers & librarians) • A classification study for Librarians and Senior Librarians will be completed by December 1, 2011. (Article 14.X.3) • Teachers will be evaluated by credentialed administrators, whenever possible. (Article 21.16.3) • Extra duty assignments in the State Special Schools will be more equitably distributed. (Article 23.5.3) • Union will participate in departmental advisory committees on student assignment policies. (Article 21.13.3) • Teacher preparation time will be more readily granted. (Article 21.14.3)

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Unit Specific Tentative Agreements

• Teachers will be notified sooner of a new work assignment. (Article 21.XX.3) • Prevention of assaultive behavior training must be offered yearly to our members in DJJ, DMH and DDS. (Article 10.19.3) • Academic calendars for DJJ and OCE teachers will be provided and finalized by December of the previous calendar year. This is six months earlier. (Articles 23.3.3 and 24.1.3) • CDCR teachers can now use vacation time for requests covered by Article 8.18 (Work and Family Participation). (Articles 23.8.3 and 24.5.3) • CDCR teachers can now use personal necessity leave without restriction. (Articles 23.9.3 and 24.6.3)

Unit 4 (office & allied) • Establish Joint Labor Management Committee on Disability Determination Services Division (DDSD) workload. (Article 5.X.4) • Denials of employee training requests must be provided in writing. (Article 13.11.4) • Continue or initiate reviews of the following classifications: ›› Library Technical Assistant (Articles 14.14.4) ›› Program Technician I, II & III (Article 14.3X.4) ›› Department of Motor Vehicles (DMV) classifications of Motor Vehicle Assistant (MVA), Motor Vehicle Technician (MVT), Motor Vehicle Field Representative (MVFR) & Senior Motor Vehicle Technician (SMVT). (Article 14.15.4) • Incorporate the Seasonal Clerk and Case Records Technician classifications into the contract. (Articles 18.X.4 & XX.4)

Unit 11 (engineering & scientific technicians) • Maintain current rent for anyone living in state-owned housing for life of the agreement. (Article 12.7) • Establish JLMC for architectural and engineering employees who work at Caltrans, Department of Water Resources (DWR), Water Resources Control Board (WRCB) and Air Resources Control Board (ARCB). (Article 5.X.11) • Confirm right of Union to accompany health and safety officers on inspections. (Article 10.31.11) • Establish 20/20 programs: employee works 20 hours a week and attends school 20 hours a week without loss of pay. (Article 11.X.11)

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Unit Specific Tentative Agreements

Unit 14 (printers) • Change the pilot program to a permanent protective clothing program at Office of State Printing (OSP). (Article 10.8.14) • Allow exchange of hours of work with other employees in multi-shift operations who have the same classification and duties. (Article 19.9) • Require state to provide a written report to Union on digital print operator 2 classification study. (Side Letter 4.14) • Upward mobility: establish a unit-specific JLMC on upward mobility.

Unit 15 (allied service workers) • Upward mobility: re-establish JLMC on upward mobility to develop career opportunities and career development programs. (Article 13.11.15) • Increase limited light duty assignments from 45 to 60 days. (Article 9.19.5) • Improve health and safety by: ›› Daily testing of safety alarms in the Department of Developmental Services (DDS) and the Department of Mental Health (DMH). (Article 10.16.15) ›› Option for custodians to use an upright vacuum cleaner instead of a backpack vacuum cleaner. (Article 14.12.15 NEW) • Improve Department of General Services (DGS) post and bid process by eliminating requirement for annual request in October; vacancies will be widely advertised for a minimum of 7 days. (Article 20.4.15) • Letters of instruction and work improvement discussion memos will expire in one year or less. (Article 13.9.15) • Explore 20/20 programs: employee works 20 hours a week and attends school 20 hours a week without loss of pay. (Article 13.31.15 NEW)

