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Legislative News

CalHR Increases Commute Reimbursement for ALL Excluded Employees; ACSS Advocacy on Salaries Continues

Posted: 2/20/2020 Tags: benefits legislation policy representation salary Tags Views: 482

CalHR has announced the reimbursement amount for transit passes and vanpools will increase by $35 per month for all supervisors, managers, and confidential employees. Effective February 1, 2020, excluded employees will be eligible for 75% reimbursement for public transit passes, up to $100 per month. Vanpool riders will be reimbursed 75% of the monthly fee, up to $100 per month, and vanpool drivers will receive $135 per month.

When SEIU Local 1000 representing rank-and-file bargaining units negotiated an increase in commute reimbursement amounts, ACSS immediately proposed that CalHR extend the increases to all excluded employees. After several meetings with CalHR where this topic was discussed, we are pleased that CalHR has adopted ACSS’ proposal and extended the increased commute reimbursement amounts to all excluded employees, regardless of bargaining unit affiliation.

What’s Next for the Remainder of the 2019-2020 Fiscal Year?
CalHR is expected to implement adjustments to bilingual pay, recruitment & retention for the Correctional Case Records series, and an increase in the call center differential. ACSS has met with CalHR and requested these same increases for excluded employees. CalHR will soon implement salary adjustments for Bargaining Unit 18. ACSS has requested CalHR provide at least the same salary increases for supervisors, managers and confidential employees, in addition to correcting standing salary inequities and compaction issues.

What About July 1, 2020 Increases?
Sixteen of the state’s 21 bargaining units are scheduled for salary increases July 1, 2020. The other five will be in negotiations this spring to adjust salaries. In addition to continued advocacy with CalHR for salary increases and corrections to salary inequities, ACSS is working to ensure the state budget contains funding for salary and benefit increases for excluded employees. While the state budget remains subject to the May Revise and legislative approval, at this point we are optimistic that the budget will adequately fund general salary increases and many special salary adjustments for excluded employees.


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2020-21 State Budget: Governor Aims to Eliminate Debts, Pay Down Pension Liabilities and Grow Reserves

Posted: 1/24/2020 Tags: budget legislation policy politics salary Tags Views: 967

On January 10, 2020, Governor Gavin Newsom released his proposed 2020-2021 State Budget that will fund the government for the 12-month period starting July 1, 2020.

Under the governor’s plan, state spending next year would total just over $222 billion, with $153 billion in general fund and $63.8 billion in special fund spending. Another $5.4 billion in state bond spending makes up the difference. This is about a 3.5% increase over current fiscal year spending.

In this Budget, as with last year’s, the majority of the surplus is devoted to one-time spending. This approach enables the state to make significant investments in critical areas without making commitments to ongoing spending in future years.

Here is the quick rundown on a few items that will specifically interest ACSS members:

State Employee Compensation
The budget proposal includes $1.5 billion ($654 million general fund) in new funding for increased employee compensation, higher health care costs for active state employees, and the state’s contribution to prefund retiree health care costs for active employees. The budget summary notes the Administration will begin negotiations with 7 of the state’s 21 bargaining units, whose contracts expire in late June or early July 2020.

Building Budget Resiliency and Paying Down Unfunded Retirement Liabilities
In addition to the state’s required contributions, the Budget proposes to accelerate the payment of the remaining $500 million currently scheduled over fiscal years 2020-21 through 2022-23 into a single payment in 2020-21.

State Health Care/Retiree Health Care
Through the collective bargaining process, the state’s 21 employee bargaining units and related supervisors and managers now prefund retiree health benefits. As a result, $2.6 billion is currently set aside in the prefunding trust fund to pay for future retiree health benefits. A small but important step in paying for what is an estimated $85.6 billion in unfunded health care liability.

State Employee Position Increases
The budget projects the hiring of an additional 3,187 state employee positions in 2020-21 for a total of 219,017.

The Governor’s complete budget summary and draft budget can be found here: http://www.ebudget.ca.gov

As the proposed state budget progresses, ACSS will continue to meet with CalHR to advocate for inclusion of funding for supervisory and managerial compensation salary increases. ACSS will also be meeting-and-conferring with the state over realignments impacting ACSS members including the workforce programs moving into the new Department of Better Jobs and Higher Wages and the Juvenile Justice reorganization into the new Department of Youth and Community Restoration.

As we delve into more of the proposed budget details, we will report on any new positions and increased funding proposals for departments outlined in the full budget or if there are other proposals that impact ACSS and its members. Please let us know if you have any questions.

