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Santa Clara County Chapter

This is the official web page for the 2023 SEIU Local 521 Santa Clara County contract campaign. This site is a central hub for members, including contract updates, workplace and action alerts, resources, and member features. Stay tuned for updates. Prepare yourself and your co-workers for 2023 by signing up for union alerts. Click here to ensure your contact information is updated today.

SEIU Local 521 Members United Throughout Santa Clara County Worksites

To auto-scroll directly to the sections on this page, you are looking for, click the links below:

Negotiations Updates + Proposals
ULP Strike Vote Results
Meet Your Negotiations Team
Bargaining Principles
Strike Ready Toolkit

ULP Strike Authorization Vote Results

Following six days of continuous voting by Santa Clara County’s largest union, SEIU Local 521, members voted in record numbers to authorize our bargaining committee to call for an Unfair Labor Practice Strike if necessary. The potential strike could affect more than 12,500 county jobs including all three county hospitals and clinics including VMC, O’Connor, and St.Louis, Social Services, Public Safety Departments like 9-1-1 Dispatch, Park and Maitenance, the Assesor’s and Recorder’s office and more. Join thousands of our co-workers who’ve already committed to be strike ready.

Complete your digital strike commitment card today:

STRIKE COMMITMENT CARD
Andre Thomas, Chapter VP Announces Strike Vote Results
Riko Mendez, Chief Elected Officer
Linda Quach, MRI Tech, VMC Member
Pa Chang, Social Worker Supervisor

Upon the next sessions of negotiations, the elected SEIU 521 Santa Clara County bargaining team and union leadership will evaluate when and if a strike is necessary.

County workers made their united voices announcing a 95% YES vote authorizing a ULP strike. When County leadership refuses to bargain in good faith and engages in unfair labor practices, they’re hurting our community the most.

We do not want to strike, but we are prepared to take action to stop the county’s unfair labor practices, and reach a fair deal.

This resounding yes vote is a clear mandate to our elected bargaining team that our members stand firm behind reaching an agreement that will make Santa Clara County the best place to work.

Andre Thomas, Santa Clara County Chapter Vice President, District Attorney’s Office
MEDIA COVERAGE:

Winning The Best Contract Starts With Getting Involved Now

Following a historic strike in 2019 that resulted in significant workplace gains and salary increases for Santa Clara County members, county workers led heroic efforts to maneuver and overcome challenges posed by the global pandemic. The public health crisis exacerbated the public health service inequity facing our community. Together through our union, we’re preparing to win a successor contract that secures a recovery for all of our community.

What can you do today to join the fight for a fair contract in 2023?

2023 Bargaining Principles

Our 2023 Santa Clara County Bargaining Principles were developed by your elected negotiations team who will represent our collective bargaining units across the county at the negotiations table including APT, Blue collar, Social Services, Clerical, PCHU, PHN, and EH.  They represent the submission of 3,700+ worker surveys and voices. They reflect a collective workforce dedicated to adequate patient care and services. At the April 12, 2023 Special General Membership meeting, SEIU 521 members voted 97% in favor of approving our 2023 Bargaining Principles to guide our elected negotiations team. 

2023 Santa Clara County Bargaining Principles:

Download digital version.

County workers are united and committed to addressing the key issues that are impacting County workers’ ability to provide quality public services to the community. The chronic short-staffing county-wide affects the life-saving services our community relies on. From 9-1-1 dispatch in County Communications to the Health and Hospital System (HHS), Social Services, and Behavioral Health, among hundreds of others, our inability to fill vacancies and retain workers hurts our community patients and clients the most. County workers have always been essential; this was made clear throughout the pandemic. We are invaluable. Santa Clara County can address the vacancy crisis, and they can combat the decline in our compensation due to inflation and rising costs that hurt both workers and our community, which depends on our care and service. The county can prioritize greater career opportunities and workforce training and agree to end the double standard of reduced benefits and job security for the “extra help” who make up a growing share of the County’s workforce. Santa Clara County can care for workers just like we have cared for our community before, during, and will continue to do so.

  • Addressing critical Vacancies Across our County that Impact Services, Workload, and Morale
    While demand for services has increased over the past four years, new codes are not added, and existing vacancies are not filled, in departments across the County, putting more responsibilities and duties on existing staff.