Unit 17 (registered nurses) • Improve health and safety by: ›› Daily testing of safety alarms in the Department of Developmental Services (DDS) and the Department of Mental Health (DMH). (Article 10.16.17) ›› Expand notice of worksite infectious disease outbreaks to all employees. (Article 10.25) • Performance appraisals of nursing practice shall be reviewed by a supervising Registered Nurse (RN). (Article 13.7.17) • Include reports “required by the courts” to the list of reports that a RN shall be given time to complete on his/her shift. (Article 19.7.17)

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Unit Specific Tentative Agreements

• Require state to submit the number of voluntary and mandatory overtime hours worked by RNs to the Union on a quarterly basis; applies to California Department of Veterans Affairs (CDVA), Department of Developmental Services (DDS) and Department of Mental Health (DMH). (Article 19.15.17) • Require that changes in permanent shift assignments be in writing. (Article 19.6.17)

Unit 20 (medical & social service specialists) • All employees will have the option to pick up their paycheck during their assigned work shift on the authorized payday; this used to apply only to Night Shift (NOC) or first watch employees. (Article 11.5.20) • Expand exchange of time off in multi-shift operations to 30 days from the initial exchange; in the past exchanges were limited to the same work week. Double shifts will be permitted, consistent with departmental policies/procedures; a change from no exchange shall result in an employee working double shifts. (Article 19.9) • Require approval of employee’s third request for educational leave in a fiscal year. (Article 8.28.20) • Require payment of uniform replacement allowance within 90 days. (Article 12.11.20) • Insure that licensed/certified employees shall not be required to practice in a manner which could jeopardize their license/certification. (Article 21.20.20) • Allows employees at School for the Deaf, Riverside, to submit overtime preference form five times a year. (Side Letter 7.20)

Unit 21 (educational consultants & librarians) • Continues conversion of education leave at retirement. • Expand use of educational leave, regardless of whether it furthers employee’s work assignment or departmental goals. Reason for denials of education leave must be provided to employee within 15 days. (Article 8.28.21) • Improve health and safety by expanding travel reimbursements to include night’s lodging when required to travel a distance of more than 90 miles to attend meetings before 8 a.m. (Article 12.26.21) • Review classification series of community college administration and archivist. (Article 14.22.21) • Convert community colleges program assistant I to FLSA exempt status. (Article 19.30.21) • Acknowledge that Unit 21 employees have right to exercise their professional judgment in work and schedule. (Article 21.16.21) • Continues $300 one-time professional development incentive. • Continues reimbursement up to $200 per year for one job-related credential and/or license. • Creates a JLMC for the Archivist class series to determine the need for updating.

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SEIU Local 1000 • Tentative Agreement for 2010 Contract

Unit Specific Tentative Agreements 2010 CONTRACT

How to Vote Be sure your vote counts!

Vote : October 18 – November 8 Only votes from Local 1000 members will be counted. You can join if you are currently a non-member. • Your vote must be received no later than November 8, 5 p.m., at SEIU Headquarters, 1808 14th Street, Sacramento 95811. • You must sign your name on the back of the envelope; otherwise your vote will be disqualified.

Where to vote • You can vote by mail. • You can vote at a worksite meeting. To review a list of meetings, go to seiu1000.org - and click the Contract Ratification button. • You can hand-deliver your ballot to a SEIU Local 1000 office and can vote in a Local 1000 area office from Oct. 18 to Nov. 8, 9 a.m. to 5 p.m.

