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Special Salary Adjustments for excluded employees related to Bargaining Units 7, 13 and 15.

Posted: 4/25/2017 Tags: compaction legislation policy representation salary Tags Views: 90

California Department of Human Resources (CalHR) released Pay Letters 17-08, 17-09 and 17-10 which include Special Salary Adjustments (SSA) for excluded employees related to Bargaining Unit 13 (Stationary Engineers) and Bargaining Unit 15 (Allied Services) as well as changes to pay differentials affecting excluded employees. In addition, there is an update regarding the SSA for excluded employees related to Bargaining Unit 7 who supervise sworn investigators (class code 8610) employed by the Department of Insurance and Department of Consumer Affairs.

In Pay Letter 17-08, Chief Engineer II class (S13, Class code 6695) shall receive an SSA increase of 0.87%effective November 1, 2016. ACSS advocated for the same 2% SSA to be passed to the Chief Engineer II (6695) and Chief Engineer I, Correctional Facility (6699). CalHR’s decision was to provide a 0.87% SSA for the Chief Engineer I (6695) and no SSA for the Chief Engineer II, CF (6699). According to CalHR this is consistent with their criteria and will make the pay differential between this class and the class it supervises 5%. CalHR stated that the Chief Engineer I, CF (6699) is at 5% or greater pay differential. Therefore, the SSA was not passed on.

In Pay Letter 17-09, Supervising Cook I (2180), Supervising Cook II (2181) and Correctional Supervising Cook, Correctional Facility (2183) classes (S15 and U15 Supervisory Ranges) shall receive a $300 increase SSA, effective retroactively as of July 1, 2016.

In Pay Letter 17-10:

  • Pay Differential 067 – S04, S15, S17 eligible classes listed on PD67. Criteria for the IWSP reduced from 173 to 120 hours per pay period.
  • Pay Differential 132 and Pay Differential 135 – eligible prisons and excluded employees related to SEIU BUs recruitment and retention (R&R) incentive increased from $2,400 to $2,600 and the follow prisons are now eligible for the R&F Pelican Bay, California Correctional Center, and High Desert State prisons are added.

In a Side Letter, CalHR and CSLEA reached an agreement for a new pay differential to provide a 7.44% salary increase for the Investigator (8610) class at the Department of Insurance and Department of Consumer Affairs. CalHR confirmed that related managers and supervisors are getting compensation increases. CalHR has not released a Pay Letter for this SSA yet. Specifics regarding the amount of the compensation increase and the affected excluded employee classifications will be available once the Pay Letter is released.

As more news arrives, ACSS will continue to keep ACSS members informed about pay increases and special salary adjustments for these and all other excluded employees in the future. ACSS continues to fight for fair and equitable salary and benefits for excluded employees, which includes advocating for a 10% pay differential between excluded employees and the employees they supervise.


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CalHR Civil Service Improvement Project Starts Phase 2: Class Consolidation


Over the past year, ACSS spent tremendous effort working with the California Department of Human Resources (CalHR) on the Civil Service Improvement (CSI) Project. Phase 1 aimed to identify and abolish unused job classifications and successfully came to completion. Starting now and within the next 12 months, the CSI Project moves into Phase 2 which proposes several classification consolidation changes that may affect many excluded employees.

According to the 2017 Civil Service Improvement report, the goal of the CSI “initiative is to produce a modern human resources system that will allow state departments to find and quickly hire the best candidates through a fair and merit-based process.” The class consolidation will address the state’s current antiquated classifications system. “A modernized and simplified classification system that reduces the number of classifications and uses standard industry language will allow:

  • An understanding of the various career paths.
  • Job seekers and employees to understand the state’s classification structure.
  • The elimination of duplicative exams and hiring processes.
  • Promotional opportunities with appropriate probationary periods between salary ranges.”

ACSS has been notified of classification consolidation proposals affecting excluded employees associated with Bargaining Unit 10 (Professional Scientific) and Bargaining Unit 15 (Allied Services). The classes affected in these proposals include:

These classification consolidation proposals will tentatively be submitted to the State Personnel Board at the June 1 Board Meeting. If you belong to a classification affected in one of these specific proposals and if you have questions or concerns that you would like ACSS to address, please contact Nellie Lynn, ACSS Assistant Director of Representation, at nlynn@acss.org. Your thoughts and input regarding the proposals are important to ensure that the concerns of all impacted excluded employees are addressed.

In this second phase, ACSS is committed to ensuring that the best interests of members are protected when the consolidation of classifications occurs. We have been reaching out to affected members to assess concerns and identify problem areas. In addition, we have reviewed the documentation of the classification consolidations affecting excluded employees and have requested a meeting with CalHR to bring the concerns of members to the table in regards to this topic on May 4th, 2017.

ACSS will continue to keep members informed as we receive important news and updates about the results of this meeting and additional consolidated classes that may affect excluded employees.


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Success at ACSS Lobby Day 2017!



Click here to view larger.

