I keep hearing one of my coworkers talk about how great the COVID days were because he could sit at home and play video games all day while getting paid. Honestly, that mindset bothers me.

I understand the appeal of working from home and I’m not against telework when it makes sense. But let’s be real: there are state jobs where productivity and accountability have been questionable for a long time.

If we’re going to be required to return to the office, then I hope the state uses this as an opportunity to invest in its workforce, improve accountability, and give employees meaningful pay raises. If the state can require us to commute, pay for gas, and spend more time away from home, compensation should at least be part of the conversation.

I also support keeping state jobs concentrated in the Sacramento region. State government is a major part of the local economy and I think there’s value in keeping those jobs and the economic activity they generate here.

I support Gavin Newsom and I’m not automatically against RTO. My view is that if we’re going to be in the office, let’s make the best of it, do our jobs, and push for better compensation

I have over one year as an Analyst II and two years as an Analyst I. I am interested in a Manager I position at another agency but have never been a Supervisor I.

Before state service, I volunteered as a nonprofit Team Leader for three years, working 20 hours per week supervising associates, deputy leads, and interns.

I also have retail supervisory experience.

Could this count as "Supervisor I equivalent experience" for Manager I minimum qualifications? How would HR evaluate the unpaid experience, and what documentation would I need?

CASE (atty/judge union) BU2 member here. CalHR has informed our managers that any leave request for 10/21 submitted after 10/8 will be denied due to “operational needs” and that we have to come in. This is a lie - the majority of us are able to take 10/21 off and have no operational need to work that day.

Please know many of us CASE members support SEIU, support the strike, and will not be intimated into submission.

As an aside, my agency in particular has shown itself to be hostile and retaliatory to those that are fighting for fair wages and telework, and that extends no less to us attorneys. There is no boot too shiny for our agency head, no bar too low for upper management, and no backbone to speak of for our supervisors. We’ve been fighting this good fight for well over a year and we’re not about to stop. When one union wins, we all stand to benefit. Solidarity matters.

See you at the picket line.

I’m just copying and pasting from the website, but I haven’t seen anything about this on here yet. Click the link to register.

On October 20, the night before we strike, we urge you to join us for a virtual Strike Day 101 session to learn more about how to prepare, what to expect, and address any last-minute concerns.

I was out on vacation before the strike was announced and will still be out past when the strike has happened. I do not want to be a scab. Is there anything I need to do?

I have already submitted timesheets. I tried to email the union and they basically said that since I was already out on vacation to just be ready for the next strike. Any advice would be appreciated.

I was on a LOA for several months unexpectedly. During that time I got a new supervisor and upon that supervisor starting while I was on leave, they requested access to my personal S drive on my desktop. I’m wondering how common of a practice it is for managers and supervisors to obtain access to personal files of staff when an employee is on a medical LOA, especially considering there is a separate shared drive for all program files. Our IT went through my desktop files and designated certain items to be shared via one drive link that mostly had no relevance to my work duties. I’ve been with the state 15 years, in leaderships for 5, and I’ve never heard of this happening when an employee has gone on a LOA, unplanned or not. So I would like to know if anyone else has experienced this.

I’m BEGGING y’all to stop using ChatGPT to create your event flyers. CalPERS, I'm looking at you! If I come in another day to an over saturated, same blown out bold rainbow font, all CAPS flyer about selling damn Banh Mi sandwiches I'm going to flip!

We're already operating outside of a contract...Do we really need to burn my eyes with this AI slop first thing every morning?!

hello any one know where I can pay to get a bilingual certification? my dept wont sponsor unless my job is more than 10%.

I hope all of you at CHP HQ in SEIU-represented positions are planning to strike next week on Wednesday, 10/21!

There is a strike line right across the street at the May Lee building from 7-10am, and then the CalHR rally and march from 11am-3pm. We need to show up and represent!

If you didn’t know, we made the newsletter due to our increased participation; let’s keep that energy going for the strike!

Don’t let anyone make you feel like you shouldn’t participate or talk you out of striking. It is our right to strike and we need to show CalHR we demand fair bargaining and a contract now!

(If you want to talk in person, dm me. We can go on a solidarity break or something.)

We know that the 50 mile exemption for RTO is optional for departments. Some departments are granting it and some have forced everyone back with no 50 mile+ exemptions granted.

Which Agencies are still honoring the 50 mile RTO exemption? And which are not allowing it?

For the departments that still have it, will low strike participation lead them to roll over, and bow to CalHR and governor pressure, and force those people to RTO 4 days/week?

The commute and parking costs are so high for even under 50 miles each way, and most people who are 50+ miles away are not going to be able to take advantage of the public transit.

Hi all, first time I post here but I got offered a position as a senior legal typist for the DOJ. From anyone’s knowledge, does it have a union? Any advice you guys can give me ??

Can I strike with y’all next week if I’m on maternity leave? Are there any consequences for this?

Hey guys I may take an IDR position in the IA investigations department. Anyone know what the cultures like there?

Like the title said. Could the approved vacation time be denied when an employee cannot finish their assigned work? And the reason for being not able to finish work was out of the employee’s control (i.e., third party’s response too late, etc)?

The department: EDD.
BG: 1

Striking WILL NOT affect promotions at all.

How do we know?

1. it’s illegal for the state to do that but we also have proof
2. CAPS scientists striked for 3 days, had AWOL on their timesheets and my wife is a former environmental scientist who promoted twice after striking.

