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News Archive - 2006

 

 

 

10-27-2006: DPA solicits bids for real estate appraisers; 12-04-2006 deadline

DPA's State-Owned Housing program invites bids from interested parties for real estate appraisal services. Details on bid submissions will be available on the Dept. of General Services Web site beginning October 31 through December 4 at http://www.eprocure.dgs.ca.gov/default.htm (input Contract no. 500-07-01). 

 

 

 

08-29-2006: DPA raises salaries for "excluded" employees

Revised 09-27-2006

 

Effective July 1, 2006, the State's "excluded" employees (civil service employees who do not have collective bargaining rights, such as managers and supervisors) will receive a 3.5 percent pay increase plus a one-time payment of $1,000.

 

Where recent labor contracts provided special adjustments for specific classes to aid in recruitment and retention, those same adjustments also will be provided to excluded classes within the same class series where appropriate.

 

In addition, for the 75-80 supervisory classes where the top salary is less than 5 percent above the top salary of the subordinate rank-and-file classes in the same series, DPA will adjust the supervisory class salary to ensure a 5 percent difference.

 

Excluded employees in Career Executive Assignment (CEA) positions will receive the $1,000 payment but will not receive the automatic 3.5 percent pay increase. (For further details, refer to PML 2006-037 - PDF.)

 

This package does not apply to the State's non-civil service employees ("exempts"), such as agency secretaries, department directors, board and commission members, and Governor's Office staff.

 

Excluded employees affiliated with bargaining units 2 (attorneys and administrative law judges), 5 (highway patrol officers), 6 (correctional officers), and 9 (professional engineers), who received salary increases July 1 tied to the rank-and-file employees they supervise, are not covered by this package.

 

For further details on the excluded pay package, refer to PML 2006-032 - PDF.

 

 

 

08-24-2006: DPA submits three more contracts for legislative approval

DPA has submitted three more tentative agreements to the Legislature for approval. The dates they were submitted, the new contract language, and summaries of key provisions was posted on the Department of Personnel Administration’s website.

 

Twenty of the State's 21 bargaining units now have signed new contracts or have contracts awaiting ratification. Visit our "Contracts" page for a listing of all 21 units, tentative agreements pending, and contract expiration dates.

 

 

 

08-21-2006: Psychiatric Technicians agree to new contract

Negotiators for the State and the union representing 7,100 psychiatric technicians working in State mental hospitals, developmental centers, and prisons have accepted a mediator-proposed settlement on a new two-year contract. A mediator became involved when negotiations reached impasse last week.

 

Under the proposed settlement, employees in bargaining unit 18 would receive a 2.5 percent raise effective July 1, 2006, and another increase of 2.5 percent next July. In addition, the top pay for licensed psychiatric technicians would go up 5 percent beginning July 1, 2007.

 

Other key provisions:

 

  • Pension benefits for new State employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • The State's contribution to employee health premiums will be increased effective July 1, 2006, and again on Jan. 1, 2007, and Jan. 1, 2008, to a dollar amount that equals 80 percent of the average CalPERS-approved premium for that year.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

 

The tentative agreement, which would run through June 30, 2008, now goes to the Legislature and union members for ratification.

 

 

 

08-18-2006: State scientists agree to new contract

Negotiators for the State and the California Association of Professional Scientists have reached agreement on a new two-year contract to replace the one that expired July 1, 2006. The contract covers roughly 2,700 employees in bargaining unit 10.

 

Under the new agreement, employees would receive a 3.5 percent cost-of-living adjustment effective July 1, 2006, and a second COLA on July 1, 2007, of 2-4 percent, based on the consumer price index.

 

In addition, effective Jan. 1, 2007, the maximum salary for approximately 400 public health positions would increase 2.5 to 10 percent to aid State recruitment. Employees not covered by these "equity adjustments" would receive a one-time payment of $1000 upon contract ratification. The last raise for these employees was July 1, 2003.

 

Other key provisions:

 

  • Pension benefits for new State employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • The State's contribution to employee health premiums will be reduced from 85 percent of the average premium to 80 percent.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (The tentative agreement, which would run through June 30, 2008, now goes to the Legislature and union members for ratification.)

 

 

 

08-14-2006: New contract negotiated with public safety employees

State negotiators have reached an agreement with CAUSE - Statewide Law Enforcement Assn. (bargaining unit 7) to revise and extend their current contract until June 30, 2008. In addition to pension and health benefit changes sought by the Administration, the new contract will aid recruitment of State park rangers, fish and game wardens, special agents, and public safety dispatchers, where salary lags have led to vacancy rates of 18 to 30 percent.
 

