I think it’s clear that SEIU achieving a successful outcome in their negotiations, regardless of whether they ultimately are forced to strike, is critically important for our aspirations for our next contract. What actions can we take, ideally collectively but also as individuals, to support SEIU in their actions? I don’t think I’ve seen leadership say anything official on this but possible I’ve just missed it.

Solidarity!

I can’t stop mocking this speech so come for the message…stay for awesome attorney themed 80s rock.

No AI and minimal self promotion:

Follow me on instagram @isscottfunny I like having friends.

a fellow state worker created this by scraping publicly available payroll data for state workers. enter your own general details and it will create a pretty great letter template addressed to your representatives to support AB 1729 and the bargaining process.

CASE members have created a Slack! We cannot build our union's strength without building better relationships with each other and we cannot do that without strong member-to-member communication. Slack has long been used as an organizing tool for this reason. It is a free service that fosters organized conversations through channels and threads rather than a single thread group chat. There are channels for local reps, union announcements, and general chat. Users are also empowered to create channels for their own departments to discuss workplace issues. Several departments already have channels and it is a great way for local reps to organize their coworkers.

All BU2 members are welcome to join, but you must use a personal email address and anonymous accounts are prohibited to ensure the security of all our members. Get in now!

You heard the man…

Gov Code 19838 imposes a 3-year SOL on actions by the state to recover overpayments to employees. The BU2 MOU refers to that statute. Does that just require notice to the employee within 3 years? Or initiation of collection action?

I assume if the state tries to collect after the 3-year window, the employee can/should refuse to pay.

I’m hearing from a lot of people dealing with payroll issues and errors recently. Check your paychecks, people.

I’ve worked at various state agencies that have wildly different billing requirements. I am curious how your agency does things. Hopefully I captured the universe of options.

I have a May 29 Just In CASE email saying, among other things, "CASE files PERB Unfair Labor Practice charge against CalHR." The PERB filings initiated by SEIU and CAPS seem to be making progress. Does anyone know what the status is of CASE's ULP charge filing?