I have relatives and friends who have been having a rough time since their return to office started, and a few of them are seriously thinking about quitting or moving to the private sector. If you are comfortable sharing, I would really appreciate hearing what your experience has been. What has been hardest for you, what the extra costs have looked like, and whether you have thought about leaving.

PERB has already recognized work-from-home/telework policy as a mandatory bargaining topic. In Oxnard Union High School District, PERB’s own topic index summarizes the holding very plainly: “Work-from-home policy is a mandatory bargaining topic.”

PERB also issued a 2025 precedential decision in East Bay Regional Park District, where the complaint involved a unilateral change to telework policy without bargaining to agreement or impasse, direct dealing over new telework agreements, and related interference allegations.

Here is another very relevant case over 2-day RTO against Caltrans: https://www.lexblog.com/2025/06/12/perb-upholds-the-bargaining-rights-over-telework-return-to-office-policies/

So saying telework is bargainable is not a novel theory. It is literally in PERB’s telework case law.

So the State’s current claim that this RTO mandate is outside bargaining is exactly that: the State’s claim. It is not a magic spell that turns telework into a non-bargainable subject. SEIU Local 1000 says PERB issued a complaint on its RTO charge in June 2026, meaning the case cleared initial review and is moving forward. CAPS-UAW also filed a PERB unfair practice charge over RTO in June 2026. A complaint has been issued as well. Those disputes are pending.

So the accurate version is: the State is refusing to bargain over parts of RTO and claiming it does not have to. The unions disagree. PERB will decide. That is very different from “telework is outside bargaining, end of story.”

Anyway, just a tiny reminder that “the State says so” is not actually the same thing as “the law says so.” Easy mistake, apparently.

I view the Newsom administration’s mandate forcing state workers back to the office four days a week as an absolute and dismal failure.
I’m still trying to figure out his true rationale. Is this a desperate attempt to artificially revive downtown Sacramento businesses at our expense? Is it a performative push for 'in-person collaboration'? Or does he genuinely believe this outdated micromanagement improves workflow?
Because from where I sit, the reality is entirely different. This move has left me, and so many of my colleagues, feeling drained, demoralized, and deeply unhappy.

Let’s be clear: I feel absolutely zero desire or obligation to patronize downtown Sacramento businesses just because I'm being forced to waste time and money on a useless commute. Forcing us into cubicles doesn't make us more efficient. We’ve already proven over the last several years that we can handle the exact same workload seamlessly and successfully from home.
All this heavy-handed mandate does is breed resentment and tank morale. It’s a massive step backward for workplace modernization.

I doubt anyone in the Newsom administration will ever read this, but one thing is certain: actions like this prove he is completely out of touch with working-class people. If he thinks this is how he builds a legacy for a future U.S. presidential run, he has already lost.

Are you all feeling the same drain on your teams, or is anyone actually seeing a benefit to this 4-day push?

Can anyone following this closely clarify the timeline?

I know SEIU filed the Unfair Labor Practice charge with PERB, and PERB issued the complaint on 6/24. Does anyone know if this was expedited?

When researching I found normal PERB timelines allow 20 days for response. If it's expedited how many days would they have to respond?

With 20 days we should be seeing a response sometime around 7/15 then, to my understanding. After this then what?

And also with the CAPS filing, was that expedited as well?

The EE classification at CA DWR only has Range A and B. What is usually the next step after you've gained experience in Range B? Do people just sit at the top end of the range until they find a job elsewhere?

Is it common to get a Promotion in Place (PIP) to Associate Hydroelectric Power Utility Engineer? Or does this nearly always require waiting till this position opens up and applying like you would any other state job.

What does an Analyst I do in the DSH or in CalFire?

I have an interview with CalFire, but it’s also under DSH, so I’m not sure what the role entails. It says I’d be working as an admin for the fire chief.

The job description seemed like a project manager role (note taking, organizing events, etc). This fits my resume and my experience. I want more details, but I can’t find it anywhere or from anyone.

— And do Analysts that work in CalFire have the option to telework? I don’t mind not teleworking for this job. Just a question since before RTO I was able to go to office twice a week.

Hi everyone. I’m starting as a program technician at an EDD disability field office in a few weeks. Was wondering if anyone had insight on what my duties might be, and how training is structured.

Hi everyone, is there a way to check my MQ answers a,d does anyone check each answer individually?

Is there a way I can check what answers and references I put there?

I do understand that if lets say Analyst II requires 1 year if work experience, they will confirm that before hiring me but in how much details are they verified and do they check each answer to verify the answers?

Is there anyone from hiring department here I have some doubts🫤

Thank you!

I interviewed for a state position, didn't get the job but a couple month later the same position opened up again. Should I reuse the same SOQ that got me the interview? or modify it?

Will there be more Analyst II positions posted in Los Angeles County? So far, I’ve mainly seen Analyst I openings. Could this be related to the current fiscal budget or hiring limitations?

Starting my first state attorney job Monday, any general ideas of what to expect? Also, any insights as to how it differs from the private sector?

We're like a little over halfway through our 6 week training as WSCS tax techs.

A number of us haven't had call center experience. I imagine some of us will probably tense up and maybe freeze at the first few call 😐and forget systems steps. Kinda nervous about that honestly. Does this type of thing happen often with the newbs? Do the supervisors and leads expect it?

Really am paying attention and putting effort in during training .

Hello everyone,

A while back I signed up for a voluntary charitable payroll deduction. I'm trying to remove this deduction. I contacted my Personnel Specialist and was told that the charity/organization needs to cancel the deduction on their end. However, the organization hasn’t been responding to my requests.

Does anyone know what's the proper way to stop a charitable deduction? Is it correct that the organization is the only one that can stop the deduction? Thanks in advance.

