Member Letters to County Leadership
As negotiations with the County for a successor MOU slowed to a crawl, SLOCEA held a letter writing campaign, giving our members the opportunity to speak up in a collective effort to make their voices heard!
Choosing Between Rent, Food, and Healthcare Shouldn’t Be Normal
In San Luis Obispo County, families like mine are being crushed under the weight of impossible choices — do we put gas in the car to get to work, or pay for groceries to feed our children? Do we cover rent, or risk going without the healthcare we so desperately need?
These are not luxuries we’re talking about; these are the bare essentials of life. And yet, the wages County employees are paid don’t even come close to the reality of surviving here.
We are working harder than ever, giving everything we have, and still watching the ground slip out from under us. The cost of living rises every single day, while our paychecks stay frozen in time, and the dream of raising a family with dignity and stability feels like it’s disappearing before our eyes.
What’s happening here is not sustainable — it’s heartbreaking, it’s unfair, and it’s pushing good, hard-working employees to the breaking point.
- Anonymous County Employee
Invest in Us, Invest in San Luis Obispo County
Dear SLO County Leadership,
I’m writing to express my concern regarding the current state of contract negotiations between SLO County and SLOCEA.
I have been a dedicated public servant since 2016, I take great pride in the work I do for this community. I have continued to adapt, and give my best—through layoffs and the rising demands of our jobs because of the layoffs —because I believe in the importance of our services.
However, the rising cost of living and combined with stagnant wages is making it increasingly difficult to stay afloat. My paycheck is no longer enough to cover the essentials without constant stress. Housing, gas, groceries, and healthcare costs have all gone up.
Meanwhile, the County’s unwillingness to invest in our bargaining unit sends a clear message: we are not a priority. The bargaining units that have staff that earn a higher salary were the clear priority with negotiations and economic packages.
I urge you to reconsider your economic position in these negotiations. Fair wages and sustainable benefits are not luxuries—they are necessary for maintaining a dedicated and effective workforce.
Continued inaction will not only demoralize employees but also impact recruitment, retention, and the quality of services the public relies on. Please listen to our voices.
We’re not just employees—we’re your neighbors, taxpayers, and the backbone of public services in San Luis Obispo County.
Sincerely,
Beth Raub
Skilled Professionals Can’t Afford to Stay in SLO County
SLO County Leadership,
I am a pediatric occupational therapist working in the California Children Services program. And while I love what I do, it is difficult to build and sustain a life living in SLO County on the wages and benefits we have.
While the benefits on paper appear to be great, the take-home pay that we receive is barely enough to withstand the cost of living that continues to increase in the area, year by year. I live on a single paycheck, and I have student loans for a advanced degree that I required to do the work that I do; work that is benefiting the county.
At my current wage, buying a house or building a life that I can sustain for the long term in this county is not possible; I am very close to living paycheck to paycheck. If changes don't happen to help with the cost of living in our county, I will most likely be priced out of the area and have to leave my job with the county, which is something I don't want to happen because I love the work that I do but also something I can't control.
While I am grateful that the County is agreeing to some level of pay increase, it is not enough, especially over a 3-year period, to keep up with the cost of living and cost of maintaining a skilled advanced license in our area of work.
A further breakdown of numbers is as follows:
Cost of Living:
Compared to Monterey County and Santa Barbara county, counties that also have a high cost of living, my hourly wage is lower by $6.00-$20.00 . That's a huge difference!
A basic google search shows that the San Luis Obispo cost of living is in the top 3% highest in the nation, and 46.1% higher than the national average. An increase of 2.5% the first year and nothing in the other 2 years for this contract is not acceptable nor sustainable if the County hopes to retain its workers and provide services for its community.
Continuing Education/Tuition Reimbursement:
I have done research on the typical cost of continuing education classes that physical and occupational therapy practitioners have to take to maintain our licenses so we can continue to provide skilled therapy. Our work often requires hands on training which often increases the cost of classes. This is something that we have to maintain in order to keep a current license and to continue working for the county.
Currently our tuition reimbursement rates from the county ($400) are not enough to help us achieve this. Based on my research of continuing education classes plus the cost of licensure renewal, the average yearly cost is closer to $750. This discrepancy leads into additional costs coming out of our take home pay, for something that is required for our work.