    • Prioritizing realignments in key classifications experiencing unprecedentedly high vacancy rates and turnovers.
    • Reducing the abuse of mandatory overtime to address the increased demand for services while over a thousand full-time positions remain unfilled.
    • Investment in recruitment and retention differentials will ensure we are competitive in hiring and retaining the workforce.
    • Developing equitable hiring practices, including Merit System Rule changes, would recognize experience, streamline the testing and interview process, and provide more promotional opportunities from within.
  •  Investment in Quality Staffing Through Workforce Training, Development, and Promotability
      • Re-evaluate and revise workload standards to deliver better public services to clients while ensuring equity in work and policy development across our SEIU 521 unit.
      • Career development opportunities to promote pathways for permanent and Extra Help workers.
      • Investment in a proven and improved workforce training program that will support all SEIU 521 workers to participate in training programs and courses that can result in promotions within the County. Career path planning includes counselor guidance, childcare assistance, equipment loaner programs, and tuition reimbursement to support SEIU 521 workers.
  • Respect & Dignity for ALL
    • Establishing mutual respect in the organization is essential to a healthy workplace. The culture that exists in the County is filled with implicit biases, favoritism, intimidation, and a lack of communication. We aim to change punitive and disciplinary practices and implement a comprehensive training program for all county workers that informs and respects workers’ rights.
    • Eliminate the culture of systemic racism cultivated by the County, which preys upon worker fear and prevents workers from promoting and targeting our diverse workforce within our workplaces.
    • Respecting the experience of workers that have been with the County for years is of value to the County and our community.
    • Creating equal ground for stewards and labor relations to resolve worker issues, free from intimidation and retaliation.
    • Creating a more just and equitable telework policy to reduce the County’s carbon footprint and improve workplace productivity, efficiency, and morale where possible without impacting quality access to services.
    • Reduce contracting out of our Union jobs through a phased approach tied with workforce training and development, resulting in improved services for County residents and thousands of good union jobs returning to our community.
    • Investing in classifications across our County that work in high personal risk situations.
    • Demanding and creating real pathways for Extra Help to move into fully coded positions to help alleviate critical staffing needs.

We urge the County Board of Supervisors to prioritize our above mentioned principles as we enter negotiations. Santa Clara County can and must make safe staffing a reality; they can respect, protect, and pay county workers and lead a true recovery.

February 2023 Vacancy Report Release

Download the Complete Vacancy Report Here

New* County Financial Analysis

Santa Clara County Financial UpdateDownload

Contract Negotiations Updates + Proposals

NEW* – July 27, 2023 – Click here to see how the current wage proposals increase your wages.

In this section, you will find proposals exchanged between SEIU Local 521 and the County of Santa Clara. Scroll to view and download master table and unit specific proposals, as well as any Tentative Agreements (TA) reached:

Master (Main Table) Proposals From SEIU Local 521 to County:
Master (Main Table) Proposals From County of Santa Clara to SEIU Local 521:
Tentative Agreements:
SEIU Local 521 Bargaining Unit Tables:

Public Health Nurse (PHN):

APT:

Environmental Health:

Clerical:

Blue Collar: 

PCSU:

SSU:

Supervisor’s:

Santa Clara County TA SummaryDownload

Visit the TA Vote Central page to prepare for the ratification vote and more.

From the Negotiations Table – 6/28/23Download
From The Negotiations Table – 6/16/23Download
From The Negotiations Table – 6/9/23Download

This update includes:

  • Contract negotiations update
  • Final strike school in Gilroy, Tuesday, June 6
  • Strike authorization vote & your eligibility to vote

Fellow co-workers,

Please read the entire update as it includes important next steps regarding participating in votes and the latest wage proposals at the negotiations table.

Negotiations Update 

Since the start of our contract campaign and especially over the last several weeks, hundreds of county workers have continued to rise up across worksites and departments, speaking with one voice. Our priorities have been clear – workers need proven solutions that include meaningful wage increases, pathways to promotions, and staffing support.

Wages:

At the latest negotiations session this past week, our bargaining team received a counter proposal from the County, where we are finally seeing more on the terms of across-the-board wage than what we agreed to in 2020:

  • 4% in year one
  • 3.25% in year two
  • 3% in year three

Your collective effort across worksites is building leverage for us at the bargaining table, and while this is progress, we know it’s not enough for our members. The County has yet to offer realignments for most of the jobs where it’s desperately needed nor put forth proposals that address our differential priorities.

On pathways to permanency for Extra Help workers, we received a counter package proposal with language the County believes will address this priority. However, they have not agreed to anything that would give our co-workers more opportunities to advance. The latest proposal would actually block workers in most jobs from being able to transfer off their shift…by letting the County hire off the street for vacancies on days. They don’t seem to understand that the way to solve the vacancy crisis is to stop pushing good employees out the door.

While it’s clear that our collective action across all departments is making a difference at the negotiating table, we must continue to build up our pressure. We can win a contract that addresses the vacancy crisis and gives all workers a real opportunity to advance – but it won’t happen unless the County sees we are all ready to strike.

Our contract expires in less than 30 days on June 25. And during our last session together, your bargaining team voted in favor of formally requesting our members vote to authorize an unfair labor practice strike, if needed to stop the county’s bad faith bargaining tactics. We’re recommending a yes vote to authorize a strike, if necessary. This does not mean we are going on strike now, but it gives your bargaining team the authority to call for one if necessary.

We want to be very clear – we do not ever want to strike, but as we learned in 2019 and from fellow unions who’ve won across the country and state, we must prepare to leverage all of our collective power to stop unfair labor practices and win what we all deserve.

South County Strike School – Gilroy, Tuesday, June 6 

 

 

 

 

 

 

 

 

 

 

 

Hundreds of our co-workers have already taken part in the first three strike school sessions. The fourth and final session will take place in-person in Gilroy on Tuesday, June 6 from 6 p.m. – 8 p.m., registration is required by June 4.  

June 6 Strike School – Gilroy
Location: Hilton Garden Inn, 6070 Monterey Road, Gilroy, CA 95020
Time: 6 p.m. – 8 p.m
Click here to register.

