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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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Special Salary Adjustment Resolves Salary Compaction for some CDTFA Excluded Employees

Posted: 1/9/2018 Tags: legislation representation salary Tags Views: 3782

Because of ACSS’ efforts, CalHR has approved the proposed Special Salary Adjustments for excluded employees of the California Department of Tax and Fee Administration (CDTFA). This SSA alleviates salary compaction for impacted classifications at CDTFA and is effective as of January 1, 2018. These are some of the classifications that ACSS identified that CalHR did not adhere to their own criteria to set and maintain a 5% pay differential. Click here to view a copy of the current and proposed salaries for these impacted classifications.

President Frank Ruffino comments on this latest win, “ACSS has been advocating tirelessly on behalf of CDTFA and we have been patiently waiting for results. This is great news for our members and all affected CDTFA excluded employees.”

An official pay letter from CalHR is coming soon and we will share it as soon as it is released.


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IT Class Consolidation Update

Posted: 1/3/2018 Tags: classification legislation representation salary Tags Views: 3304

After several delays last year the IT Class Consolidation proposal will be considered by the State Personnel Board at its January meeting.

CalHR first provided ACSS a draft of the plan in Spring 2017. Since then, ACSS has been meeting and dialoguing with CalHR regarding the proposed changes to IT Classifications. Large numbers of IT Excluded Employees responded to ACSS’ request for input; that feedback was beneficial to our discussions with CalHR. Many of the respondents expressed frustration that pay parity in the IT industry with both the public and private sectors was not addressed in the class series proposed by CalHR. ACSS addressed this issue with CalHR. CalHR’s position is that the Civil Service Improvement Project classification consolidations must be cost neutral. Therefore, CalHR stated they will use existing pay ranges. The State Personnel Board does not set excluded employee salaries. The authority to set excluded employee salaries is under the jurisdiction of CalHR.

Through the meet and confer process ACSS was able to obtain several changes to the proposed IT Class Consolidation plan.

ACSS submitted a position letter to CalHR to address concerns with regard to proposed salary ranges and reallocation of incumbent Data Processing Managers I, II, and III. The letter is part of the SPB Board item package, which is available on the SPB website.

The State Personnel Board Meeting is scheduled for Thursday, January 11th beginning at 10:00 a.m. ACSS will provide an update to excluded IT employees shortly thereafter. 
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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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Updates on Salary Compaction and IT Classification

Posted: 12/4/2017 Tags: classification compaction legislation representation salary Tags Views: 3269

ACSS continues to have ongoing discussions with CalHR in regards to salary compaction. ACSS inquired on the status of CalHR’s review and corrective action on the classifications that ACSS identified as not receiving a Special Salary Adjustment on July 1, 2017. We also inquired and discussed the status of CalHR's criteria to establish and maintain a 5% salary differential for impacted excluded classifications. ACSS is waiting for new information and will continue to provide updates.

ACSS also discussed the status of the Civil Service Improvement Class Consolidation issue, especially with regards to the IT Classifications. Unfortunately, submission to the State Personnel Board has again been delayed. However, the IT series of classifications is expected to be reviewed at the January SPB meeting. The Custodian series is expected to be reviewed in the February meeting. The Research Scientist series, the Energy Specialist series, and the Research Manager series are all pending and ACSS is waiting to hear new information on these classification consolidations.

It appears that as the year comes to an end, the momentum has slowed at CalHR. We encourage you to be patient with news of forward progress and to enjoy your time during the holiday season. Momentum will pick back up again with the New Year. Stay tuned as ACSS promises to deliver news to you as we receive it.


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Public Employee Women Can Now Press Claims For Equal Pay

Posted: 10/20/2017 Tags: legislation rights salary Tags Views: 2097

On October 14th, 2017, Governor Brown signed Assembly Bill 46 which allows female public employees to press claims against wage discrimination. Earlier in October 2017, Brown signed the California Fair Pay Act (SB 358), which allowed private-sector female employees to press wage discrimination claims. Assembly Bill 46 extends these rights to excluded state employees.

Assemblyman Jim Cooper (AD 09) authored the bill and comments, “I authored AB 46 because not only am I the father of four women of color, but also because I believe it is important to lead by example and ensure that our pay equity laws apply to all sectors, both private and public.”

According to the Sacramento Bee, women in the state workforce earn about 79.5 cents on the dollar compared to their male counterparts, which constitutes a 16 percent gender wage gap. Cooper’s bill is an important piece of legislation that provides for fair pay adjustments for women throughout the state. Excluded employees can process wage discrimination claims through the Division of Labor Standards Enforcement.


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ACSS Met With CalHR in a Positive Meeting to Address Issues

Posted: 9/14/2017 Tags: benefits legislation representation salary Tags Views: 3636

On September 6th, ACSS met with CalHR Director Richard Gillihan to discuss salary compaction and address other issues that affect excluded state employees. ACSS President Frank Ruffino, ACSS Executive Director Rocco Paternoster, and ACSS Assistant Director of Representation Nellie Lynn attended the meeting and agreed it was both positive and productive.

Ruffino commented, “Never before have we seen such cooperation and mutual respect between CalHR and the ACSS leadership team. This was an opportunity for great dialog which I envision will translate into positive results for ACSS members. I am optimistic for the path ahead.”

ACSS voiced concerns on behalf of members in response to our previously reported article on Pay Letter 17-18. In response to that article, members voiced their concerns to us about their specific classification not receiving a Special Salary Adjustment (SSA) similar to their subordinates. After the meeting on September 6th, ACSS and CalHR are closer to reaching some resolutions to provide additional SSAs. We intend to deliver the details to you as soon as we learn more information.

Another issue discussed with CalHR was the implementation of Out-of-State Health Care Benefits for excluded employees. CalHR decided to pass on this benefit to excluded employees based on the efforts of ACSS. The program provides for a monetary benefit for excluded employees headquartered out-of-state who cannot enroll in a CalPERS HMO. More news on this topic is coming soon.

ACSS and CalHR also addressed remaining salary compaction solutions as part of the future pay package and the budget cycle of 2018-2019.The discussion was also very positive and we hope to continue building on these discussions to ensure fair standards for all excluded employees. Progress has been made towards reaching resolutions and we will continue to move forward with our goal of having all excluded employee receive fair and equitable salary and benefits.


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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: 3476

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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