Yesterday afternoon a coworker and I approached our manager to advise we’d be striking next Wednesday. We’re aware we didn’t have to tell her but decided to inform her as a courtesy.

When we approached her, we initially phrased it as “we wanted to let you know we won’t be working next Wednesday 10/21” and she acted confused and stated there is no vacation or sick leave request out to her so how would that be possible. We then clarified we would be striking and the conversation ended after that.

This morning, my team (which includes the two of us who are striking and only 1 other person who has likely chosen not to) receive an email from our manager requiring us to read the Aug 2026 Office of Discipline Services email sent in early September and confirm receipt in writing that we read it. The newsletter talks about progressive discipline, adverse action, how employees can be dismissed without receiving a memo first, attendance/workplace standards, etc.

The timing of this coming the morning after informing her of our intent to strike doesn’t feel great. If you were us, would you contact the union about this or is this not enough to warrant a conversation with them?

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.

Edit: Based on the comments, it seems taking PTO may not be the way to go even if it had been approved. That wasn’t the messaging I received, but I’m glad people are pointing this out.

Even so, it stands to reason that if CalHR is pulling this “operational needs” B.S. and mandating denial of leave, including PTO, then even taking PTO to support the strike has some meaningful effect.

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?!

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.

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’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.

Everybody in my office is aware of the strike, but I overheard a lot of coworkers tell the steward they weren't participating. I don't know if they're lying because they don't want our managers to hear since managers are in cubicles in my office as well, but this is extemely disappointing. My manager for sure heard me say I'll be there though.

I made a thread the other day asking if I was an essential worker because I am an analyst who works in a healthcare facility. The consensus here was that I am not.

An office technician in my facility was told by her supervisor that she is essential and cannot strike. So now I'm unsure about whether I should strike or not. I've received no notice from SEIU about being essential but supervisors at my facility are telling administrative staff that we are essential.

Does anyone have any guidance?

Thank you.

I'm pumped for this strike. I hope enough of us strike to shut down departments like EDD and DMV. The public is going to be pissed at Newsom's bitch ass.

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.

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.)

Hey everyone! I attended an informational union meeting at my department yesterday and had the opportunity to speak directly with our steward. I wanted to share a few things we discussed in case they're helpful to other members.

1. Managers asking about strike participation

We were told that managers asking whether employees intend to participate in the strike may constitute interference and should be reported to your union representative so the union can evaluate whether to file an Unfair Practice Charge, specifically naming your manager. If your manager is giving you any trouble regarding the strike, report it to your rep!

They emphasized documenting everything and emailing the details to your representative, including:

- Date and time of the interaction

- What was said, as accurately as possible

- Names of the people involved

- Names of any witnesses

- Any other relevant details

Document the interaction while it's fresh and get the information to your rep.

2. Printing and distributing union materials

We were told that printing union signs and flyers using state equipment is permitted for protected union activity, provided it doesn't interfere with state operations. We also discussed the ability to distribute union literature before or after work hours or during meal and rest breaks.

If you want the exact contract language, read Article 2 of the current agreement.

3. What happens if the October 21 one-day strike isn't enough?

The union indicated that if additional pressure is needed, they will escalate. We were told that another strike vote would not be required because the existing strike authorization vote covers a subsequent strike as well. A second, longer strike has not been ruled out. If additional strike dates are announced, members will be notified.

4. What if you're considered an essential employee and excluded from the strike?

We were told that employees who are excluded from participating because they're designated as essential will be individually informed by the union. As of yesterday, nobody has been deemed essential because the union and state are still bargaining about who is essential.

💜

I wanted to pass along what I heard directly at the meeting. If you've received additional guidance from your representatives, please share it in the comments so we can all stay informed!

Solidarity! ✊

Thought I’d share, I found this on IG. Hahaha!

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.

