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Legislative News

General Salary Increases for Excluded Employees Effective July 1, 2022

Posted: 7/5/2022 Tags: legislation policy representation salary Tags Views: 763

ACSS continues to meet with the Department of Human Resources (CalHR) to discuss pay and benefits for the state’s supervisory, managerial, confidential and exempt employees. Although many issues remain unresolved, CalHR has released the Excluded Employee Pay Plan for 2022-2023.

  • General Salary Increases effective July 1, 2022:
    EXCLUDED EMPLOYEES AFFILIATED WITH BARGAINING UNIT: GSI (General Salary Increase)
    1, 3, 4, 11, 14, 15, 17, 20, 21 (SEIU Units) 2.5%
    5 4.3%
    6 2.5%
    7 2.25/3.75(PO/FF)%
    12 2.25%
    13 (Pending MOU Ratification) 2.5% (top step)
    16 2%
    19 2.5%
  • Special Salary Adjustments and Pay Differentials will be extended to exempt and excluded employees where appropriate.
  • All exempt and excluded employees associated with the SEIU bargaining units and enrolled in a CalPERS health plan will continue to receive the $260 taxable cash benefit (health affordability payment) through June 30, 2023.
  • Exempt and excluded employees not directly tied to a bargaining unit (such as many employees who have an “E” Collective Bargaining Identifier) will receive the 2.5% GSI.

CalHR is working on the “Pay Letters” and expects the salary adjustments to be reflected in the July pay warrants. As the pay letters are developed, ACSS will continue advocacy with CalHR to ensure excluded employees receive all appropriate special salary adjustments.

Negotiations between CalHR and the representatives for rank-and-file Bargaining Units 2, 8, 9, 10 and 18 for new labor contracts continue. ACSS has submitted proposals for excluded employees related to these units to CalHR. Excluded employees related to these five units are not currently scheduled to receive a general salary increase on July 1, 2022.

Healthcare Facility Retention Payment/Public Safety Retention Stipend

From the beginning of the pandemic, ACSS proposed and pushed for essential worker pay for excluded employees. The state chose not to use available federal money for that purpose, but in May 2022, Governor Newsom announced a one-time bonus for all health care workers. ACSS proposed that all eligible excluded employees receive that bonus amount.

CalHR has approved $1500 one-time payments for excluded employees tied to Bargaining Unit 6 employed in a correctional facility or correctional health facility. Excluded employees tied to Bargaining Units 5, 7, and 8 will receive a $1500 one-time payment public safety retention payment.

Although CalHR has thus far tied these one-time payments to the related bargaining units reaching agreements, ACSS has taken the position that all eligible excluded employees should receive these payments whether the rank-and-file reaches an agreement or not.

ACSS will continue to meet with CalHR regarding the $1500 one-time payments for excluded employees and to pursue a resolution to various ACSS’ salary equity proposals for supervisors and managers.

If you have questions regarding general salary increases, please contact your ACSS Labor Relations Representative.


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May Revision of the 2022 – 2023 State Budget: Historic Surplus Directed to One-time Projects

Posted: 5/16/2022 Tags: budget legislation legislature policy salary Tags Views: 1310

Governor Newsom released his May Revise of the state budget on May 13, 2022. The budget includes a projected record $97.5 billion surplus, including $49.2 billion in discretionary surplus. The Governor’s plan would spend 94 percent of this discretionary surplus on one-time projects. The historic $300.6 billion budget ($227.3 billion general fund) includes $37.1 billion in reserves, with $23.3 billion in the state’s rainy day fund.

The budget proposal contains a few highlights of importance to ACSS members:

  • The May Revision adds another $217.6 million in new employee compensation to reflect updated estimates for salary increases, updated estimates for the state employer’s health and dental costs, telework stipends, and recruitment and retention differentials for the CDCR Division of Juvenile Justice
  • This addition brings the new employee compensation number to nearly $1 billion to fund salary increases, health care costs for active state employees, and retiree health care prefunding for active employees
  • The proposed budget includes a $3.4 billion additional one-time supplemental payment to CalPERS for state plans (to pay down liabilities and save state employer pension costs)
  • The Rainy Day Fund is at the constitutional maximum of 10 percent of General Fund Revenues

The updated budget proposal kicks off legislative deliberation over the budget plan with a June 15 deadline for the legislature to send a budget to the Governor. Six of the state’s 21 rank-and-file bargaining units are negotiating for new labor contracts to be effective in July 2022. ACSS will continue discussions over the next few weeks with CalHR over excluded employee pay increases and will use the opportunity created by the historic budget surplus to urge CalHR to address long-standing pay and benefit issues for supervisory and managerial employees. We will keep you apprised as the excluded pay plan for the fiscal year beginning July 1, 2022 comes into focus.

