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Articles for tag salary


CalHR Issues Pay Letters Ending the PLP 2020 Reduction and Implementing Salary Increases

Posted: 7/9/2021 Tags: benefits budget legislation policy representation salary Tags Views: 2016

This week CalHR issued two pay letters impacting excluded employees. Pay Letter 21-18 ends the pay reductions (generally 9.23%) from the Personal Leave Program 2020. Pay Letter 21-19 increases salaries for most excluded employees through General Salary Increases and includes a number of Special Salary Adjustments. The State Controller’s Office is implementing these changes with the July 2021 pay period warrants.

All excluded employees are receiving the same General Salary Increases as related rank-and-file employees and from ACSS’ initial review, it appears all Special Salary Adjustments have been passed along to related supervisors and managers.

ACSS awaits a pay letter for the July 1, 2021 General Salary Increase (5.06%) and Special Salary Adjustments for S19 and M19 employees. ACSS will keep impacted employees apprised of the expected timing of these salary adjustments.

CalHR has informed ACSS that the resumption of the “OPEB/CERBT” employee contribution is now expected to also take effect with the July pay warrant. This employee contribution to prefund retiree health care benefits was suspended during the PLP 2020 pay reductions with the state picking up the employees’ portion. The employee contributions generally range from 2 percent to 4.6 percent of salary.

With salaries restored, ACSS now looks forward to working in earnest with CalHR and impacted departments to address a number of supervisory and managerial pay and classification issues.

Pay Letter 21-18 ending the PLP 2020 reductions can be read here.

The portions of Pay Letter 21-19 affecting excluded employees can be read here. (page 14 through 45.)

If you have questions about the salary increases or the prefunding of retiree healthcare, please contact your ACSS Labor Relations Representative.


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ACSS Meets with CalHR: PLP 2020 to End, Excluded Employee Salary Increases July 1, 2021

Posted: 6/16/2021 Tags: bargaining benefits budget policy salary Tags Views: 5002

ACSS met with the Department of Human Resources (CalHR) on June 15, 2021 to discuss pay and benefits for the state’s supervisory, managerial, confidential and exempt employees.

Excluded Employee Pay Plan for 2021-2022

CalHR has confirmed to ACSS that the Personal Leave Program (PLP) salary reductions of 9.23% will end effective June 30, 2021. Full salaries will be restored for all excluded employees and accrual of PLP days will end. CalHR has also confirmed that generally, excluded employees will receive the same percentage salary increases as the bargaining unit to which they are affiliated.

The Exempt and Excluded Employee Pay Plan includes:

  • An end to the Personal Leave Program salary reduction of 9.23%
  • General Salary Increases effective July 1, 2021:

    EXCLUDED EMPLOYEES AFFILIATED WITH BARGAINING UNIT: GSI
    1, 3, 4, 11, 14, 15, 17, 20, 21 (SEIU Units)  4.55%
    2 (+1.33% additional salary adjustment for all)  4.04%
     5  4.90%
     6  5.58%
     7  5.06%
     9  5.58%
     10  7.63%
     12  5.06%
     13  5.83%
     16  5.06%
     18  5.58%
     19*  5.06%
  • Special Salary Adjustments and Pay Differentials will be extended to exempt and excluded employees where appropriate.
  • Employees will resume the “OPEB” contribution to pre-fund retiree health care (the amount varies from 1.4% to 4.6% of salary). The deduction is expected to resume with the August 2021 pay warrant.
  • All exempt and excluded employees associated with the SEIU bargaining units will continue to receive the $260 taxable cash benefit (health affordability payment) through June 30, 2022.

Exempt and Excluded Employees not directly tied to a bargaining unit (such as many employees who have an “E” Collective Bargaining Identifier) are expected to receive the 4.55% 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 unis 8, 10 and 19 for new labor contracts continue. ACSS has proposed that any increases in those MOUs also be provided to related excluded employees.

Other Salary and Benefit Advocacy for ACSS Members Continues

At the June 15, 2021 meeting, CalHR and ACSS continued the discussion of salary inequities and classification issues for excluded employees.

CalHR has again committed to providing substantive responses to many ACSS proposals including:

  • Allocating Nursing Consultant, Program Review employees to State Safety Retirement
  • Salary inequity adjustments for Program Directors, Program Assistants, and Unit Supervisors
  • Salary inequity adjustments for excluded Environmental Planners, Transportation Planners and Right-of-Way Agents
  • Reclassification and salary adjustments for the excluded employees in the Health Facility Evaluator Series
  • Salary inequity adjustments for the Food Service Supervisor excluded classes for fiscal year 2020-2021.

ACSS will continue to keep impacted members apprised of the status of potential increases to pay and benefits.

* BU 19 UPDATED as of 7/1/2021


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Leave Buy-Back Program Authorized for Excluded Employees

Posted: 4/20/2021 Tags: benefits legislation policy representation salary Tags Views: 2146

CalHR and the Department of Finance have authorized the Excluded Employee Leave Buy-Back Program for 2020-2021. 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). 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, 2021, your department should notify you whether the department has funds to participate and how much leave (up to 80 hours) 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, 2021.

Authorization of the leave buy-back program is welcome news and reflective of the vastly improved state budget situation over last year’s pandemic related budget predictions. 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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Ongoing ACSS Meetings with CalHR Result in Gains, Progress, and Benefits for Members

Posted: 3/26/2021 Tags: benefits compaction COVID-19 legislation policy salary Tags Views: 2762

Throughout the pandemic, ACSS has been meeting regularly with CalHR on a quarterly basis and more frequently, as needed. ACSS has been at the forefront of action, working closely with CalHR and the Newsom Administration by providing proposals on behalf of ACSS Members prior to the rank-and-file bargaining talks leading to the personal leave program and preceding the negotiation of new labor contracts. ACSS has a proven success record and we continue to make progress advocating on behalf of Members during these trying and unprecedented times.