Click here to read the full version of the ACSS State Budget Report as presented by our ACSS Legislative Advocate, Ted Toppin at the January 18th, 2020, ACSS Board Meeting.


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CalHR releases Pay Letter Covering Supervisors and Managers Related to Bargaining Unit 7

Posted: 12/5/2019 Tags: legislation policy salary Tags Views: 2100

The Department of Human Resources (CalHR) has issued Pay Letter 19-19 adjusting salaries for supervisory and managerial employees related to Bargaining Unit 7. All S07 and M07 employees will receive a General Salary Increase of 2.75% retroactive to July 1, 2019.

The Pay Letter also provides Special Salary Adjustments retroactive to July 1, 2019 for nearly one hundred different supervisory and managerial classifications related to Unit 7. Upon initial review, most of the special salary adjustments are the same or higher than those received by the related rank-and-file employees. A number of the special salary adjustments are much higher than the salary increases for the rank-and-file. We encourage all S07 and M07 members to review the attached Pay Letter 19-19 to determine whether you and your classification will receive a special salary adjustment. Note that the special salary adjustments for supervisors and managers begin on page 7 of the pay letter. The “SSA” percentage is the salary adjustment above and beyond the general salary increase of 2.75%.

Because of ACSS' tireless efforts on behalf of members concerns, CalHR and the Newsom Administration appear to have extended nearly all of the special salary adjustments to supervisory and managerial employees, and in some instances provided even larger salary increases to supervisors and managers. This is a big win for ACSS members and other excluded employees.

CalHR expects to issue pay letters covering state bargaining units 2 and 13 and related excluded employees on December 9. The goal is for the State Controller’s Office to implement these salary increases with the December 31, 2019 pay warrant with retroactive back pay to follow in early 2020.

CalHR has not indicated to ACSS when it will implement the new and revised pay differentials (e.g., bilingual pay, commute reimbursement) for the 9 SEIU Local 1000 units and how these increases will impact related excluded employees.

As always, ACSS will continue to provide you with updates as we receive them in regards to compensation for excluded employees.


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Retroactive Salary Increases for Supervisors and Managers Related to Units 2, 7 and 13

Posted: 11/19/2019 Tags: legislation policy representation salary Tags Views: 2076

The Department of Human Resources (CalHR) has provided confirmation to ACSS of salary increases for state excluded employees related to bargaining units 2, 7, and 13. Effective July 1, 2019, excluded employees related to Bargaining Units 2 and 7 will receive General Salary Increases of 2.75%.

  • Excluded employees related to Bargaining Unit 13 will see their maximum salary ranges increase by 2.75% also effective July 1, 2019. This means those at the old maximum salary for 12 pay periods will see an immediate retroactive increase.
  • Excluded employees related to Bargaining Unit 2 enrolled as a subscriber in a state sponsored health plan will receive a $260 taxable cash benefit/health stipend retroactive to July 1, 2019 through the June 2020 pay period.
  • As part of the BU 7 Labor Agreement, employees in specific classifications will receive Special Salary Adjustments retroactive to July 1, 2019. CalHR has confirmed that excluded employees tied to those classifications “may also be eligible for Special Salary Adjustments retroactive to July 1, 2019” and that details of impacted classifications and percentages will be outlined in a forthcoming Pay Letter.

Many of the recently approved labor contracts (including the 9 SEIU Local 1000 units) include new and revised pay differentials that may affect related excluded employees. Specific details of how these changes will affect related excluded employees will also be included in the forthcoming Pay Letter. ACSS has requested that CalHR make all increases applicable to excluded employees.

CalHR is currently developing the Excluded Compensation package for Fiscal Year 2020 – 21. Items of compensation including general and special salary adjustments and the $260 month cash benefit for healthcare for employees in the 9 SEIU Local 1000 bargaining units (1, 3, 4, 11, 13, 15, 17, 20, and 21) are effective July 1, 2020. ACSS has requested at least the same increases as rank-and-file employees. CalHR says it will announce the excluded compensation package upon approval of the Budget Act of 2020.

ACSS continues to discuss the compensation of excluded employees related to Bargaining Unit 18 with CalHR. The announcements of salary adjustments do not indicate any adjustments to employees related to Unit 18, but ACSS will continue to ask CalHR to make appropriate salary adjustments for these supervisory and managerial employees, even if the rank-and-file is unable to reach a new labor contract.

When the official Pay Letters are released instructing the State Controller’s Office to adjust salaries, we will provide details of the adjustments including the expected timing of pay adjustments and retroactive pay warrants.


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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: 2552

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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