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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: 2651

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: 2877

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: 3425

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: 2903

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: 2275

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: 2750

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: 5633

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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Excluded Employees Receive Salary Increases Effective July 1, 2017

Posted: 6/30/2017 Tags: compaction legislation policy representation salary Tags Views: 9790

Late yesterday, CalHR released a Human Resource Manual Update* that provides information about raises for excluded employees. As per our previous news post back in October 2016, excluded employees will receive a General Salary Increase (GSI) effective July 1, 2017, based on the bargaining unit they are affiliated. See the chart below for details:

 EXCLUDED EMPLOYEES AFFILIATED WITH BARGAINING UNIT:  GSI
 1, 3, 4, 11, 14, 15, 17, 20, 21, - SEIU  4%
 2  5%
 6  3% 
 7  3%
 9  2%
 10  2% or 5%
 12  4%
 13  3%
 16  2%
 18  3%
 19  4%

 

Salary increases for excluded employees affiliated with Bargaining Unit 5 (Highway Patrol) and Bargaining Unit 8 (Firefighters) will be addressed in future pay letters.

Effective July 1, 2017, most Managerial, Supervisory, and Confidential employees designated E48, E68, E78, E79, E97, E98, and E99 will receive a GSI of four percent (4%).

Exceptions to the salary increases above will be identified in pay letters that will be released in the following weeks.

In addition to the GSI, Other Post-Employment Benefits (OPEB) prefunding will begin. Click here for more information on OPEB for each bargaining unit.

ACSS continues to work hard on your behalf to attain pay parity and fair compensation for all excluded employees. As always, we will provide you with further updates as we receive additional news from CalHR.


*The PML Process has been replaced by the CalHR Human Resources Manual online.


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Do the Impending Board of Equalization changes affect you?

Posted: 6/23/2017 Tags: legislation policy politics Tags Views: 3475

Effective July 1, 2017 Assembly Bill 102 will go into effect to create the new California Department of Tax and Fee Administration (CDTFA) and the new Office of Tax Appeals (OTA), dismantling the existing Board of Equalization (BOE). On June 15, 2017, AB 102 passed and was quickly set into motion. The bill basically splits the BOE into three parts:

  1. The CDTFA will take over administrating sales tax, business tax, and fee programs such as tobacco and cannabis sales.
  2. The OTA will be composed of Administrative Law Judges and will act as California’s tax court, overseeing hearings on tax appeals.
  3. The remaining BOE will focus on overseeing property tax, utility tax and taxes on insurers.

This process strips BOE of all of its power. BOE recently underwent a rigorous audit which revealed corruption and inappropriate business practices, creating a climate of fear among state workers. AB 102, endorsed by Jerry Brown, State Controller Betty Yee, BOE Board Member Fiona Ma, Senate Pro Tem Kevin de Leon, and Assembly Speaker Anthony Rendon, promises to create a better system to deal with issues appropriately and to ensure that taxes are fairly collected and managed across the state.

Click here for an FAQ guide on this issue.

According to the Sac Bee, “about 90 percent of BOE’s 4,800 employees are expected to move to the new departments where they will continue to do the same jobs under different leadership.” ACSS will be meeting with CalHR on June 29th, 2017, to discuss the impact on excluded employees. If you have questions or concerns that you would like ACSS to discuss with CalHR on your behalf in regards to this matter, please contact Nellie Lynn, ACSS Assistant Director of Representation, at nlynn@acss.org.


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Special Salary Adjustments for Firefighters, Physicians, Dentists and Podiatrists

Posted: 6/9/2017 Tags: classification legislation policy representation salary Tags Views: 2609

CalHR released Pay Letter 17-15 and Pay Letter 17-17 which outline Special Salary Adjustments (SSAs) for excluded employees associated with Bargaining Unit 08 and Bargaining Unit 16.

Pay Letter 17-15 (released on June 6, 2017) outlines SSAs for some classes of firefighters in M08 and S08. Classes for Forestry and Fire Protection Administrator, Unit Chief, and Assistant Chief received an additional 1.54% salary increase. Forestry Equipment Managers received an additional 2.3% increase. These SSAs are effective as of January 1, 2017.

Pay Letter 17-17 (released on June 8, 2017) outlines SSAs for some classes of physicians, dentists, and podiatrists in M16, S16 and U16. The following SSAs are effective as of May 2, 2017.

  • Chief of Medicine (Veterans Home) – 8.04%
  • Chief Medical Officer (Veterans Home) – 8.51%
  • Chief Physician and Surgeon – 1.01%
  • Public Health Administrator I – 2.96%
  • Public Health Administrator II – 7.04%
  • Public Health Medical Officers I, II, III – 2.96%
  • Medical Consultant II – 2.96%
  • Medical Program Consultant – 2.97%

As always ACSS is working hard with CalHR to resolve salary compaction and will continue to bring you updates to additional salary increases as we become aware.


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