Bargaining update: 10/31
Reminder
We have a new Field Representative, Jessica Inouye. Her contact info is: Jessica.Inouye@seiu1021.org
(415) 717-8135
Please reach out to Jessica if you have questions or concerns about your working conditions.
New Director of Labor and Employee Relations
Our Bargaining Team was joined by Saba Kraja, the Academy’s new Director of Labor and Employee Relations.
Management’s original negotiator, Gina Roccanova, returned and our Bargaining Team had productive discussions with management over the course of the session.
Benefits Presentation
We were given a repeat benefits presentation from Liliana Salazar, a representative from HUB International (our benefits broker) regarding benefit plans for the FY 24-25 year. She was flown up from Southern California to present to us again today.
During this time, we were joined by members of CAT and the bargaining unit to observe the presentation together. If you’re interested in observing a bargaining session, please reach out to the Bargaining Team or Contract Action Team.
Our Bargaining Team was able to ask questions, but did not receive a counter to our Benefits proposal. Management is countering all non-economic proposals before bargaining over economic proposals.
Movement at the Table
Our Bargaining Team and management had further discussion over seniority and layoffs. Both sides came to a Tentative Agreement on Seniority. Scan of official TA to come.
Counter to Artificial Intelligence and Machine Learning
Management countered Artificial Intelligence and Machine Learning. They added language about discussing these topics in the Joint Labor Management Committee. Additionally, they added language about management being able to retain the right to place limits on the use of intellectual property in connection with AI technology. Our bargaining team will work on a counter proposal.
Counter to Decolonial Education
Management countered our proposal by striking out the stipulation that in-unit staff be provided one day off per quarter with pay to participate in educational events on these topics and to provide paid time equivalent to 10% of full time employment for up to four bargaining unit employees designated by CAWU to plan and develop such educational events for the bargaining unit. We will continue to negotiate how to address the legacies of white supremacy and colonialism, both at the bargaining table and within the Joint Labor Management Committee.
Counter to Remote Work
Management countered our remote work proposal and altered the language to state that employees may request hybrid work schedules but removed our wording stating that these requests will not be unreasonably denied. The counter also states that current hybrid and remote work schedules will not be altered without discussion by the Labor-Management Committee and any changes will not go into effect without two week’s advance notice.
Counter to Layoffs
Managements’ counter includes removing sections providing for severance and health benefits during layoff, rejecting our proposal to not propose or implement any layoffs unless the Executive Director and Senior Leadership have taken at least 20% cuts in pay, reducing the notice period from 60 days to 30 days, changing seniority date from date of hire at the Academy to start date of current job title, and reducing the recall period from 24 to 12 months.
Personnel Issues
Discussion continued over the one remaining involuntary layoff and another personnel issue, and we are waiting for management’s responses.
Remember…
Success in negotiation depends on your support and engagement!
Be on the lookout for colleagues with our Fair Contract Now petition
Wear your union button always and CAWU shirt on Thursdays
Sign up for membership and talk with your colleagues about why it matters
Follow the CAWU article tracker, read the proposals and counters and speak to your representative on the bargaining team or a CAT activist about your issues and concerns
VOTE TODAY (if you haven’t already)