Key provisions:

  • Pensions for new employees in non-Peace Officer categories will be based on their highest three-year average salary, rather than the highest single year that applies to all current employees.
  • The State's contribution to employee health premiums will be reduced from 85 percent of the average premium to 80 percent.
  • Salaries for fish and game wardens, state park peace officers, and special agents at the Justice Dept. will be raised 10 percent, effective July 1, 2006. In addition, the top pay for these positions will be increased 5 percent on Jan. 1, 2007, by adding an additional step to their pay range. (This provision was already included in the contract.) On Jan. 1, 2008, two more steps will be added, raising the top salary for these jobs another 10 percent. (Employees can only move up one step each year.)
  • Salaries for public safety dispatchers at the CHP and Dept. of Parks and Recreation will increase 3.5 percent, effective July 1, 2006. A second increase of 6.5 percent will take effect Jan. 1, 2007. In addition, two steps will be added July 1, 2007 to the pay ranges for these jobs, raising the top salary 10 percent. (Employees can only move up one step each year.)
  • Salaries for criminalists and related classifications will be raised 3.5 percent, effective July 1, 2006. A second increase, of 2-4 percent (depending on CPI), will take effect July 1, 2007. In addition, one step will be added to the pay range for these jobs, raising the top salary by 5 percent. (Employees can only move up one step each year.)
  • Other peace officers in this bargaining unit also will receive the 3.5 percent cost-of-living adjustment, effective July 1, 2006, and a second COLA of 2-4 percent next July. In addition, they will have two steps added to their pay range, one on Jan. 1, 2007,1 and another on Jan. 1, 2008. (Employees can only move up one step each year.)
  • Employees in this bargaining unit who don't fall into the categories listed above will receive COLAs of 3.5 percent on July 1, 2006, and 2-4 percent on July 1, 2007. They will also receive a $1000 one-time payment upon ratification. (The one-time payment does not apply to Program Representatives at the Bureau of Automotive Repair, who received a step increase (5 percent) on Jan. 1, 2006.)
  • The contract continues the provisions from the current agreement that exclude sick leave from overtime calculations and require new employees to work two years before they qualify for the full employer contribution for dependent coverage on their health plan.

 

 

 

08-11-2006: DPA submits CAHP agreement to legislature

August 27, 2009: DPA submitted to the Legislative Analyst and Members of the Legislature the tentative agreement to apply an addendum agreed to by the parties August 26, 2009 and summary of the tentative agreement to apply an addendum.
 
June 6, 2007: DPA submitted to the Legislative Analyst and Members of the Legislature the addendum agreed to by the parties June 5, 2007.
 
August 31, 2006: The Legislature ratified the Memorandum of Understanding with Bargaining Unit 5.
 
August 11, 2006: DPA submitted to the Legislative Analyst and Members of the Legislature the Memorandum of Understanding with Bargaining Unit 5 and summary of the Memorandum of Understanding.
 
 
 

08-09-2006: DPA and CA Association of Psychiatric Technicians reach impasse

DPA and the union representing 7,100 psychiatric technicians working in State mental hospitals, developmental centers, and prisons have reached impasse in their efforts to negotiate a new contract to replace the one that expired June 30, 2006.

 

The next step, following a formal impasse declaration by the Public Employment Relations Board, would be selecting a mediator to help the parties resolve the stalemate.

 

Under the State's collective bargaining law ("Dills Act"), if the parties are unable to resolve the impasse using a mediator, the State could submit its last, best, and final offer to the Legislature, which would vote on funding for the economic package.

 

 

 

08-01-2006: New contract negotiated with highway patrol officers

The State has negotiated a new contract with the California Association of Highway Patrolmen to replace the contract that expired July 2, 2006. The new agreement, which covers roughly 6,400 CHP officers, runs through July 2, 2010.

 

Key provisions:

  • The State will phase out the longstanding practice that relieved CHP officers of having to pay into their own retirement. Over the four-year contract, officers will assume full responsibility for CalPERS contributions currently paid by the State. (The monthly employee retirement contribution for the Patrol category equals roughly 8 percent of pay. This amount is separate from the employer contribution, which CalPERS sets annually based on investment returns and fund liabilities.) During this period, their pay will increase by the amount of the contribution they must pay to CalPERS. This change reestablishes the principle that the employee share of retirement should be paid by the employee.