Locations of Local 1000 offices • Fresno: 1551 E. Shaw Avenue, Suite 139 • Los Angeles: 4221 Wilshire Blvd., Suite 388 • Oakland: 1433 Webster Street, Suite 200 • Rancho Cucamonga: 10600 Trademark Parkway North, Suite 405 • Sacramento: 1808 14th Street • San Diego: 3456 Camino Del Rio North, Suite 104

Join Local 1000 Only members can ratify or reject an agreement. Non-members will receive a membership application in the mail, along with their mail ballot. Membership applications received at the same time with a ballot shall be counted. 9

CONTRACT RATIFICATION BALLOT o Y ES I approve the tentative agre

ement

Membership applications are available at each Local 1000 office and worksite ratification meetings. Questions? Call 866.471.SEIU (7348)

o NO I reject the tentative agre em

You can download a membership application at seiu1000.org/yourunion/join.php

ent

seiu1000.org 


SEIU Local 1000 • Tentative Agreement for 2010 Contract

2010 CONTRACT TENTATIVE AGREEMENT

RATIFICATION SUMMARY – ADDENDUM This document modifies content in the 2010 Contract – Tentative Agreement Summary Booklet (10/8/2010)  Additions and changes are in bold text. PAGE TWO

Holidays (Article 7.1) – Revise second bullet point • Employees who work on January 1st, the last Monday in May, July 4th, the first Monday in September, Thanksgiving Day or Christmas shall continue to receive one and one-half times the employee’s regular rate of pay, and up to eight hours of holiday credit for all hours worked on these 6 holidays. This does not apply to the 6 5 remaining holidays.

Overtime (Article 19.2) - Add a third bullet point • With the exception of Units 15, 17 and 20, employees who have taken leave during the workweek may be mandated for overtime only as a last resort. PAGE THREE

Training and Education (Article 13) – Add d bullet point • Both days will be credited at the beginning of each fiscal year and must be used in that fiscal year.

Personal Leave Program (PLP) 2010 – Addition to third bullet point • This PLP leave must be used prior to the use of vacation, annual leave and any other leaves (except sick leave, furlough leave and personal necessity leave).

Retirement (Article 17) – Revisions to second and third bullet point • Current employees will maintain their current retirement formula. (Miscellaneous and Industrial, 2% at age 55; Safety 2.5% at age 55) • Employees hired after ratification of this agreement and after participating in the Alternate Retirement Plan (ARP) program, shall be subject to the new retirement formulas. (Miscellaneous and Industrial, 2% at age 60; Safety 2% at age 55)

Healthcare (Article 9) – Addition of new article with one new bullet point • Upon ratification, Unit 3 employees will move to the flat-dollar equivalent of the 80/20 formula and it will be adjusted every January until January 1, 2013. PAGE NINE

Unit 11 (engineering & scientific technicians) – Add a fifth bullet point • Establish a Fish and Wildlife Specialist (Lead) classification study. PAGE ELEVEN

Unit 21 (educational consultants & librarians) – Modifications to the fourth and sixth bullet points • Review classification for Community College Administration series. (Article 14.22.21) • Acknowledge that Unit 21 employees have the right to exercise their professional judgment in work location and schedule. (Article 21.16.21) 10


Local Local1000 1000

SEIU Local 1000 • Tentative Agreement for 2010 Contract

Bargaining Bargaining Team Team As your elected bargaining representatives, we’ve worked hard to negotiate the best possible contract during these difficult times. This contract provides Local 1000 members with job security and protection from furloughs. 2010 SEIU Local 1000 Bargaining Units

Bargaining Unit 1 Margarita Maldonado, Chair Cathy Hackett, Vice Chair Brenda Modkins, Alternate Vice Chair Tina Allen Karen Devoll Claudia Gambaro

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DOJ Caltrans DOJ Caltrans CDCR Military

Sacramento Sacramento San Diego Oakland Jamestown Sacramento

Marie Harder Neal Johnson Lowell Landowski Jacqueline McCollum Jeff Recht Paul Romero Todd Snell Gilda Souza Margaret Wilson

Associate Information Systems Analyst Associate Budget Analyst Legal Analyst Associate Right of Way Agent Correctional Case Records Analyst Associate Environmental Analyst (Natural Sciences) Senior Information Systems Analyst Research Analyst II Associate Park & Recreation Specialist Right of Way Agent Associate Programmer Analyst Health Facility Evaluator II Research Program Specialist II Program Specialist II Disability Employment Representative

