September 2017

Overtime and county contract update

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter

On Tuesday, the Board of Supervisors gave preliminary approval to the new contract with the County of San Diego. Final approval will be on Oct. 10.

The contract should be effective for the pay period beginning Oct. 13, and should be reflected in your paycheck on Nov. 3.

The County also has agreed that employees can choose cash or comp time for all overtime until our new contract language becomes effective on Oct. 10, at which point management must justify denial of employee choice. SEIU will send a form that will make enforcing this language easier.

In unity,

Tracey Carter
San Diego County Chapter President

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BREAKING: SEIU 221 members ratify county contract

BREAKING: SEIU 221 members ratify county contract

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter

Tonight, after a group of members finished counting the ballots for the county contract ratification, the final result is that a significant majority of SEIU Local 221 members voted to approve the tentative agreementwith the County of San Diego. The contract should be effective for the pay period beginning Oct. 13, and should be reflected in your paycheck on Nov. 3.

Our unity breaks, rallies, calls and testimony from members across the county and the threat of a strike forced the county to finally come to an agreement that wins improvements for our workers and our community. This contract begins to address the needs of county employees and residents, which have been building up under the current Board of Supervisors leadership. The agreement is a step forward in closing the wage gap for critical public servants and gives us some new tools to begin alleviating the chronic staff turnover and significant short staffing of services to vulnerable residents of San Diego. Together, we are committed to continuing to work with our partners in the Invest in San Diego Families Coalition to challenge the current and future Board of Supervisors to invest in its workforce and community instead of hoarding cash reserves. By certifying the vote tonight, the settlement will be placed on the agenda for the upcoming Board of Supervisors meeting, so implementation can start as soon as possible.
 
Winning this contract also means we have to double down to make sure that the County honors the agreements we’ve reached and that we continue to organizeso that we can finally make sure that pro-community/pro-worker candidates are elected to the Board of Supervisors in the coming years.  It’s time for San Diego to have elected leaders that are truly committed to addressing the needs of seniors, the homeless, low-income working families, youth and us, the county workers who dedicate ourselves to delivering high quality services every day.
 
 
Here are the details:
 
ECONOMICS
 
Closing the Wage Gap: The majority of members received a wage package more generous than the counties original offer of 13% over five years.  The rest will get 13% over 5 years (see details below)
Bonuses: $5250 over the life of the contract, including $750 upon implementation of the contract
Health Care: 35% increase in health care payment (details below on how it may impact you)
Transit/Parking Reimbursement: $300 a month for parking downtown and transit passes
 
WORKER PROTECTIONS
O/T Rights: When assigned overtime, employees can choose cash or comp unless management can prove that the reason they can’t do what the member wants is justifiable.  Members have the right to file a grievance to challenge this decision.
Labor Management and Safety:  Expansion of Labor Management meetings include standing agenda items to discuss transfers, schedules, workload, employee performance/recognition and safety.  Management must respond within 30 days to issues raised during labor management meetings.
Right to Rebut Discipline: Employees will have the right to add rebuttals to discipline (or any material in the file) in personnel file
Safety and Breaks: Food Service Workers and Cooks will be eligible for Hard-Toe shoes reimbursement.  Improved meal and rest period language for RN and HS units
FRC Enrollment Expansion: Local 221 and the County will create a joint pilot program to expand and improve enrollment at FRCs.
Pension Stability: No further changes to Tiers A/B/C unless required by state law.  Tier D program will be implemented for new staff (July 2018 at earliest).  
 

WAGE AND BONUS CHART

Unit(s)

Year 1

Year2

Year 3

Year 4

Year 5

5yr Total

RN

7%

(3% + 4% equity)

3%

3%

1.5%

1.5%

16%

SW

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

SS

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

CL

4%

(3% + 1% equity)

3%

3%

1.5%

1.5%

13%

PS/AE/PR/

HS/MM/FS

3%

3%

3%

1.5%

2.5%

(1.5% + 1% equity)

13%

Psychiatrist Specialists

(fix 2013 issue)

8%

(3% + 5% equity)

3%

3%

1.5%

1.5%

17%

Bonus (All units)