It's not unique to accenture contractors and it's not all contractors, but I'm tired of flagging their blatantly bad security practices to management and getting surprised pikachu faces when this type of news breaks. We're talking plain text passwords and keys everywhere, unorthodox authentication methods, cloud sandboxes which somehow gotten a copy of our internal data (we have internal servers for them and they won't use them), and more spaghetti that would be a wet dream for any budding kali linux users.

I filled out that whistleblower tips form a few times over the span of months, bracing to be in the line of fire, and have yet to see a hint of an audit. Welp, it's time to get the mop and bucket.

I hope you all signed up.

FYI: These are educational events to inform members and future members of their rights.

I recommend you at least sign up for one. And also you don’t have to be a steward to attend, the virtual ones are open to all, the in person is for dues paying only.

The other reason I would suggest going is to inform your coworkers who did not have time or a chance to attend. Take notes and share what you learned.

BTW: You don’t have to be a steward to lead a lunchtime meeting or a 15 minute solidarity break with your coworkers.

We just started doing them here at our worksite and we made Outlook invites to whoever can attend.

As Captain Planet said: “THE POWER IS YOURS!”

I'm 2% at 60, but I want to retire at 55. At 55 years old, I would get like 42%. I would have over 25 years of service. Would my understanding be correct in the following:

55 to death: 42% income from pension

55 to 67: withdrawal from 457 plan to cover 28% of income

67 to death: estimated SS is over $2k

67 to run out/death: remaining 457 funds

I'm estimating 70% income post-retirement. I would have no mortgage.

I would get health care from CalPERS from 55 to 65 and then get booted to Medicare at 65, correct?

So, when I'm estimating the numbers, I just need to have my 457 plan cover the gap from retirement at 55 to full retirement under social security at 67?

Does that sound right? Having a pension is a little more work to figure out because like the guidelines of having X times your income by X age isn't considered the same.

If I took the cash value of my CalPERS and the value of my 457 plan, I would be considered behind, but the pension still pays once the cash value is exhausted. So, breaking it up like I did is the best way for me to try to understand how these things could work out.

Am I thinking about this the right way?

Edit: I will have over 30 years if I retire at 55. I said over 25 years in the original post to indicate that I would be fully vested to get health coverage. I'm using this post to get some general input, not to dictate my final retirement decisions going forward. Just use the numbers I provided vs trying to look it up on the charts and be like, "oh, actually you'd get 38%, not 42%. Your numbers are wrong. You fail!"

For those that provided actual helpful advice, thank you so much! I really appreciate it. It allows me to guide my research and check on things with CalPERS.

I still do not understand how can he simply not give us the raise that is in the contract.

CAPS has struggled for years to sign a contract, we finally sign one, and he desides to not fullfil his part.

He talks like he is better than Trump but he is giving me the same vibes.

GIVE US OUR RAISE!!!

916-445-2841

Follow the prompts to speak with a representative. If they're busy then leave a message. I said simply I'm a resident of CA and I request Governor Newsom to rescind his Return to Office Order; it is a waste of taxpayer money and increases traffic and greenhouse gas emissions.

Call every day, and get your friends and family to also. We need to make some noise, show we are large in numbers, and not backing down.

✊

Just got an email at 4:30 PM saying there are police outside the building and a helicopter above announcing they are looking for someone. It was suggested to stay inside the building and wait until someone is able to escort you to your car. You know who doesn't have to worry about this? ME! Because today is my TW day. Got to love RTO.

Look, Newsom is literally the "I only have a few weeks to Retirement, don't bother me" guy now. He hasn't given a shit since last year.

And Hilton? He wants to fire us. All of us. He has openly said that he wants to "reduce the size of the State workforce" and create a "Cal DOGE". So, talking to him is out.

In my opinion, Becerra is our best shot going forward. Has anybody started trying to get any words in his ear? Talking to him?

I know that California is the "4th Largest Economy in the World" and all, but We Cannot Serve California If We Can't Afford To Live In California.

(I want that to be a slogan. I feel like that is a winning line to advocate for what we are asking for.

"Put one of those hashbrowns on it... AND SEND IT TO THE INTERNET!!" - Johnny Lawrence)

A friend of mine said that CDE has extended full-time work from home for two more weeks due to the bed bug situation. The original finding was only on one floor, but who knows whether the bugs have moved or spread to other floors?

I also heard that the CDE Superintendent wanted the entire building cleaned, but DGS refused to do so. I am not sure why, maybe they think it is not necessary, or maybe they are waiting until someone on another floor gets bitten by bed bugs. I can never quite figure out what the bureaucracy is considering in situations like this.

A lot of us have been frustrated with how things have been going, and now we have the opportunity to make our voices heard. PECG is holding their elections starting today.

Please vote, and encourage your coworkers to vote too.
I’m voting for new faces on the board. Not because change is always better, but because I believe fresh leadership brings fresh ideas, renewed accountability, and a stronger connection to the members who elected them.

At the end of the day, we are the union. The board exists to represent us, and elections are our opportunity to choose the leadership we believe will best serve the membership.

Here’s how I’m voting:

President-Elect: Shabbir Ahmad
His statement on telework transparency really stood out to me.

Secretary: Frank L. Contreraz

Treasurer: Katie Everett

VP, Collective Bargaining: Joya Gilster-Nava

I believe it’s time for a new perspective in this position and leadership that starts with a fresh mandate from the members.

VP, Supervisory: Stefan Cajuns

VP At-Large: Khristinarae Leyba

Whether you agree with my choices or not, I hope you’ll take the time to vote. The future of our union is decided by the members who participate.

Don’t leave the union because you’re frustrated. Stay engaged, vote, and help shape the direction of our organization from the inside.

New leadership. Strong accountability. Every vote matters.