The May Revision summary can be found here: Budget Summary (ca.gov)


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Leave Buy-Back Program Authorized for Excluded Employees

Posted: 4/27/2022 Tags: benefits leave legislation policy representation salary Tags Views: 1162

CalHR and the Department of Finance have authorized the Excluded Employee Leave Buy-Back Program for 2021-2022. Employees designated Exempt, Supervisory, Managerial or Confidential may elect to be paid at their regular salary rate in exchange for up to 80 hours of unused leave (vacation or annual leave, voluntary personal leave, personal holiday or holiday credit). Excluded employees related to bargaining unit 2 (attorneys and administrative law judges) may cash out up to 160 hours of leave. Note that Personal Leave Program 2020 leave (or prior PLP leave) may not be cashed out. Payment is out of existing appropriations, so each department’s participation is subject to the availability of departmental funds.

No later than May 1, 2022, your department should notify you whether the department has funds to participate and how much leave that you will be able to cash out. The notification will include a deadline to submit your request to cash out leave. Departments may issue payments as early as May, but no later than June 30, 2022.

ACSS members are encouraged to evaluate their accrued leave status and consider cashing out leave as part of an overall strategy to remain compliant with leave caps.

Click here to view the CalHR policy manual covering leave buy-back.

If you have questions regarding leave buy-back program issues, please contact your ACSS Labor Relations Representative.


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CalHR Issues Telework Stipend Pay Differential Covering All Excluded Employees

Posted: 3/2/2022 Tags: legislation policy representation Tags Views: 3507

On March 1, 2022, the Department of Human Resources (CalHR) issued Pay Differential 453 – Telework Stipend Differential for all excluded employees and for employees in the six rank-and-file bargaining units with a telework stipend side letter agreement.

Excluded employees with an approved remote-centered telework agreement (50 percent or more at home) shall receive $50 per month. Excluded employees with an approved office-centered telework agreement shall receive $25 per month. Eligibility and the amount of the stipend are generally based on the employee’s approved telework agreement as of the first day of the month. Incidental telework does not qualify. No receipts are required for the stipend.

Employees receiving the stipend are not eligible to submit claims for utilities, phone, cable/internet, or other costs. Claims for approved office supplies such as papers, pens, and printer cartridges can be submitted in accordance with department policies.

The Telework Stipend is retroactive to October 1, 2021 for all eligible excluded employees. The State Controller’s Office is already working with departments on implementing the new stipend. When ACSS obtains an estimate of the expected timing of the Telework Stipend payments, that information will be shared with ACSS Members.

ACSS thanks CalHR and the Administration for agreeing to make this stipend available to all eligible excluded employees, not just those employees related to a bargaining unit with a telework stipend side letter.

The CalHR Pay Differential can be read here.

If you have questions about the Telework Stipend, contact your ACSS Labor Relations Representative.


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Governor Newsom Signs Bill Providing COVID-19 Supplemental Paid Sick Leave for 2022

Posted: 2/10/2022 Tags: benefits COVID-19 Tags Views: 1282

On February 9, 2022, Governor Newsom signed Senate Bill 114 into law which provides COVID-19 Supplemental Paid Sick Leave for 2022.

The law will become effective February 19, 2022 and will provide supplemental sick leave retroactive to January 1, 2022. The supplemental paid sick leave will remain in effect through September 30, 2022.

Up to 40 hours of COVID-19 supplemental sick leave will be available to state excluded employees who are unable to work or telework for the following reasons:

  1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19 as defined by an order or guidelines of the State Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer who has jurisdiction over the workplace; or
  2. The employee is advised by a health care provider to self-quarantine or self-isolate due to concerns related to COVID-19; or
  3. The employee is attending an appointment to receive a COVID-19 vaccine or booster; or
  4. The employee is experiencing symptoms related to receiving the COVID-19 vaccine or booster that prevent the employee from being able to work or telework; or
  5. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis; or
  6. The employee is caring for a family member as defined in the California Labor Code, section 245.5 subdivision (c), who is subject to an order or guidelines under number 1 or 2; or
  7. The employee is caring for a child as defined in the California Labor Code, section 245.5, subdivision (c), whose school or place of care is closed due to COVID-19.

Up to 40 separate hours are available if the employee is unable to work or telework under for the following reasons:

  • The employee tests positive for COVID-19 or a family member for whom the employee is providing care tests positive (Documentation of a positive COVID-19 test may be required to access the additional 40 hours), or
  • The employee is unable to work or telework because the employee is attending an appointment to receive a COVID-19 vaccine or booster or caring for a family member having symptoms from a COVCID-19 vaccine or booster.

There are income limits of $511 per day and $5,110 on this supplemental leave.* Employees can request credit for sick leave taken retroactive to January 1, 2022. 

As CalHR and departments implement these provisions, ACSS will act to ensure the interests of excluded employees are protected.

If you have questions or need assistance with supplemental paid sick leave issues, please contact your ACSS Labor Relations Representative.

 

Update: CalHR has confirmed to ACSS that the income limits for the 2022 supplemental sick leave will not be applicable to state employees. (2/16/2022)


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