$750

$750

$750

$1500

$1500

$5250

Health Care (All)

7%

7%

7%

7%

7%

35%

Health Care Work Sheet

Current Kaiser Traditional HMO for 2017 (78% of represented SEIU employees)

Current 2017 Prices 2017 Flex Costs per month  
ee= $490.08 $536 +$46.08  
ee+1= $980.16 $815 -$165.16  
family= $1386 $1185 -$201  

 

Kaiser Traditional HMO for 2018 (increase of 7%)

2018 Prices 2018 Flex Costs per month Employee Savings/Year vs 17
ee= $508.32 $574 +$67.68 +$259.20
ee+1= $1016.69 $872 -$144.69 +$245.64
family= $1,438.54 $1268 -$170.54 +$365.52

 

Anthem Select (17% of represented SEIU employees) to VEBA United Network 1 for 2017

Current 2017 Prices 2017 Flex Costs per month  
ee= $679 $536 -$143  
ee+1= $1,358 $815 -$543  
family= $1,921 $1185 -$736  

 

VEBA/United Performance Network 1 for 2018 (increase of 7%)

2018 Prices 2018 Flex at 7% Costs per month Employee Savings/Year vs 17
ee= $646 $574 -$72 +$852
ee+1= $1292 $874 -$418 +$1500
family= $1829 $1268 -$561 +$2100

The Flex amount will increase 7% a year for the 5 year life of the contract.

In unity,

Tracey Carter
San Diego County Chapter President

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County contract ratification voting starts today

County contract ratification voting starts today

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter
The county contract ratification vote begins today and runs through Thursday at work sites throughout the county.  The list with locations is below.
 
Your bargaining team recommends a YES vote. 
 
A list of updated voting sites: http://seiu221.seiu.org/ratification.
A list of ratification rules: http://seiu221.seiu.org/rules
 
All members can also cast a vote at the SEIU office from 8:30 am to 8 pm on Tuesday and Wednesday. On Thursday, voting will be from 8:30 am to 6 pm. After that the bargaining team will count ballots.

If a majority of voting members cast a yes vote, the contract will be ratified. Please note that in order to be placed onto the agenda for the next Board of Supervisors meeting, we must complete the ratification by Sept. 15.  A longer voting schedule would have delayed the implementation of the contract.
 
 
 
Here are the details:
 
ECONOMICS
 
Closing the Wage Gap: The majority of members received a wage package more generous than the counties original offer of 13% over five years.  The rest will get 13% over 5 years (see details on reverse side)
Bonuses: $750 upon ratification, and $5250 over the life of the contract
Health Care: 35% increase in health care payment (details below on how it may impact you)
Parking Reimbursement: $300 a month for parking downtown or transit passes
 
WORKER PROTECTIONS
O/T Rights: When assigned overtime, employees can choose cash or comp unless management can prove that the reason they can’t do what the member wants is justifiable.  Members have the right to file a grievance to challenge this decision.
Labor Management and Safety:  Expansion of Labor Management meetings include standing agenda items to discuss transfers, schedules, workload, employee performance/recognition and safety.  Management must respond within 30 days to issues raised during labor management meetings.
Right to Rebut Discipline: Employees will have the right to add rebuttals to discipline (or any material in the file) in personnel file
Safety and Breaks: Food Service Workers and Cooks will be eligible for Hard-Toe shoes reimbursement.  Improved meal and rest period language for RN and HS units
FRC Enrollment Expansion: Local 221 and the County will create a joint pilot program to expand and improve enrollment at FRCs.
Pension Stability: No further changes to Tiers A/B/C unless required by state law.  Tier D program will be implemented for new staff (July 2018 at earliest).  
 