Vote Eligibility & Strike Authorization Vote

The Unfair Labor Practice (ULP) strike authorization vote will begin on Saturday, June 10 at 10 a.m., and close at 1 p.m. on Thursday, June 15. To be eligible, you must have your contact information on file and be an active member. All membership cards must be submitted by June 7, 2023.

The strike vote will be conducted online via ElectionBuddy. There will be multiple opportunities to cast your vote electronically at worksite locations.

 IMPORTANT NOTES IN PREPARATION FOR THE ONLINE VOTE:

Preparing to vote on the strike authorization begins with ensuring you are opted in to receive union updates and ensuring you are eligible by being an active member.

Only active members are eligible to vote. We must receive your membership application no later than Wednesday, June 7, 2023 to be eligible; activate your membership by clicking here. 

We must have a personal email address and/or cell phone number on file with permission to text you. Without the correct information you will not be able to submit an online ballot via email or text. Update your contact information no later than Wednesday, June 7, 2023 here: https://www.seiu521.org/signup 

You may vote directly online using the links sent to your email or stop by at one of the in-person sites below if you need assistance or would like to cast your vote at a worksite.

WORKSITE VOTING DATES, TIMES, AND LOCATIONS:

If you have yet to submit your online strike commitment card, click here to commit today! We will continue to provide updates as they become available.

In unity,

Your SEIU 521 Santa Clara County Bargaining Team 

Included in this update:

  • Negotiations Update
  • Workplace Actions + Press Event Recap
  • Strike School Save the Date – Sunday, May 21 – 12 p.m. – 3 p.m.

Contract Negotiations Update

This week, we completed Day 7 of bargaining with the County, we are still seeing little to no movement in their proposals to address the staffing crisis that is hurting our coworkers and our ability to provide care and service to our community.  Until real investment proposals in our workforce are put forth, we will continue struggling to recruit and retain the necessary staff to help provide adequate care and service. Not only was our negotiations team fully engaged in bargaining, many of us, including fellow co-workers, spoke out during this week’s Board of Supervisors budget workshop hearings. We made clear that the recommended budget that is proposing to delete 20% of unfilled positions will only make matters worse. 

Read the media stories on the recommended budget and our union’s stance:

The County’s Proposals and Budget Release is Activating Thousands of County Workers

During this week of action across the county, more than 1,000 of our co-workers participated in some form of workplace action. There were dozens of marches on bosses in departments like SSA, County Government Center at 70 West Hedding, Sheriff’s, at every county hospital, Behavioral Health and Eligibility, Parks, and many more. 

On Wednesday, hundreds of us took part in two massive events. There was a worker rally and march at 70 West Hedding and a joint press conference at Valley Medical Center alongside fellow RNPA and Doctor’s from VPG. They were POWERFUL! We will need to continue pressuring the County to put forth meaningful wage proposals and contract language that support our member’s ability to provide for their families and serve our community. 

Save the Date – Strike School – Sunday, May 21 

As we draw closer to our June 25 contract expiration date, we must be prepared to be strike ready. This includes understanding our rights in the event a strike is called. Registration is now open for our first strike school session taking place on Sunday, May, from 12 p.m. – 3 p.m. Location details are still to be determined. Please RSVP to receive updates on the location. 

Contract Negotiations Update

In our latest bargaining session with the County this week, one theme was constant – management has no urgency to put forth proposals that directly address the growing vacancies. Their previous wage proposal of 3% per year was increased to 3.25%, but only for year one. In their own words, the County considers this a “very generous” offer and one they believe is a solution to combating the short-staffing crisis and the impacts of inflation hurting our members and community. We know our members agree this is not acceptable. In addition, the County is not agreeing to our shift differential, hazard pay, and telework proposals. They are pushing to remove all telework language from our contract and put all of the telework decisions in the hands of non-SEIU managers. Here are the latest proposals:

As we noted in our previous update, the latest April 2023 vacancy report from the County shows over 2,300 SEIU positions vacant, up by 237 positions since December 2022. It’s clear this trend is heading in the wrong direction. Your bargaining team agrees with our members across the county that their wage proposal in its current form wouldn’t even scratch the surface of being a comprehensive solution.

And to make matters worse, the County released its recommended budget, which outlines the potential deletion of 20% of current vacancies.

Prior to the release of the recommended budget, our union outlined our response in this press release: Santa Clara County’s Largest Union Warns Recommended Budget Could Continue Staffing Crisis.

“If we were fully staffed, patients wouldn’t have to wait as long in our Hospital System emergency rooms. I work at O’Connor at night when everything is an emergency. I try and make sure I have the operating room ready to go. If we were fully staffed, I would be able to go stock the rooms and keep everything ready, but the reality is that we aren’t, and the idea of deleting vacancies is alarming.”  

-Lori Lumphreys, SEIU 521 Member and OB Tech at O’Connor Hospital

Our continued workplace actions led by fellow members all across the county are growing every week. And next week, starting Monday, May 8, we’re turning up the dial with dozens more across nearly every county department as the Board of Supervisors conducts its annual public budget hearing. During these budget hearings, the Board will determine their final budget for the next fiscal year, including decisions regarding our wage increases and vacant positions.

This is our time to amplify our collective power and demonstrate we are united in our demands for what we know the County can and must commit to – prioritizing safe staffing through comprehensive wage investments.

