Realignment Agreement in CDCR

Dear Members,
An agreement signed by your union and the Department of Personnel Administration reflects the Brown Administration’s priorities as CDCR begins losing inmate population.  As realignment begins to take effect, the CDCR will be in layoff mode almost constantly for up to three or four years.  Transfers will be organized to allow surplus employees to move to areas with vacancies.  Total CDCR staffing will be reduced but not the degree the inmate population is reduced.  Current understaffing problems should be alleviated through realignment.  The prisons should become safer, less crowded and more stable than they have been in many years.  The total inmate population will not be able to rise above 137.5% of design capacity.  Prisons will become places for incarcerations lasting three years or longer and much less churning of the population will save resources that can be applied to more productive uses than processing a neverending flow of recidivists.  Hopefully, academic education, vocational training, substance abuse treatment and other rehabilitative programming that will help end the criminality of a portion of the chronically incarcerated population will be able once again to compete for space in the prison facilities and for money in the CDCR budget.
The SEIU 1000 Realignment Agreement is outlined on the website and part of the article is reproduced below.  There will be many additional questions that need to be answered about realignment and our rights in the process.  You may address those questions to the email address

It should be noted that the waves of realignment will include a layoff phase that will NOT follow the pattern that many of our members have experienced or observed over the past few years.

CDCR will:

  • not conduct face to face options worksheet meetings for transfers or layoffs
  • not offer vacancies outside of the impacted employee’s county for layoffs
  • not offer comparable classifications for transfers or layoffs
  • not offer alternative placements in lieu of layoff

CDCR will:

  • offer statewide transfer opportunities for surplus employees in certain overstaffed counties
  • use seniority for the awarding of transfers and in layoff decisions
  • post statewide vacancy information and seniority scores so employees can make informed decisions
  • involve the union in keeping employees informed and supported as the waves of realignment progress

Stay tuned for additional opportunities to learn more about realignment and the ways in which the SEIU 1000 Realignment Agreement will help protect seniority and provide some stability and predictability for members.

Meanwhile, keep conscious of safety in the institutions.  Make sure a joint labor management committee on health and safety is meeting and that union representatives from each bargaining unit are attending.  Make sure realignment is on the agenda at each meeting and that serious discussions are held about the changing inmate population and the changing mission of each institution.  Address rumors by reporting them to the union and providing good information to your colleagues.

Stay safe out there.

John Kern

CDCR realignment deal signed

4:51 PM – October 6, 2011
Unprecedented agreement protects seniority, workers’ voice in preferences

Local 1000 negotiators have reached a comprehensive 46-point agreement that will significantly lessen the impact felt by members affected by the legislatively mandated Realignment in the Department of Corrections and Rehabilitation (CDCR).

“Our members will have many more opportunities and protections than they would have under any previous layoff process,” said Margarita Maldonado, Local 1000 vice president for bargaining.

The finalized agreement with the state focuses on three key concepts:

  • Allowing employees to bid on vacant positions throughout the state and honoring the principle of seniority.
  • Providing an understandable and transparent process that will remain consistent through the upcoming period of CDCR Realignment.
  • Providing employees with the opportunity to make employment decisions sooner.

Major provisions of the new agreement include:

  • All vacancies will be opened to voluntary transfers and will be filled by classification based on statewide seniority.
  • Any position currently filled by a retired annuitant will be deemed a vacancy for purposes of transfer, layoff or re-employment placement.
  • Any member choosing voluntary transfer will be eligible for enhanced per diem.
  • After the voluntary transfer process, the remaining vacancies and overages will be recalculated and those with the lowest seniority, within a county, will be subject to the SROA/layoff/involuntary transfer process.
  • Employees will be given maximum discretion to utilize outstanding furlough, PLP and PDD time; any furlough and PLP time denied will extend an employee’s paid time on the books after separation from the state.
  • No impacted employee will be required to serve a new probationary period due to voluntary or involuntary transfer or redirection or demotion due to realignment.
  • All impacted employees who do not transfer, but receive an SROA notice, will receive reasonable state release time to apply for open positions, to attend state-sponsored job fairs and interviews, and to apply for open positions in other state agencies.
  • The state will provide meeting space and paid time off for employees to attend informational meetings with Local 1000 and/or to access state resources on the Realignment, transfer and layoff processes.

Sharing relevant info as it becomes available

CDCR Realignment Rights Summary–
A summary of the agreement will be printed and distributed to members; a digital copy will be posted on the CDCR page.

CDCR Employee Meetings–
Local 1000 will host a series of worksite meetings and regional town halls where members can learn first-hand about their rights during Realignment. A meeting schedule will be available at

Focus on the Facts Video–
Channel 1000 will present a detailed look at Realignment rights, watch it online at

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