X
GO

Legislative News

Articles for tag benefits


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.


Comments 0 Comments

Legislature Passes Bill Approving MOUs, Appropriates Money for Increases for Related Excluded Employees

Posted: 9/13/2019 Tags: benefits legislation policy salary Tags Views: 3978

On September 12, 2019, the Legislature approved Assembly Bill 118 which includes funding for certain excluded employee salary adjustments. AB 118 approved labor contracts for 13 state rank-and-file bargaining units (1, 2, 3, 4, 5, 7, 11, 13, 14, 15, 17, 20, and 21). The bill, which contains budget appropriations to fund employee compensation increases for both rank-and-file employees and related excluded employees, now heads to Governor Newsom for his approval.

ACSS has requested CalHR provide at least the same salary and benefit increases to supervisors, managers and confidential employees in addition to correcting standing salary inequities and compaction issues. The expectation is that CalHR will adjust salaries for excluded employees related to bargaining units 2, 7 and 13 retroactively to July 1, 2019.

Most salary adjustments and other benefits for excluded employees related to the 9 SEIU Local 1000 bargaining units (1, 3, 4, 11, 13, 15, 17, 20, and 21) are effective July 1, 2020. The SEIU rank-and-file agreements call for a few increases to take effect this fiscal year: increase in bilingual pay, recruitment & retention for Correctional Case Records Analysts, increase in the call center differential, expanding the personnel and payroll geographic differential to include Alameda County, and an increase in the commute reimbursement from $65 per month to $100 per month. Other employee compensation adjustments – general salary increases, special salary adjustments and the new provision to provide $260 per month to those enrolled in a CalPERS health plan – are scheduled to take effect July 1, 2020. ACSS has asked CalHR to provide excluded employees with at least these same increases in addition to resolving identified salary compaction issues by raising excluded employee salaries.

Following Governor Newsom’s signature on AB 118, CalHR will issue a “Pay Letter” as the official instruction to the State Controller’s Office to adjust salaries. ACSS will publicize the pay letter and its impact as soon as it is released. ACSS is next scheduled to meet with CalHR in early October and will keep all members apprised of progress made on addressing salary compaction and improving excluded employee salaries and benefits.


Comments 4 Comments

Many Excluded Employees will see smaller paychecks as OPEB Deductions increase, ACSS takes action

Posted: 8/28/2019 Tags: benefits legislation policy retirement salary Tags Views: 2341

ACSS has been affirmatively taking action advocating for our members’ interests on OPEB deductions and General Salary Increases this year. As always, we represent the voice of Managers, Supervisors and Confidential State Employees and we strive to obtain fair wages and working conditions.

Although raises for many excluded employees were effective with last month’s pay warrants, the increased Other-Post Employment Benefit (OPEB) deductions will take effect with the August pay period. Your OPEB contribution is listed on your pay stub as “CERBT”, which stands for California Employers’ Retiree Benefit Trust.

Your contribution as a percentage of salary is matched with a state employer contribution. The purpose is to reduce the “unfunded liability” for retiree health care to ensure that your valuable earned health benefits will be available when you retire.

The following chart showing the legislatively approved contribution rate increases for OPEB and CalHR approved increases for exempt and excluded employees not related to a specific bargaining unit:

OPEB INCREASES for EXCLUDED
EMPLOYEES Effective August 2019
 Percentage Increase
 1, 3, 4, 11, 14, 15,
17, 20, 21 (SEIU Units)
 1.1%
 2  0.7%
 6  N/A 
 7  1.3%
 8  1.4%
 9  1%
 10  1.4%
 12  1%
 13  1.3%
 16  N/A
 18  1.4%
 19  1%
 Exempt and excluded employees not
directly tied to a BU (E48, E97, E98, E99)
 0.8%

Not all excluded employee salaries increased on July 1, 2019. State Bargaining Units 2 and 18 have not reached new labor contracts. ACSS President Todd D’Braunstein has urged CalHR to provide a General Salary Increase to supervisors, managers and excluded employees related to these units. Click here to read President D’Braunstein’s letter to CalHR. ACSS has been proactive in the fight for fair and appropriate wages on behalf of these excluded employees.

