On June 2, 2026, your UPE bargaining team met with Labor Relations and members of management to discuss the implementation of a new time clocking and scheduling system. The purpose of these meetings is to identify any potential impacts on “terms and conditions of employment” for our members at the Treatment Center. During the discussion, one potential concern was identified regarding clocking in and out for breaks and meal periods. This issue relates to SB 1334, which is i

Greetings, union brothers and sisters, Your 008 negotiations team met with the department over the proposed implementation of a new process they are calling the (CDIL) County Duplicate Impact List. This is a list comprised of cases that have been identified as duplicates in the county of the Golden Record. The department states that they receive 60-70 cases per day with duplicate person(s) associated with it. There is a backlog of a few hundred cases that need to be process

Greetings, union brothers and sisters, Your 008 negotiations team met with the department regarding the implementation of ABAWD requirements effective June 1, 2026. At our request, the department provided a guideline or “script” to assist workers in eliciting responses from clients in order to meet an exemption per HR1 requirements. UPE felt that some of those suggested questions could lead clients to request resources based on their answer. The department agreed and will b

Greetings, union brothers and sisters, Your 008 and 005 negotiations team met with the department over the implementation of CORE. UPE continued to try to convince the department to offer additional training in a traditional induction-style classroom. The department is proposing that HSS staff take 5 days’ worth of WBTs (web-based training modules) at their desks, followed by a week of self-taught case practice. Not only is this style of training inadequate, but much of the

On May 19, 2026, UPE met again with DHA regarding ongoing issues at Susie Gaines Mitchell (SGM). UPE again brought up the lack of interview space. The Department stated that they recently added another CSR interview room. The Department also made clear that no interview rooms are assigned to individuals, with very few exceptions. UPE requested that the Department place reserved signs on the doors of reserved rooms to avoid confusion among staff. Nearly all rooms are assigned

Greetings, union brothers and sisters, Your 008 and 005 bargaining units met with the department again regarding the proposal of CORE. We continue to fiercely advocate for much longer training than what the County is offering for Cal Works. We made several proposals to expand the duration and to add additional content. The department did agree to hold our members harmless for 1 year as it relates to errors and omissions, and 6 months if members fail to keep up with their ass

Greetings, union brothers and sisters, Your 008 and 005 negotiation team met with the department regarding CORE. A pattern is emerging: the department continues to arrive at these meetings with unrealistic timelines and expectations for implementing this major overhaul of our operations. The most offensive and insensitive proposal the department made is that all MACF workers will be cross-trained in CW for a mere 2 weeks. Of the proposed 2 weeks being offered, 1 week is virt

UPE met and conferred with representatives from the Department of Finance regarding the class study for Collection Service Agents. As a part of the study, the Department is planning to create a new entry-level classification called the Collection Service Clerk. This position is designed to provide people without collection experience a chance to gain experience while working at Revenue and Recovery. This would then allow them to promote to Collection Service Agent. The new po

Greetings UPE sisters and brothers, Your UPE 008 team met again with DHA management on 5/1/26 regarding ABAWD/HR1 changes to the CF program. Department management agreed to several of UPE’s proposals to hopefully lessen the impact of the massive HR1 changes: Workers will be held harmless for 6 months for errors and omissions due to the newness of the program changes. Workers will be given discretion to decide which customers are “obviously unfit for employment” under the new

On April 17, 2026, UPE 005 representatives met with Sacramento County over four new proposed County-wide policies: Incompatible Activities, Nepotism, Pre-Employment Checks, and a County Code of Conduct. Incompatible Activities requires members to disclose any outside employment that may conflict with their County employment. The Pre-Employment Checks relate to what criminal history information DPS can and cannot disclose to hiring Departments while considering new candidates.

On April 17, 2026, UPE 005 representatives met with Sacramento County over four new proposed County-wide policies: Incompatible Activities, Nepotism, Pre-Employment Checks, and a County Code of Conduct. Incompatible Activities requires members to disclose any outside employment that may conflict with their County employment. The Pre-Employment Checks relate to what criminal history information DPS can and cannot disclose to hiring Departments while considering new candidates.

Greetings, UPE 005 brothers and sisters! On April 23, 2026, UPE met with the County and Labor Relations to discuss the Financial Account Adjustment Policy. This is a new policy that covers financial adjustments that may be made by the accounting section. These duties include, but are not limited to, adding or reversing charges, assessing delinquency fees, and writing off uncollectable accounts. The policy also speaks to desk procedures being written, including, but not limit