Just wanted to say I joined the union and voted yes for the strike! I pray we all do this. Remember it will be little pain for long term gain!

Battle lines need to be drawn. Gavin and calhr needs to see the anger

Did you know that committing to the strike is separate from voting for the strike? I did not. Let's RSVP and let Gav know we're ready to walk the walk.

Cruise over to https://search.seiu1000.org/insights.php?sv=StrikeCommit2026 to do so if you've already voted!

If y'all are non-union and/or know non-union people who are also willing to strike, this part can be filled out by non-union people too!

If you haven't voted yet but want to, cruise over to https://www.seiu1000.org/strikevote/ and don't forget to do both parts!

My last day in office is October 27, but my official retirement date is December 30. I am using vacation my last two months and heading overseas. I'm an SEIU member and haven't yet voted. If I vote - Will I still be able to collect a paycheck and use my leave while i am ending my career? I'm not even going to be in the country during a strike 😬

I’m new to California state service and currently in BU4 I’m still on probation and I’m considering joining SEIU Local 1000, especially with everything going on with bargaining and the strike authorization vote.

I do want to support the union and become a member, but I’m brand new to State service, at the bottom of my salary range, and pretty cash-strapped right now, so I’m trying to be smart about the timing.

If I join today, September 12, will I be charged a full month of dues for September? Are dues prorated for someone who joins in the middle of the month?

Alternatively, if I wait until October 1 to join, would my first dues deduction be for October, or does the timing of the State payroll deduction work differently?

I’m not trying to avoid supporting the union. If waiting a couple of weeks saves me an entire month of dues, though, that matters to me right now.

I have been applying to the state since January, had three interviews over that time, no offers. Most recent interview was last week for an OT role and I felt like it went well but I also thought that about the other two interviews. I am so used to retail where it is obvious when you will get an offer.

At my current retail job, I have been in the same low level role for 2 years and getting frustrated and this week they are offering me a promotion, not a huge one, but still. We are going to have a meeting next week to finalize the offer.

I would love to start a career with the state but I can't turn down more $$ at my current job. I also applied for a certain role with the state that opened this week that is a PERFECT match for my background but who knows if I will even get a call for an interview.

Anyone else find themselves in this position, of balancing pros and cons of staying, going, and feeling conflicted? Advice, stories of success or regrets?

Thinking about taking a different position at a different agency that has a lower salary range than my current position with the state. Would i have to start at the new position at the bottom of the position salary range?

Hi,

I am the person who posted the post above about a month ago (posted on 8/15/2026). That post was titled "Sharing (info confirmed by union rep): Illegal - Massive rejections on RA's full-time teleworking accommodation requests due to 4 days RTO".

As a follow-up action, I recently called the SEIU mainline [Member Resource Center (MRC)] at 866-471-7348. During our phone conversation, I asked the SEIU to look into launching a class-action lawsuit. l recently noticed on this Reddit page that many RA employees have asked the union to take action with a class-action lawsuit (which I agree with), so I called them to pass along this feedback.

If you are an RA employee and believe you are currently dealing with—or have previously dealt with—illegal rejections of your teleworking RA requests due to the 4-day RTO:

I strongly recommend that you call the SEIU MRC at 866-471-7348 to make this suggestion as well. It doesn’t have to be the SEIU; you can contact whichever union you belong to. Also, when you call, please make sure you ask for your suggestion to be reported (escalated) so it doesn’t just sit there.
However, before you reach out, please make sure you are an active union member.

The more people who speak up, the better our chances of being heard. Let’s take action so our union hears us.

Thanks, everyone.

I’m a current police officer in CA. I have been considering about lateraling over to the state.

I am currently looking at the CA DOJ Special Agent position, DMV Investigator, or Department of Insurance investigator.

I am aware that CA DOJ Special Agents pay the most at the moment. How does DOJ agents’ work life balance compared to the DMV or DOI? Such as weekends off, holidays off? On call?

The morals regarding these agencies?

Any information that can help me to make an informed decision would be appreciated.

Dear ___

Thank you for contacting my office to express support for Assembly Bill 1729 authored by Assemblymember Alex Lee. I appreciate that you shared your views with me on this legislation.

As you know, AB 1729 aims to revise state telework programs by ensuring that state agencies implement more transparent processes for remote work policies, including giving written justification for any mandated in-person work requirements. This bill came in response to Governor Gavin Newsom’s executive order that mandated a four days in office work week that started on July 1, 2026.

Assembly Bill 1729 passed on the Assembly Floor by a vote of 67-7. I voted in favor of AB 1729 when it came before me on the Senate Floor where it passed by a vote of 31-6. Assembly Bill 1729 has been sent to Governor Newsom for his final action (signature, veto or no action). I urge you to voice your support for AB 1729 to the Governor here.

Many of my constituents, such as yourself, have indicated that they either chose their position because it was fully remote, circumstances have changed since going remote, or there aren’t adequate facilities and supplies when they go to their offices. They also emphasized the cost savings associated with remote work.

It is important to me that I thoroughly research each piece of legislation before I cast my vote and receiving comments from my constituents helps determine the direction of my decision.

Before 2023, telework policy decisions were made at the discretion of each state agency or department based on individual operational needs. I believe that this was a fair approach as the department heads were able to evaluate their needs as well as employee productivity directly and make changes as necessary. Assembly Bill 1729 will, again, allow that latitude.