  • Effective July 3, 2006, officers will receive a stipend equal to 3.5% of their base pay to compensate for time spent on pre- and post-shift activities such as donning protective gear, inspecting weapons and vehicles, and performing other activities integral to their job. Providing this stipend resolves a potential liability for the State stemming from recent U.S. Supreme Court rulings on the issue of "donning and doffing" activities.

  • The annual uniform allowance will increase from $570 to $920 over the next three years, and a $25/mo. uniform cleaning allowance will be implemented effective July 3, 2006.

  • The additional hourly pay officers receive for working swing and night shifts will increase over the next two years. Effective July 3, 2006, swing shifts will be paid an additional $0.80/hr.; this differential will increase to $1/hr. on July 1, 2008. (The current swing shift differential is $0.40/hr.) The night shift differential will go up to $1.30/hr., then $1.50/hr., on these same dates from the current $0.65/hr.

  • Officers who suffer an extremely serious bodily injury in the line of duty, but who have not yet reached the minimum retirement age of 50, will be eligible for disability benefits as though they had reached age 50, i.e., 3 percent of salary per year of service, not to exceed 90 percent, or the current benefit level of 50 percent of salary, whichever is greater.

  • Survivors of officers who die before age 50 will be allowed to choose between the existing lump sum death benefit and an alternate benefit that pays a lifetime monthly allowance. To be eligible for the alternate death benefit, the officer must have had at least 20 years of service.

  • Officers who recruit a new Patrol member will receive an additional 40 hours of leave, up to 120 hours per year for three new Patrol members. This program is intended to boost CHP recruitment efforts.

  • The contract will continue to provide the annual salary adjustments required by State law (Government Code section 19827) to keep highway patrol officers compensation on par with local law enforcement in Los Angeles, San Francisco, Oakland, and San Diego.

 

The agreement now goes to the Legislature and union members for ratification.

 

 

 

07-27-2006: DPA sends four new contracts to Legislature for approval

DPA has submitted four more tentative contract agreements to the Legislature for approval. The dates they were submitted, the new contract language, and summaries of key provisions are available from the following links:

 

  • Bargaining Unit 12 (IUOE), Craft and Maintenance
  • Bargaining Unit 13 (IUOE), Stationary Engineers

  • Bargaining Unit 16 (UAPD), Physicians, Dentists and Podiatrists

  • Bargaining Unit 19 (AFSCME), Health and Social Services/Professional

 

With these latest agreements, 17 of the State's 21 bargaining units now have signed labor contracts or tentative agreements awaiting ratification. Visit our "Contracts" page for a listing of all 21 bargaining units, tentative agreements pending, and contract expiration dates.

 

 

 

07-19-2006: Health, social service professionals agree to new contract

The union representing the State's health and social service professionals has reached tentative agreement with the Schwarzenegger Administration on a new 2-year contract.

 

The American Federation of State, County, and Municipal Employees (AFSCME) represents 4,130 employees at various State departments, including Rehabilitation, Mental Health, Corrections and Rehabilitation, Developmental Services, and Social Services.

 

The new contract grants a 3.5 percent cost-of-living increase effective July 1, 2006, plus a second COLA next July of 2 to 4 percent, depending on the consumer price index. In addition, beginning Jan. 1, 2007, the top salary for psychologists and occupational therapists will increase 5 percent; for pharmacists, 10 percent.

 

Other key provisions:

  • Pensions for new employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

  • The State's contribution to employee health premiums will be reduced from 85 percent of the average premium to 80 percent.

  • Monthly "recruitment and retention" pay differentials will be considered part of the employee's final compensation for retirement purposes.

 

This agreement now goes to the Legislature and union members for ratification.

 

 

 

07-13-2006: State doctors reach contract agreement

Negotiators for the Schwarzenegger Administration have reached tentative agreement on a new 2-year contract with the union representing State physicians, psychiatrists, and dentists.

 

The Union of American Physicians and Dentists represents 1,600 doctors employed at prisons and youth correctional facilities, mental health hospitals, developmental centers, veterans homes, and the departments of social services and health services.

 

Under this agreement, State doctors will receive a 3.5 percent cost-of-living increase effective July 1, 2006, plus a second COLA next July of 2 to 4 percent, depending on the consumer price index. In addition, beginning Jan. 1, 2007, the top of their pay range will increase by 7.5 percent (10 percent for podiatrists).

