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ACSS and CalHR Discuss Pay Equity and Other Issues that Affect Excluded Employees

Posted: 10/10/2019 Tags: benefits legislation policy representation salary Tags Views: 1669

On October 8, 2019, ACSS met with CalHR Director Eraina Ortega to continue discussions regarding the Newsom Administration’s approach to salary and benefits improvement for the State’s excluded employees. Director Ortega and her Labor Relations staff, led by Deputy Director and Chief of Labor Relations Paul Starkey, met with ACSS President Todd D’Braunstein, ACSS Executive Director Rocco Paternoster and key staff, along with ACSS Legislative Advocate Ted Toppin.

President D’Braunstein thanked CalHR for recently implementing Family Care Leave and new Emergency Pay rules for excluded employees – two long standing ACSS priorities. He also thanked Director Ortega for the new process allowing ACSS to submit excluded employee salary and benefit proposals related to bargaining units at the same time CalHR is negotiating with those bargaining units.

In our continued efforts to aggressively advocate for solutions to solve compaction, ACSS noted progress made in addressing salary compaction, but many excluded employee classifications remain within 5 percent of subordinate classes. Director Ortega confirmed salary setting for excluded employees will be more flexible in the future and CalHR will not be as constrained by a practice of limiting salary differentials to 5 percent.

ACSS reiterated previously submitted proposals for pay and benefit equity with rank-and-file units and proposals to correct salary inequities. ACSS discussed the need to restore vertical salary relationships between classifications and explore other incentives to promote to excluded classifications.

Chief of Labor Relations Paul Starkey noted CalHR was in the process of realigning labor relations staff to more effectively respond to and address excluded employee issues raised by ACSS and affecting our members. Director Ortega and Mr. Starkey confirmed a commitment to working with ACSS now to review many of the long-standing compensation issues ACSS has identified. We anticipate scheduling interim meetings to discuss specific proposals with CalHR Labor Relations. CalHR has promised feedback and is evaluating improvements to the process for sharing salary and benefit related decisions with ACSS.

President D’Braunstein thanked Director Ortega and her staff for making excluded employee issues a priority and for committing to review and respond to issues and proposals made by ACSS. As always, ACSS will continue to keep members informed of issues that affect excluded employees as they arise.


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ACSS Met with CalHR to Discuss Issues that Affect Excluded Employees

Posted: 5/17/2019 Tags: legislation policy representation Tags Views: 1540

On April 30, 2019, ACSS met with CalHR Director Eraina Ortega to discuss the new administration’s plan for salary and benefits improvement for the State’s excluded employees. Director Ortega was appointed by Governor Newsom in March. Director Ortega met with ACSS President Todd D’Braunstein, ACSS Executive Director Rocco Paternoster, ACSS Director of Representation Nellie Lynn and ACSS Legislative Advocate Ted Toppin.

ACSS President Todd D’Braunstein comments, “ACSS is pleased to be working with the new Administration and we anticipate a productive relationship moving forward. It was a pleasure talking with Director Ortega and I believe together we can work towards achieving positive results to resolve the issues affecting ACSS Members.” Director Ortega is committed to working with ACSS to ensure excluded employees are part of the process of developing the compensation package for excluded employees. ACSS appreciates the opportunity to work cooperatively with CalHR to ensure future excluded employee salary and benefits improvements address existing salary compaction issues and establish pay differentials for supervisors and managers that attract the best candidates for the State’s management team making the State of California an employer of choice.

ACSS asked Director Ortega about implementation of a Paid Family Leave component to the disability program for excluded employees and conveyed ACSS’ long standing advocacy and support for Paid Family Leave for excluded employees.


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Retroactive Salary Increases for Supervisors and Managers related to BU9 and Certain Supervisory and Managerial classes related to BU10

Posted: 12/19/2018 Tags: legislation policy representation Tags Views: 1461

On December 12, 2018, the Department of Human Resources (CalHR) released Pay Letter 18-35 which covers supervisory and managerial engineers, along with certain supervisory and managerial scientist classifications.  While other supervisory and managerial employees received increases on July 1, 2018, these employees did not.

Effective retroactively to July 1, 2018, S09 and M09 Excluded Employees and certain S10 and M10  classifications will receive a General Salary Increase of 4.5 percent. According to the latest information from CalHR, it is expected that this salary adjustment will be reflected in the December pay warrants. The retroactive portion is expected to be processed separately by the State Controller’s Office reflecting five months of the retroactive salary increase.