CDPH DRRR CDPR Caltrans WRCB CDPH DSS FTB EDD

Sacramento Sacramento Sacramento Stockton Sacramento Sacramento Sacramento San Francisco Santa Barbara

Bargaining Unit 3 John Kern, Chair Kathy Skow, Vice Chair Pamm Handel, Alternate Vice Chair James Carreon Gary Pannett Tom Stroud

Vocational Instructor Teacher for the Blind Resource Specialist, Special Education Teacher/Specialist Vocational Instructor Teacher, Elementary Education

DJJ DOR DJJ CSB CDCR CDCR

Ventura Albany Stockton Fremont SATF Calipatria

Bargaining Unit 4 Francisca Pass, Chair Mech Block, Vice Chair Robert Kersch, Alternate Vice Chair Fannie Bradford Karen Jefferies John Krumm Tamekia Robinson Lawrence Williams

Program Technician II Executive Assistant Accounting Technician Correctional Case Records Technician Program Technician II Motor Vehicle Field Rep Tax Technician II Office Technician

DDS FTB CDCR CDCR DOJ DMV BOE SCO

Sacramento Sacramento Soledad Norco Sacramento San Francisco Suisun City Sacramento

Bargaining Unit 11 Brad Willis, Chair Leroy Candler, Vice Chair John Warrick, Alternate Vice Chair George Cornell Paul Hartbower

Fish & Wildlife Technician Transportation Engineering Technician Materials & Research Engineering Associate Materials & Research Engineering Associate Lead Structural Steel Inspector

DFG Caltrans Caltrans Caltrans Caltrans

Victorville Fresno Huntington Beach Sacramento Sacramento


SEIU Local 1000 • Tentative Agreement for 2010 Contract

2010 SEIU Local 1000 Bargaining Units

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Bargaining Unit 14 Laverne Archie, Chair Robert Vega, Vice Chair Chris Martinez, Alternative Vice Chair Darrell Pina Roger Valverde

Digital Print Operator II Printing Process & Operations Planner Webfed Offset Press Operator II Sheetfed Offset Press Operator II Graphic Designer III

Caltrans DGS DGS FTB Caltrans

San Bernardino Sacramento Sacramento Sacramento Fresno

Bargaining Unit 15 Robyn Sherles, Chair Steve Anderson, Alternate Vice Chair Thomas Cauble Louis Gonzales Maria Patterson

Correctional Supervising Cook Correctional Supervising Cook Correctional Supervising Cook Correctional Supervising Cook Custodian

CDCR CDCR CDCR CDCR DGS

Norco Susanville Avenal Kern Valley Stockton

Bargaining Unit 17 Nancy Lyerla, Chair Kimberly Cowart, Vice Chair Dianne Bradford, Alternate Vice Chair Gloria Pacleb-Cadiz Alan Stephenson

Registered Nurse Registered Nurse Nurse Evaluator II Registered Nurse Registered Nurse

DJJ DMH CDHS CDCR CDCR

Ione Napa San Diego Wasco Coalinga

Bargaining Unit 20 Rionna Jones, Chair Christina Freeman, Vice Chair Patricia Heynen, Alternate Vice Chair Latoya Brown Quendwa Quigley

Pharmacy Technician Certified Nursing Assistant Counselor, School for Deaf Licensed Vocational Nurse Dental Assistant

CDCR CDVA CDE DMH CDCR

Centinela Yountville Riverside Metro Salinas Valley

Bargaining Unit 21 Terry Lawhead, Chair Donald Killmer, Vice Chair Miguel Cordova, Alternate Vice Chair Ava Goldman Sharla Smith

Community College Program Assistant Education Research & Evaluation Consultant Education Research & Evaluation Consultant Senior Librarian School Health Education Consultant

BGCC CDE CDE CalPERS CDE

Sacramento Sacramento Sacramento Sacramento Sacramento


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