Excluded employees related to state Bargaining Units 9 and 10, will also see a temporary one-half percent increase in the employee pension retirement contribution. The Unit 9 increase will be for this fiscal year only and the Unit 10 increase will be for two years. A one-half percent increase for excluded employees related to Unit 16 will take affect this paycheck and thereafter.

ACSS will continue to stand up for your rights while communicating and working with the Administration. As we receive new information, we will continue to keep you informed on these important issues.

>> Click here to read details of the OPEB provisions.

>> Click here to read OBEB FAQ's from CalHR.


Comments 2 Comments

Family Care Leave in Effect as of July 1, 2019

Posted: 7/1/2019 Tags: benefits legislation policy Tags Views: 1434

CalHR has updated its policy to reflect that effective July 1, 2019, excluded employees enrolled in the Annual Leave Program (Section 2102) are eligible for Family Care Leave as part of Non-Industrial Disability Insurance (Section 1411).

The new Family Care Leave Benefit is only for excluded employees enrolled in Annual Leave. Normally, excluded employees must wait 24 months before changing from Vacation/Sick Leave to the Annual Leave program. As a result of the new Family Care Leave benefit, CalHR has also announced a one-time open enrollment period for excluded employees to elect to enroll in Annual Leave. ACSS members who recently elected the Vacation/Sick Leave Program or switched to the Vacation/Sick Leave Program have until August 29, 2019 to elect to enroll in the Annual Leave Program by submitting a form to their Human Resources Office. Employees currently enrolled in Annual Leave are automatically eligible for the Family Care Leave benefit and no action is required.


Comments 0 Comments

ACSS Secures Significant Victory! How ACSS Helped Make Family Care Leave Benefits for Excluded Employees a Reality.

Posted: 6/21/2019 Tags: benefits legislation legislature policy Tags Views: 1235

The legislature passed Senate Bill 83 and it is now on Governor Newsom’s desk. SB 83 will provide supervisors, managers and confidential employees the ability to take up to six weeks of paid time off to care for a seriously ill family member or bond with a new child.

ACSS has advocated for paid family leave benefits for years. In the last legislative session, an ACSS sponsored bill (AB 3145) made it to the desk of Governor Brown. Although he vetoed the bill, he noted that the Department of Human Resources (CalHR) was developing a plan to offer paid family benefits to state managers and supervisors. The Newsom Administration has supported the legislative changes required to implement this benefit. ACSS has been working with the Administration diligently to ensure that SB 83 passed through the legislature and that ACSS members receive these important benefits.

The new law, effective July 1, 2019, will expand non-industrial disability insurance (NDI) for excluded employees enrolled in the annual leave program. Under the “Enhanced-NDI” program, supervisors, managers and confidential employees will receive 50 percent of their gross salary for up to six weeks for Family Care Leave. This Enhanced-NDI benefit can be supplemented to 75% or 100% of salary using paid leave credits. This new benefit is unique to excluded employees and is employer paid with no employee contribution required. There is no waiting period for excluded employees switching from vacation/sick leave into the annual leave program.

ACSS President Todd D’Braunstein remarked, “ACSS has long sought paid leave for our members to bond with a new child or care for ill family members.  I am proud that ACSS’ legislative program was able to deliver this benefit to our members.  Achieving this benefit without an employee cost is remarkable.  I thank Governor Newsom for championing paid family leave and the Legislature for swiftly passing this new law which is unique to supervisors and managers.”

If you have any questions about switching from vacation/sick leave to annual leave or questions about the new Family Care Leave benefit, contact your ACSS Labor Relations Representative.


Comments 2 Comments

1 2 3 4 5 6