Pay Letter 18-35 also includes new provisions for longevity pay for certain employees with 20 or more years of service and geographic pay for certain employees working in Bay Area counties. These new pay differentials are provided to supervisory and managerial engineers, but not to other excluded employees. ACSS immediately approached CalHR regarding interest in extending Longevity Pay and Geographic Pay to all excluded employees.


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ACSS and CalHR Discuss Salary and Benefit Improvements

Posted: 10/4/2018 Tags: bargaining benefits legislation meeting policy representation Tags Views: 1894

On October 1, 2018, CalHR Acting Director Adria Jenkins-Jones met with ACSS President Frank Ruffino, ACSS Executive Director Rocco Paternoster, ACSS Director of Representation Nellie Lynn and ACSS Legislative Advocate Ted Toppin to discuss improvements to the salary and benefits of excluded state employees.

“It was a pleasure to meet with the Association of California State Supervisors, and I look forward to working with ACSS as CalHR’s Acting Director,” Adria Jenkins-Jones said. “I have enormous respect and appreciation for the state’s managers and supervisors and the jobs they do. They drive California state government and ensure that we fulfill our mission to serve the public.”

ACSS acknowledged the progress made under the Brown administration and previous CalHR Director Richard Gillihan. In addition to General Salary Increases in 2017 and 2018, the Administration provided excluded employees a 3% General Salary Increase (GSI) effective on October 1, 2016, as well as various special salary adjustments to address salary compaction. The October 2016 GSI was a departure from previous practice by providing excluded employees a GSI before several rank and file Unions reached collective bargaining agreements. ACSS is committed to continuing to work with CalHR and the next administration to ensure excluded employees receive equitable and appropriate salary and benefit improvements.

ACSS advocated for a minimum 10% pay differential between excluded employees and their staff. We also provided salary data supporting ACSS’ request for special salary adjustments for various excluded classifications to address salary compaction and pay parity for excluded employees.

Additionally, we advocated for salary increases for excluded employees related to bargaining units 06, 09 and 10. Rank and File employees in those units recently reached new labor contracts (called Memorandum of Understanding or MOUs) with salary increases, in which ACSS urged CalHR to pass on those benefits to excluded employees.

In addition, ACSS reiterated a request for disability insurance benefit improvements and paid family leave. CalHR confirmed they will notice and meet with ACSS under the Meet and Confer process on a proposal to provide state managers and supervisors with paid family leave benefits by July 2019. Governor Brown’s veto message on ACSS supported AB 3145 revealed plans to provide paid family leave benefits for excluded state employees.

More information on AB 3145 and paid family leave can be found here.

As always, ACSS will provide updates as information is available about specific salary and benefit improvements for excluded employees.


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Update: Post and Bid Policy for Supervising Correctional Cooks (CDCR)

Posted: 9/28/2018 Tags: policy representation Tags Views: 724

Earlier this year, ACSS submitted a proposal to CDCR which would allow Supervising Correctional Cooks to secure assignments/positions based on seniority. On September 13, 2018, ACSS met with CDCR to discuss various issues that affect excluded employees.  We are pleased to report CDCR responded favorably to the Post and Bid proposal and is making progress toward a Post and Bid Process Policy for Supervising Correctional Cooks. We will keep you apprised of the progress, including possible implementation dates which could come in the early part of next year.  For further questions regarding this matter, please contact your ACSS Labor Relations Representative


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Meet and Confer Leads to Changes for CDTFA Anti-Nepotism Corrective Action Plan Implementation

Posted: 8/17/2018 Tags: legislation policy representation Tags Views: 1646

When departments propose changes to policies impacting supervisors and managers, ACSS has the right under the law to Meet and Confer with the state over the new or revised policies and their impact on members. ACSS just concluded the Meet and Confer process with the California Department of Tax and Fee Administration (CDTFA) over a revised Anti-Nepotism Policy and the implementation of “Corrective Action Plans” to remediate identified personal or family relationships.

As a result of the meetings and ACSS’ requests, CDTFA has agreed to remove all Corrective Action Plans from supervisors and managers’ Official Personnel Files. CDTFA will also seek input from affected employees prior to taking a final action on a corrective plan, including a change in reporting structure or a geographic relocation. Supervisors or managers who currently have a corrective action plan may submit additional information for possible reconsideration of their corrective plan and will have the plan removed from their OPF.

