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2026 Santa Clara County Chapter Contract Bargaining Survey

What are we willing to fight for and defend in our 2026 contract campaign?

Our union contract expires on June 21, 2026. That means the fight to defend what we’ve won and secure our future starts now.


Thousands of SEIU 521 Santa Clara County members are coming together across departments to identify what we must protect, strengthen, and secure in our upcoming contract campaign. This is about safeguarding the standards that allow us to support our families and deliver the critical services our community depends on. Now is the time for every member to participate in the bargaining survey process. Our elected county bargaining team, made up of co-workers from every bargaining unit, will use your input to set priorities and craft proposals that defend our gains and build real security for the future.

Simultaneously, we are building a strong, united campaign to defend ourselves against attacks at every level. Our goal is clear: win a fair contract from Santa Clara County by June 21, 2026, one that protects our rights, strengthens our stability, and secures our future. And we will be prepared to do whatever it takes, including striking if necessary, to ensure we win the protections and resources our families and the people we serve deserve.
It is especially important in the current political and economic environment that every Santa Clara County SEIU 521 worker completes their survey. As reported in our recent update, county management has said that given the level of uncertainty it may be in our mutual interest to extend the current contract for some period of time. Our committee will listen and share what we learn, but regardless, it is critical that every member shares their priorities and what they are willing to fight for. That will guide our committee as we go forward.
If you have questions, please contact your worksite Contract Action Team (CAT) leader or bargaining team member.
Please note: all bargaining survey submissions are for contract planning purposes only. Submission will never be shared with county officials.
Your contact information(Required.)
I want to stay informed regarding negotiations and campaign updates:
Are you an SEIU 521 member? Note: our co-worker bargaining team is only as strong as our membership numbers. Since the start of 2026, our co-workers have continued to build worker power by activating their memberships. If you answer "no or I don't know" below, consider activating your membership today; click here to get started.
(Required.)
TOP PRIORITIES:

Address the staffing crisis - Countywide, 1,435 SEIU 521 positions were vacant as of January 2026, increasing workloads and harming services. How important is it to address this crisis with higher wages, improved differentials, and better working conditions?
(Required.)
Indicate how you feel about making each of the following top priorities as part of solving the staffing crisis:

Higher General Wage Increase should be top priority(Required.)
Addressing forced "floating" between worksites due to short staffing should be a top priority(Required.)
Protecting healthcare & retirement benefits should be a top priority(Required.)
Protections against replacing union jobs with contractors or Artificial Intelligence (AI) should be a top priority:(Required.)
Please share any thoughts you have on steps that need to be taken to address the staffing crisis.
Making transfers and promotions easier, faster, and more equitable. Many workers expressed that the county’s current transfer and promotion process does not fill vacancies efficiently, decisions are inconsistent and arbitrary with too much opportunity for favoritism, and seniority is not often considered. Often, workers don’t know when opportunities exist, how decisions are made, and transfers can feel unpredictable and unfair. Addressing this issue will require contract language that creates structural change to how workers are matched to positions, a “bid system” that allows them to express interest in advance having to chase job postings, a selection process that’s fair and predictable, in which vacancies are filled quickly and fairly.(Required.)
Please share any thoughts on steps that would make transfers and promotions easier, faster, and more equitable.
Fair Treatment in scheduling, overtime, transfers, holidays and vacation bidding. Our union stands for fairness on the job and protection against favoritism and arbitrary treatment by supervisors. In recent years, we’ve seen more and more pressure from management to undermine fairness in the name of “flexibility” which can sometimes mean playing favorites and leaving long-term employees stuck in an undesirable shift or assignment because that’s the easiest thing for a boss to do.

Workers have raised concerns that contract provisions, including seniority rights, that are meant to protect fairness are being inconsistently applied or ignored altogether.

Please check any departmental decisions that you believe are not consistently fair that we should address. It will be extremely helpful to give an example (names not needed) of why you are concerned. (choose as many as apply)(Required.)
For each of the departmental decisions that you marked above, please share the following: How is this being done in your department today? And how should it be done more fairly?
How important is it that we address fair treatment in this contract, when it comes to shift bidding, overtime, holiday work and vacations?(Required.)
If we could only win ONE major structural improvement, which would make the biggest difference in your department and what are you personally willing to take action to win?
Are there particular issues in your department or at your worksite that need to be addressed, such as hazardous conditions, lack of respect, or unfair treatment?
ADDITIONAL ISSUES WE NEED TO FIGHT FOR

If there are other changes that you and your co-workers believe we should fight for in this round of negotiations, please describe them below.
Why do you and your coworkers believe we need to fight for this?
Have you encountered management introducing new technology including Artificial Intelligence (AI) that has negatively affected your work? If so, how?
Are there any other issues not outlined above you'd like to include in your bargaining survey?
HOW WE SHOW OUR POWER & DEFEND OUR CONTRACT

Winning real change will require building unity across our Chapter and participating in escalating actions. We know these negotiations will be tough, but we also know what we can accomplish when we unite. Our ability to win a strong contract depends on our collective strength. The time to join the fight for a strong and fair contract is now.

Check all of the following activities that you are willing to do to win the best possible contract for all of us.
Our new contract campaign LinkTree is now live. Visit: https://linktr.ee/seiuscc to find negotiation updates, meet your county co-worker bargaining team, and sign-up to take action.