We hoped 2022 would be a time when we could possibly exhale from the suffocating and exhausting challenges suffered in the previous two years. But the challenges from the state, the County and the workplace continue to suck the air out of the building.
The political cloud continues to hover over our Department. And in a year when elections will play a role in how our communities are ultimately shaped, actions and decisions are being monitored and magnified as local leadership could be redefined in the coming months.
In the immediate term, we will continue to navigate the roads of an ill-conceived County mandate, utilizing our legal resources to protect and defend our members from any potential discipline behind it. We have previously advised the Department and our membership of our intention to do so, and we reiterate that fact here.
Another item of great interest to C/As is pending contract negotiations. As most of you know, our previously extended contract will expire on March 31. Over the past year, I have had discussions with several of you about what you feel is important to the classification. Some of those discussions were framed by where individuals are in their careers. Nevertheless, the content of those conversations has been noted and will be expressed when formal contracts talks begin, likely in mid- to late February.
Jailer safety has not been lost in the tidal wave of COVID, mandates and the shuffling of executive personnel.
I also continue to have our monthly Labor Management Committee (LMC) meetings. The increasing number of C/A vacancies was discussed, as well as the impact on previous talks about filling jailer positions and increasing station jailer staffing. I have also inquired about the process by which a station applies for additional jailer items, whom it’s directed to and what role the city contracting those services can play in this issue. Jailer safety has not been lost in the tidal wave of COVID, mandates and the shuffling of executive personnel.
As I write this, we’re in the midst of a COVID spike, not just in society but in our work environment. Several facilities have seen an uptick in cases affecting their staffing and overtime. COVID time ended back in September, and recently Governor Newsom was looking to have the time reinstated.
Those who have contracted or been exposed to COVID have been using their time, or filing workers’ compensation cases to have that time reinstated. PPOA, along with its legal counsel and labor representatives, continues to meet weekly with the Department on COVID-related matters and will make the membership aware of any changes that will directly impact their time, working conditions, exposure and PPE, as well as the unit’s responsibility to its employees.
Your questions are always appreciated. It helps to circulate up-to-date information and provide feedback that can be addressed on your behalf, along with dispelling any rumors or misinformation.
Continue to be professional and good to each other. Thank you and stay safe.