First into a senior environmental scientist (rank and file position) and

Second, into a senior environmental scientist supervisor position at the State.

Upper management has also made my wife acting EPM 1 often when they are out of office.

There are plenty of other Scientists who striked in 2023 and also got promoted in the last 3 years as well.

Direct hiring managers ultimately just want the best candidate with enough relevant experience and who interviewed well.

That is all.

My division passed down information from CalHR that “couldn’t be put in writing” saying that if any non-rank and file staff call in sick on strike day, there will be disciplinary action unless you have a doctor’s note. I know excluded staff are supposed to remain neutral, but I don’t think you can just change your sick leave policy like that. A doctor’s note is never required for any other single day of sick leave. And if it’s not in writing, how is it being enforced?

My division also said that if the strike day is your regular office day, excluded staff still have to come to the office. They could have given verbal permission to WFH that day, but instead they’re licking boots and forcing staff to cross a picket line. I’m angry for my excluded coworkers who are being forced to go into the office when I know they stand with us.

I have 2 friends at management level positions at different depts each mention that this idea is getting mentioned at their meetings.

So for people currently looking for a state job, especially in broad classifications like an Analyst or OT, I would definitely broaden the search as much as possible and up the applications just in case.

No true crystal ball here, and didnt know if others have heard similar things so just wanted to relay something potentially relevant.

Apparently, Newsom and his minions want to stop the upcoming strike on October 21st. i think this was from a post earlier, However, if CalHR and rest of state leadership were to actually do their jobs and return to the bargaining table with the union to have a meaningful conversation and get a deal going, we wouldn't have to strike, right? The strike must go on. The cost of living is insane and we're all basically backed up against a wall while Newsom shouts from the top of the capitol building trying to direct state workers to help "revitalize" downtown. we don't have money for that.

Hi everyone,

I am preparing to apply for California State Accountant Trainee positions and would appreciate honest feedback about my competitiveness.

I am currently completing an M.S. in Accountancy with a 3.84 GPA. I have an 85% exam score so far and have applied for approximately 20 Accountant Trainee positions.

My experience includes cost estimating, budgets, invoices, procurement records, reconciliations, Excel, Power BI, financial documentation, cash handling, and customer service. I also have experience working in construction, retail, and operations.

I am open to entry-level accounting, Accountant Trainee, accounts payable, accounts receivable, and accounting assistant opportunities. I am willing to consider both paid and unpaid positions to gain accounting experience and build my career.

I would appreciate honest feedback about my resume and overall chances. Are there any weaknesses I should address before applying?

Thank you for your advice.

I genuinely don’t understand how reasonable accommodation works anymore. How can two employees with the exact same duty statement and similar job responsibilities have completely different outcomes? One gets approved to telework while the other gets denied.
I understand that medical conditions and individual circumstances vary, but where is the consistency, fairness, and transparency in these decisions?
At what point does this start looking like favoritism or bias? If RA is supposed to help employees with legitimate medical needs, why does the process feel so inconsistent?
Either establish clear and fair standards that apply to everyone or seriously reevaluate how this entire process is being handled. Employees shouldn’t feel like approvals depend on who they are or who reviews their request.
I’m genuinely frustrated. This is my rant!
Has anyone else experienced this? Have you seen employees with similar duties receive different RA decisions? What reasons were given for approval or denial?

My department's HR just schedulled 4 special sessions titled "Strike Guidance" for next week before Wednesday. It just made me chuckle.

I want to listen in since I got the invites but I'll probably get kicked out.

To clarify, I'm not a supervisor/manager. I somehow just got added to the sups and above email list.

I know that the question of striking is a matter of financial strain for many state workers, so I wanted to provide some quick math on what exactly you’re risking vs what the reward could mean.

Math based on example of current monthly salary of $5,000 (the difference will increase or decrease if your income is higher or lower, respectively)

Based on the 176-hour month of October 2026   

1 day of docked pay = -$227.27

Total net increased income based on 12-month totals of year over year raises for 3 years

Current state proposal (estimated for comparison): 0%/3%/*X% = +$4,527

 \X = 1.5% (average of 2-year proposal, state wants to renegotiate after 2 years instead of 3 as per usual)*

Current SEIU proposal: 7%/7%/6% = +$25,709.64 [+$21,182.64 over state proposal]

“Typical” contract: 3%/3%/3% = +$11,017.62 [+$6,490.62 over state proposal]

I wanted to lay out the flat loss and gains after 3 years to give people a 1:1 comparison of what you’re sacrificing vs what you have to gain by pushing the state out of their, frankly, dogwater proposal.

If you find this visualization eye-opening, please share with hesitant coworkers. The more people gone next Wednesday, the more fearful and cooperative the state will feel.

Being in office more has exposed the incompetent workers who do nothing all day - who don’t get assigned work because they can’t be trusted to do anything correctly, who stand around running their mouth all day hanging out in other people’s cubicles.

It is a slap in the face to those of us who actually work and have to pick up their slack while they float around the office doing nothing all day and playing in our faces.

The simple truth is that a lazy person will be lazy at home or in the office. It doesn’t make a difference. RTO sucks for those of us who actually worked from home and continue to work while in office. We are the real ones being punished.

I know we're not supposed to use vacation time but nobody's said what we're supposed to enter instead. The system won't accept it unless we put something for all hours.

I see a position open at this department and would like a testimonial on this department and if it’s worth applying to.

Due to conditions at my current department I may have to jump ship and look for a different job to better suit my needs and the position here seems like a good match.

What are your thoughts on DCSS?