JOIN AN ACTION NEAR YOU
The following actions vary in time; contact your Contract Action Team (CAT) member for more information.

In unity,

Your SEIU 521, Santa Clara County Bargaining Team

April 18, was our second day at the bargaining table, and we continued our presentation of comprehensive proposals that would address the vacancy crisis by raising pay and addressing the lack of career and promotional opportunities.  The county seems caught off guard by how focused and serious we are – with proposals on all the key issues that they need to respond to.

Call to Action  – It’s Time to Turn Up the Heat!

Our Contract Action Team met on Tuesday and heard the report.  We had a great discussion with reports from across the county about workers who have said enough is enough!  The bargaining team and the leaders in the field agree:  The county management won’t agree to the significant improvements that are desperately needed unless we show them that the majority of us are taking action and will strike if we don’t have a fair contract and an end to the unfair labor practices by June 25.

We cannot afford to wait till June. Here’s why:  The Board of Supervisors will be having their budget workshops on May 8,9, and 10; this is where they will discuss how much money will be available for our raises. We need to take action in all our worksites on all our shifts the week of May 8-10. Actions in every worksite and on every shift will show management and the Board of Supervisors that thousands of us are ready to fight if that’s what it takes to address this crisis. Come to the next worksite meeting in your area.  Don’t have a worksite meeting scheduled? SIGN UP HERE Want to get more involved? Join our CAT (Contract Action Team) Academy on Saturday, April 29, 9:00 am – 2:00 pm to plan these actions.  RSVP: https://bit.ly/CATACADEMY

SAVE THE DATE – CAT Academy:
Saturday, April 29, 9:00 am – 2:00 pm
In-Person at SEIU 521 HQ
2302 Zanker Road San Jose, CA

The time to join the fight is now, visit our campaign central webpage to sign up for upcoming worksite meetings and to obtain updates and alerts.

In unity,

Your SEIU 521, Santa Clara County Bargaining Team & Contact Action Team

Our commitment to being strike-ready is making county management take us seriously.  Today was our first day of bargaining, and the county was ready with an opening proposal that included wage increases of 3% per year and no take-backs on our pension or health insurance. We made it clear that 3% is not enough. We will need wage proposals that make up for the inflation that we have all suffered in the last 2 years. It’s clear they would like to get this contract settled, and they understand we won’t be letting them drag this out like they did in past years.

But they still don’t get the staffing crisis and, some of their proposals would actually make things worse. Instead of solving the problem of short staffing they are proposing taking away comp time…as if forcing us to work more hours is the solution to the problem. They also want to narrow the transfer band to only 10% – making it even harder to advance and fill vacancies from within.  And they are proposing removing all references to telework from the contract – making it even easier for management to force workers to come to the office when there is no business reason to do so. If they think holding workers back in low-paid jobs and denying telework and comp time is the way to solve the staffing crisis, they really DON’T GET IT! Too many people are already leaving due to overwork at dead-end jobs!

We can’t count on the management team telling the Board of Supervisors how serious the staffing crisis is and how they have failed to address it.  We will have to take action across the county to make sure the Board of Supervisors and the public understand the crisis is real and that we mean it when we say we will strike if we don’t have a fair contract and an end to county’s unfair labor practices by June 25.

Our Power Across Worksites Means Power at the Bargaining Table

What was clear from today’s first session was that the county feels very uncomfortable and is not prepared to confront the growing number of organized worker actions daily. Our message to the county was straightforward, there is a staffing crisis you and the entire Board of Supervisors are well aware of, and our members are united in their commitment to winning a contract that addresses the crisis by:

  • Making significant across the board raises a top priority in bargaining. (98% of those surveyed agreed)
  • Making additional increases for high vacancy/high turnover positions is a top priority in bargaining.  (87% of those surveyed agreed)
  • Making improved promotional opportunities a top priority in bargaining.  (85% of those surveyed agreed)
  • Making full benefits and permanent employment for Extra Help workers a top priority in bargaining.  (73% of those surveyed agreed)

Our bargaining demands reflect our bargaining principles as adopted by our members.  We are laser-focused on winning these demands by June 25, when our contract expires. This is why we understand that it will be vital to prepare to escalate NOW.  The Contract Action Team will have a special meeting to plan our next round of actions on Tuesday, April 18.  Stay tuned!

The next negotiations session is set for next Tuesday, April 18. Plan to purple up in solidarity. We will provide our next negotiations update as it becomes available. The time to join the fight is now, visit our campaign central webpage to sign up for upcoming worksite meetings and to obtain updates and alerts. (we encourage you to bookmark this site for continuous access)

In unity,

Your SEIU 521, Santa Clara County Bargaining Team

This past week our campaign for the raises and respect we need to address the County’s staffing crisis really heated up! A groundswell of workers are coming to meetings and actions to talk about what we need and what we are willing to do in order to win. This week alone, members across departments took part in sticker-up actions to demand the County end the staffing crisis and put forth raises immediately. Hundreds more took part in a day of action at Valley Medical Center (VMC) alongside RNPA nurses and VPG doctors where we hosted a joint press conference. On top of this, dozens of workplace meetings were held throughout the week. 