 

Other key provisions:

 

  • Pension benefits for new employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

  • The State's contribution to employee health premiums will be reduced from 85 percent of the average premium to 80 percent.

  • The State will reimburse continuing medical education expenses up to $1000/year, up from the current reimbursement level of $500-700/year.

 

This agreement now goes to the Legislature and union members for ratification.

 

 

 

07-12-2006: State reaches contract with Unit 13

The State has reached a tentative agreement with Bargaining Unit 13, represented by the International Union of Operating Engineers. The agreement, which covers roughly 900 plant operations and building maintenance employees, runs from July 1, 2006, through June 30, 2008. The unit's last contract expired July 2, 2003.

 

Key provisions include a 3.5 percent cost-of-living adjustment effective July 1, 2006, and a second COLA on July 1, 2007, of 2-4 percent, based on the consumer price index. The State will also grant a one-time payment of $1,000 to all employees covered by the agreement. The last raise for these employees was July 1, 2003.

 

Other key provisions of the new agreement:

 

  • Pension benefits for new State employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

  • The State's contribution to employee health premiums will be increased effective July 1, 2006, and again on Jan. 1, 2007, and Jan. 1, 2008, to a dollar amount that equals 80 percent of the average CalPERS-approved premium for that year.

  • Beginning Jan. 1, 2007, specified employees who are State certified in water and wastewater plant operations at the highest levels will receive a monthly 4% pay differential, while the current differential for specified chief plant operators will increase from 5% to 6%. These differentials help keep these critical positions filled and ensure the personnel have the required expertise.

 

The tentative agreement now goes to the Legislature and union membership for ratification.

 

 

 

06-30-2006: Agreement reached with craft, maintenance employees

The State has reached a tentative agreement with Bargaining Unit 12, represented by the International Union of Operating Engineers. The agreement, which covers roughly 12,000 craft and maintenance employees, runs from July 1, 2006, through June 30, 2008. The unit's last contract expired July 2, 2004.

 

Key provisions include a 3.5 percent cost-of-living adjustment effective July 1, 2006, and a second COLA on July 1, 2007, of 2-4 percent, based on the consumer price index. The State will also grant a one-time payment of $1,000 to all employees covered by the agreement. The last raise for these employees was July 1, 2003.

 

Other key provisions of the new agreement:

 

  • Pension benefits for new State employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • Survivors of highway maintenance workers killed on the job will become eligible for a new death benefit.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

  • The State's contribution to employee health premiums will be increased effective July 1, 2006, and again on Jan. 1, 2007, and Jan. 1, 2008, to a dollar amount that equals 80 percent of the average CalPERS-approved premium for that year.

  • Pay ranges will be raised 5 percent for certain employees in the State's hydroelectric plants (operators, electricians, and mechanics at hydroelectric plants), heavy equipment operators at Caltrans and the Military Department, telecom technicians, and electronics technicians. These are positions where the State has difficulty recruiting and retaining employees. Adjusting the pay range upward allows employees to become eligible for a higher salary at the top of their pay range.

 

The tentative agreement now goes to the Legislature and union membership for ratification.

 

 

 

06-26-2006: DPA submits SEIU agreement to Legislature

The tentative agreements between the State and the nine bargaining units represented by SEIU Local 1000 have been submitted for legislative approval. You can read the tentative agreements, as well as a summary of key provisions, by visiting DPA's "Contracts" page and clicking on the appropriate link.

 

 

 

06-17-2006: SEIU Local 1000 agrees to new contracts

Negotiators for the Schwarzenegger Administration have reached a tentative agreement with SEIU Local 1000 on new contracts covering 87,000 State employees. The agreement runs from July 1, 2005, when most of union's nine contracts expired, through June 30, 2008.

 

Key provisions include a 3.5 percent cost-of-living adjustment effective July 1, 2006, and a second COLA on July 1, 2007, of 2-4 percent, based on the consumer price index. The State will also grant a one-time payment of $1,000 to all employees covered by the agreement. The last raise for these employees was in July 2003.

 

Other key provisions of the new agreement:

 

  • Pension benefits for new State employees will be based on their highest three-year average salary, rather than the highest single year that applies to current employees.

  • New employees who enroll dependents under their State health plan will be subject to a two-year vesting period before they qualify for the full employer health contribution for dependent coverage. (For the first year, new employees will receive half the State's regular contribution for dependent health coverage; in the second year, 75 percent. Employees cover the remaining premium out-of-pocket.)