WAGE AND BONUS CHART

Unit(s)

Year 1

Year2

Year 3

Year 4

Year 5

5yr Total

RN

7%

(3% + 4% equity)

3%

3%

1.5%

1.5%

16%

SW

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

SS

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

CL

4%

(3% + 1% equity)

3%

3%

1.5%

1.5%

13%

PS/AE/PR/

HS/MM/FS

3%

3%

3%

1.5%

2.5%

(1.5% + 1% equity)

13%

Psychiatrist Specialists

(fix 2013 issue)

8%

(3% + 5% equity)

3%

3%

1.5%

1.5%

17%

Bonus (All units)

$750

$750

$750

$1500

$1500

$5250

Health Care (All)

7%

7%

7%

7%

7%

35%

Health Care Work Sheet

Current Kaiser Traditional HMO for 2017 (78% of represented SEIU employees)

Current 2017 Prices 2017 Flex Costs per month  
ee= $490.08 $536 +$46.08  
ee+1= $980.16 $815 -$165.16  
family= $1386 $1185 -$201  

 

Kaiser Traditional HMO for 2018 (increase of 7%)

2018 Prices 2018 Flex Costs per month Employee Savings/Year vs 17
ee= $508.32 $574 +$67.68 +$259.20
ee+1= $1016.69 $872 -$144.69 +$245.64
family= $1,438.54 $1268 -$170.54 +$365.52

 

Anthem Select (17% of represented SEIU employees) to VEBA United Network 1 for 2017

Current 2017 Prices 2017 Flex Costs per month  
ee= $679 $536 -$143  
ee+1= $1,358 $815 -$543  
family= $1,921 $1185 -$736  

 

VEBA/United Performance Network 1 for 2018 (increase of 7%)

2018 Prices 2018 Flex at 7% Costs per month Employee Savings/Year vs 17
ee= $646 $574 -$72 +$852
ee+1= $1292 $874 -$418 +$1500
family= $1829 $1268 -$561 +$2100

The Flex amount will increase 7% a year for the 5 year life of the contract.

Download a printable version [PDF] of this, by clicking here.

In unity,

Tracey Carter
San Diego County Chapter President

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County contract ratification voting sites and times

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter
The county contract ratification vote will be this Tuesday, Wednesday and Thursday at work sites throughout the county.  The list with locations is below.
 
A list of voting sites: http://seiu221.seiu.org/ratification.
A list of ratification rules: http://seiu221.seiu.org/rules

 

All members can also cast a vote at the SEIU office from 8:30 am to 8 pm on Tuesday and Wednesday. On Thursday, voting will be from 8:30 am to 6 pm. After that the bargaining team will count ballots.
 
If a majority of voting members cast a yes vote, the contract will be ratified. Please note that in order to be placed onto the agenda for the next Board of Supervisors meeting, we must complete the ratification by Sept. 15.  A longer voting schedule would have delayed the implementation of the contract.
 
 
Here are the details:
 
ECONOMICS
 
Closing the Wage Gap: The majority of members received a wage package more generous than the counties original offer of 13% over five years.  The rest will get 13% over 5 years (see details on reverse side)
Bonuses: $750 upon ratification, and $5250 over the life of the contract
Health Care: 35% increase in health care payment (details below on how it may impact you)
Parking Reimbursement: $300 a month for parking downtown or transit passes
 
WORKER PROTECTIONS
O/T Rights: When assigned overtime, employees can choose cash or comp unless management can prove that the reason they can’t do what the member wants is justifiable.  Members have the right to file a grievance to challenge this decision.
Labor Management and Safety:  Expansion of Labor Management meetings include standing agenda items to discuss transfers, schedules, workload, employee performance/recognition and safety.  Management must respond within 30 days to issues raised during labor management meetings.
Right to Rebut Discipline: Employees will have the right to add rebuttals to discipline (or any material in the file) in personnel file
Safety and Breaks: Food Service Workers and Cooks will be eligible for Hard-Toe shoes reimbursement.  Improved meal and rest period language for RN and HS units
FRC Enrollment Expansion: Local 221 and the County will create a joint pilot program to expand and improve enrollment at FRCs.
Pension Stability: No further changes to Tiers A/B/C unless required by state law.  Tier D program will be implemented for new staff (July 2018 at earliest).  
 

