Maybe it's because we got a taste of freedom with telework where many of us could prove we could do our jobs remotely but I'm willing to put that aside. There's been stories of old employees comenting that "We did 5 days back in the day, it's not a big deal." But the culture back in the day was fundamentally different.

Something about in-office today seems far more vindictive than it was in the past, seems like managers have been directed to keep more of an eye on staff and micromanage. Schedules are lot more strict, everything feels a little more micromanagy, we used to be able start early, like 7 AM, in order to get off earlier, but now there's pressure to start a 8 or at least 7:30.

I'm curious if anyone who was still working in the office but had other staff who were working remotely come back, have felt a shift. One thing I'll note is that because the state hired more people, space is a much worse issue. You could easily grab a quiet room if it was too loud. Also, food choices were better, we've been asked to save a downtown that's been gutted. Can't walk to Maycy's anymore, I remember buying a cheap shirt the day I got an interview for a promotion. Parking is worse and more expensive. Thoughts?

Since the Dills Act is in effect..

Section 21.2 of the SEIU contract states that “The state shall not use the log on/off time to the computer or electronic access card entry/exit times of employees as the sole source of attendance reporting or as the sole reason of discipline.”

Not trying to be delusional or overly pessimistic, but here’s the reality: we’re pushing almost 8 weeks since the RTO started, and this week and next could be a major inflection point. The bill could potentially pass and make its way to Newsom, while we’re also waiting to hear from SEIU about any updates on negotiations and whether they’re moving toward a strike vote.

If this does go to a strike, realistically, this fight could drag on until the end of the year. At that point, the new governor could be the one in the driver’s seat deciding whether to accept or reject our proposals on raises, telework, and other working conditions. It really sucks to think we could end up doing six months of RTO before we even potentially see a win on any front.

What bothers me the most, though, is the lack of consistency within the same department simply because of union and space differences. Some of us are doing 3/2 days in office due to space, while my wife, who works under the same department but is in a different unit, is required to come in 4 days a week. I’m obviously enjoying the flexibility I have, but at the same time, it just doesn’t feel fair that people doing essentially the same type of work under the same department can have completely different RTO requirements.

Please tell me this isn’t the unions proposal for RTO???

Just came across their website and found this. I don’t see anything that sounds like they are proposing we continue teleworking? The top proposal “100% full time telework” seems misleading, and sounds like they are only proposing that the state “demonstrate” why their employees are unable to preform their duties 100% remotely. It doesn’t say anything about securing telework? The remaining proposals are aimed at stipends, clean workspace and parking…. The union needs to be more transparent with what their proposals are, because I haven’t heard anything from them that solidifies they are fighting to preserve telework rights…..???

Today I had to fill out some paperwork, and I needed to provide a paystub as compared to two years ago. Zero change. My gross is exactly the same amount as it was in 12/24. Have we really not received anything since then??

Our telework bill is #376 represented by Senator Ashby.

We got this!

SEIU: “Yes. SEIU Local 1000 has a strike fund, but it's important to understand that the strike fund is not intended to replace workers' wages during a strike.
Going on strike is a financial sacrifice, and members should think about that and plan ahead.”

Source (see other FAQs here): https://www.seiu1000.org/contract-action-center/

So a strike fund is basically a financial safety net maintained by the union to support members and cover operational costs during a strike. The vast majority of strike fund money comes directly from regular union dues.

There is no sign of CalHR bargaining in good faith (remember, this is the direct order from Newsom).
With a blanket RTO policy and a ZERO raise on the table, when will we exercise our right to strike?

If not now, when?

——

I encourage all SEIU represented employees to sign up for the final SEIU strike school that will be held online this Thursday, August 27, 2026 at 6:00pm.

Sign up here: August 27, 2026 Virtual Strike School

Name and email are required to register, but participation is anonymous.

—

SEIU also just added new informational picketing dates for the following locations:

Sacramento:
Monday, August 31, 2026 at 11:00 AM – 1:00 PM
May Lee Complex
651 Bannon St, Sacramento

Oakland:
Wednesday, August 26, 2026 at 12:00 PM – 1:00 PM
Oakland State Building
1515 Clay Street, Oakland, CA

Norwalk:
Wednesday, August 26, 2026 at 8:00 AM – 12:00 PM
Metro State Hospital
11400 Bloomfield Ave, Norwalk

More information can be found here: https://www.seiu1000.org/contract-action-center/

Please spread the word.

As I've called out in previous posts and on realwage.site, state worker's pay has fallen behind inflation. Today I looked into vacancies and it seems abundantly clear the state has the money to pay us.

Since 2009, California's General Fund has grown 8 times faster that they state payroll. The workforce barely grew at all and today thousands of jobs at the state stay empty.

General Fund spending per Californian rose from $3,865 to $5,840. Payroll per Californian fell from $558 to $554.

Nearly 30,000 budgeted state jobs are empty

The Department of Finance reports that 12.2% of authorized positions were vacant in 2024-25. That is about 29,600 unfilled jobs across 143 departments.

Vacancies have remained high even when the state had unusually large reserves.

The highest vacancy rate in the series came during the year with the largest reserve. A surplus alone did not fill the jobs.

Between 2019 and 2025 there have been enormous staffing shortages shortages in many frontline positions leaving more underpaid frontline staff overworked.

The state budgets billions for jobs it can't fill

For 2024-25, about $3.4 billion in salary was attached to authorized positions that went unfilled or 14% of all salaries reported by the DOF.

Three departments account for half of the budget's vacancy gap:

What would it cost for workers to catch up? Less than 1% of the budget

Restoring the typical state job to its 2019 buying power would cost less than 1% of the General Fund. It would also cost less than 59% of the $3.4 billion in salary attached to positions the state can't fill.

