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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: 1455

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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CalHR Issues Face Covering Direction to State Agencies

Posted: 6/22/2021 Tags: COVID-19 policy representation Tags Views: 887

On June 21, 2021, California Department of Human Resources (CalHR) Director Eraina Ortega provided updated requirements for the use of face coverings to state departments. The CalHR direction follows June 17, 2021 amendments to the California Occupational Safety and Health Board regulations.

Face coverings are not required for fully vaccinated individuals except in certain settings including correctional facilities, health care settings, school and childcare settings and public transit.

Face coverings are required for unvaccinated individuals in state offices, with exceptions for employees who cannot wear a face covering due to a medical condition or disability, employees who are hearing impaired where the ability to see the mouth is essential to communication, or wearing a face covering creates a workplace safety guideline risk. Face coverings are limited to surgical masks, medical procedure masks, a respirator, or at least two layers of tightly woven or non-woven material. Scarfs, bandanas, and single layers of fabric are excluded.

Upon request, departments must provide unvaccinated employees with an N95 respirator. Departments are directed to establish a procedure to provide N95 coverings to employees requesting one.

Documenting Vaccination Status

“Fully vaccinated” means the employer has documented the employee has received, at least 14-days prior, the second dose of a two-dose vaccine or a single dose vaccine.

Departments are directed to implement a procedure where employees can self-attest to their vaccination status. No verification is required and the voluntary attestation record will not reside in an employee’s personnel file. No medical information should be revealed and departments should not ask questions of employees who choose not to provide vaccine status information.

Departments are directed to update policies on workplace bullying/violence to address issues such as commenting about mask/non-mask wearers or not respecting a request for social distance.

As departmental policies are developed, ACSS will meet-and-confer where appropriate to ensure the interests of supervisors and managers are protected. If you have questions about face covering policies, contact your ACSS Labor Relations Representative.

The CalHR direction can be read here.


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Leave Buy-Back Program Authorized for Excluded Employees

Posted: 4/20/2021 Tags: benefits legislation policy representation salary Tags Views: 1934

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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CalHR Issues Telework Update to State Agencies

Posted: 4/7/2021 Tags: COVID-19 legislation policy representation Tags Views: 2003

On April 6, 2021 California Department of Human Resources (CalHR) Director Eraina Ortega provided a telework update to state departments. Director Ortgea confirmed the Administration’s direction is to continue keeping eligible employees on telework schedules and that the emergency telework policy remains in effect. Within that framework, each department is directed to assess the appropriate level of telework that it will maintain, based on operational needs and employee safety.

Director Ortega’s message noted the Administration continues to support telework as a long-term strategy to decrease office space, allow flexibility for employees, and provide resiliency in the case of future emergencies. Departments are encouraged to think about work culture for the near future including hybrid workplaces, hoteling strategies, and ways to improve communications and collaboration. Departments are also encouraged to get feedback from employees on their telework experiences to help make decisions going forward.

Telework remains a prominent topic of decisions in ACSS’ meetings with CalHR. Director Ortega has informed ACSS that CalHR plans to introduce more telework training in the near future for supervisors and managers.

The state is continuing their effort to update the statewide Telework Policy. It is anticipated that once the statewide policy is finalized, that individual departments will adopt their own telework policies. ACSS has been involved with CalHR throughout discussions in regards to this topic. ACSS will continue to meet with the state over proposed departmental telework policies to protect the interests of excluded employees.

If you have questions about telework, please contact your ACSS Labor Relations Representative.


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ACSS Call with CalHR and Finance - No Federal Funds to Reverse Employee Compensation Cuts

Posted: 10/15/2020 Tags: budget COVID-19 policy representation salary Tags Views: 2017

On October 14, ACSS joined CalHR Director Eraina Ortega and Chief Deputy Paul Starkey on a call with labor unions and employee organizations providing an update from Director of Finance Keely Bosler on the efforts to secure additional federal funding.

Triggers to Restore Employee Compensation Not Met

The 2020-2021 State Budget Act (AB 89) includes trigger language that would restore 18 categories of budget cuts if additional federal funds are available by October 15, 2020.

In a surprise to no one, Finance Director Bosler reported that no additional federal money was received by the deadline and therefore none of the Budget Act cuts will be restored.

Under Section 8.28 of the Budget Act, if $14 billion were received, the restored funding for employee compensation would add up to $1.89 billion which would end the PLP 2020 program (Section 3.90) and potentially restore the suspended general salary increases for state employees (Section 3.91). With receipt of federal funds by October 15 of more than $2 billion, but less than $14 billion, the restoration among the 18 budget categories would be proportional.

Although this means the PLP 2020 program will likely remain in place at least through the end of the budget year in June 2021, no additional state employee compensation cuts have been authorized by the Legislature.

Deficits Remain and Expenditures Up, but Budget Outlook Not as Dire as Projected in April 2020

Finance Director Bosler noted the Administration is continuing the effort to obtain needed federal funds as deficits are projected for the next few years. With any funds received after the October 15 Budget Act deadline, it is likely the Administration would work with the Legislature again to allocate those funds.

The Finance April 2020 economic forecast was bad, but thankfully was wrong with several months of revenue coming in higher than anticipated. At the same time expenditures related to wildfires have been higher than expected. While deficits will continue to be projected as the Governor’s 2021-2022 proposed budget is put together, they will be smaller deficits than originally projected.

There is no hard state hiring freeze as they want to continue to have flexibility to hire where needed. State departments will be getting instructions through a Finance budget letter to plan to reduce operating expenses by 5 percent for FY 21-22.


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