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Legislative News

Articles for tag benefits


Leave Buy-Back Program Authorized for Excluded Employees

Posted: 4/27/2022 Tags: benefits leave legislation policy representation salary Tags Views: 829

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

Posted: 2/10/2022 Tags: benefits COVID-19 Tags Views: 1186

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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ACSS Eliminates Salary Compaction in Three Classes by Urging CalHR to Increase Excluded Employee Salaries at CDPH

Posted: 11/23/2021 Tags: benefits compaction salary Tags Views: 1539

Because of a unique bargaining unit alignment, salaries for excluded employees in the Health Facilities Evaluator series at the California Department of Public Health were not keeping pace with their rank-and-file nursing subordinates. In response, ACSS made a salary proposal to CalHR to resolve the on-going salary compaction issues with the rank-and-file Health Facilities Evaluator Nurse classification.

ACSS met with CalHR several times to discuss the salary proposal and potential realignment from the current “S01” collective bargaining identifier for the excluded classifications in the series to the more appropriate nursing designation of “S17”.

On November 12, 2021, CalHR issued Pay Letter 21-29 which increases salaries retroactive to July 1, 2021 for the Heath Facilities Evaluator II (Supervisor), Health Facilities Evaluator Manager I, and Health Facilities Evaluator Manager II classifications. With these Special Salary Adjustments, the top step salary of each excluded employee classification in the series now has a separation of 5 percent over the subordinate class.

We are pleased CalHR took action to address this salary compaction. There is more work to do to correct other salary inequities for supervisors and managers. ACSS will continue to meet regularly with CalHR in connection with ACSS’ pending salary and benefit proposals to resolve salary compaction for ACSS members.


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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: 2470

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: 5612

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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