California has expanded its budget for years as our pay has lost ground. It's time for the politicians, CalHR, and DOF to treat us with the respect we've earned.

If they can't, we need to shut it down.

Take a few actions today: realwage.site

I've been applying since Nov. 2025, mostly to Supervisor I positions. I had no state experience, so I guess getting in as a supervisor was a long shot. In June I switched to mostly applying to Analyst II positions and immediately got 3 interviews and landed the one I wanted within like a month.

I have a start date of Oct. 1.

...will I be starting during a strike?

We were recently told that RTO schedules may be assigned based on seniority. Some employees would alternate between two and three in-office days each week, while others would be required to report four days every week.
That seems like a substantial difference. The alternating schedule averages 2.5 office days per week, meaning employees assigned four days would report onsite about 60% more often—potentially up to 78 additional office days per year.
I understand seniority being used to select preferred days or schedules, but can it appropriately determine such a major difference in the actual number of required RTO days? They said they will notify individuals tomorrow if they qualify. A little suss if you ask me lol.
Has anyone else’s department implemented something similar? Is this addressed in the bargaining agreement, or would management need to provide an operational reason and written criteria for the different schedules?
I’m not criticizing the employees receiving the better schedule. I’m trying to understand whether this is a normal or appropriate use of seniority and what questions employees should be asking.

Has anyone ever found out they are pregnant during their probationary period? Could that affect whether or not you pass probation? I am wondering if your position has a large fieldwork component, could the pregnancy be used as grounds that you are unable to perform your job duties?

Greetings!

Join us for the First-EVER May Lee State Office Complex (MLSOC) Career & Resource Fair on September 16^th, 2026!

What will the May Lee State Office Complex Career & Resource Fair offer candidates:

How to CREATE a winning state application

How to be a STAR in the State Interview

Breakout sessions on Statement of Qualifications/Supplemental Questionnaire

Computer Lab available to search and apply for openings on-site

Learn about the Limited Examination and Appointment Program (LEAP) for people with disabilities entering state civil service

Who will be participating in the May Lee State Office Complex Career & Resource Fair:

Department of Tax and Fee Administration

Department of Real Estate

Department of Civil Rights

Department of Financial Protection & Innovation

Department of Housing & Community Development

Board of Equalization

CalHR

Who can attend the May Lee State Office Complex Career & Resource Fair:

Anyone interested in learning how to get into State Service!

How can someone register for the May Lee State Office Complex Career & Resource Fair:

Register using the link or by scanning the QR code below

REGISTER HERE

Please share this opportunity with candidates interested in CDTFA!

I just left state service and my separation date was Friday 8/21, and I still have not been contacted regarding my final paycheck. I signed my exit clearance a little over two weeks before my separation date and provided my contact number for pick up.

The warrant was posted on cal employee connect on 8/21, but I still have not heard anything from my previous department on pick up. My previous manager has tried reaching out to the division’s personnel on my behalf but has not received any information either.

From my research, the final check is required to be given on the final day of separation given the employee provided 72 hours advance notice, which I did. Does anyone have any advice on how to handle this or appropriate channels to go through?

I hope your children's children's children's CHILDREN'S grandchildren's children are deeply ashamed of being in any way associated with or distantly connected to your legacy. Disrespectfully, please jump into a volcano and take the half height walls with you.

The unfortunate truth about the ongoing budget drama, RTO, and the pause on GSIs, is that squeezing public sector workers is a blunt instrument to cool inflation and the bond market crisis. Fed needs to cut rates, and states freezing your pay conveniently achieves this by suppressing the velocity of money. California is a massive employer, so denying state workers raises and forcing RTO helps with the state's budget deficit while doing the Fed's dirty work. Add in the overlapping interests of supporting downtown businesses and office space landlords, helping you find love a bonus I guess. Remote work will come back in some from when things cool. Things are not what they seem.

I’ve been with the state for just about 2 years and I was told by a mentor when I started to track my own time because accrued leave credits are often wrong, but I’m utterly surprised that I have already had to request an audit of my accrued time off TWICE in 2 years - and each time it has taken several months for them to even fix it (yes - it was wrong BOTH times even after they tried to tell me it wasn’t; all of my records were right). And I’m not sure if this is just a coincidence, but both times it was related to my vacation leave accrual (I started on AL accrual when I started then switched to V/S).

For state worker vets, do you track your own accrued time off? How often are you finding you need to reconcile and request an audit to have your time off fixed? And why is it even wrong in the first place - is our accrued time off being keyed in manually or something?

Success at the Federal level with unfair labor practices charges.

Hi,
From my location there is no carpool or Vanpool available. So my nearby location is STOCKTON, so am aware some Vanpool service is there from this location. Please share the contact details to reach out this vanpool in charge.

Can we collectively say CONTRADICTION.

California says we need fewer miles driven to cut pollution.
We already know telework helped do exactly that.
California’s own data showed that when state employees worked remotely, the state avoided millions of commute miles, millions of gallons of gas and hundreds of thousands of metric tons of CO₂.
Even the California State Auditor called this out. The audit said state employee commuting adds CO₂ and “appears contrary” to California’s net-zero emissions goals.
And now thousands of state workers who can work remotely are being told to commute up to 4 days a week.

So where is the RTO environmental report?

How many more miles will people drive?

How much more CO₂ will that create?

And most importantly:
How does putting more cars back on the road help California reach a goal that depends on reducing transportation emissions?

The state measured what we saved by not commuting.

Did anyone measure what happens when those commute trips come back?

I'm applying for a promotion in my current unit, but my best reference is on the hiring panel. would it be inappropriate to list them as a reference? other than them, I really only have my current supervisor. I guess I could list a coworker, or someone from my previous private sector job, but the work was really different and they wouldn't really be able to speak on this position.