We appreciate CDTFA’s willingness to implement these changes. Note that ACSS’ requests for changes were made after obtaining input from affected ACSS members. If you see an email from ACSS requesting input in connection with an upcoming Meet and Confer affecting you, please give us your thoughts. Your input can help shape ACSS’ position and protect your employment interests.


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ACSS Meets With Caltrans to Discuss Pay and Benefits for Supervisors and Managers

Posted: 7/5/2018 Tags: legislation policy representation Tags Views: 1728

On June 12, 2018, ACSS President Frank Ruffino, ACSS Director of Representation Nellie Lynn, and ACSS Attorney Gerald James met with the California Department of Transportation (Caltrans) Director Laurie Berman and key members of her executive team. Ruffino acknowledged Director Berman was taking the helm of the Department as Caltrans begins to deliver Senate Bill 1 projects around the state. ACSS was an early supporter of SB 1, the Road Repair and Accountability Act, to help California rebuild and maintain our transportation system. In addition to investing in our transportation infrastructure, ACSS encouraged Caltrans to take action supporting appropriate pay and benefits for the supervisory and managerial employees who are helping to deliver these projects.

Director Berman has been with Caltrans for 35 years, holding various supervisory and managerial positions along the way. “Caltrans will continue to invest and provide training for our managers and staff as we deliver twice as many projects as before Senate Bill 1,” said Director Berman. “The department is hiring thousands of people over the next several years to meet the demand.”

ACSS is working collaboratively with Caltrans Labor Relations to identify and address salary concerns for supervisors and managers. We look forward to working with Director Berman on these issues. After the meeting, Ruffino mentioned, “Director Berman understands the important role that supervisors and managers play in project delivery. ACSS continues to appreciate a positive working relationship with Caltrans and to build on the relationship with Director Berman.”


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Another Successful ACSS Lobby Day!



Click here to view larger.

On March 21, 2018, ACSS members marched into the Capitol and met with legislators to discuss important issues affecting managers, supervisors and confidential state employees. Lobby Day was a resounding success with 54 members in attendance. Thanks to the dedicated members who attended, our presence at the Capitol was visible and our voices were clearly heard! For 18 consecutive years, ACSS members have participated in Lobby Day to deliver the ACSS message in person to Assemblymembers and Senators. 

>> Read more...


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Drug Testing Plan for Food & Agriculture Supervisors Withdrawn

Posted: 3/29/2018 Tags: policy representation Tags Views: 1040

The California Department of Food and Agriculture recently announced a plan to drug test employees in the new CalCannabis Licensing Unit. ACSS members were concerned with privacy issues and the testing procedures that would be utilized. While the State maintains a drug free workplace, the random or “reasonable suspicion” drug testing of employees has been limited to those in medical, correctional or peace officer settings or employees operating heavy equipment or machinery. The drug testing rules balance constitutional privacy issues with the State’s interest in protecting employees and the public.

Following a Meet and Confer with CDFA over the proposed new testing, ACSS sent a letter to the Department of Human Resources (CalHR) and CDFA requesting that they reconsider the drug testing program at CDFA. Upon receipt of ACSS’ letter, CDFA withdrew the plan to drug test the CalCannabis employees and does not plan to pursue drug testing of employees in other CDFA divisions.


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State Personnel Board Passes IT Consolidation Plan

Posted: 2/2/2018 Tags: legislation policy representation salary Tags Views: 2973

Effective January 31, 2018, the State Personnel Board approved a plan to consolidate and re-classify a wide range of IT job descriptions as part of the ongoing Civil Service Improvement Project. An estimated 1,694 excluded employees are impacted by this consolidation effort.

Also on January 31, 2018, CalHR released Pay Letter 18-04 which outlines details of the Consolidation plan and how it affects specific job classifications. 36 service-wide classifications consolidated into 9 new classifications as outlined in this SPB Specification sheet. The IT Consolidation Career Path document charts how these new classifications relate to each other and the ranges within each.

If you have individual concerns about how your job is affected by the IT Consolidation plan, please contact your local ACSS Labor Relations Representative.


Updated 2/9/2018

>> Minutes from the January 11, 2018 SPB meeting

>> SPB webpage with other Board Meetings, Agendas and Live Streaming videos


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