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Step-by-step guide to the Grievance Process
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The Triennial event for ACSS Elections and Policy Changes
Keep an eye on your mailbox for the newest edition of ACSS Quarterly, featuring our profile on ACSS Board Member John Fixler's work at Hearst Castle.
In the meantime, feel free to browse through last quarter's issue on our news page.
In appreciation of its members, ACSS Chapter 509 hosted its annual outing to a Visalia Rawhides game.
Chapter activist Brian Adams prepared the following slideshow showcasing the popular event:
After your ACSS met and confered yesterday with CalHR over the rank and file bargaining agreements, CalHR has officially extended the first provision of many to state supervisors, managers, and confidential employees.
PML2013-022 provides for the extension of lodging/per diem increases to excluded employees in addition to rank and file.
The full details of the modest increases to lodging and meal rates are in the PML.
Your ACSS is working with CalHR on extending dozens of other provisions from the rank and file agreements, including the 4.5% raise that will apply to SEIU Local 1000 members.
CalHR has released an official pay letter detailing the implementation of the 3% top step raise effective as of July 1, 2013.
The top step raise will go into effect immediately for all supervisors, managers, and confidential employees who have been at the top salary step in their classification since July 1, 2012.
There are some key exceptions to the general top step salary increase that impact supervisors and managers.
ACSS has received several complaints from excluded employees that perform Administrative Officer of the Day (AOD) duties regarding an inconsistency in what duties are done and what compensation is received.
We have setup a survey for those required to perform AOD duties. It will take roughly 5 minutes of your time to complete. ACSS will be working with CDCR to establish more consistency in defining AOD duties/compensation, and you can help shape new policy by taking our survey.
If you have any questions, please contact ACSS Senior Labor Relations Representative Nellie D. Lynn at nlynn@calcsea.org or (951) 278-3731.
The Legislative Analyst's Office (LAO) has released their financial analysis of the tentative bargaining agreement with SEIU Local 1000, and has recommended a "me too" raise for supervisors, managers, and confidential employees to avoid further salary compaction.
The LAO analysis estimates the total cost of the raises outlined in the Local 1000 bargaining agreement at roughly $308 million over three years.
A separate analysis aimed at mitigating salary compaction estimates the cost of extending rank and file raises to supervisors, managers, and confidential employees at an additional $118 million over three years.
On June 26th the Assembly Committee on Public Employees, Retirement and Social Security passed ACSS' anti-compaction bill with a bi-partisan 6-0 vote.
ACSS' bill - SB 216 - originally cleared the Senate with unanimous bi-partisan support (38-0).
SB 216 sponsor Senator Jim Beall (D-San Jose) explained how the bill would solve the State's longstanding problem of salary compaction - the phenomena by which supervisors often make less than those they supervise. Assemblymember Reggie Jones-Sawyer (D-Los Angeles), a former City of Los Angeles employee, spoke about the difficulties in recruiting the best and brightest to supervisory positions when the pay isn't suffiicent to take on the responsibility.
ACSS' bill will now move to the Assembly Appropriations Committee. We anticipate some resistance due to the Department of Finance's large price tag on the bill and are meeting with the Governor's office to stress the importance of a longterm solution to protect the State's most experienced and dedicated employees.
Even though state supervisors, managers, and confidential employees are excluded from the collective bargaining process by law, your ACSS is working with CalHR to determine how they will apply the provisions of the rank and file bargaining agreements to excluded employees.
Prior administrations have extended rank and file bargaining agreements to excluded employees in so called "me too" agreements, but the livelihoods of the State's most skilled and dedicated employees are usually not addressed until after all of the rank and file agreements are finalized.
ACSS is pushing for a change to this unwritten policy - both with our current anti-compaction bill and ongoing talks with CalHR.
CalHR Excluded Employee Labor Relations Officer Stephen Booth said that although it is the current administration's policy to not "disadvantage supervisory employees," he cannot guarantee that the same pay package in the rank and file agreements will be extended to excluded employees.
Your ACSS will continue to work with CalHR and the Legislature to ensure that their responsibility in setting excluded employee compensation is met.
ACSS' anti-compaction bill - SB 216 - has taken another step forward to rectifying the phenomena in which state supervisors often make less than those they supervise.
The Assembly Standing Committee on Public Employees, Retirement and Social Security has set a hearing date of Wednesday, June 26th for SB 216, which would require the State to maintain its recommended 10% differential between supervisors and their employees or provide a detailed report when they are unable to do so for financial reasons.
As the budget process finalizes, your ACSS is tracking key changes that may impact state supervisors, managers, and confidential employees in the Department of State Hospitals (DSH).
In his original 2013 budget proposal, Gov. Brown called for the reduction of staff at Vacaville and Salinas facilites and the activation of the new Stockton California Health Care Facility. In his May budget revise; however, Gov. Brown had proposed eight different changes to his original DSH budget, including adding positions at Vacaville and Salinas facilities.
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