SEIU 1021

San Joaquin County Bargaining Team Updates

Post

Our contract with San Joaquin County expires on October 20, 2022. Below are the latest bargaining updates for the SEIU Local 1021 San Joaquin County chapter. The Bargaining Team’s job includes: Bargaining and making decisions at the negotiations table and working with the Contract Action Team to ensure strong activity at the worksites to support the bargaining.

If you are not receiving email or text updates from your union or have opted out, contact your field representative or call the Member Resource Center (MRC) to be added to the list. The MRC is available from Monday through Friday from 8 am to 6 pm @ 1-877-687-1021. We will not send bargaining updates to work emails.

San Joaquin County Chapter Bargaining Team​

  • Chris Leos, Public Works
  • Mary Lopez, Department of Child Support Services
  • Stephanie Ware, Department of Child Support Services
  • Hector Guerrero, Downtown
  • Shaun Freeman, Downtown
  • Robert Lewis, Human Service Agency
  • Desiree Collins, Human Service Agency
  • Cassandra Burdick, Human Service Agency
  • Kenneth McCoy, Downtown
  • Eva Esqueda, San Joaquin General Hospital
  • Bobby Smith, Behavioral Health
  • Kari Turner, San Joaquin General Hospital
  • Jennifer Edwards, San Joaquin General Hospital
  • Cassandra Blake, San Joaquin General Hospital
  • Mark Hansen, Behavioral Health
  • Ryosuke Sakurai, Sheriff
  • Sarah Cooper Sheriff
  • Taffie Walter, Behavioral Health
  • Monique Baca, Behavioral Health
  • Paula Kaufmann, Human Service Agency
  • Vincent Villa, Downtown
  • Jeffery Dumlao, Human Service Agency
  • Connie Layman, Human Service Agency
  • Carlos Mendoza, Behavioral Health
  • Sabrina Lott, San Joaquin General Hospital
  • Amanda Garcia, Sheriff

Bargaining Update #1 – May 18, 2022

We met with San Joaquin County management for the first session, where we went over ground rules, including release time for the bargaining team and dates for final new proposals. During our discussion, we went over the nine classifications whose entry step or A step falls below the current state minimum wage. Management indicated that no employees are placed at that step. We conveyed that the A step needs to be adjusted, increasing each subsequent step for that classification and impacting the remainder of the series. We scheduled all of our bargaining sessions with management through the contract’s expiration on October 20, 2022. In total, there are seventeen sessions.

Discussing with management around wages, we proposed that we settle across-the-board cost-of-living adjustment (COLA) increases first before moving on to other issues. County management seemed amenable to that proposal. We are asking for a fifteen-percent raise per year over three years. Several classifications are behind. The three-year proposal will bring the classes up so that the equity survey will look better than it does now in three years. The proposal will help with recruitment and retention, an issue created by the County’s austerity during bargaining over the last decade.

The next bargaining session is on June 1. We will meet with management every two weeks through July. Beginning in August, we will meet every week until the expiration date.

If we rise together, unite, and bring as many non-members into Local 1021, we can win higher wages, better benefits, and safer workplace conditions.

The SEIU Local 1021 San Joaquin County Bargaining Team approved the following proposal:

Proposal from SEIU 1021 to San Joaquin County All MOU’s:

4. Compensation

4.1 Salaries

Effective October 21, 2022 all employees shall receive a Cost of Living Adjustment of 15% of base salary.

Effective July 1, 2023 all employees shall receive a Cost of Living Adjustment of 15% of base salary.

Effective July 1, 2024 all employees shall receive a Cost of Living Adjustment of 15% of base salary.

If you are not receiving email or text updates from your union or have opted out, contact your field representative or call the Member Resource Center (MRC) to be added to the list. The MRC is available from Monday through Friday from 8 am to 6 pm @ 1-877-687-1021. We will not send bargaining updates to work emails.

Print out Bargaining Update #1 here.

