On May 9, Napa County workers flooded the Board of Supervisors’ chamber to address the sky-rocketing cost of living and the lack of affordable housing in the county. SEIU 1021 members provided powerful stories on the financial strain caused by climbing housing and childcare costs.
“I feel as though I’m taking two steps forward and three steps back. I’m asking the board to consider the cost of housing in Napa in our next contract, because I need to stay in Napa — the place I live and work,” testified Krissy Premo-Carr, a probation legal clerk who has worked for the county for 28 years.
Workers like Krissy are being forced to move from the places they call home and the communities they serve. In neighboring Sonoma County, workers like Betsy Aparicio and her family’s rent increased by 18% in one year. The following year she received a notice that her rent was scheduled to go up another $130 a month.
“I grew up here and I believe that if you’re doing the best you can, you shouldn’t be forced to move out because of real estate investors gouging rent prices,” said Betsy, who’d like to raise her daughter Kayla in Santa Rosa, where she was raised.
Both Krissy and Betsy believe their communities and their families are worth fighting for. They’re taking action, along with their coworkers, to make Napa and Sonoma County a place for working families.
Napa County workers are fighting for a fair contract that ensures families can keep up the cost of living, and Sonoma County workers are doing their part to pass Measure C. Measure C protects Santa Rosa renters from unjust evictions and caps annual rent increases at 3%.
On May 9, Napa County Workers flooded the Board of Supervisors’ chamber to ask for solutions to the sky-rocketing cost of living and the lack of affordable housing in Napa County. SEIU 1021 members testified during the board meeting’s public comment. They told stories about how the financial strain caused by the high cost of living, childcare, and housing is pushing working families away from the community they work in.
Krissy Premo-Carr is a probation legal clerk who has worked for the county for 28 years testified in front of the board of supervisors. She told her story about going through a divorce, has a son with autism and is trying to make ends meet with a second job.
“Over the past several years it seems like each COLA (Cost of Living Adjustment) we receive comes with a price: higher medical costs, higher cost of living, and higher insurance. I feel as though I’m taking two steps forward and three steps back. I’m asking the board to consider the cost of housing in Napa in our next contract, because I need to stay in Napa — the place I live and work,” said Premo.
Two significant things happened after members rallied and testified at the board of supervisors on May 10:
SEIU 1021 members are not stopping now. As the affordability problem and housing injustice pushes residents out of Napa County, our fight continues to live where we work. Napa County workers’ next action will be unity breaks at HHS Campus, 2751 Napa Valley Corporate Dr. and the Administration Building, 1195 Third St. on May 25th, from 12-1PM.
Check out the front-page story in the Napa Valley Register:
Napa County Chapter Meetings are now Quarterly
. & Take yOUR SEIU Member Survey!
Made effective at the May 12th General Membership meeting, our chapter will resume quarterly chapter meetings (per Chapter Bylaws) from this time moving forward. If a special meeting is called at any time we will notify you with as much advance notice available.
Therefore, there is no meeting this June and yOUR next scheduled meeting will take place on August 11, 2015 @5:30.
Feel free to contact your Napa Chapter Board should you have any questions or concerns at firstname.lastname@example.org.
SEIU 1021 Member Survey ***yOUR opinion is needed!***
If you have not already taken a couple minutes to take the SEIU 1021 Member Survey, you can do so by clicking here www.1021conventionsurvey.org. Please note “This survey is for Members only. If you are unsure of your membership status, please call the Member Resource Center at 877-687-1021.”
Then hope to see you at OUR SEIU 1021 Member Convention happening on September 26-27 this year. Here is where WE can join all rankings of yOUR Local Union and WE can decide OUR “priorities and goals moving forward into 2016 and beyond, as we pull together to fight for a fair economy.”
FREQUENTLY ASKED QUESTIONS
For the latest updates, go to: www.1021convention.org
The convention will be a transformative event, where members will gain greater clarity, energy, motivation and direction to step more fully into their power, with grace, vision, courage and knowledge. This is an opportunity for chapter building, engaging and developing potential leaders, hence making it a priority for staff and elected officers.
Q: What are the qualifications to be a delegate?
A: To be eligible, a member would have to had paid dues for any 4 months in 2014 as well as either January or February, 2015.
Q: Can fee payers participate in the nomination and/or delegate election process?