Our co-workers agree they are ready to fight for real solutions to the staffing crisis. We mean serious wage increases for all, additional realignments and differentials for jobs with very high turnover and vacancies, and major improvements to promotional pathways, among other major priorities.

MEETING WITH COUNTY CEO JEFF SMITH ON FRIDAY, FEB. 24

Our collective actions and unity to prepare for upcoming negotiations placed us in a position where the County is coming to us – they say they want to reach a settlement with raises and other possible improvements early.  They have not made any official offer but said that they would like to avoid a fight and our negotiations committee should expect a written proposal in the next few weeks. CEO Jeff Smith said their proposal would address critical pay and promotional opportunity issues.  Our bargaining committee made it clear that nothing is real until we see it in writing. We will look at any proposal and respond appropriately. In the meantime, we will continue to prepare for bargaining, stay focused, and prepare for a fight to lift up all workers and advocate for services and staffing for our community.  

 We know that at the end of the day, the stronger we are, the better the offer we will get from the County.   

WHAT YOU DO TODAY CAN CHANGE THE FIGHT TOMORROW

When we take collective action, county management takes notice. It’s going to take a whole lot more action on our part to win the changes that we need in order to do our jobs and support our families. 

What You Can Do To Join The Fight Today

As always, we will continue to provide updates as they become available.

In unity, 

Your SEIU 521 Santa Clara County Bargaining Committee 

Strike Ready Toolkit

The strike-ready toolkits below include materials that can be downloaded and shared with fellow Santa Clara County co-workers.

Strike school basics are materials shared during strike school sessions. Included is also our digital strike commitment card you may add your name to demonstrate you are ready to strike if needed, as well as, virtual Zoom backgrounds to use during county and union meetings.

STRIKE COMMITMENT CARD – Click here to add your name to our 2023 Strike Commitment card. Adding your name does not mean we are going on strike, but it demonstrates that you are willing to join your co-workers in striking if and when needed to win a fair contract. 

ZOOM BACKGROUNDS
Do you work remotely or join virtual meetings often? Stand in solidarity and show your unity by using one of three virtual contract campaign backgrounds during your meetings:

The following materials are meant for Santa Clara County members that have committed to or are interested in serving as strike captains. Strike captains will support their assigned worksites/departments in providing important updates to fellow members, preparing picket-line set-ups, and working with union staff to ensure all strike needs are met as preparation continues. Most of the documents below are best utilized in printed form:

Worksite Meeting Sign-up

The release of the 2022 Santa Clara County Vacancy Analysis made clear workers need to organize our workplaces to bring forth comprehensive solutions to the staffing crisis hurting workers and those we care for. We all agree county workers need more staffing, not a mass exodus, and not continued bandaids. Join your Santa Clara County co-workers who are already organizing workplace meetings. Are you interested in hosting or attending a member meeting at your workplace? Fill out the online form available below these photos to get started.

2023 Bargaining Survey

Now is the time for everyone to participate in the bargaining survey process.  Our elected county bargaining team, comprised of co-workers across all bargaining units, will use the results to develop our bargaining priorities and contract proposals. 

English Survey encuesta en español

Meet Your 2023 Santa Clara Co. Negotiations Team

Not Pictured: APT: Francine Gonzalez; Mike Kofnovec; Melanie Martinez; Lydia Reyes; Olivia Molina; Catrina Gomez-Mestaz. SSU: Marsha Porche; Mariann Waddel;

2019 Contract Campaign

Ratification Vote Results Announced, March 9, 2020

New Contract – Ratification Steps

  • On March 9, 2020, following 6 days of voting, 97.4% of votes cast by our membership unanimously approved the Tentative Agreement, the first step to ratify our new contract.
  • On March 10, 2020, the Santa Clara County Board of Supervisors took the first reading of the adoption of our Tentative Agreement.
  • On March 24, 2020, the Santa Clara County Board of Supervisors took the second and final reading of the adoption by videoconference.
  • The expected effective date for our new 4-year contract is March 24, 2020.
  • Everyone will see the 3% General Wage Increase, Realignments and Differentials reflected in the April 24 paycheck.
  • The Lump Sum payment for regular full-time employees will be paid on the April 24 paycheck. Employees signed up for direct deposit will receive the Lump Sum payment by direct deposit (same process as the normal paycheck).
  • The Lump Sum payment for Extra Help has been unfortunately delayed due to the COVID-19 pandemic. It is expected to be paid on the following paycheck, on May 8, 2020.
  • If the amount of your Lump Sum payment seems to be incorrect, contact your payroll department.

PAY RAISE CALCULATOR (learn what your raise and retro estimate will be)

Master Table and Units Agreement Overview Download
Raise ChartDownload

Feb. 27 – Strike Averted – Tentative Agreement Reached

After nearly 20 hours of negotiations on Wednesday, February 26, and Thursday, February 27, Santa Clara County and the more than 12,000 public sector workers represented by SEIU Local 521 reached a historic tentative agreement. The agreement comes on the brink of a countywide strike announced Sunday by county workers and follows nearly a year of ongoing negotiations that included workers going on strike for the first time in 40 years.