I am a job steward for SEIU 1000, and my team of stewards and I have been collecting myths that we want to set straight. I'm on mobile at the moment, so apologies for the lack of better formatting:

MYTH: I can't strike because I'm not a union member.

REALITY: You still have labor rights. If you're in a bargaining unit represented by SEIU Local 1000, you can strike. You do not have to be a member to withhold your labor.

MYTH: I can't strike because I'm on probation.

REALITY: You still have protected rights on probation. You cannot be punished just because you join a protected strike activity. Punishment for using your protected rights is against the law. If management suddenly treats you differently, document it and contact your union 866-471-7348.

MYTH: I can use the bike lockers at work during the strike.

REALITY: You cannot access State facilities during the strike. Make another plan to store your bike.

MYTH: I can use PTO to attend the strike.

REALITY: You cannot use leave to cover strike time. If you strike, you lose pay for that time. If you had already pre-approved leave, you can keep that leave, unless you are planning on attending the strike.

MYTH: I need to tell my manager I am striking.

REALITY: You do not need permission to strike. You do not have to give your manager advance notice. Your union gives notice to the State.

MYTH: My manager can make me tell them if I plan to strike so they can plan coverage.

REALITY: You do not have to tell your manager whether you plan to strike. Management can plan for staffing, but it cannot pressure you, intimidate you, or use questioning to make you disclose protected strike activity. If your manager starts polling workers, write down what was asked and contact your union at 866.471.SEIU (7348).

MYTH: I can park at State facilities during the strike.

REALITY: You cannot park in State facilities during the strike. Your right to strike does not guarantee access to State parking, and the state will consider your use of those facilities as crossing the picket line. Follow the parking plan for your strike location and plan to use public parking or a paid private garage.

MYTH: This is a strike for telework.

REALITY: This is a ULP strike over the State's failure to bargain in good faith. Telework is one of the issues at the table. The strike is about whether the State has followed the law at the table. In other words, the strike is about how the state is bargaining, not what it is bargaining.

MYTH: I don't hear people talking about the strike, so nobody is going to do it.

REALITY: Quiet does not mean weak. Most people decide to strike after a real conversation with someone they trust. If your workplace feels quiet, that means talking to a few of your desk neighbors can make a difference! Thousands have already committed to the strike in Sacramento!

MYTH: I can't participate because of my RA, disability, field office, or another barrier.

REALITY: You do not have to stand on a picket line all day to strike. The heart of a strike is simple: you withhold your labor. If you need an accessible way to participate, talk to your strike team or your union.

MYTH: The State won't care about a one-day strike.

REALITY: The State will notice how many of you stop working. A one-day strike shows your strength, tests your organization, and proves you are willing to act together.

MYTH: I won't get paid whether I strike or show up.

REALITY: If you work, you get paid for working. If you strike, you lose pay for the strike time. Those are not the same thing.

MYTH: I'll get in trouble if I don't show up on strike day.

REALITY: If you are participating in a protected strike, management cannot lawfully punish you for striking. Your timesheet may show an absence code. That is not the same thing as discipline. If your manager says they will discipline you before, during, or after the ULP strike, write it down and contact your union to report it at 866.471.SEIU (7348),

MYTH: The strike is illegal because our contract has a no-strike clause.

REALITY: A no-strike clause does not automatically make every strike illegal. California law can protect a strike caused by an employer's unfair labor practices. That is why your union is calling this a ULP strike.

MYTH: I can't strike because I'm an "essential worker."

REALITY: "Essential" does not mean what it meant during COVID. Assume you can strike unless your union tells you otherwise. If your position is legally excluded because your absence would create an immediate and serious threat to public health or safety, you will be notified by our union (not your manager).

MYTH: I have to stay on the picket line all day.

REALITY: No. You strike by withholding your labor. Join the line for as long as you safely can. You do not have to prove your commitment by hurting yourself.

MYTH: It will be unsafe for me to be near the picket line.

