We are pleased to announce that your Bargaining Team was able to reach a Tentative Agreement with the County. This agreement achieves ongoing raises; larger, one-time payments; and a new benefit of Longevity Pay.
Here are some highlights from the tentative agreement. Download a PDF copy of the most recent bargaining update to review the summary.
Effective the first full pay period of July 2017, the bargaining unit will receive a 3 percent salary increase.
Effective the first full pay period of July 2017, a one-time payment of $2000 will be made to all permanent full-time and permanent part-time bargaining unit employees who are employed on the date of payment.
Effective the first full pay period of July 2018, the bargaining unit will receive a 3 percent salary increase.
Effective the first full pay period of July 2018, a one-time payment of $2000 will be made to all permanent full-time and permanent part-time bargaining unit employees who are employed on the date of payment.
After completion of ten (10) years of continuous County employment, an employee shall receive one percent (1%) wage increase.
After completion of fifteen (15) years of continuous County employment, an employee shall receive an additional one percent (1%) wage increase.
After completion of twenty (20) years of continuous County employment, an employee shall receive an additional one percent (1%) wage increase.
Health and Welfare Benefits-
No healthcare premium increases for calendar year 2018.
Plus: For the months of October, November and December 2017 & 2018, bargaining unit members enrolled in the County health plan will receive a three-month rate “holiday” equivalent to the “employee only” amount (which would be applied to all levels of coverage).
Earlier today we met briefly with the County and there was some movement on their side with economic proposals and other language changes.
The County’s team went into closed session this afternoon with the Board of Supervisors to discuss our proposals and to get direction. We are meeting again tomorrow morning
with the county.
Turnout this morning at the Board of Supervisors was empowering! Thank you to all who attended and to all who spoke eloquently about their personal stories and the impacts on
their work resulting from low wages and staffing shortages.
Please attend our next set of Unity Breaks on Wednesday.
Locations and times are below. Don’t forget to wear your purple!
10:21am — Admin- 501 Low Gap Rd., Ukiah
12:00pm — EFAS- 737 S. State St. Ukiah
3:00pm — WISC- 472 E. Valley Road, Willits
On Monday, May 15th, your bargaining team returned to the table to receive counter proposals from the County on our initial proposals.
We are close to agreement on the following items:
1. There shall be no increase to the employee portion of the health care premiums during the 2018 health plan year (calendar year).
2. Increases to tool reimbursements from $225 to $325 annually for Auto Mechanics, Heavy Equipment Mechanics, and Heavy Equipment Service Technicians.
3. Provides an annual $225 safety footwear reimbursement for Ground Maintenance Technician I-III & Building Maintenance Mechanics I-III and Supervisor.
This is in addition to the tentative agreements reached last week. We are some distance apart on wages, however the discussions continue. Tomorrow, Tuesday May 16th at 9:00 am, we would like
to encourage members to show up in purple at the Board of Supervisors meeting to support our speakers during public expression.
Please attend one of the upcoming unity breaks which are being held this week on Tuesday and Wednesday.
Finally, we would like to thank everyone who wore purple and attended a unity break today. This visibility does make a positive difference.
Administration-501 Low Gap Road – Ukiah
WISC- 221 S. Lenore Ave., Willits
Public Health- 1120 S. Dora St., Ukiah
Admin- 501 Low Gap Rd., Ukiah
EFAS-737 S. State St., Ukiah
WISC- 221 S. Lenore Ave., Willits
EFAS- 737 S. State St. Ukiah
CSS, 107 S. State St., Ukiah
Now is the time to set the framework for our contract, as we head into negotiations for a new contract. As we plan the table and community strategies, we need your input to help set priorities of the 2017 contract campaign. Agenda will include:
Intro to Bargaining Team Members
County Budget Update
Upcoming Worksite Meetings
Wednesday, April 19
HHSA – 764 S. Franklin Street
12-1 PM & 1-2 PM
Monday, April 24
DOT – 340 Lake Mendocino Drive
12-1 PM & 4-5 PM
Thursday, April 27
HHSA – 472 E. Valley Street
12-1 PM & 1-2 PM
Tuesday, May 2
Public Health – 1120 S. Dora Street
12-1 PM & 1-2 PM
Thursday, April 20
HHSA – 747 S. State Street
12-1 PM & 1-2 PM
Tuesday, April 25
Admin. – 501 Low Gap Road
12-1 PM & 1-2 PM
Monday, May 1
Round Table – 292 S. State Street
12-1 PM & 1-2 PM
RSVP by calling the Member Resource Center: 1-877-687-1021
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.
We are launching our campaign for a new and stronger contract. Fighting for fair compensation and creating positive change at the workplace will be key priorities. A good contract is won by each of us at the worksites more than at the negotiating table alone.
To help your bargaining team prepare initial proposals for the upcoming negotiations, below is the Survey Monkey link to the bargaining survey. There will also be hardcopies available from your stewards, union officers and field representative should you prefer a paper copy.
To complete this Survey online please visit:
Please complete the confidential survey online or fill out a hardcopy and return to your steward, union officer, bargaining team member or field representative no later than April 9, 2015.
Once we have an opportunity to review members’ feedback we anticipate holding worksite bargaining meetings during the week of April 26. These meetings will give you an opportunity to provide additional input and collectively agree upon workplace unity actions for when we return to the table. Look for a calendar of meeting dates, times and locations to come out in the near future.
As the economy improves it is crucial that the county recognizes our contribution to public service and the difficulties we have endured over the past several years. Your support and participation are critical as we advocate for the best possible contract for us, the county workers who continue to provide the services that are so important to our communities.
Your Bargaining Team!
Helen Michael, Pam Partee, Kort Pettersen, Cathy Harpe, Leif Farr, Aaron Burton & Jason Klumb
UPDATE: 6 PM — Mendocino County Workers took down the picket lines after a one-day ULP strike that shut down Mendocino County. County administrators illegally declared impasse last week, shutting down labor talks and denying a contract to more than 700 workers.
Tuesday, Sept. 24, workers tried to get their message out to the public and finally reach the conscience of the Board of Supervisors. At 1:30, more than 300 social service, street maintenance, senior and family service workers, library staff, animal control and public health workers all attended an afternoon session of the Board, and stood together.
“The biggest message we want to give you,” chapter President Dave Eberly told the supervisors, “is that we want to get back to bargaining. That’s what we’re here for.”
“We work for you, but you also work for us because we vote,” member Jackie Otis reminded the supervisors. “We’re tired of this false paradigm that it’s workers against taxpayers. We *are* taxpayers. We pay more taxes than Chevron.”
Workers say county leaders are hiding behind false financial figures and refuse to negotiate. SEIU Local 1021 members have filed six ULP charges, including charges for bad faith bargaining, contracting out services and refusing to negotiate changes in healthcare premium increases.
Due to cuts-only policies, more than 30% of the workforce has disappeared in the last few years, impacting the ability to provide quality services residents need.
While the county has a surplus, mainly due to takeaways and attrition, county officials are demanding workers continue to “stay the course” with ongoing cuts and carry more increases in healthcare costs.
Workers are asking for wage restoration over the life of the contract, which workers are proposing be three years.
The ULP strike has been sanctioned by the North Bay Central Labor Council and supported by business and community allies. Workers will also be circulating a “no confidence” petition, criticizing CEO Carmel Angelo for “failed policies that have harmed Mendocino County.”