Bargaining Update #2 – June 1, 2022

On Wednesday, June 1, 2022, we returned to the bargaining table with San Joaquin County management. We focused on Section 2.9 and the use of 41 hours to get the County contribution for our medical benefits. We asked, “can an employee on approved leave elect to pay their portion with a check instead of using banked hours? Will a part-time employee who gets medical benefits and goes off on an approved leave still maintain their benefits if they make their portion of the payment per the contract?” Management says that we will have responses on June 15, when the Benefits Manager will be in attendance.

We discussed the Juvenile Detention workers to address pay with the increased dangers and responsibility we now have due to changed incarceration laws. We have agreed to address that at a side table with members of the Hall at the table.

We inquired about the disparity in the salary scale for the Communications Dispatchers. There is an 18 percent spread between the I and II classifications, an 8 percent spread between II and III classifications, and an 18 percent spread between the III and IV classifications. Management informs us there should be an answer at the next session.

We received seven proposals from management today and agreed to four of them. The seven received were:

  1. Sick Leave accrual - language clean-up that takes out the granting of sick leave is a privilege;
  2. Pregnancy Disability Leave - now includes part-time workers;
  3. Personal Leave of Absence - leaves over 30 days to be approved by the HR Director;
  4. Catastrophic Leave, Treatment of Donated Time - removes the cap on time used for family leave;
  5. Discrimination in Employment - aligns with state and federal laws;
  6. Military Leave - expands banking options for service members;
  7. Child Related Activities - expands licensed daycare in addition to traditional schools;

We agreed on sick leave accrual, pregnancy disability leave, personal leave of absence, and catastrophic leave.

We reiterated to management that we are serious about our financial proposal. Management responded that they would hopefully have an initial response on June 15.

Our following two bargaining dates are June 15 and June 30. June 30 is also the date that all new proposals must be submitted.

If you are not receiving email or text updates from your union or have opted out, contact your field representative or call the Member Resource Center (MRC) to be added to the list. The MRC is available from Monday through Friday from 8 am to 6 pm @ 1-877-687-1021. We will not send bargaining updates to work emails.

Print out Bargaining Update #2 here.

Bargaining Update #3 – June 15, 2022

On June 15, 2022, the SEIU 1021 San Joaquin County Bargaining Team met with management. Several proposals were exchanged.

We made the following proposals:

  • SEIU 1021 Executive Board release time for 14 days per member per calendar year;
  • Medical coverage for part-time employees: Non-Healthcare Professionals replace the word “mandatory” with “optional.” That is plan C coverage for part-time workers who work a 50-hour-per-pay-period average;
  • Continuation of Insurance Benefits While on Leave of Absence—aka the 41-hour rule: Our position is that we do not have to use 41 hours per pay period to get the County contribution to our medical benefits. We just have to make our payment for our share;
  • Sick Leave Usage: part-time employees can accrue up to 10 days per year and use the time in 15-minute increments;
  • Regular Holiday Compensation: standardize the language for all contracts, giving more flexibility for accruing holiday time when the office is closed;
  • Floating Holidays: eliminate flexible holidays so that all employees, including part-time employees, get floating holidays;
  • Bereavement Leave: expand family-member eligibility for bereavement usage;
  • Overtime: part-time employees earn overtime after 8 hours worked in a shift, not the current 12;
  • Jury Duty: expand to part-time workers the ability to be paid for attending or serving jury duty;
  • Part-time step increase: changes that part-time employees earn step increases every 2,080 hours from the first date of hire up until they reach the top step of their specific salary scale;
  • Rain Gear: Any member at the Sheriff’s Office will get rain gear if required to work in inclement weather;
  • Part-Time employee serious discipline appeal: changes process to a hearing with an appeal to HR director if not followed correctly.