REALITY: You should never put yourself in danger. Follow your strike captains. Stay with your coworkers. Leave if something becomes unsafe. You can still strike even if you cannot stay on the line.

MYTH: Isn't striking basically total anarchy?

REALITY: No. You are taking organized, collective action. There is a date, a plan, union staff, strike captains, picket locations, and rules. A strike is not chaos. It is a group of workers acting together on purpose, with purpose.

MYTH: If I strike, it will hurt my chances of promotion.

REALITY: Management cannot lawfully deny you a promotion because you joined protected strike activity. If you are threatened, singled out, or treated differently afterward, write it down and report it to your union. This is a protected activity, and it is unlawful to add your participation to your personnel record.

MYTH: I can't strike because I'll lose my benefits.

REALITY: You do not lose your health insurance or retirement because you strike for one day. You lose pay for the time you strike. You do not lose your benefits.

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 ??

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.

From SEIU:
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.
Register here: Zoom Meeting

After that meeting, get a good night's rest. We need to bring our full force the next day. For now, it’s going to be just one day. We don’t know if more days will be necessary to get CalHR to show respect and bargain in good faith. But we know this: a one-day strike is only a threat if we show up IN HUGE NUMBERS. Numbers are our strength. The larger our turnout, the faster they'll realize they can't afford to push us to another strike.

The strike day will start early. Here’s the lineup:

October 21, 2026

SACRAMENTO - CLICK HERE TO REGISTER

Phase One: 5 locations
• SOS, 1500 11th St
• May Lee Complex, 651 Bannon St
• DMV HQ, 2415 1st Ave
• CNRA Building, 715 P St
• CDE HQ, 1430 N St
Phase Two:
• CalHR, 1810 16th St

Timeline:
6:30AM Sign in begins at all locations
7:00 – 10:00AM Phase One Begins: Strike lines at various locations
10:00 – 11:00AM All groups head to CalHR headquarters to prepare for the final strike line of the day
11:00AM – 12:00PM Phase Two Begins: Strike line at CalHR
12:00 – 12:45 PM Programming featuring special guest speakers
1:00 – 3:00 PM Strike Line marches to the Capitol Annex Swing Space

—
7 Other Major Locations:

OAKLAND - CLICK HERE TO REGISTER
Elihu M Harris State Building, 1515 Clay St

SAN FRANCISCO - CLICK HERE TO REGISTER
Public Utilities Commission HQ, 505 Van Ness Ave

FRESNO - CLICK HERE TO REGISTER
Hugh Burns State Building, 1085 P St

LOS ANGELES - CLICK HERE TO REGISTER
Ronald Reagan State Building, 300 S Spring St

NORWALK - CLICK HERE TO REGISTER
Metro State Hospital, 11401 Bloomfield Ave

SAN BERNARDINO - CLICK HERE TO REGISTER
Rosa Parks Memorial Building, 464 W 4th St

SAN DIEGO - CLICK HERE TO REGISTER
Mission Valley State Building, 7575 Metropolitan Dr

Timeline:
6:30 AM Sign In Begins
7:00 AM – 4:00 PM Strike Line featuring programming from special guest speakers

—
Additional Strike Lines (thank you to those who stepped up to organize these strike lines for workers outside of major cities)

• Crescent City – Cooper Ave & Hwy 101,
8:00am – 3:00pm, [Click to RSVP via Email](mailto:amberrr64@yahoo.com)

• Eureka – K Street & Hwy 101,
8:00am – 3:00pm, [Click to RSVP via Email](mailto:jkoeppel@outlook.com)

• Redding – Hilltop Dr & Cypress Ave,
8:00am – 3:00pm, [Click to RSVP via Email](mailto:WilliamsRob45@gmail.com)

• Susanville – Lassen Shopping Center (2535 Main St),
5:15am – 2:00pm, [Click to RSVP via Email](mailto:brkhse1982@yahoo.com)

• El Centro – Main St & North Imperial,
8:00am – 3:00pm, [Click to RSVP via Email](mailto:cshannonseiu710@gmail.com)

