Colorado Department of Human Services

Improved union access to facilities for more organizing support from COWINS staff, elected officers, union stewards, and retiree members.

Key changes:

• Expanding Access in secure areas
• Protecting stewards when on union time

A new process for training and education around the CDHS Code of Conduct, and a clear process when an employee reports a supervisor for code violations.

Key changes:

• Combating the top-down approach to Code of Conduct
• Creating process for reporting violations
• Closing the loop on investigations

A new internal process for employees to transfer, either from one facility to another, or within a facility. We ensured that relevant state service will factor into hiring decisions.

Key changes:

• Redefines transfer lists to make them useful
• Defines “the 15%” seniority by creating a scale for comparative analysis

Stronger requirements for base schedules, improved transparency in scheduling overtime, and an end to supervisors being able to schedule holiday leave for employees. We put an end to having to use annual leave to supplement holiday leave for compressed schedules.

Key changes:

• Holiday hours can be combined to prevent needing to use PTO to take a holiday
• Supervisors can no longer substitute Holiday for annual leave without an employee’s consent

We won a $60 differential for working beyond normal duties for an entire shift, employee recognition awards for special accomplishments, and reimbursement for damaged property. We also won uniform stipends of $150 for standard maintenance, and $250 for non-annual reissuance.

Key changes:

• Improves eligibility for charge and lead pay
• Creates a process for Union involvement with incentive plans
• Works to make language differentials more accessible
• Forces CDHS to develop a master parking plan

The department must now provide specific PPE based on your job, create lactation areas, and be transparent about vaccine mandates. We also protected staffing ratios for 24/7 facilities.

Key changes:

• Expands protections for lactation
• Ratios and impact bargaining
• Creates a workload review process

We created local Collaboration Meetings to address issues at the facility level. We’ve set timelines for divisional Labor Management Committees to begin, and responsibilities for the LMCs to tackle.

Key changes:

• Supports division based LMCs
• Creates path for workplace Problem Solving Groups
• Lists out topics for discussion

We reasserted the need for DHS to create in-house training supports — especially for specialized jobs like CNAs, LPTs, and RBTs — and allow for scheduling adjustments to attend training opportunities.

Key changes:

• Preserves the commitment to on the job training

The department is now required to correct payroll errors within five days. When someone is overpaid, we now have clear repayment schedules based on the amount owed.

Key changes:

• Preserved the 5 day pay correction timeline, and allows for electronic payment
• Creates a timeline for overpayments that won't wipe out entire checks