October 4, 2006

In our fourth bargaining session last Wednesday only the slightest progress was made as the union and management continued dialogue and exchanged proposals on wages and other open items.

Movement from management took the form of a quarter of a percent hike in their offer, from 2% to a 2.25% increase. Management remains resistant to the idea of instituting step increases that reward experience. However the door is not closed and we will be proposing a phase in of steps to address management’s primary objection- the cost. The Region still offers no improvement in paid or unpaid time off; the other items you said were important.

Considering the fact that interpreters have had no cost of living adjustments or raises in seven years- SEVEN LONG YEARS- and that other court employees have step increases and also received larger raises this fiscal year (4% in Santa Clara for example) and guaranteed increases of 3 and 4% in coming years, management’s offer is clearly not enough to bridge the gap between our positions.

The Union is holding firm against adding busy work that doesn’t require certified level expertise and skills. We support full access to justice. In fact, we are concerned that management has no sense of how their proposal could negatively impact services in the courtroom and will not actually address needed services to the public. Management’s proposal will take interpreters out of the settings where they are needed and mandated to provide a “catch as catch can” form of access at public counters. Maybe you get an interpreter and maybe you don’t. It depends on the day, how busy we are and what language you speak. This approach will do little to improve public service and will add stress to interpreters’ already demanding job, reduce morale and keep courtrooms waiting for interpreters. There are other issues too but that’s enough for now. We did offer to add to our current duties interpreting in court-provided legal clinics (like the ones offered in some counties to assist pro per parties in family law settings). Management said they are looking for “a broader concession.” It looks like we’re a long way from an agreement if management wants to keep pushing on that issue.

Most of you know that in Region 1 Management imposed conditions after only six sessions. The imposed conditions were a 2.5% increase and a degradation of the way seniority is applied in daily assignments. The union has filed an unfair labor practice charge against the Region for failing to bargain in good faith and the interpreters have authorized a strike. Our colleagues down south are mobilizing and considering their options pending a decision from the Public Employment Relations Board that could send the parties back to the table.

Here we are again (and so soon) in the position of assessing our determination to stay our ground. This is a key moment in defining our profession. It looks like we may have to fight hard once again to make our profession stronger and make these jobs that skilled interpreters want (which was the whole purpose of unionizing). For the time being, please keep the union informed about any change in duties during this negotiating period. We have heard from many of you and know you feel strongly that the Court’s offer so far is unacceptable. Our next session is Tuesday, October 10, 2006. We’ll keep you posted.

Your Bargaining Committee:

Union Representative: