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CalHR Increases Excess Lodging Rate Requests

Posted: 3/12/2018 Tags: policy Tags Views: 1516

CalHR Announcement - 

Effective March 7, 2018, CalHR delegates authority to departments to make determinations regarding Excess Lodging Rate Requests up to $250 per night. Previously, departments only had delegation to make determinations regarding Excess Lodging Rate Requests up to $150 per night. 

Excess Lodging Rate Requests are required if the requested lodging rate is more than the state rate. CalHR’s Short-Term Lodging Reimbursement Rates page lists the current state rates for all excluded and all represented employees. All Excess Lodging Rate Requests for amounts above the delegated amount of $250 per night will continue to require CalHR approval in advance. Departments should continue to follow their current processes for completing and submitting Excess Lodging Rate Requests to CalHR.

To see this and other recent human resources announcements, please visit the CalHR Announcements web page.


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State Personnel Board Passes IT Consolidation Plan

Posted: 2/2/2018 Tags: legislation policy representation salary Tags Views: 3220

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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Notable points from the Governor’s State Budget Report 2018-2019

Posted: 1/26/2018 Tags: budget legislation policy Tags Views: 1917

On January 10, 2018, Governor Brown released his proposed 2018-2019 State Budget.  The proposal maintains a balanced budget for the foreseeable future under current projections and will also bring the Rainy Day Fund to $13.5 billion, the maximum level allowed under the State Constitution. Revenues for the current budget year are predicted to be $4.7 billion higher than previously estimated. While next fiscal year’s Budget is projected to have a healthy surplus, Brown noted the state will continue to face uncertain times, including the ramifications of the recently enacted federal tax bill and his reiterated warnings to plan for an inevitable recession. The Governor’s budget proposes $131.7 billion in General Fund expenditures, an increase of 4.1 percent over the 2017-2018 budget.

Click here to read the full story...


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CalHR Releases Pay Letter with CDTFA Raises and AOD Pay Differential for OIG

Posted: 1/25/2018 Tags: legislation policy representation salary Tags Views: 1920

On January 18, 2018, CalHR released Pay Letter 18-03 which outlines Special Salary Adjustments (SSA) for some Managers and Supervisors of the California Department of Tax and Fee Administration (CDTFA), Franchise Tax Board (FTB) and Employment Development Department (EDD). We reported on this issue earlier this month about how ACSS’ efforts helped alleviate salary compaction for some classifications at CDTFA. The SSA for these classifications are effective as of January 1, 2018.

Pay Letter 18-03 also includes Administrator-of-the-Day (AOD) Pay Differential 422 for excluded employees at the Office of the Inspector General (OIG). This Pay Differential affects the following classifications:

  • Special Assistant Inspector General
  • Senior Assistant Inspector General
  • Chief Assistant Inspector General

ACSS intends to advocate for Pay Differential compensation in a similar approach for excluded classifications at other departments who have AOD responsibilities. We plan on discussing this issue with CalHR in the near future.


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Updated Savings Plan Documents for Excluded Employees

Posted: 1/18/2018 Tags: policy Tags Views: 2161

CalHR informed ACSS of changes to the 457 Savings Plan and the 401(k) Savings Plan documents for Excluded Employees.  Click below to view the updated documents. 


Updated 2/8/18

ACSS worked with CalHR to identify changes to the plans. While most amendments are technical and routine in nature, there are some plan improvements. Employees returning to state service can now immediately resume participation in the Savings Plus program. The state has also increased options for spouses and other payees to elect Roth rollover conversions. The amendments include technical updates clarifying the state’s ability to collect overpayments. Of concern, the amendments allow the state to terminate the loan program. ACSS knows the loan program is popular with members, particularly in helping with down payments for homes. ACSS expressed concern over this change and were told that the state has no plans to end the loan program at this time. ACSS will advocate against an end to the loan program should one be proposed.

Members with questions about the Savings Plus program can reach out to the Savings Plus Service Center by e-mail, phone, or visiting the walk-in center in Sacramento. Click here for contact information.


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New Policy Requiring Background Checks Could Result in Job Losses for Some Excluded Employees

Posted: 12/15/2017 Tags: legislation policy representation Tags Views: 2527

A new policy may affect the careers of excluded state workers in several departments. CalHR notified ACSS that state workers who handle taxpayer information will undergo mandatory criminal background checks. If excluded employees do not pass the background check, they could be “non-punitively separated” from state service. These background check policies are intended to bring California in compliance with federal guidelines from the Internal Revenue Service and Department of Homeland Security. At the moment, it is unknown when this policy will be implemented.

ACSS has been receiving notices from individual departments regarding this issue and is reaching out to specific groups of excluded employees asking for feedback and concerns. Below is a list of the California departments that have notified ACSS of this policy change:

  • Department of Social Services
  • Employment Development Department
  • Department of General Services
  • California Department of Fee and Tax Agency
  • CalOES (Federal Suitability Screenings)

If you work for one of these departments and have questions or concerns about the background check policy, please contact your regional ACSS Labor Relations Representative.

ACSS is on your side and is fighting for your career. We are doing everything we can to prevent job loss over this issue. Please make sure your contact info is up to date so that we can provide you with the latest information as we receive it.

Click here to read additional information in the Sac Bee article.


