Bargaining updates: 10/24
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.
Unfair Labor Practice Filed
On October 23rd, the day before the last bargaining session, SEIU 1021’s attorneys filed an Unfair Labor Practice (ULP) against management on the basis of not responding to our proposals in a timely manner.
On management's side, a new attorney, Melissa Kelm, from Jackson Lewis – the notorious union busting law firm management employs – has brought a more aggressive and hostile attitude to the table. Our Bargaining Team’s questions have been met with much more contention.
Read more about Jackson Lewis in a 2019 essay by an historian at the University of New Mexico. You can also read about the firm in their own words, where they tout their book, Winning NLRB Elections. (Expand the section on "Additional Services Provided to Non-Union Employers" to find the citation.)
In bargaining, the day after the ULP was filed, there was movement at the table on the following articles:
Discipline and Discharge
Management provided a counter on Discipline and Discharge, and we reached a TA. This article establishes just cause and allows us to assert our rights without fear of retaliation. Additionally, this article states that management will provide non-disciplinary coaching, counseling, and/or feedback before initiating formal discipline. Scan of official TA to come.
Vending Machine
Your bargaining team and management reached a tentative agreement on the purchasing and maintenance of the vending machine. Scan of official TA to come.
Seniority
Management provided a counter to the article on Seniority. Your bargaining team countered with a proposal that incorporates language from the recall and layoffs article. Management asked some questions and we are waiting for a counter from them.
Remote Work
Management provided a counter to our Remote Work policy. During our caucus, we wrote a counter and provided it to management. We are waiting for a counter from them. We had to provide specific examples of how remote work is currently approved and implemented by various departments, as management did not understand current practices.
Leaves of Absence
Management provided a counter on our Leaves of Absence article. In caucus, we discussed their counter, and will work on writing a response.
Despite this sudden progress, management is still pushing hard to limit your ability to have a say in what your working conditions are like.
Management again asked if our Bargaining Team would agree to tie the Union Security and No Discrimination articles to the Management Rights article, which seeks to secure management’s maximum unilateral authority over our working conditions. Our Bargaining Team declined to do this, but is willing to reach Tentative Agreements on Union Representation and No Discrimination individually.
Our Bargaining Team wants to bargain over management rights after the rest of the contract has been tentatively agreed to, which is a common practice.
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
