Protecting your happy

Greetings Union Family, Your Yuba Court Negotiations Team met with the Court for our second contract bargaining session. We made several proposals, such as: Increases to sick leave and vacation accruals. We proposed 15 hours of sick leave/month and increased the vacation accruals by 5 hours per year of service. Salary raises: 7% in year 1, 7% in year 2, and 7% in year 3. An increase to the court’s health dependents’ (employee plus one) premium coverage from 80 to 85%. Increas

On October 28, 2026, your UPE bargaining team met again with the Department of Child, Family and Adult Services (DCFAS) regarding management's proposal to increase the minimum in-office requirement from two to three days per week. UPE presented employee survey results highlighting opposition to the proposed reduction and concerns about work-life balance. Despite substantial disagreement, UPE maintained its position, requested additional information, and secured another opport

UPE met with Yuba Superior Court on October 26, 2026, regarding the Court’s proposed Excessive Absenteeism Policy. The policy creates a point system for different types of absences and tardies. Pre-approved time off, sick leave when someone has sick balances, and sick leave with a doctor’s note (even if the employee is out of balances) will not result in the Court assigning points. Use of any protected leave will also not result in the Court assessing points. The Court is pro

Greetings, Union Family, Your 008 governing board met with DHA for the new LIMS system updates and a demo of what it will look like upon rollout in February. LIMS functionality is now integrated with CalSAWS, eliminating the need for staff to switch between multiple screens. For example, when clerical schedules an appointment, LIMS will automate a journal entry and transfer it to CalSAWS on its own. On the eligibility side, the workers receiving pop-ups for appointments will

On October 21, 2026, UPE and Sutter Superior Court signed an agreement for the Court to increase its flat rate contribution in an amount equal to 100% of the increase in the benchmark healthcare rate. This means if the benchmark rate increases, the Court will increase its contribution in order to continue to pay 100% of the cost. These rates would go into effect for the 2027 Calendar Year. UPE thanks Warren Simpson and Jennifer Lambert for their advocacy for our members!

MEDIATION FAILS Your UPE Court Office Technical Bargaining Team met in good faith with the Court and a State Mediator on October 20, 2026. Unfortunately, mediation failed to produce an agreement. The Court made no movement to provide a livable raise that would keep our members’ salaries up with the current cost of living increase! To add insult to injury, the Court’s Executive Officer approved 9.5% raises for her Operations Directors in March, which equates to an additional a