Bargaining Priorities Union Building

1
Bargaining PrioritiesUnion Building

• Stewards
• Stronger no retaliation language (no discipline
  for any action conducted during the
  representation of a member)(including but not
  limited to not approving days off)--BUNC
• Super seniority(protect stewards versus people
  want to be stewards for the wrong reasons)
• Time off for representation paid by the
  statestewards getting to other worksites, do
  complete investigation
• Representation rights for entire DLC for DLC
  President/Chief Steward/DBURs
• Specific penalties for managers who retaliate
  against a steward
• Be able to take people to mentor with us to
  meetings

2
Union Building

• Stewards Continued
• Better training on contract languagefor the
  state and their supervisors? No plausible
  deniability.
• Time off for stewards to be trained
• Areas of representation broadened
• Delete language regarding requiring prior
  authorization for representationnot necessarily
  realistic to just walk off the job either,
  notification versus authorization, form
• Define what is reasonable use of state time and
  equipmentdouble edged sword
• Disallow time tracking to control steward release
  time

3
Union Building

• Union Leave
• Easier and more flexibility on time (remove 14
  days)
• No retaliation language
• Higher limits for departments that deny leave
  like EDD
• Mandatory Union Leave approval for any governance
  meeting (Council , SBAC, GC, SEIU Convention)
• Improve language re institutional need and
  operational need (what should the criteria be for
  institutional or operational need be, criteria
  for what denial should be based on)
• More than just for stewards

4
Union Building

• Access
• Stewards/DBURs/Member leavers/URs access to
  entire DLC
• Stronger language for access to prisons
• Members as escorts in prisons
• Improve language for legislators visiting
  worksites with union repsif they cant get in,
  should not work on their campaign

5
Union Building

• Grievance Procedure
• 2 step process
• Work days instead of calendar days
• Grievance timeline starts when union becomes
  aware
• Required remedy timeline
• Mandatory meetings at every level with manager
  involved or grievant
• Shorter time lines in reference to arbitration
• Shorter time limits on serving adverse actions
• Reduce time frame of adverse actions in files
• Supervisors files should be purged after one
  year

6
Union Building

• Grievance Procedure Continued
• All language for adverse actions and LOIs to be
  the same
• Make minor issues grievable (non Adverse Actions)
• Mandatory face to face meeting with management at
  each step
• Stronger language on JLMC (enforceability)
• Tighten language on arbitrations, default if no
  arbitrator is chosen in a certain timeframe
• Remedies for contract violations language is too
  vague, flip the script on the state---state pays
  for it!!
• 3rd party decides Skelly, adverse and 2nd level
• Fight disciplinary matrix at CDCR

7
Workload

• Workload
• Management education on workload
• Research workload language
• No outside agency to set --Might not be able to
  get that in the contract then we dont get
  federal dollars.
• Production standards with involvement of the
  Union
• No quotas
• Staffing minimums
• Go back to management/rank and file
  ratiosdepartment ratios

8
Outsourcing

• Outsourcing
• Mandatory annual review of outsourced contracts
  (new and renewed)
• No outsourcing
• Create consequences for outsourcing (you get
  caught, you pay)
• Unionizing outsourced workerswill do in the
  future

9
Job Security/Upward Mobility

• Mandatory language to hire permanent state
  workers not students and consultants
• Reduce supervisors before rank and file wont
  kill your dream but.
• Training Fund
• Promotion PathsSPB not in DPA, pursue on another
  track
• Stronger language for upward mobility
• State release for job training and upward
  mobility, interviews, exams
• Strengthen involuntary transfer languageSCIF.
• Education language to be upgraded (computer
  based)accepting internet courses and get
  training you need
• Management coming back as retired annuitants

10
Classifcations

• Strengthen language regarding classifications/rec
  lass that would improve equity in classesmoney
  allocated for 20/20 programs. LVns to RNs,
  teaching assistants to teachers, plus other
  classes.
• Review job specification and duty statementsduty
  statements in the contract(grievance re duty
  statements), job specs in SPB
• Mandatory review every five years of all
  classifications--SPB
• Get rid of language related to other duties as
  assigned(assigned to work of other units)Gary
  moment, should only be things in your duty
  statement
• No out of class workabove and below

11
Other

• Fair process around post and bidmake it
  arbitratable, management certain amount of 1st,
  2nd and 3rd watch, meet and confer prior
• Include all classes in post and bidno quotas,
  update list quarterly instead of annually
• Performance Evaluationsseparate IDP from P. E.,
  objective, annual??, supercede in house policies
  on evals, quotas not be a part of it (edd
  caseload), timelimits, use training as eval.
• Language that forces the state to upgrade
  technology--CCRAs
• How can our contract attract new bloodget rid of
  easing into full hc and retirement
• Things that are important to an aging population
  of workersretirement in health care in
  retirement, age discrimination re opportunities
  and assignments

12
Other

• Xmas eve paid holidayno religious affiliation,
  four hours not xmas
• OT checks by 15th of every month
• Salary parity for professionals
• Sick leave abuse for long termout for a year,
  supervisors picking on folks for being out
• More uniform reimbursement covered and stronger
• Higher annual leave cap

13
Other

• Transit subsidy (eg commute language)
• Incentives for public transit (bikes etc)
• Eliminate parking rates at state lotsdifferent
  in different places, make them zero
• Reimbursements at federal rates for travel,
  parking, hotel and meals
• Eliminate states rights to force state employees
  to drive their own carsalready in contract
• Misuse of medical information
• Workplace health and safety committeemandatory
  not permissive, JLMC
• May versus Shall
• Escalation for recidivist violations, monetary
  penalty for statestate pays
• Rank and file evaluation of managers

14
Other

• Eliminate nepotism and cronyismunion chosen
  person on hiring and promotion panel
• SDI as 75 of pay checkleave integration
• Redo FMLA language (federal)reference federal
  and state law
• Add language on blood donations (platelet
  donors)add necessary time for platelets/plasma
  etc
• Redo CTO language--banks
• Cash out on time banks (in unit 6 contract)
• Common law language included in contract
• Federal government quota requirements

15
Bargaining PrioritiesWages

• 11-24 increases
• Longevity Pay
• Hire Above Minimum
• Permanent COLA
• Focus on lower paid workers especially those
  below poverty line!!! Mississipification.
  Indexing??
• Minimum wage/living wagehow with deficit?
• We get what governors staff gets
• They dont pay us on time, we get interest

16
Bargaining PrioritiesRetirement

• At 55, get 2.5--shoot higher
• No negative changes
• One Tier System
• Golden Handshake
• 2 for early retirement
• CDCR/Forensicsafety retirement
• Retiree health care for 55 years old folks

17
Bargaining PrioritiesHealth Care

• 100 employer paid benefits
• No increase in health care costs
• Maintain 80/20
• Get rid of tiers (no less for new hires than
  current employees)

18
Bargaining Priorities

• Struggle for Equality
• NO TAKEAWAYS

19
Other

• I am 1000 united before I am 1,3, 4,11,14, 15,17,
  20, 21
• Language needs to be reviewed by legal staff
• Paid leave for CalPERS workshops
• Biweekly pay??
• Look into tax rate for OTBP
• Pay increases for interpreters
• 10 years for 50
• Inmate supervision pay
• SROA list regardless of how you lost your job
• ENFORCE OUR CONTRACT!!