On March 14, 2017, 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 114 members in attendance. Thanks to the dedicated members who attended, our presence at the Capitol was visible and our voices were clearly heard!

For 17 consecutive years, ACSS members have participated in Lobby Day to deliver the ACSS message in person to Assemblymembers and Senators. This year, we continued to lobby for the resolution of salary compaction and we asked for support of Assembly Bill 52 (Public employees - Orientation and informational programs, written by Jim Cooper, AD 09). Lawmakers listened to our message and acknowledged our concerns.

ACSS thanks the attendees who helped make ACSS Lobby Day 2017 a huge success. Over the years, ACSS has worked hard and progressed to make our presence known, and is now a well-recognized association that lawmakers pay attention to, thanks in part to the efforts of members who attend Lobby Day.


Assm. Freddy Rodriguez (AD 52) meets with the ACSS Executive Committee after delivering a speech at the Lobby Day Training presentation.



A group of ACSS members meets with CA State Senator Dr. Richard Pan (SD 06) on Lobby Day.



From left, ACSS Members Brian Adams, Rolinda Gomez, Abdou Lyagarou, and Brett Blaydes prepare for their meeting with their Legislator.



ACSS President Frank Ruffino and ACSS Vice President Elnora Fretwell socializing with CA State Senator Steven Bradford at the ACSS Ice Cream Social event.


Please check back at the Lobby Day webpage at a later date to view a gallery of all 2017 Lobby Day photos - coming soon!


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ACSS Advocates for Pay Parity for CCHCS Food Administrators

Posted: 3/2/2017 Tags: compaction legislation representation salary Tags Views: 607

ACSS is working with Food Administrators to address their concerns as part of the ongoing agenda at the Quarterly meetings with the California Correctional Health Care Services (CCHCS). The most recent meeting with CCHCS was on February 10, 2017.

At the meeting, ACSS requested that CCHCS join ACSS’ efforts to advocate for pay parity for Food Administrators. ACSS is advocating for salary increases for Food Administrators with the California Department of Human Resources in light of the recent salary increases provided to rank and file in the new BU 19 MOU.

ACSS raised concerns over Food Administrators being assigned duties and responsibilities outside of the SPB Job Specification for Food Administrator I, specifically clinical duties that are contained in the SPB Job Specification for the Registered Dietitian classification.

If you are being asked to perform duties outside your job specification, please contact your local ACSS Labor Relations Representative for assistance. Here is a list of the ACSS Labor Relations Representatives near you.

You can learn more about your rights when assigned work outside of your classification from the ACSS Quarterly Newsletter Q1 2017.


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ACSS Met with CalHR to Address the Concerns of Managers and Supervisors

Posted: 1/30/2017 Tags: benefits budget legislation meeting salary Tags Views: 1651

On January 19th, ACSS met with CalHR to discuss the possibility of salary increases for excluded employees in reaction to the recent rank and file agreements that were reached through bargaining in December of 2016. ACSS also intended this meeting to introduce ourselves to CalHR’s new Labor Relations Officer, Kate Van Sickle (who replaced Steven Booth). ACSS helped bring VanSickle up to speed with the history of ACSS’ efforts on advocating for resolving salary compaction and helped familiarize her with the full scope of issues that ACSS advocates for. The meeting was productive and ACSS brought valuable items to the table, yet many specific items were left unanswered by CalHR. CalHR was not specific about which classifications will get additional pay and when it may happen.

ACSS thinks that excluded employees got the better deal regarding the sweeping 3% GSI salary increase for excluded employees in October 2016 versus the $2500 one-time bonus that Rank and file recently received. The 3% GSI increase for excluded employees is a “forever benefit” and it is PERSABLE, so it will count towards your retirement benefits. The $2,500 bonus that Rank and File just received does not.

In our recent January 19th meeting with CalHR, they confirmed that they will NOT be providing excluded employees with a one-time bonus, like that of SEIU Local 1000. During the meeting, ACSS heavily advocated on behalf of members for special salary adjustments to be passed on to excluded employees. CalHR’s response continues to be that final decisions have not yet been made and they will follow the administration’s directive to establish and maintain a 5% pay differential instead of the 10% that ACSS advocates as fair and equitable.

There is good news in the Governor’s proposed 2017 – 2018 budget. The budget adds $1.2 billion for increased employee compensation. It is anticipated that this will provide for General Salary Increases for excluded employees in July 2017, as per PML 2016-023. This is just the beginning of the budget process. Unlike bargaining, where rank and file agrees upon multi-year salary increases, excluded employees are excluded from bargaining, which means that they rely upon the budget each year to determine salary adjustments. The final approved budget bill is still a long way off and a lot can happen between now and the end of the fiscal year. ACSS will continue to monitor the budget process and advocate funding to provide excluded employees fair and equitable pay packages.

ACSS Lobby Day is on March 15th. We strongly encourage you to join us at Lobby Day and meet with legislators and educate them about the issues affecting excluded employees, like pay compaction. As news develops, ACSS will provide any updates in regards to pay increases and further discussion with CalHR.


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