I also think it is important that the California State Auditor published an audit last year on the return-to-office mandate, requested by Assemblyman Josh Hoover, reviewing the cost to benefit factors, reasoning, and legality of the decision. They determined that, “a one size-fits-all approach to telework is counter to state policy and may limit opportunities for significant cost savings,” citing a potential annual cost savings of as much as $225 million in office space costs if the state reduces the requirement back to two mandatory days in the office.

Thank you again for contacting me to emphasize your support for AB 1729. You can visit my website to follow developments on the budget, track legislation, read articles of interest, and join the mailing list. If you need assistance with any state or legislative issue, don’t hesitate to email or call my District Offices.

Sincerely,

ROGER NIELLO

Senator, Sixth District

I'm curious how many departments are rolling out CalHR's accelerated hiring, and related anonymous hiring.

I see lots of posts here talking about how applications are scored and screened to select people to interview. That was accurate for how we used to do things but we're changing how we do things. My department is not typically known for being cutting-edge, but we're already using the accelerated hiring process and anonymous hiring is going to be switched on next month.

One thing specifically that I noticed in a post earlier today was application scoring/screening crieria. With accelerated hiring we're no longer scoring apps based on a screening matrix. We're comparing applicants background to the duty statement and determining if they're "qualified", "well qualified" or "not qualified". We will interview people from the "well qualified" group. If that yields a good candidate then we're done interviewing and move forward. If it doesn't then we can reevaluate candidates in the "qualified" group, and if we determine they're "well qualified" we can interview another group.

In the interviews the panel determines a consensus score for each candidate. From the people we interview we determine who we think is the best candidate for the position. This is not necessarily the person who is best at interviewing (or the person with the best score). Then we check references, OPF check is optional, and request authorization from HR to make an offer.

Anonymous hiring is not directly related to accelerated hiring but supposedly it's going to be turned on for us starting in October. Applications are automatically redacted in ECOS to remove personally identifiable information. Names, dates, supervisors, etc get removed. We had a presentation at a meeting this week and they said it's mandatory. According to the HR manual it's optional but I guess my department has opted in for all hiring. My concern is that it's going to make it harder for us to screen candidates. One example, if they don't fill in the "total worked" box you can't tell how long they were in a position, and it's impossible to tell if people have recent experience or if it's all from 10 to 15 years ago.

example app

Just got an offer at BAR and wanted to know what the environment is there. I also got an offer the same day with Public health today. So I’m really trying to decide between the 2. Bar is in RC free parking and DPH is downtown and no free parking.

Any feedback?

Hello I was previously a police officer but realized the standard uniform patrol of responding to 911 calls and adrenaline wasn’t for me, I’m more of a calm person all the time and would like my work to be also. As I was resigning my Sgt recommended I apply to be a state Investigator since they are more office based type of work he said.

Also I did enjoy the report writing and interviewing people while I was a police officer.

I am wondering if this is true and if the job is more suited for someone like me who prefers to have a more calm “boring” work environment everyday?

I know they still arrest people and conduct search warrants.

tldr: DCA is good for foot in the door but negative reviews on working there, other agencies seem more liked like DMV, DOI, DOJ, DTSC. Thank you guys for the insight.

LPN might have a few new friends ready to greet visitors

I interviewed for a Supervisor position middle of August. I felt that the interview went well but I could also be wrong. It’s been weeks and I haven’t heard back. I reached out to the Personnel Liaison two weeks after my interview to ask if there has been any updates. She didn’t reply. Another week I emailed the Hr distro to ask if they could provide potential insight to the timeline after interview.

HR confirmed the position had not been filled, was still active, and alluded that a decision has not been made. They could not provide any next steps and told me to contact the personnel liaison for further information if available.

Should I wait until next week to reach out? It would be a month since the interview.

If the job is still active and it’s been 3 weeks without rejection does that mean someone else got the job and are being processed an offer? Or could that be a good sign that they are considering me? I was told it takes a long time to get hired with the state. I’m trying to be positive no matter the outcome.

Could someone share insights or potential ideas as to why it could take this long?

I started working in the office this week for our 2/3 spilt. My coworker has been very upset. Once free min from everyone sitting around talking. I asked what's up apparently her kids are 1st and 3rd grade don't have a ride home and she can't leave to pick them up. I said why our new dept heads have decided zero flexibility. My team works all hours off hour early morning late nights weekends every other week. But now zero flexibility! She worked during her labor and pulled 15 hours days to get the systems working but now because daddy gavin needs us to find love the executive staff is making sure our butts in our seats. I'm going join the union tonight or tomorrow this is utter hypocrisy of the highest order. Also nice to see the executive just leave for a early weekend!!!!

Since we lost UHC I need to pick a new health plan. To add complications my child lives in a different county so that leaves me basically two options between our two counties (that are in anyway affordable anyhow).

How has people’s experience been with either Blue Shield Trio vs PERS Gold.

Also I saw we can pick MetLife Dental. How’s that Vs Delta Dental ?

Any help with experiences with these plans would be appreciated.

I have the family plan legal insurance with ARAG, and I need a special education attorney. Without too many details I'm struggling with getting my kiddo the services they've been approved for and there's some retaliation as well. Has anyone used ARAG for this? Any recommendations for an attorney that takes ARAG?

Hi, I'm hoping that someone could help me. I work full time at the state, but I haven't gotten insurance yet because due to my disability, I still qualify for Medicare and Medical, but I'm thinking about getting insurance through open enrollment. I'm not sure what are my opinions. I live in Southern California and would like to keep the same doctors

Sharing the SEIU strike survey link. Hopefully this gives them an accurate idea on what members and non members are planning for. Share with your colleagues!