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Update on the Information Technology Series Class Consolidation package

Posted: 10/6/2017 Tags: compaction jobs policy representation salary Tags Views: 2112

ACSS met with the California Department of Human Resources (CalHR) regarding the state’s proposed Information Technology Series Class Consolidation package on September 20, 2017.

CalHR planned to submit the Class Consolidation Package to the State Personnel Board (SPB) for approval at the October 12th SPB Board meeting. However, CalHR did not submit the Board item to SPB for the October 12 Board meeting. Per CalHR “there may be slight changes” made to the proposal. If package changes are made and/or this item is returned to a future SPB meeting agenda, ACSS will provide updates such as this one.

ACSS used the feedback provided by many excluded IT employees to advocate on behalf of our members. During our meet and confer with CalHR ACSS addressed these key areas of concern (along with others not listed):

  • Salary compaction: The proposed package does not provide a 10% differential for Supervisors and Managers relative to their staff.
  • Total Compensation: A CalHR report from 2014 showing significant pay lags for IT Related classes in the state as compared to other public and private employers. CalHR sets the pay for excluded employees and the proposed package does not address this issue.
  • Reallocation of Excluded Employees to new classifications: This is a concern affecting Data Processing Manager (DPM) I, II, and III incumbents. New position allocations in some cases did not appropriately consider or account for the duties of employees in those classifications and/or would no longer permit the supervision of current subordinates in the proposed plan.

As a result of ACSS’ ongoing discussions with CalHR and the meet and confer meeting, CalHR made changes to proposed SPB Classification Specifications.

Click here to view the updated IT Consolidation Structure Map.

Please contact Charlotte Hoar at choar@acss.org or call 916-326-4388 if you have questions.


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Salary Increase for Some Excluded Employees Associated With Bargaining Unit 07

Posted: 8/14/2017 Tags: compaction policy salary Tags Views: 1792

On August 11, 2017, CalHR release Pay Letter 17-22 that affects some Managers and Supervisors associated with Bargaining Unit 7. Pay Letter 17-22 provides information for a 10 percent Special Salary Increase (SSA) for California State Fire Marshall Division Chiefs (class code 8966) and Deputy State Fire Marshall III (class code 9010) classes. This SSA is effective as of July 1, 2017.


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Work Schedule Policies Are Now Online

Posted: 7/28/2017 Tags: policy Tags Views: 2077

On July 25, 2017, CalHR announced that Work Schedule Policies are now posted and updated online. The new Online Human Resources Manual, Section 1501 provides detailed information for Work Week Group E employees (salary employees exempt from the FLSA). CalHR also posted details for Section 1503 for Work Week Group 2 employees (hourly employees covered by FLSA) or employees on an alternate work week schedule. If you are not sure of the WWG for your classification, contact your Department’s Human Resources Department.
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Salary Compaction Victory for Correctional Education Supervisors and Other Special Salary Adjustments for Excluded Employees

Posted: 7/13/2017 Tags: compaction legislation policy representation salary Tags Views: 4575

On July 11, 2017, CalHR released Pay Letter 17-18 which clarifies details on the General Salary Increases (GSIs) for excluded employees, effective July 1, 2017. The Pay Letter also provides more information on Special Salary Increases (SSAs) for certain classifications.

Because of ACSS’ tireless efforts with CalHR and CDCR, we have accomplished a huge milestone by alleviating salary compaction for CDCR Office of Correctional Education Supervisors. In 2015, ACSS reported that we proposed to remedy one of the most egregious cases of salary compaction where the Correctional Education Supervisors were making 13 % less than those they supervised. We are thrilled to report that Pay Letter 17-18 (pages 41-42) officially provides an 8% – 17% special salary increase, to bring those classifications up to a 5% pay differential above the employees they supervise. ACSS continues to strive for a 10% differential for all excluded employees. However, we are extremely pleased that ACSS’s diligence has helped these classes attain some resolution.

The Special Salary Adjustments for excluded employees start on page 39 and include specific classifications in S01, M01, S03, M03, S08, M08, S12, U12, S13, M16, S16, U16, and S17. CalHR’s criteria to pass on the SSA is to follow the administration’s directive to establish and maintain a 5% pay differential. Notable and positive points from the Pay Letter are as follows:

  • M07 & S07 – ACSS reported two months ago that managers and supervisors who supervise investigators in DCA and DOI would receive additional compensation. Pay Letter 17-18 (pages 25-26) officially states the specific amounts of SSAs for Supervising Fraud Investigators of the Department of Insurance and Department of Consumer Affairs to bring the pay differential up to 5% above employees they supervise.

  • BU 10 – On pages 27-28, this pay letter clarifies the GSI amounts for excluded employees associated with Bargaining Unit 10. Specific classifications are listed that detail whether a 2% or a 5% GSI will be given for each classification.

  • S12 – includes SSAs for the CDCR Correctional Plant Supervisor, Correction Plant Manager I and II, Plumber Supervisor, Caltrans Highway Mechanics Supervisor, Mobile Equipment Superintendent I, and Telecommunications Maintenance Supervisor I, II, and III. (See pages 43-44)

Pay Letter 17-18 also includes additional clarification on the General Salary Increases effective July 1, 2017, for Excluded Employees Associated with Bargaining Units 01, 02, 03, 06, 07, 09, 10, 12, 13, 16, 18, 17, 19 and CBID E and U classes.

ACSS will continue in our efforts to advocate on behalf of our members for fair and equitable salary and benefits.


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