While all of this may see trivial, the discrepancy in wages and cost of living is significant. It is not a matter of moving numbers around or even finding employees with lower degrees or salary. For our positions, advanced degree and licensure requirements are mandatory; no one else can provide the services that we provide. These services are state mandated and critical for the lives of the patients that we serve.
If these concerns are not addressed, SLO County, a county that has historically valued all of its community members regardless of economic status, will become a county that underserves its community and its reputation will be forever changed.
Thank you for your time.
-Anonymous
Rising Costs, Stagnant Wages: A Single Parent’s Plea
To Whom It May Concern,
I’m writing to express my concern and disappointment with the County’s continued refusal to make meaningful economic movement in our negotiations.
As a dedicated public employee and a single parent, I’m feeling the weight of rising costs—especially the expected 14% increase in healthcare premiums. This increase comes without any real improvement to wages or benefits, making it harder to provide for my family despite my full-time commitment to serving the public.
For many of us, the cost of living has outpaced our compensation, forcing difficult choices about essentials like housing, childcare, and healthcare. Fair wages and affordable benefits are not extras—they’re necessary to sustain a strong and committed workforce.
The County’s current position sends a message that our service is expected but NOT VALUED. I urge County leadership to rethink its financial priorities and invest in the people who make its work possible. We deserve better, and so do the communities we serve.
-Anonymous County Employee
Fed Up with Empty Promises
The County’s proposal for SLOCEA members and their unwillingness to participate in fair negotiations is an absolute slap in the face! It shows absolute disregard for the hard work we do in view of the inflation in the recent years, increases given to all the other associations and the CAO, and the County’s promise of “fair compensation”.
We see our paychecks actually shrinking from year to year while we are asked to do more with constant staffing shortages due to inadequate and non-competitive compensation, hiring freezes and eliminated positions. Property taxes are going up 2% EACH year (not even counting the new bonds and special assessments), inflation is through the roof, pension costs increase, insurance premiums increase, and the County thinks we are worth the meager 2% COLA for the next 3 years?!?! How is this “fair compensation”?!?!
We’ve been tightening our belts for way too long and we are fed up with lack of appreciation! This proposal is a grave insult to the hardworking backbone of the County Staff!
I am deeply hurt by this offer and ready to express my displeasure!
- Anonymous County Employee
Loving the Work, Struggling to Stay
To: SLO County trade negotiators and/or Board of Directors
I am a Public Health Nurse working for SLO County Department of Public Health in Immunizations and Communicable Disease Investigations. I strove to be hired to this county, in this particular position. It took almost a year from my application to my start date, and in that time I was unhappy with the nursing position I held at Marian. I write this to tell you that I resonated with my job position before I was hired, enough to wait a year to be hired.
I have been here for about one year now, I am deeply grateful to have made it through the layoffs of this summer, and I can confidently say that I enjoy my job and get great satisfaction out of it. I love educating our community on vaccines, diseases, rabies risk, and anything else that comes up. I love the community that I have found here. I desperately would like to spend the next 25 years at the county, and retire having had a full, productive and long-lived career with SLO County Public Health.
Unfortunately as I am sure everyone in this town is aware, we live in a very, very expensive area. What I really want to impress on the County is that COLA increases need to be on par with what we are seeing in terms of inflation. A 2% COLA adjustment this year and then 0% for the following two years is simply not in line with the reality we face. I implore Board of Supervisors to consider that retaining good employees who love their jobs is worth paying us enough money to stay in SLO County.
I also want to point out that the Board of Supervisors recently approved a $68 million salary increase for the law enforcement of SLO County; this indicates to me that the increases we are asking for are not that far off from a precedent that has already been set for other bargaining units.
The BOS also recently approved what feels like an outrageous 15% pay increase on top of 3% COLA adjustment for SOME unrepresented employees, seemingly focused on many already top earners in the county like doctors, C-suite positions, and positions that otherwise are already at the highest earning point in the county (while some saw only the 3% and no equity).
We are asking that you extend a similar courtesy to the on-the-ground workers who keep our day-to-day functions running.
We are worth keeping. We want to be here, and we want to stay in SLO. Please work with SLOCEA negotiators and meet us at a fair market value for our time, labor and expertise.
Thank you,
Grace Huntsinger, PHN
Tier 3 Pension Contributions Are Unsustainable
To County Leadership,,
I am a single mother of two children trying to provide shelter, food and basic essentials for my children on take home pay of $3,600 a month. Although my salary is above minimum wage I am paying more than $800 a month towards my pension plan. My rent alone is $2,000 a month.
The County needs to aware that if you want quality employees in a high cost of living area, then you need to either pay them a living wage or make their benefits package more affordable. Over $800.00 a month just for my pension contribution is not affordable.
I believe reducing our employee contribution portion to our pension plan will greatly assist employees in Tier 3
Thank you for your time and consideration,
Jennifer Summerell
County Employees Deserve Fairness and Transparency
As a County employee, I am deeply concerned with the way the current labor negotiations are being handled. The union has presented a fair and negotiable proposal, while the County’s response has been disappointing. The assertion that employees would need to be laid off in order to pay the remaining staff fairly does not reflect what is actually happening.
One of the most difficult aspects is that employees are unable to plan for their futures without clarity on wages. For example, we are preparing to enroll in health insurance but cannot make informed decisions without knowing the County’s cafeteria contributions. It is unreasonable to expect employees to choose a plan without this critical information.
Overall, this situation is both discouraging and disheartening. It sends the message that SLOCEA employees are not valued at the same level as members of other unions by the Administrative Office and the Board of Supervisors.
- Anonymous County Employee
When Wages Fall Behind, Services and Communities Suffer
Leaders of SLO County,
I am writing to you not only as a resident of San Luis Obispo County, but as a dedicated public employee who, like many others, is struggling to keep up with the rising cost of living in our community. Despite working full-time for the County, I have been forced to take on a second job simply to meet my basic financial needs. Unfortunately, my experience is far from unique—many of my colleagues are in the same position.
Recent data paints a stark picture of the financial pressure facing local workers:
The average cost of living for a single person in SLO County now exceeds $60,000–$70,000 per year, according to MIT's Living Wage Calculator and local housing market data.
A two-adult household with children needs at least $107,000 annually just to meet basic needs, yet the median household income in the county is only around $94,713.
Over 31% of local households fall below what the United Way calls the “Real Cost Measure,” and nearly 41% of renters spend more than 30% of their income on housing—a level considered financially burdensome.
Median home prices have climbed to nearly $1 million, and average rents are now around $2,500–$2,900 per month, far outpacing wage growth in the region.
While the scenic beauty and strong sense of community make SLO County a wonderful place to live, these qualities alone cannot offset the mounting cost of living. Without meaningful cost of living adjustments (COLAs), the County risks losing the very workers who keep essential services running—employees who staff our hospitals, maintain public infrastructure, ensure community safety, and keep vital offices functioning every day.
The financial strain on employees is no longer just a personal matter—it has become a workforce crisis. When employees are overworked and underpaid, morale declines, turnover increases, and recruitment becomes nearly impossible—especially when competing with neighboring counties or the private sector, where wages are more aligned with the cost of living.
Cost of living increases are not a luxury—they are a necessity. They represent a commitment to ensuring that our public servants can live in the communities they serve, rather than commuting in from long distances while working nights and weekends just to stay afloat.
In addition to regular COLAs, I urge the Board to consider practical and creative solutions that could provide financial relief to employees, including:
An opt-out option for pension contributions, allowing employees the flexibility to invest or use those funds for current living expenses.
A contracted rate increase for opting out of County-provided insurance, offering higher pay for those who have alternative coverage.
Productivity or performance bonuses, to reward staff who meet or exceed performance goals and reduce long-term turnover costs.
These solutions could help bridge the gap while showing employees that their hard work and financial realities are being recognized.
Thank you for your time, and for your ongoing service to the residents of San Luis Obispo County. I would welcome the opportunity to be part of any further conversations about sustainable compensation solutions for our workforce.
Respectfully,
SLO County Employee & Resident
With Heart and Grit, We Deserve Wages That Fit!
No more delay, we need fair pay!
We serve the town, don’t let us down!
All we ask is something fair, show us that you truly care!
Social work with heart and grit, give us wages that truly fit!
Public health is what we do, we keep the County strong for you!
Maintenance crews who never stop, give us fairness from the top!
Clerks and techs behind the scenes, keeping systems running clean!
- Megan Beardsley
Pay Fairly Now or Pay More Later
Greetings,
Over the past five years the cost of living in the United States has increased over 21% per BLS CPI-W (2025: 3.0%, 2024: 2.9%, 2023: 6.3%, 2022: 8.2%, 2021: 1.6%). According to the Economic Research Institute, San Luis Obispo is ranked 44% higher than the national average. Wages for County of SLO workers have not increased in congruence to maintain the quality of living to provide a secure or hopeful future for employees. As a result: 1) current employees will continue to look for higher paying opportunities elsewhere; 2) The cost of recruiting, hiring, training and development will increase; 3) the vacuum created by experienced employees being replaced will cause a decrease in quality of services provided to our public: 4) inexperience yields inefficiency and increases costs.