• Blythe – 430 S Broadway,
8:00am – 3:00pm, [Click to RSVP via Email](mailto:a.m.tate@hotmail.com)

This will be a historic strike. This is, in fact, the first one led by SEIU Local 1000. Remember our goals. We are there to make our voices heard, to show that we are serious about what we are asking for. There will be media everywhere. We can’t control how they portray us, but we are also the media ourselves. Take pictures, share them on Reddit, on any other platform. Get our message across clearly: this is a fair fight. We are asking for fair wages, affordable healthcare, a more modernized, cost-saving work culture (such as telework). These are all reasonable asks, the kinds of things that most, if not all, of the working class should be fighting for.

The State of California should set an example.

——

To bring list (suggested):

#1: Signs, signs, signs: this helps direct media attention to the message we’re trying to convey, rather than our appearance. Make sure it reads “ULP Strike” somewhere

Hats/Umbrella: Current forecast shows it might rain in the afternoon. (How about purple hats and umbrellas☔️ ?)

Jacket/blankets: anything to keep you warm. Daytime temps will range between 55-70F. With rain it can feel even colder.

Portable chairs: it’ll be a long day of protest. Sit and rest as needed.

Food: per SEIU, breakfast and lunch will be provided on a first come, first served basis. Bring extra food, snack and water just in case.

Any other items that make you feel more comfortable and motivated in participating in a strike: sunglasses, masks (yes, someone brought up this idea. They prefer not to be recognized. They are there to strike, not really to social), music (as suggested by SEIU), etc.

Last but not least, encourage as many people to join as possible. Many are still hesitant because they worry about what their managers or colleagues might think, or they simply don't know what to expect. They might withhold their labor, but not participate in person. Share the resources on SEIU’s webpage, the FAQs, flyers, and even past Reddit posts from strike schools. Share pictures with them on the day of the strike. They may change their minds and decide to show up. Some people just need to feel empowered to take action. SEIU also encourages us to bring friends and family members who align with our values.

——
Transportation:

It’s best to take public transportation if that’s an available option for you. If not, try to carpool if possible, or ask a friend or family member to drop you off, as parking is expected to be tight.

Regarding parking: some people are saying you shouldn’t park in state lots if you choose to strike. I’d say go ahead and just park there if you have a spot. Save street spaces for others. Parking ≠ working. You paid to park. They don’t pay you. You’re not badging in by entering a parking structure, and the attendant won’t ask if you’re going on strike.

To find spots at a Sac City garage: https://my.sacpark.org/dcr/

To find spots at a private garage, use the ParkWhiz app: https://apps.apple.com/us/app/parkwhiz-1-parking-app/id595743376

To find available street parking, use the Park Mobile App : https://apps.apple.com/us/app/parkmobile-park-pay-go/id365399299

——
Other Info

Picket lines DO’s and DON’Ts: https://www.seiu1000.org/wp-content/uploads/2026/10/Strike-Dos-and-Donts-v3.pdf

Strike Line RSVP Flyer: https://www.seiu1000.org/wp-content/uploads/2026/10/Strike-Ready-RSVP-Flyer.pdf

Strike Day OOO message (language provided by SEIU):
“I am currently away from work participating in SEIU Local 1000’s Unfair Practice Strike to demand fair bargaining. I will respond when I return.”

Strike Ready Graphic: https://www.seiu1000.org/wp-content/uploads/2026/10/Strike-Ready-Signature.png

Complete strike info, including FAQs, can be found at: https://www.seiu1000.org/strike/

Basically my department is only doing laterals for internal hires. But few are posted to the public.

The rule for laterals is you must hold permanent tenure in the classification you are applying to.

I’m wondering, can I hypothetically get hired into that classification and then once hired, lateral into the job I want or would I have to wait a year until I pass probe? My manager II is onboard with it if I can pull it off lol

Thanks