Our union contract expires on December 31, 2026. Union members are preparing now to negotiate the best possible contract for the future. As always, we prepare for bargaining with our eyes wide open. We know that once again it will be a tough bargaining environment. Under the circumstances, it is important that SEIU Local 721 members unite behind a well-considered bargaining strategy. Please take a few moments to fill out this bargaining survey and share your priorities for bargaining this year. Surveys are due by July 31, 2026. Note: progress will be lost if you close the survey without finishing.
Personal Information

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1. First Name (Required.)

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2. Last name (Required.)

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3. Employee ID Number (Required.)

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4. Job title (Required.)

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5. Department

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7. Personal Cell Phone (Required.)

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8. Worksite

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9. Steward or Worksite Organizer who gave you this survey

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10. Housing – check all that apply to your family (confidential):

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11. Aside from English, what other languages do you use at home?

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12. What social media platforms do you use frequently?

Contract Action Team & Participation

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13. YES, I WANT TO HELP WIN A STRONG CONTRACT IN 2025! Sign me up to be on the Contract Action Team (CAT). I’ll help build a communication network at my worksite to keep co‑workers informed and encourage them to participate in campaign activities.

Wages & Salary

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14. I believe my classification is being properly compensated for the job that I perform.

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15. If NO, why not?

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16. Taking into consideration what you know about the economy, the political landscape, and the Court budget, what are your expectations for salaries this year? (Select One)

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17. How strongly do you feel that we should fight hard to bring wages up to inflation rates?

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18. How strongly do you want to fight for salaries this year?

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19. If salaries are a priority for you, list three things you are willing to do to fight for them. #1 ___________ #2 ___________ #3 ___________

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20. Which of the following statements best describes your view about salaries at the Court?

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21. What % increase per year do you think your bargaining team should fight for? Please explain:

Ranking Priorities

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22. How important are the following issues to you? Rank 1 = most important, 5 = least important.

  1 (Most important) 2 3 4 5 (Least important)
Retirement Benefits
Salary Increase(s) / COLA’s
Increase Retiree Medical Benefits
Increase Paid Holidays
Increase Sick Leave Accumulation
Longevity Bonuses
Outsourcing of Bargaining Unit Work
Workload / Caseload
Health and Safety
Child Care
Leave time

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23. Please list in order of importance your top 5 issues during this contract negotiation (1 = most important).

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24. Please indicate the top 5 issues most affecting your bargaining unit, department, or classification.

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25. In which areas would you like to see contract language changes?

Outsourcing / Contracting Out

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26. Do you work alongside non‑Court or contracted employees who have the same job title and/or perform similar job duties?

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27. If yes, who does the contracted employee work for?

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28. What is their job title?

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29. How long has the contracted employee been working there?

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30. Have you ever been supervised by a non‑Court or contracted employee?

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31. How big a problem is outsourcing/contracting out at your worksite/department?

Workload, Staffing & Supervision

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32. Are unmanageable workloads, understaffing and unreasonable wait times a problem at your worksite?

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33. If so, briefly describe how understaffing and unmanageable workloads affect the quality of services you provide:

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34. Do you feel the work in your location is disproportionate to the number of employees?

Remote Work

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35. Which applies to you?

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36. If you have a remote work schedule, what is it?

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37. If you don’t have a remote work schedule and would like one, what schedule would you prefer?

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38. How important is remote work for you?

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39. How important is alternate work schedule [9/80, 4/10, etc] for you?

Training & Job Duties

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40. How important is it to see continuous training of new staff and/or transferred staff?

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41. Are you regularly directed to perform duties beyond your job description without additional compensation?

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42. Have you reached out to your union steward or worksite organizer to discuss being directed to perform duties beyond your job description without additional compensation?

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43. Should SEIU members seek to make improvements regarding employees being directed to perform duties beyond their job description without additional compensation?

Workplace Environment

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44. Abusive, unsupportive, and disrespectful bosses can be addressed at the bargaining table. Are any of these issues are a problem at your worksite? Explain below:

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45. What other issues should be addressed in bargaining this year?

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46. Do you have any other comments you would like your bargaining team to be aware of?

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47. I am aware of the recruitment and retention agreement and the associated bonuses and incentives that we negotiated:

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48. I am aware that this was created through years of lobbying by SEIU and LACCRA members among other efforts to defend the profession of Court Reporting:

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49. I am aware of the remote reporting pilot program that we negotiated with the Court:

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50. I am aware that this pilot was created through years of lobbying by SEIU and LACCRA members among other efforts to defend the profession of Court Reporting:

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51. Electronic Recording is a threat to the Court reporting profession in LA Superior Court:

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52. I would like to see the Court invest in the following equipment or technology to improve the work of CSRs:

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