WAGE AND BONUS CHART

Unit(s)

Year 1

Year2

Year 3

Year 4

Year 5

5yr Total

RN

7%

(3% + 4% equity)

3%

3%

1.5%

1.5%

16%

SW

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

SS

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

CL

4%

(3% + 1% equity)

3%

3%

1.5%

1.5%

13%

PS/AE/PR/

HS/MM/FS

3%

3%

3%

1.5%

2.5%

(1.5% + 1% equity)

13%

Psychiatrist Specialists

(fix 2013 issue)

8%

(3% + 5% equity)

3%

3%

1.5%

1.5%

17%

Bonus (All units)

$750

$750

$750

$1500

$1500

$5250

Health Care (All)

7%

7%

7%

7%

7%

35%

Health Care Work Sheet

Current Kaiser Traditional HMO for 2017 (78% of represented SEIU employees)

Current 2017 Prices 2017 Flex Costs per month  
ee= $490.08 $536 +$46.08  
ee+1= $980.16 $815 -$165.16  
family= $1386 $1185 -$201  

Kaiser Traditional HMO for 2018 (increase of 7%)

2018 Prices 2018 Flex Costs per month Employee Savings/Year vs 17
ee= $508.32 $574 +$67.68 +$259.20
ee+1= $1016.69 $872 -$144.69 +$245.64
family= $1,438.54 $1268 -$170.54 +$365.52

Anthem Select (17% of represented SEIU employees) to VEBA United Network 1 for 2017

Current 2017 Prices 2017 Flex Costs per month  
ee= $679 $536 -$143  
ee+1= $1,358 $815 -$543  
family= $1,921 $1185 -$736  

VEBA/United Performance Network 1 for 2018 (increase of 7%)

2018 Prices 2018 Flex at 7% Costs per month Employee Savings/Year vs 17
ee= $646 $574 -$72 +$852
ee+1= $1292 $874 -$418 +$1500
family= $1829 $1268 -$561 +$2100

The Flex amount will increase 7% a year for the 5 year life of the contract.

Download a printable version of this [PDF], by clicking here.

In unity,

Tracey Carter
San Diego County Chapter President

 

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Your bargaining team recommends a YES vote!

Your bargaining team recommends a YES vote!

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter
We have done what once felt impossible and forced the county improve their contract offer in order to avoid a strike after six months of literally refusing to negotiate.  Our membership has held countless unity breaks, rallies and marches, and we have relentlessly engaged the Board of Supervisors through calls, emails and attending meetings, and now we have achieved a contract that is a step in the right direction for the County workforce.  We are confident that these are the best terms we could get at this time, but at the same time we are disappointed that the Board of Supervisors blocked more substantial changes.  Together, we will continue to work with our partners in the Invest in San Diego Families Coalition to challenge the current and future Board of Supervisors to invest in its workforce and community instead of hoarding cash reserves.
 
The ratification vote will be this Tuesday, Wednesday and Thursday at work sites throughout the county.  The list with locations will be finalized and sent over the next few hours. All members can also cast a vote at the SEIU office from 8:30 am to 8 pm on Tuesday and Wednesday. On Thursday, voting will be from 8:30 am to 6 pm. After that the bargaining team will count ballots.
 
If a majority of voting members cast a yes vote, the contract will be ratified. Please note that in order to be placed onto the agenda for the next Board of Supervisors meeting, we must complete the ratification by Sept. 15.  A longer voting schedule would have delayed the implementation of the contract.
 
 
Here are the details:
 
ECONOMICS
 
Closing the Wage Gap: The majority of members received a wage package more generous than the counties original offer of 13% over five years.  The rest will get 13% over 5 years (see details on reverse side)
Bonuses: $750 upon ratification, and $5250 over the life of the contract
Health Care: 35% increase in health care payment (details below on how it may impact you)
Parking Reimbursement: $300 a month for parking downtown or transit passes
 
WORKER PROTECTIONS
O/T Rights: When assigned overtime, employees can choose cash or comp unless management can prove that the reason they can’t do what the member wants is justifiable.  Members have the right to file a grievance to challenge this decision.
Labor Management and Safety:  Expansion of Labor Management meetings include standing agenda items to discuss transfers, schedules, workload, employee performance/recognition and safety.  Management must respond within 30 days to issues raised during labor management meetings.
Right to Rebut Discipline: Employees will have the right to add rebuttals to discipline (or any material in the file) in personnel file
Safety and Breaks: Food Service Workers and Cooks will be eligible for Hard-Toe shoes reimbursement.  Improved meal and rest period language for RN and HS units
FRC Enrollment Expansion: Local 221 and the County will create a joint pilot program to expand and improve enrollment at FRCs.
Pension Stability: No further changes to Tiers A/B/C unless required by state law.  Tier D program will be implemented for new staff (July 2018 at earliest).  
 

WAGE AND BONUS CHART

Unit(s)

Year 1

Year2

Year 3

Year 4

Year 5

5yr Total

RN

7%

(3% + 4% equity)

3%

3%

1.5%

1.5%

16%

SW

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

SS

5%

(3% + 2% equity)

3%

3%

1.5%

1.5%

14%

CL

4%

(3% + 1% equity)

3%

3%

1.5%

1.5%

13%

PS/AE/PR/

HS/MM/FS

3%

3%

3%

1.5%

2.5%

(1.5% + 1% equity)

13%

Psychiatrist Specialists

(fix 2013 issue)

8%

(3% + 5% equity)

3%

3%

1.5%

1.5%

17%

Bonus (All units)

$750

$750

$750

$1500

$1500

$5250

Health Care (All)

7%

7%

7%

7%

7%

35%

Health Care Work Sheet

Current Kaiser Traditional HMO for 2017 (78% of represented SEIU employees)

Current 2017 Prices 2017 Flex Costs per month  
ee= $490.08 $536 +$46.08  
ee+1= $980.16 $815 -$165.16  
family= $1386 $1185 -$201  

 

Kaiser Traditional HMO for 2018

2018 Prices 2018 Flex Costs per month Annual Change 17/18
ee= $508.32 $574 +$67.68 +$259.20
ee+1= $1016.69 $872 -$144.69 +245.64
family= $1,438.54 $1268 -$170.54 +365.52

 

Anthem Select (17% of represented SEIU employees) to VEBA United Network 1 for 2017

Current 2017 Prices 2017 Flex Costs per month  
ee= $679 $536 -$143  
ee+1= $1,358 $815 -$543  
family= $1,921 $1185 -$736  

 

VEBA/United Performance Network 1 for 2018

2018 Prices 2018 Flex at 7% Costs per month Annual Change 17/18
ee= $646 $574 -$72 +$852
ee+1= $1292 $874 -$418 +$1500
family= $1829 $1268 -$561 +$2,100

The Flex amount will increase 7% a year for the 5 year life of the contract.

Click here for a printable PDF version of this chart.

In unity,

Tracey Carter
San Diego County Chapter President

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BREAKING: SEIU 221 Reaches Tentative Agreement with County of San Diego

Late Friday evening, just days before an Unfair Labor Practice strike was scheduled to commence, the bargaining team of SEIU 221 and San Diego County reached a tentative agreement.  The agreement, which improved both wages and working conditions for County workers, will now be brought to the full membership for a ratification vote from September 12th to 14th.  If ratified the settlement must also be approved by the Board of Supervisors.

The full agreement can be accessed at: http://www.seiu221.org/files/2017/09/county-seiu-TA-1.pdf

The SEIU 221 bargaining team, which consists of over 45 union members employed by the County who were elected by their co-workers, voted to recommend support for the tentative agreement.

“After six months of literally refusing to negotiate, the county finally blinked,” said David Garcias, President of SEIU 221.  “We now have an agreement that helps to close the wage gap for critical public servants like nurses and social workers which is an essential step in alleviating chronic staff turnover and significant short staffing of services to vulnerable residents of San Diego.  It also brings renewed focus to worker safety and manageable workloads.  In addition, the agreement creates a pilot program to boost enrollment of eligible residents in vital services.  This is a step in the right direction for the County workforce.  We are confident that these are the best terms we could get at this time but at the same time we are disappointed that the Board of Supervisors blocked more substantial changes.  We are committed to continuing to work with our partners in the Invest in San Diego Families Coalition to challenge the current and future Board of Supervisors to invest in its workforce and community instead of hoarding cash reserves.”

A key component of the deal includes additional wage improvements for a number of job classifications that are significantly behind their counterparts in neighboring counties.   The additional wage increases will benefit the majority of SEIU 221 represented workers members and be of greater value than the County’s previous offer of 13% over 5 years.  The rest of the workers will get 13% over 5 years.  All employees will get a 35% increase in their health care payment and $5250 in bonuses over the term of the agreement.   