On March 16 and 19, 2021, ACSS met with CalHR Chief of Labor Relations Paul Starkey to continue discussing salary and benefit issues for the State’s excluded employees. These ongoing meetings were agreed to as part of Mr. Starkey and CalHR Director Eraina Ortega’s commitment to ACSS President Todd D’Braunstein to address long-standing salary inequities and other issues affecting supervisory and managerial employees.

Some highlights from the meeting include:

  • CalHR has agreed to adjust salaries for certain supervising Administrative Law Judges retroactive to March 4, 2021. ACSS advocated for these salary adjustments to correct salary compaction with rank-and-file ALJs.
  • CalHR and the California Department of Public Health are reviewing ACSS’ request to realign the excluded employee Health Facilities Evaluator classifications bargaining unit affiliation to reflect the nursing status of all incumbents and to address related salary equity issues.
  • Salaries for the Food Services Supervisor classification will be reviewed to determine whether raises in July 2020 for subordinates created compaction that should be remedied through salary increases for supervisors.
  • CalHR and ACSS reviewed the status of pending ACSS’ proposals for various pay adjustments to correct salary inequities, create a new Peace Officer III classification at the Department of Developmental Services, and to provide state safety retirement for employees in the Nursing Consultant Program Review classification. CalHR’s review of these proposals continues.

ACSS strongly advocated for supervisory and managerial employees to be included among those provided “premium pay” as essential employees in responding to COVID-19. The $1.9 trillion federal American Rescue Plan Act relief package contains funding which may be used to provide “premium pay” to essential employees, not to exceed $13 per hour or $25,000 per worker. The Governor has wide discretion to provide this additional pay to workers he deems eligible. The Administration has indicated it will begin the process of determining eligibility with the “May Revise” to the proposed state budget. ACSS urged CalHR to provide the state supervisors and managers who have maintained the continuity of essential services during the pandemic with this additional pay. ACSS continues to engage in discussions with CalHR on this topic and advocate on behalf of members.

With the state budget situation vastly improved over the projections at the beginning of the pandemic, ACSS and CalHR discussed the likely end of the Personal Leave Program 2020. CalHR will be at the bargaining table with rank-and-file organizations to discuss the possible end of the PLP 2020 program and to negotiate new labor contracts with two bargaining units. Prior to those negotiations, ACSS will provide proposals for related excluded employees, as has been done before each round of bargaining during the Newsom Administration.

ACSS will continue to meet with CalHR on these issues and advocate for excluded employees interests as the state budget process continues.


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2021-22 Proposed State Budget: Governor Suggests a Possible End to the Personal Leave Program Effective July 1, 2021

Posted: 1/8/2021 Tags: budget legislation policy politics salary Tags Views: 3696

On January 8, 2021, Governor Gavin Newsom released his proposed 2021-2022 State Budget that will fund the government for the 12-month period starting July 1, 2021. This kicks off the nearly six-month process for the Legislature and Governor to negotiate and adopt a state budget.

The state spending proposal for next fiscal year would total just over $227 billion, with $164.5 billion in general fund expenditures. Regarding state employee compensation, the Governor’s budget proposal summary states:

“Although fiscal risk remains high, the revenue picture has improved. Given the updated revenue projections and the scope of the Budget, employee compensation reductions may not be necessary during the 2021-22 fiscal year.”

Director of Finance Keely Bosler stated the Administration hopes to be able to restore state employee salaries and will look at the budget picture again with the May Revision to the proposed state budget and make a determination at that time. With an improved state budget outlook and the Governor’s proposal, ACSS will advocate for the end of the PLP 2020 program for excluded employees effective July 1, 2021.

If adopted in the final state budget and implemented by CalHR, the end of the PLP 2020 program would mean that beginning July 1, 2021, excluded employees would no longer have a salary reduction of 9.23% and would no longer receive the 16 hours of “PLP 2020” leave credits. The Governor’s budget summary states that CalHR anticipates collective bargaining with rank-and-file organizations to modify the PLP 2020 program for rank-and-file employees.

In addition to the possible end of the PLP 2020, here is a quick rundown on a few items of interest to ACSS members:

  • $42.1 million in new funding for higher health care and dental costs for active state employees
  • An additional $616 million in one-time funding to prefund retiree healthcare (this makes up for the employee contribution being suspended for the current fiscal year and keeps the target date to eliminate retiree health care liabilities at 2046)
  • In addition to the $5.5 billion state employer contribution to CalPERS for state pension costs, an additional $1.5 billion supplemental pay down of retirement liabilities at CalPERS (with an additional $4.1 billion of supplemental payments proposed over the next three years to total an additional $5.6 billion)
  • $15.6 billion in the Rainy Day Fund and $2.9 billion in operating reserves
  • A permanent 5% reduction in state operating efficiencies (including reduced office and lease space)

As the proposed state budget progresses, ACSS will continue to meet with CalHR to advocate for supervisory and managerial employees. As we delve into more of the proposed budget details, we will report on any new positions and increased funding proposals for departments outlined in the full budget or if there are other proposals that impact ACSS and its members.

Read the complete ACSS State Budget Report from Legislative Advocate Ted Toppin at Blanning and Baker, Updated 1/15/2021

The Governor’s complete budget summary can be found here: Budget Summary (CA.gov)
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