Feb. 24 – General Strike Announcement for Feb. 28

“The County is proposing eliminating the wage increase for June 2020 that they included in their Last, Best and Final offer of 2019,” said Janet Diaz, Patient Services Clerk at VMC and SEIU 521 Santa Clara County Chapter President. “This is not only illegal but a deliberate attack on the livelihoods of workers who not only serve the public but who are residents of this county. The Board of Supervisors must intervene to avoid a county-wide strike set for this week.”

Feb. 21 – Bargaining Update

On February 19, 2020, the County sent a new proposal to our union that was WORSE than the Last, Best, and Final Offer.

Feb. 10 – Bargaining Update

Our elected negotiating committee met with CEO Jeff Smith, COO Miguel Marquez, and the County’s management bargaining team on Sunday evening for six hours.

A coalition of members will be speaking at today’s hearing before the Supervisors’ closed session.

It’s more important than ever that members attend the Board of Supervisors’ Meeting on Tuesday, February 11, at 9:30 a.m. at 70 West Hedding St. (Board Chambers). 

Feb. 7 – Bargaining Update

Our elected negotiating committee met with CEO Jeff Smith, COO Miguel Marquez, and management on Thursday afternoon late into the evening and our team is scheduled to negotiate again with the County this coming Sunday, February 9th.

The Board of Supervisors will be meeting in closed session on Monday, February 10th and we expect that our contract will be a major topic.  

IT IS THE BOARD OF SUPERVISORS WHO ULTIMATELY DECIDE WHAT IS OFFERED TO EMPLOYEES.

Feb. 4 – Bargaining Update

Our elected negotiating committee met with Santa Clara County CEO Jeff Smith, COO Miguel Marquez, and the management bargaining team on Monday, February 3 and Tuesday, February 4. Management presented an improved proposal on Monday, but it was still far short of what we need for a fair and equitable contract. We were able to reach agreements on improved realignment raises for 20 more classifications as part of our overall negotiations.

We gave management a number of revised proposals and will be back at the negotiating table on Thursday, February 6. We continue pushing for more realignments and for our equity proposal to ensure that all our co-workers get guaranteed raises ranging from at least $1.00/hour raises at Step 1 to at least $1.20/hour at Step 5.

We are doing our best at the negotiating table, but all of our gains are due to what we are doing in the field at our worksites and to our continued willingness to strike if that becomes necessary to stop the County’s unfair labor practices (ULPs).

Jan. 29 – Bargaining Update

Our elected negotiating committee met this morning with Santa Clara County CEO Jeff Smith, COO Miguel Marquez and the county’s negotiating team.

  1. Jeff Smith made it clear that the county is prepared to offer more than what was in the “Last, Best, and Final Offer” in order to get a contract settlement.
  2. He said the Board of Supervisors had authorized the county team to change their position on realignments, including using realignments to address the issue of low-wage jobs that would get less than a dollar with percentage-based raises.
  3. He also said they wanted to meaningfully address the issue of the money that employees have lost because the bargaining has gone on for so long.  

The county team had prior commitments, so only 3 hours had been scheduled today, but they agreed to return to the table tomorrow (Thursday) at noon and work late into the evening.

It’s only due to the efforts of thousands of members in the field that we are even back at the table with the county willing to make an improved offer. 

Jan. 28 – Bargaining Update

Over the last several weeks, thousands of our co-workers have stepped up and taken action – Womxn’s March, daily worksite meetings, visits with Supervisors at offices and public forums including this morning’s Board hearing. There has also been lots and lots of stickers all over the county. As a result, the County contacted us asking to re-start negotiations on Wednesday, January 29.

Our member-elected negotiating committee will be there ready to work towards an agreement that will benefit our co-workers, our families, and our community. 

While we are hopeful that the County is prepared to start bargaining fairly, we know from experience that we have to be prepared for a fight. Nothing comes easy with Santa Clara County but we have proven collectively that we will not back down! 

Management needs to see that we are united and prepared to engage in actions up to and including a strike if they don’t offer a fair and equitable contract, as well as a resolution to the many serious unfair labor practices (ULPs). We need to be “Strike Ready” by February 12 – If and when we strike will depend on the progress we are able to make in talks with the County.

Jan. 21 – Bargaining Update

We had a tremendous turnout at Thursday night’s CAT and Strike Captains meeting. Our member leaders got the latest updates and talked about what we need to do to win a contract that will mean real EQUITY for SEIU 521 members – a lot more than what is being offered now. 

Members shared what happened in their meeting with Supervisor Susan Ellenberg.
On Wednesday, January 15, a group of our co-workers met face-to-face with Supervisor Susan Ellenberg to give her the opportunity to hear directly from our members who would be impacted the most by Jeff Smith’s proposals to treat frontline workers like second-class workers – all while offering managers and non-represented employees 20% in pay improvements over the next five years. 

Our members made it clear: we told her we have been without a contract for over 210 DAYS. We have waited long enough. We then asked if she would commit to joining Cindy Chavez and Dave Cortese in standing for equity for SEIU county workers.  SHE SAID YES! 

This is an important step, but it is not over.  We believe this means that now a majority of the board of supervisors will support making a better offer to our union when they meet in closed session on January 27 – and that would be progress – it would mean management would have to come back to the bargaining table with more money.  

Jan. 14 – Bargaining Update

The Board of Supervisors has offered managers 20% over 5 years, meanwhile offering us front line workers 15% over 5 years (3%/year and no retro).