As a former government leader (Postmaster, Superintendent of Operations, Subject Matter Expert, Management Chair for a District Joint Steering Committee EI/QWL process, Certified Headquarters Management Trainer) for 26 of my over 35 years with the USPS, I have witnessed the energy and cost to rebuild an organization.
I expected a fair days work for a fair days wage from myself and my employees. I am asking the labor negotiations team/county leadership to make their employees whole and provide a fair days wage for the services we provide.
Respectfully,
Michael Milby
Administrator
Fleet Services
A 2% COLA Won’t Keep Pace with Reality
Dear County of San Luis Obispo Management:
I’d like to address your current position regarding the Big Unit (BU01, BU05, BU13) MOU and thank you for your efforts thus far in conducting labor negotiations with SLOCEA.
As a longtime County of San Luis Obispo employee (2013), I have seen multiple MOUs throughout the years, and your current proposal is not enough to retain talented, qualified individuals.
While I can appreciate the County’s position on equity increases, employees deserve to be paid fairly, and in line with salaries in comparable counties, and this point of negotiation should be viewed for what it is: a correction of salary inequities.
The County’s proposal of a 2% COLA now, and 0% over the next two years feels like a slap in the face to the 1,500+ employees of the Big Unit. To put this in perspective, according to the US Bureau of Labor Statistics, since 2020, the annual inflation rate has hovered between 2% and 6%. Living in this County is expensive, and a 2% COLA for one year will not even cover an increase in our health insurance rates, let alone anything else.
I know that there is a lot more on the bargaining table that I have not addressed here, but the points I have addressed are important to me, and I believe they are important to many others in the Big Unit as well.
Please reconsider your financial position and continue to negotiate with SLOCEA in good faith in the hope that a positive outcome for all can be reached.
Thank you,
Rebecca Drake
We Value Our Community—It’s Time the County Values Us
Dear Board of Supervisors,
I am writing to you not only as an employee of the Department of Social Services, but also as someone who is deeply committed to the work we do for our community. I want to share my perspective regarding the current negotiations and the proposed wage increases.
In recent years, the demands of our job have only grown. Caseloads have increased, and the work requires more time, energy, and emotional investment than ever before. While I am proud to serve and to continue doing my job to the best of my ability, the reality is that the rising cost of living makes it increasingly difficult to keep up financially.
The proposed wage adjustment of 2% this year followed by no increases in the next two years will not keep pace with inflation, nor will it reflect the value and dedication we bring to our work every day. Even with the increases in pension and insurance contributions, many of us are struggling to cover the basics: housing, food, gas, childcare, and other essentials.
I want to continue this work long term. But without fair cost-of-living adjustments and compensation that reflects both inflation and the intensity of our caseloads, it becomes harder to sustain.
I respectfully urge you to consider a contract that acknowledges the value of our work, helps us keep pace with the rising cost of living, and allows us to continue serving our community without the added burden of financial instability.
Thank you for your time and consideration.
Concern for Fair Wages and Sustainability
Dear County Leadership,
I am writing to share my perspective on the County’s current economic position and its impact on me personally. I am a registered nurse with 15 years of experience and a Master’s Degree in Nursing Education. Despite my commitment and dedication to this profession, my financial reality makes it increasingly unsustainable to remain here.
My monthly rent and utilities are $3,450, while my take-home pay is no more than $4,500. These numbers do not add up. The current wages do not support the cost of living in this area, and it is not fiscally savvy for me to stay. If circumstances do not improve, I will be forced to either leave the area or travel for work to provide for my family.
I urge County leadership to consider the long-term consequences of this situation. Losing experienced, highly qualified nurses and other professionals due to unsustainable wages will hurt not only employees but also the community we serve. Fair wages and benefits are essential to both recruitment and retention, and ultimately to the quality of care and services the County provides.
Thank you for your time and for listening to the realities we are facing.
Sincerely,
Ronald Sural MSN, PHN II
Fair Wages Are the Key to Retaining County Talent
Dear County Leadership,
I’ve been proud to serve the community, but with the rising cost of living, it’s getting harder to make ends meet. Fair wages and benefits aren’t just important for me and my family — they’re what allow us to keep showing up and giving our best to the people of this county.