A: Yes, once they sign a membership form, then they can nominate and vote.
Q: How many delegates can each Chapter elect?
A: Every Chapter gets 2 delegates automatically. After 300 members, each chapter will have 2 additional delegates. For every additional 150 members, a chapter will have 2 additional delegates.
Q: What is the period of time for completing elections?
A: April 20-July 20, 2015
Q: What is an “uncontested ballot”? (Previously referred to as “white ballot”)
A: When there are more or an equal number of delegate slots as candidates, that is referred to as a uncontested ballot and the chapter does not need to hold a full election.
Q: How are alternate delegates selected?
A: In case a delegate can’t participate due to scheduling, illness, etc. Chapters should select alternates even if the delegate election for that Chapter is uncontested or the Chapter does not elect the full number of delegates which it is entitled to.
Here are the rules for selecting alternates: All Chapters are encouraged to select at least two (2) alternates. Alternates need to be ranked by votes received (e.g. the highest vote total becomes Alternate #1, second highest voted becomes Alternate #2, etc.)
In Chapters with “uncontested ballots” (where there are more or an equal number of delegate slots as there are candidates, thus making an election unnecessary), Chapters are still encouraged to select up to two (2) alternates and designate these as Alternate #1 & #2.
Convention Delegates, who become ineligible or unable to attend, shall notify the 1021 Convention Election Committee in writing no later than 8/20/15. An Alternate or Alternates will then be credentialed and seated. Delegates who notify the 1021 Convention Election Committee after 8/20/15 will not be replaced by an alternate.
Q: Which chapters may select honorary delegates? How will honorary delegates be selected?
A:Workers who have recently organized with Local 1021, but who have not ratified their first collective bargaining agreement may select honorary delegates. The process for selecting honorary delegates will be as follows: two (2) honorary delegates will be elected at upcoming membership meetings.
If you are a Delegate:
Q: How will delegates register for the convention?
A: Once the delegate certification form is turned in, the delegate will be sent a welcome letter by e-mail and mail which gives them directions on how to register. (That is why it is critical that their contact information is on certification form).
Q: Do we pay lost time for delegates attending the Convention?
A: Yes, follow the local’s lost time policy. Anyone working from 12:01am on Saturday through 11:59pm on Sunday will receive lost time.
For example: If a delegate works anytime on Saturday or Sunday they may request lost time. So for instance if a member has a shift that starts 11pm on Friday September 25th but goes to 7am Saturday the 26th they may request the time off for their Friday shift and they would receive lost time per the guidelines specified in the policy.
Q: What are the rules around Friday night hotel stays for delegates?
A: Delegateswho travel 75 miles or more (one way) are qualified for Friday night lodging. All Delegates are entitled to Saturday night lodging (there is no required miles to qualify).
Q: What are the rules around the hotel stay on Saturday evening?
A: All delegates are encouraged to stay at the hotel regardless of how close they live to the venue. The local will pay the cost for double occupancy. Depending on room availability, they may request a single room but would need to pay the additional costs.
After more than eight months of negotiations which lasted into the night this Tuesday, October 21 with a third-party mediator, the Napa County employees’ bargaining team reached a tentative agreement on their contract. The contract, if ratified, will protect the County’s lowest-paid workers and maintain affordable health care. Members will vote on the tentative agreement late next week. If they vote to ratify, the Board of Supervisors must also vote to approve the contract before it takes effect.
While the agreement includes increases in cost-sharing for medical insurance at the County’s insistence, incremental wage increases offset those costs allowing County workers—including those at the bottom of the pay scale—to finally outpace inflation.
“We are pleased to bring a tentative agreement to a vote of our membership,” said Sabrina Bucklin, a staff service analyst for Health and Human Services and the Napa County chapter president of SEIU Local 1021. “Compromises were made on both sides. The activism of our members and their refusal to leave their lowest-paid coworkers behind really made the difference in getting a contract that benefits everyone.”
County workers held rallies and worksite actions throughout contract negotiations, struggling to ensure that those with the lowest compensation would not fall further behind. Last week, County employees voted by a landslide to authorize actions up to and including a strike.