WE DON’T HAVE TO ACCEPT THIS. HERE’S WHY:

  1. THIS PROVES THE COUNTY LIED when they told us that our proposal was “unrealistic,” and “unaffordable,” If that were true, they wouldn’t be able to make this offer to managers.
  2. WE CAN WIN A PUBLIC FIGHT. Now that the truth is out, the County supervisors can’t say they are worried about the budget.

What they are doing is clear: They are favoring highly-paid managers over the lowest-paid workers in the County. Their bargaining stance hurts women and people of color the most. It widens the gap between the haves and have-nots. We will win when we show them that they cannot hide from the ugly truth about what they are doing. Before they could say they were worried about the budget and we were asking for too much. Now our message is very simple: Front line SEIU workers are fighting for equity. Don’t put us further behind!

Jan. 3, 2020 – Bargaining Update

SEIU MEMBERS:  WE ARE READY TO FIGHT FOR OUR FAMILIES AND THE PUBLIC WE SERVE!

At our December 19 chapter meeting, strike leaders, CATs, and bargaining team members came together. There was strong support for the bargaining team’s decision to end voluntary mediation – we made a lot of gains on many important issues – but NOT when it comes to money.  And it’s now clear that it is the Board of Supervisors that is calling the shots when it comes to raises. They are the ones who have signed off on giving managers – including top Labor Relations staff – 11% more in their compensation in 2019 and 2020 while they offer SEIU-represented workers 6%.

Members from across the County AGREE that we need to take our fight to the Board of Supervisors – WHEREVER and WHENEVER we can.  We can’t let them hide from what they are doing, they need to be held accountable. This will mean taking action on short notice at public events, political action including canvassing and phone calls, reaching out to community groups – whatever it takes. And with mediation ended, we will be free to take strike action against the unfair labor practices that the County continues to commit. 

As we discussed at our chapter meeting, when labor relations offer big raises to managers, they get them as well. That’s based on long-standing past practice non-represented managers and labor relations staff will get all these improvements as well.  This shows that all the County’s claims about our proposals being “irresponsible” and “excessive” were really just a smokescreen. They wanted us to accept their Last, Best, and Final Offer months ago so it would be done BEFORE they gave themselves this big increase.  We didn’t play along and now we are positioned to fight for what is right and fair.

Our sisters and brothers in RNPA just won a tentative agreement along similar economic lines.  Unlike the managers, they were forced to mobilize for a strike in order to get a fair package. (They held their strike school at our offices.)  We expect to continue to work closely with RNPA as we move forward.

Dec. 19, 2019 – Mediation Ends Without Agreement; County’s Bargaining Stance Would Worsen Inequity in Silicon Valley

Rank-and-file members call on the Board of Supervisors to justify offering 6% to lowest-paid workers and 11% to managers over the next 2 years while County claims financial hardship.

After weeks of voluntary mediation between the County and our union, our bargaining team has ended mediation.

During mediation, we made progress on many issues, except the biggest one of all: achieving an equitable wage package that meets the needs of workers and the residents we serve. Instead, management has chosen to do the opposite – publicly offering managers 6% in year one and 5% in year 2 of a 5-year contract, but refusing to budge from 3%, 3%, 3%, 3%, 3% for us.  

Read the press release.

Read our letter to the County COO Miguel Marquez spelling out where we stand and why we have ended mediation.

Nov. 19 – We Demanded a Say in the RAIC Transition Plan, and the Board Agreed! 

For years we have raised concerns regarding the safety and well-being of children and our staff at the Receiving Assessment and Intake Center (RAIC). Together with community leaders, our co-workers turned out at the board of supervisors’ meeting on November 19 to speak about the RAIC transition plan and to present our recommendations. We want to make sure that the County includes our staff, foster parents, and our partner organizations in the transition process.

Oct. 31 – Dec. 19 – Voluntary Mediation

On October 31, 2019, Santa Clara County and SEIU Local 521 agreed to enter voluntary mediation. As part of the agreement, SEIU Local 521 suspended voting on the County’s “Last, Best, and Final Offer” (“LBFO”), as well as suspended all work stoppages. The County would no longer be constrained by its “Last, Best, and Final Offer” during mediation. Additionally, the County agreed to rescind its unilateral change to the sick, paid time off, and vacation leave policy.
“Our bargaining team believes that the Board of Supervisors and County would not have made this move if they didn’t want to reach a fair settlement. We are committed to working towards reaching a successful resolution during this mediation. If we can’t reach a fair settlement, we can and will exercise all our legal rights including our right to strike and to complete our vote on the County’s ‘LBFO,’ and publicizing the vote results,” said Janet Diaz, Santa Clara County Chapter President.