Since the beginning of the process in January of this year, the County had stated they were not going to accept any proposals to improve working conditions and worker’s rights in the contract, but the settlement includes a number of significant improvements.  In particular there is language that focuses on workplace safety, proper payment of overtime and guarantees that all workers will receive the required breaks they are entitled to.

The county also agreed to guarantee that the retirement plans for all existing employees would be protected from the potential negative impact of the creation of the County’s new “Tier D pension” for new employees.  

Over the year ago the Invest in San Diego Families Coalition released a report documenting that the County was suffering from extreme under enrollment in vital services, as many 700,000 eligible residents are being left out of programs they are entitled to.    The agreement establishes a new joint pilot program between the union and the county to improve outreach, staffing and engagement plans with the goal of maximizing enrollment for vital services such as Calfresh, Calworks and MediCal. 

The cornerstone of the union campaign for a fair contract was the work of the Invest in San Diego Families coalition, a group community, labor and faith organization whose goal is to challenge the county to  invest in employees and great services.  Together, they consistently engaged residents to challenge the county to invest in community priorities, including mobilizing over 1000 people at this year’s budget hearing.

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BREAKING NEWS: SEIU 221, county reach tentative agreement – no meeting tomorrow

 

BREAKING NEWS: SEIU 221, county reach tentative agreement – no meeting tomorrow

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT

Tracey Carter

SEIU Local 221 and the County of San Diego have reached a tentative agreement on a new five-year contract. Detailed tentative agreement summaries, will be available soon. Membership meetings will be scheduled to review the tentative agreements before the ratification vote at as many worksites as possible.

Congratulations to all of the members and community partners that have fought tirelessly for this agreement, which is recommended by your bargaining team. Our ratification will begin on Tuesday.

Note: There is no meeting tomorrow morning.

Parking Reimbursement: $300 a month for parking downtown

O/T Rights: When assigned overtime, employees can choose cash or comp unless there is a justifiable reason for management. Management must be able to prove that the reason they can’t do what the member wants is justifiable. Members have the right to file a grievance to challenge.

Labor Management and Safety: Expansion of Labor Management meetings include standing agenda item to discuss transfers, schedules, workload, employee performance/recognition and safety. Management must respond within 30 days to issues raised during labor management meetings.

Right to Rebut Disciplines: Employees will have the right to add rebuttals to discipline (or any material in the file) in personnel file

Food Service Safety: Food Service Workers and Cooks will be eligible for Hard-Toe shoes reimbursement

Right to Break: Improved meal and rest period language for RN and HS units

FRC Enrollment Expansion: County will launch a joint pilot program with the union to expand enrollment at FRCs

Pension Stability: No further changes to Tiers A/B/C unless required by law. Tier D program will be implemented for new staff (July 2018 at earliest).

Click here to download this chart.

In unity,
Tracey Carter
San Diego County Chapter President

 

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Strike Questions/PERB update

Print out a PDF of this letter by clicking here

We have heard that the County may code the strike days in Kronos as AWOL. It is illegal under California law for the County to discipline any worker in any way because of their participation in the strike.  The use of the AWOL code in Kronos does not mean any striking workers will be subject to discipline of any level for striking.  Every striker is legally protected to participate in the strike.  On the strike day, you should simply show up and join the picket line on September 12 and 13. The Kronos code is simply for pay reasons, and has no impact on discipline, etc. 

 
In addition, the recent County intranet post claiming that the “SEIU Strike is illegal” is inaccurate and misleading.   It is a long established fact that workers have the right to strike against their employer in protest of Unfair Labor Practices.   Since the beginning of the strike authorization process, SEIU members have been clear that we if we are forced to strike at this time, it is to protest the Unfair Labor Practices committed by San Diego County.  We have never alleged that the strike is connected to the impasse procedure as outlined in the PERB complaint.
 
Do not be confused, intimidated or mislead by the County’s postings.  All workers represented by SEIU 221, both members of the union and non-members alike, have the legal right to participate in the strike on September 12 and 13 except those few workers who have been issued line passes by SEIU and the County. 
 