Lately, I’ve seen more and more good people leave for private jobs, and it worries me about the long-term retention of employees. When I started here 11 years ago, I was happy to recommend this as a great place to work. Sadly, I can’t say the same today, and I think that should be a real concern for all of us.
I ask that you take these negotiations seriously and invest in your employees.
Sincerely,
Ryan Roth.
Don’t Make Us Choose Between Service and Survival
Good morning Chairperson and Board Members,
My name is Sean Ptaszenski, and I am a proud County employee and SLOCEA member. I’m here today because I want to share how your decisions on wages and benefits directly affect employees like me and my family.
Fair wages and benefits are not extras — they are what allow us to live, work, and raise our families here in San Luis Obispo County. Without meaningful cost-of-living adjustments, we fall behind every year as housing, food, and childcare costs keep going up. Equity adjustments may help some, but they do not replace the need for consistent, fair COLAs that benefit everyone.
I am disappointed with the County’s current economic position. By limiting COLAs and shifting the focus away from across-the-board raises, too many of us are left struggling. This approach risks long-term harm: employees will leave for better pay elsewhere, and the County will struggle to recruit and retain the skilled workers needed to serve the public.
We should not have to choose between serving our community and providing for our families.
I ask you to please reconsider your financial priorities. Investing in County employees is investing in the quality of services this community depends on. We are dedicated to San Luis Obispo County — we need the County to show the same dedication to us.
Thank you.
Sean Ptaszenski
Administrative Assistant III
Victim Restoration Services
San Luis Obispo County Probation Department
Fair Compensation and Benefits Keep SLO County Strong
Dear County Officials,
I am writing to express my concerns regarding the rising cost of living in our county and to emphasize the critical importance of maintaining and strengthening employee benefits.
Over the past several years, the costs of housing, healthcare, food, transportation, and other basic necessities have increased significantly. Many families and individuals in our community are struggling to make ends meet despite working full-time or even multiple jobs. This reality makes the role of county-supported wages and benefits more important than ever.
Benefits such as healthcare coverage, retirement contributions, paid leave, and family support services are not just “extras” – they are essential resources that allow employees to remain healthy, stable, and productive. Strong benefits packages help retain qualified workers, reduce turnover, and ensure that the county continues to deliver high-quality services to the public.
When employees are supported through fair wages and comprehensive benefits, they are better equipped to care for their families, remain in the workforce, and contribute to the local economy. Conversely, without this support, the county risks losing experienced workers to other employers who offer more competitive packages, further straining the system.
I respectfully urge the county to consider the realities of today’s cost of living in upcoming negotiation discussions and to prioritize fair compensation and robust benefits for employees. By doing so, you will not only support the workforce but also strengthen the well-being of our community as a whole.
Thank you for your time and attention to this important matter.
Theresa Miranda
Undervalued and Overworked: Why Employees Are Losing Faith
Dear County Leaders,
I came into Social Services 6 years ago with enthusiasm for helping others. It was my way of giving back to the community what was once given to me in time of need.
I was proud of being able to call the County of SLO as my employer, the beginning of my career.
Currently, those feelings are shifting. The County’s current actions have made me feel undervalued, replaceable, unappreciated; it goes on.
I have given this job my all and continue to do so. As my medical bills pile up due to declining health, I continue to show up to work every day and give it my all.
As a single parent, I am finding it harder to keep up as everything in our economy continues to rise. I see myself working more hours at my second job and going to the Food Bank more often.
To think that County employees must use County resources such as food banks or food distribution centers to be able to feed our own families, is disheartening.
The County does not care about its employees. If the County’s actions to reject and not consider SLOCEA offer to fair wages doesn’t scream that, I don’t know what does.
Anonymous
When Dedication Isn’t Enough to Afford Living Here
To the SLO County Leadership Team:
I am writing to express my concerns about the county’s continued unwillingness to invest in its workforce, and how this has directly impacted both my livelihood and my ability to continue serving the public with the dedication this community deserves.
Like many employees, I take great pride in my commitment to public service. I consistently go above and beyond in my role, carrying a workload that grows heavier each year without additional recognition or support. Yet despite these efforts, I have not received a pay increase in more than three years. With no step increases or cost-of-living adjustments available, my wages have remained stagnant while the cost of living has risen sharply.