Oct. 25 – Press Conference at O’Connor Hospital


On October 25, 2019, we announced that we are ready to strike over unfair labor practices that threaten patient care. This time thousands of employees across the County committed to striking to demand that the County of Santa Clara immediately stops committing Unfair Labor Practices (ULPs) that threaten patient care at O’Connor Hospital, St. Louise Regional Hospital, and De Paul Urgent Care Center. When the County of Santa Clara acquired O’Connor and St. Louise Hospitals, management promised continuing employment – and the stability of patient care that would bring. Now the County is making more promises but refuses to negotiate in good faith with SEIU 521 union members over those promises and to make them enforceable. The County’s illegal and unilateral changes in job requirements and working conditions have all contributed to a deteriorating situation for hospital workers that puts the health of underserved patients at risk.
MEDIA COVERAGE: 
NBC Bay Area news article; video clip
San Jose Spotlight: Workers say Santa Clara County botched transition after buying new hospitals

Oct. 22 – SJFRC Move/Closure Postponed

The San Jose Family Resource Center move/closure has been postponed pending further review for location options or potential stay by the Santa Clara County Board of Supervisors.

Oct. 2-Oc. 19, 2019 – HISTORIC STRIKE

County workers started to strike over unfair labor practices (ULPs) on October 2nd and for the first time in 40 years (excluding essential workers). The ULP strike was in response to the County’s reorganization of the Department of Family and Children’s Services (DFCS) without discussing the changes with the employees who do the work. The County’s reorganization plan included the closure of the San Jose Family Resource Center and many other changes that would negatively impact families and the workers who serve them.
During our strike, management presented on October 15 their “Last, Best and Final Offer” (“LBFO”). It was presented to our membership for a vote with a recommendation by the member-elected bargaining team to vote no.
STRIKE HIGHLIGHTS & MEDIA COVERAGE
Oct. 19 – Day 10 – Santa Clara County Libraries Close as Rolling Strikes Enter 10th Day – Mercury News
Oct. 17 – Day 9 – Largest Worksites at VMC and O’Connor Join ULP Strike: Mercury News | NBC Bay Area: video clip | KTVU: news article; video clip | KCBS radio clip | ABC 7 News | Palo Alto Online | Telemundo 48
Oct. 16 – Day 8 – Despite County’s Last, Best and Final Offer, Workers’ Back On ULP Strike Line: NBC Bay Area | KPIX 5 CBS | San Jose Spotlight 
Oct. 11 – Press Conference Announcing New Union Proposal Ahead of Board of Supervisors’ Closed Session
Oct. 9 & 10 – Strike Activities Postponed Following State of Emergency Regarding PG&E’s Public Safety Power Shutoff (PSPS)
Oct. 9 – Day 7 – Public Health Nurses, Clinic Workers, Workers at District Attorney’s Office, Courts & County Administration & Many Others Join ULP Strike: CBS NEWS 
Oct. 8 – Day 6 – Workers from 9 Worksites Join ULP Strike: Palo Alto Online
Oct. 7 – Day 5 – Workers from 7 Worksites within the Social Services Agency Join ULP Strike: Mercury News | NBC Bay Area | KPIX5-CBS | SF Gate 
Oct. 5 – Day 4 – 911 Dispatch Employees & Park Workers Join ULP Strike.
Oct. 4 – Day 3 – Employees at East Valley Health Clinic and Gilroy Health Clinic Join ULP Strike
Oct. 3 – Day 2 – Employees at Multiple Clinics & Facilities Join ULP Strike: Mercury News | SF Gate | NBC Bay Area | KTVU | San Jose Inside | KPFA
Oct. 2 – Day 1 – For the first time in 40 years, we went on an Unfair Labor Practice (ULP) strike to protect services for children, low-income families, and seniors in our community: Mercury News | San Jose Spotlight | San Jose Inside | NBC Bay Area | ABC 7 News | KCBS Radio | Kron 
Here are a few photos:

Sept. 26 – “Why We Are Striking” Press Conference

Over 600 Santa Clara County rallied together at 70 West Hedding from all across the county on September 26, 2019, to show that we are united and ready to strike when our bargaining team makes the call. We held a press conference and took our message straight to the office of CEO Jeff Smith. We made it clear that we are going on strike because the County has continuously broken the labor law. We called CEO Jeff Smith out for refusing to bargain in the best interest of our co-workers, our families, and the residents we serve. MEDIA COVERAGE: Watch Telemundo 41 Coverage | Watch NBC Bay Area Coverage | Read the SJ Spotlight Feature

https://www.facebook.com/SEIU521Region1/videos/1679775102157152

Sept. 19 – Civil Disobedience

MEDIA COVERAGE: Univision | Telemundo | San Jose Spotlight

https://www.facebook.com/SEIU521Region1/posts/2370272673010700

Sept. 9 – South Bay Labor Approves Strike Sanction

On September 9, 2019, the South Bay Labor Council made up of 101 unions and more than 100,000 union members approved our strike sanction authorization UNANIMOUSLY. We will not be alone in our fight to protect the vital needs of our community.
Watch the video on Facebook.
MEDIA COVERAGE:
NBC News – County workers poised to strike – September 10, 2019 |
San Jose Spotlight – South Bay labor leaders sanction strike of thousands of Santa Clara County employees – September 10, 2019

Aug. 23, 2019 – Members Authorize to Call Strike

Since April 2019, Santa Clara County management has refused to deal fairly with our 11,000 County workers. ​On August 23, 2019, members counted thousands of ballots where our bargaining team was authorized to call a strike if we do not see any significant movement from the County.
MEDIA COVERAGE:
The Mercury News – Santa Clara County workers vote to authorize strike – August 24, 2019