In Solidarity,
 
David Garcias
President, SEIU Local 221

 

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Be there Saturday for ULP Strike Prep

 

Be there Saturday for ULP Strike Prep

By TRACEY CARTER
SEIU LOCAL 221 COUNTY CHAPTER PRESIDENT  

Tracey Carter

Last night the bargaining team met and reaffirmed our commitment to fight for a fair contract that invests in our employees and our community. The team stands ready to meet with the county if they are willing to negotiate in good faith.

On Saturday, all members should come to the SEIU Local 221 Union Hall for Unfair Labor Practice Strike preparation. We expect the list of the employees who the Union will issue line passes to work during the strike to be finalized at this meeting. We will be using the shaded area of the parking lot as an overflow area.

Unfair Labor Practice strike preparation

9 am to 2 pm Saturday Sept. 9
SEIU Local 221 Union Hall
4004 Kearny Mesa Road, San Diego

Sign up here – child care will be available for people who sign up in advance with the number and ages of the children they will bring.

The agenda will include:

  • The plan for the ULP Strike Days
  • Picket line training
  • The employees who the Union will issue line passes to work during the strike
  • Strike do’s and don’ts
  • Frequently Asked Questions
  • Producing materials and chants to support the strike

Want some inspiration? Check out this video from SEIU Local 721 for the Unfair Labor Practice strike in Riverside – don’t forget to drop them a note of solidarity while you are there.

I want to close by spotlighting one of our member’s letters to us, her fellow employees (attached below). Feel free to print this out and hang it at your work if you find it as powerful as I do.

In unity,

Tracey Carter
San Diego County Chapter President

Stronger TOGETHER: Numbers as a Unified Show of Force

Thank you to all who’ve supported our SEIU 221 Unity Days by wearing your Purple, especially during the past several months as a show of solidarity with our fellow members on the Bargaining Team as they met with the County to negotiate our new contract; feels good to have a visual representation of employees who are Union Strong.
 
When Our Union Needs You MOST
Wearing our colors, taking Union photos during our Unity Breaks, and paying dues is a very small portion of the responsibility of Union Membership. All of those gestures mean nothing if, when times get tough, we don’t stand together as ONE to fight for ourselves and our families.
 
A Union is defined as “An organized association of workers formed to protect and further their rights and interests.”
 
By joining SEIU, we’ve agreed to stand united with not only our coworkers, but with 10,000 other members across our County to do just that: Protect and Further Employee Interests.
 
Unfortunately, our employer has not bargained in good faith, refusing to negotiate or even come to a compromise regarding our proposed contract, which is insulting and dismissive of the important services we provide to our region’s most vulnerable citizens daily.
 
Despite our dedication, it is as if the quality of our work places, working conditions, & overall quality of life is of no importance to The County.
 
This has led 90% of SEIU members that voted to authorize an Unfair Labor Practices (ULP) strike.
By withholding our work (Striking) on Tues. Sept. 12th and Weds. Sept. 13th, we want the County to realize how vital the jobs are that we perform, to realize The County is NOTHING without its frontline workers, that we as a workforce are deserving of our proposal or if all demands cannot be met, to at least Bargain.
 
As some of the lowest wage employees in the County, I completely understand the hesitation or refusal to strike due to financial hardship.
 
Who can afford to strike?
 
The answer is None Of Us.
 
But with so much on the line, including wages that haven’t kept up with Inflation/The Cost of Living:
 
Who can afford NOT to?
 
With this work stoppage, we’re sending a clear message to our employer that we are deserving of Collective Bargaining.
 
I humbly come to you and ask for you to stand with your Union brothers and sisters to fight for Better.
The County is counting on us being unable to afford the lost wages. But we, as a unified front, are Stronger Together and willing to make the sacrifice for a better future.
 
I am nothing without You. We are NOTHING without each other.
 
Please Stand With Me On Tues. 9/12 and Weds. 9/13.
 
NOTHING beats a Failure but a TRY.
 
A Union UNITED Can Never Be Divided
 
Sincerely, Your Sister In The Struggle,
Brianne Barker

 

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