San Joaquin County management made the following proposals:

  • Title change for section 1 management rights;
  • Another proposal on 1.4.1: ADA and FEHA re-adding in the 10-day management response deadline;
  • Deleting the sick leave abuse section of the contract;
  • Clarifying language on Continuing Education Leave
  • Personal Medical Leave: clarifying language on who can provide approvals.
  • Catastrophic Leave: clarifying language
  • Leaves for Civil Service Exams and interviews: time off with pay, including part-time employees.
  • Re-employment or reinstatement leave accruals rates and pay: the restoration of sick leave time, accrual of vacation at the level when left the County previously.
  • Salaries: 44-month term raises of 4%, 3%, 2%, and no raise in the 4th year. We questioned this, and they informed us we could counter with an amount;
    • We countered with 44-month contract with 12%, 11%, 10%, 9%;
  • Shift differential: incorporating the Clinical Lab tech amount into the Professional Contract.
  • Stand By Pay: incorporating the OR Tech series in the Para Professional Contract;
  • lntake and Assessment Supplement: eliminates the management requirement of an authored memorandum to get the supplement. If you do the work, you get the supplement;
  • Bi-Lingual: eliminates the two levels. All employees who qualify will get the $0.82 cents an hour level. (we will make a counter-proposal);
  • Call back overtime: would clarify payment status per call (we will discuss this with management more at future sessions) and add a section for those on callback which do not have to leave their homes to do their call back work;
  • Job sharing: grandfather in the four workers who currently participate in job share and eliminate any future job-sharing opportunities;
  • Part-time step increases: the county proposal is extremely close to the union proposal;
  • Underfilling: clarifies the correct and updated titles which can perform the underfilling for the EW worker series;
  • Part-time employment: health care professionals – clarifying language for Section 7 part-time workers with benefits;
  • Compliance with part-time/temporary definitions: eliminates outdated language/dates.

Our following two bargaining dates are Thursday, June 30, and Wednesday, July 13. July 13 is also the date that all new proposals must be submitted.

If you are not receiving email or text updates from your union or have opted out, contact your field representative or call the Member Resource Center (MRC) to be added to the list. The MRC is available from Monday through Friday from 8 am to 6 pm @ 1-877-687-1021. We will not send bargaining updates to work emails.

Print out Bargaining Update #3 here.

Bargaining Update #4 – June 30, 2022

At our fourth bargaining session with county management, we asked for clarification on management using contract employees at the landfills. We offered to management that if they changed the starting pay to that of the Highway Maintenance Worker I, they would have a more successful rate of filling those positions.

We brought up that the same contract agency was still supplying workers at the Hospital when we were told that this would be lessening or going away. Management told us that they would look into it.

We asked about underfilling. We pointed out that if a Senior Office Assistant underfilled for a Collection Clerk, it would be considered a promotion, and we would ask for above-class pay.

Our position on the 41-hour rule is that management cannot demand an employee who is on an approved leave from the county be made to use 41 hours if they do not have it and pay for their benefits portion ahead of time as in the contract (2 weeks prior) is sufficient. The county’s concern is that someone could be on leave long-term (over one year), make their contribution, and get full medical benefits while not working. We will continue to explore solutions to this with the county.

We will make proposals to protect those still doing job share—more details to come.

We maintain that each call back should be a separate 3 hours and that minute increments for those who can handle the issue from home be in 15-minute increments. The county was open to a counter-proposal from us.

We passed proposals for Juneteenth and Cesar Chavez Day to be recognized as holidays.

We also passed a proposal around work site closure to ensure that all impacted workers receive Admin pay while a site is closed.

We also gave an updated Executive Board release time proposal to the county.

Management proposed medical benefits for both full and part-time workers. We have to go through that proposal and have not taken any positions on it. The same applies to management’s proposal around flexible schedules.

Management also proposed sick-leave usage, which impacts our part-time workers. If a part-time worker uses sick leave, they have to use a minimum of 2 hours. We have proposed that it be lowered to 15-minute increments. Management countered with 1 hour. We will be making further counter-proposals.

Our next bargaining date is Wednesday, July 13, when management will submit their next financial proposal. All new proposals will have to be made on that date.

If you are not receiving email or text updates from your union or have opted out, contact your field representative or call the Member Resource Center (MRC) to be added to the list. The MRC is available from Monday through Friday from 8 am to 6 pm @ 1-877-687-1021. We will not send bargaining updates to work emails.

Print out Bargaining Update #4 here.