The personal impact has been significant. When I transferred to this county nine years ago and applied for housing, I had to rely on proof of wages from my former county employer in order to qualify. My current position did not meet the 1/3 income requirement for rent approval. This was not just a financial hurdle—it underscored how undervalued county employees are, despite the essential work we do every day.
It is disheartening to see that the county does not recognize its workforce as its greatest asset. Failing to provide competitive wages or meaningful pay progression erodes employee morale, drives away experienced talent, and ultimately jeopardizes the quality of services our community depends on.
I remain fully committed to public service and to the values that guide it. However, I respectfully urge county leadership to invest in its employees in a way that acknowledges the realities of today’s economy and reflects the true value of the work we provide. Without this commitment, the county risks losing dedicated employees who want nothing more than to serve, but who simply cannot afford to stay.
- Anonymous County Employee
Loyalty Doesn’t Pay the Bills
Dear County Leadership Team,
I have worked for the County for seven years. I've dedicated myself to my job, to our customers, and to creating new programs that are needed in the community.
In turn, I have been rewarded with higher health insurance rates, higher pension deductions, and a salary that is not in line with the cost of living here. I currently take home less money per month than I did two years ago.
My husband, who is also employed full-time, and I live paycheck to paycheck. We can only put money in savings twice a year - the two months that county employees receive three checks. And we often have to take money out of savings throughout the year to cover the cost of living.
I can't even imagine how difficult it would be to raise a family under these circumstances. Frankly, I'm not sure how much longer I want to keep working for the county.
I love my job, I love working with people in my community, but I am continually discouraged and angered by the lack of decent compensation.
If the county continues to provide employees the bare minimum as compensation for our hard work, perhaps we should only provide bare minimum effort. That seems fair.
- Anonymous County Employee
The Cost of Living Is Pricing Out County Employees
To County Board of Supervisors and Leadership:
I’m writing to state my prospective on current negotiations. I believe we need higher reimbursement for our workforce.
Although this is a beautiful county, it is expensive to live in and maintain. For example, a 1 bedroom apartment in this county cost approximately $2500-3000, this is already half monthly salary.
Health insurance premiums are also high, especially if you have children or a family. Rising gas and food prices also impact workers ability to maintain their families in this county.
Please take into account these big contributing factors and adjust current worker salaries.
Anonymous
Burnout and Low Morale Are the Price of Unfair Compensation
Dear County Administration,
I have worked for San Luis Obispo County for 24 years. I am writing to express my disappointment with the failure to negotiate a fair and equitable COLA for the Big Unit.
As you are well aware the cost of living in San Luis Obispo is much higher than other counties in California. I speak for many when I say that I am so grateful to work and live in a county where others vacation.
However, it has become more and more difficult to survive as cost of living continues to increase but our COLA does not. In fact, due to the expense of our benefits package, for many of us our take-home pay has actually decreased over the years.
Our wages and health insurance is not competitive. Not to mention many of our local dentists and physicians no longer take the health insurance plans that the county offers employees. I am currently paying a monthly fee to keep my beloved and trusted primary care physician as she no longer takes Blue Shield PPO.
Many other agencies offer health insurance at a much more affordable rate for comparable plans. I would advocate going back to CalPERS for our insurance package. Cheaper health insurance premiums = more take home pay. Or, the option to opt out of County offered health insurance and receive the café cash out so hat I can purchase private health insurance would be another, and better, option.
As a supervisor I wanted to express that I have seen the highest turnover rate with line staff than I’ve ever seen during my employment with the County.
Our wages and benefits packages are not competitive. Particularly now that private industry offers remote work since Covid. That’s something we can’t compete with. Add low wages, little to no COLA and expensive benefits and we are not a lucrative employer.
The County used to be a desirous place to work, but currently I can’t tell you the last time my office was fully staffed and I know many other departments are experiencing the same. This creates burnout and low morale for our remaining staff as they have all been working additional caseloads for long periods.
In conclusion, I am respectfully asking that you take care of line staff and supervisors the same way you’ve taken care of yourselves. Afterall, we are the ones that keep San Luis Obispo County running day-to-day. It would be nice to feel like our had work and dedication is valued.
Thank you so much for your time,
A long time employee of San Luis Obispo County
SLOCEA would like to extend our gratitude to our courageous members who were willing to share their voices and advocate on behalf of themselves and their co-workers, who work tirelessly every day to serve the community we all love.