County employees have been in contract negotiations since February. Their contract expired June 30. A settlement was not reached sooner in large part because the County insisted on health care concessions that would not only largely negate the value of the cost-of-living adjustments proposed, but that would actually constitute a cut to the take-home pay, particularly for the County’s lowest-paid employees. For example, the County’s last proposals before the mediated negotiation session on Tuesday would have translated into the lowest-paid workers taking home $21 a month less in 2017 than they do today—despite Napa County’s booming economy, budget surplus and rising revenue. Workers fought against this attempted cut to the standard of living of those already struggling to stay afloat in what is one of the richest but most inequitable counties in the nation.
The County’s health care costs are slated to go down next year, as the CalPERS Kaiser rate drops by 3%. “The drop in the Kaiser rate is a step in the right direction,” said Bucklin. “We all have a vested interest in containing health care costs, rather than just seeking to shift costs while health care corporations rake in record profits. We hope to continue working as a union with our employers and at the state level to hold rising health care costs down and keep health care affordable for all families.”
Calling all Napa County Members! It’s time to VOTE to ratify yOUR contract! Wednesday 10/29/14 & Thursday 10/30/14. Various locations available.
Please see attachment for locations near you.
SEIU1021’s and Napa Chapter’s Bargaining Update for 10/21/14 is attached for your viewing. Individual copies to members are still being distributed.
Thank you to all SEIU1021 staff working hard to get the message out as quickly as possible to our membership. You are awesomely appreciated!
Your 2014 Bargaining Team
This is a temporary message from yOUR Napa County Chapter Bargaining Team Re: Negotiations Detail from 10/21/14; official announcement to follow tomorrow:
On 10/21 the Bargaining Team met with a Mediator and Napa County representatives for 12 hours. We reached a Tentative Agreement (TA) on the only remaining issues: medical costs and wages. Members will vote on these and all the past TA’s next week. There were compromises by both sides but this represents the best package the Bargaining Team could negotiate in spite of stiff resistance to our demands. We could not have reached this point without the massive member efforts over the last 8 months.
We are disappointed that the agreement includes increases in cost-sharing for medical insurance, as demanded by the County. However, each January there is a wage increase that will offset the entire increased medical cost … and then some! That’s in addition to the following cost of living increases:
Nearly 9% cost of living increase over three years (higher than 9% with compounding), though about 0.5% of that offsets medical costs:
* November 2014 members earn a 2.80% cost of living increase.
* January 2015 members earn a 0.1% wage increase to offset medical cost increases.
* July 2015 members earn a 2.75% cost of living increase.
* January 2016 there will be a 0.2% wage increase to offset medical cost increases.
* July 2016 members earn a 2.75% cost of living increase.
* January 2017 members earn a 0.2% wage increase to offset medical cost increases.
Currently Employee Only medical coverage is paid for by members’ work, they don’t financially contribute to the premium. For Employee +1 and Family plan members pay 12.5% of the medical premium. The County insisted on changing this but the changes are offset by the above 0.1% and 0.2% wages increases you see above. These figures include some assumptions about how and if rates will change over the next few years.
Employee only plans:
* January 2015 – County pays 99% of Kaiser premium, members pay 1%. In January 2015 this rate will be $714.45/month.
* January 2016 –County pays 97% of Kaiser premium, members pay 3%.
* January 2017 –County pays 94% of Kaiser premium, members will pay 6%.
Employee + 1 and Family plans:
* These plans have no changes until January 2017 when the members will go from paying 12.5% of the premium to 13%. Though the contribution doesn’t change until 2017, these members will still receive the 0.1% and 0.2% offsets in 2015, 2016, and 2017 (total of 0.5% in offsets).
The SEIU staff and the Bargaining team are preparing a more detailed bargaining update to be released tomorrow (10/23). Please continue to check this page, our website (http://www.seiu1021.org/category/napa-county/), and on Chardonnay.
Tl;dr – 9% cost of living increase, about 0.5% of that is an offset for medical costs.
Your Napa Chapter Bargaining Team
Napa County Chapter Members continue negotiations, in session with a Mediator.
As negotiations continue today, please find the most recent bargaining update that was distributed today. With a Mediator involved at this session, your team is optimistic that a decent contract will be brought to our members for a vote soon.
Keep in mind our members overwhelmingly voted to authorize its negotiating team to call for a strike or other actions if needed. Additional information to follow, if and when, this call is made.