  • Pay ranges will be raised 5 percent for employees in medical classifications (exception: pay range for Respiratory Care Practitioners will be raised 10 percent), IT professionals, auditors, and teachers in State facilities. These are positions where State salaries significantly lag other large employers. Adjusting the pay range upward allows employees to become eligible for a higher salary at the top of their pay range.

  • Health and pension benefits remain the same for current employees. (The State contribution to employee health premiums is equal to 80 percent of the average weighted premium of the four CalPERS plans with the highest enrollment.)

 

The tentative agreement now goes to the Legislature and union membership for ratification.

 

 

 

06-14-2006: DPA updates Q&A on State employee strikes

Do State employees currently have the right to strike or engage in other types of job actions that interfere with the work of the State?

No. The labor contracts contain a "No Strike" clause which prohibits employees from engaging in any type of strike or job action, including a work slowdown, work stoppage, or any other interference with the work and statutory functions and obligations of the State.
 

Even if the contract has expired?

Yes. Government Code Section 3517.8 says:

 

"If a memorandum of understanding has expired, and the Governor and the recognized employee organization have not agreed to a new memorandum of understanding and have not reached an impasse in negotiations, subject to subdivision (b), the parties to the agreement shall continue to give effect to the provisions of the expired memorandum of understanding, including, but not limited to, all provisions that supersede existing law, any arbitration provisions, any no strike provisions..."

 

Does this include sick-outs?

Yes, sick-outs are prohibited by the no-strike clause and the Government Code. An employee who participates in a sick-out will be regarded as absent without leave (AWOL).
 

What about strikes of only one or two days?

Any strike or job action that interferes with the business of the State is prohibited, regardless of its duration.
 

Have the parties reached an impasse in negotiations?

No.
 

What are the consequences to an employee if he or she participates in a strike?

  • Employees will be regarded as Absent Without Leave (AWOL) and will not be paid for any day in which they participate in a strike or job action.
  • Employees who participate in a strike or other job action may be subject to disciplinary or other appropriate administrative action.

 

How about a sick-out?

  • For absences that are not authorized, employees will be regarded as being AWOL and will not be paid for each day of participation in a sick-out.
  • Employees may be subject to disciplinary or other administrative action for participating in a sick-out.

What if the employee happens to be legitimately sick and is not participating in a sick out?

These cases should be reviewed carefully and sick leave should be authorized only if it is clearly legitimate and verified that the employee was, in fact, sick. Supervisors should seek further guidance from their department in these cases.
 

Some union representatives are telling employees that a strike or sick-out is a protected activity and that they cannot be disciplined.

 

The State does not agree for the reasons outlined above. Employees who act otherwise do so in the face of the consequences also outlined above.
 

Some union literature calls for meetings to discuss "strike options." Is this allowed?

Unions are permitted to hold meetings to discuss the status of bargaining and the options available to secure an agreement action with employees. A meeting to discuss "strike options" is not necessarily a meeting to call a strike. The union may be discussing other options to advocate for their members.
 
However, the contract also prohibits the union from condoning a strike or other types of prohibited actions. Any direct evidence of union involvement in encouraging these prohibited actions should be brought to the attention of your department Labor Relations Officer.
 

Can employees participate in informational picketing and rallies called by the union?

Employees may participate on their own time (e.g. before or after work, vacation, CTO, annual leave, etc.) in any activity that does not interfere with State business operations.
 

What is the status of bargaining?

The parties are actively negotiating. The State hopes to reach agreement on a new contract before the budget is enacted for next fiscal year.
 

What happens to employees in the meantime?

Nothing. All employee benefits and conditions of employment remain the same until there is a new agreement or the Public Employment Relations Board declares an impasse.

 

 

 

05-30-2006: Firefighters agreement goes to Legislature for ratification

December 29, 2009: DPA submitted to the Legislative Analyst and the Members of the Legislature the summary of the agreement to continue to exempt Bargaining Unit 8 from Government Code Section 19844.1 related to overtime agreed to by the parties December 16, 2009
 
September 25, 2006: DPA submitted to the Legislative Analyst and the Members of the Legislature the side letter agreed to by the parties on August 16, 2006
 
July 6, 2006: DPA submitted to the Legislative Analyst and the Members of the Legislature then side letter agreed to by the parties on June 22, 2006
 
May 26, 2006: DPA submitted to the Members of the legislature the amended Memorandum of Understanding with Unit 8 and agreement extending the Memorandum of Understanding with Unit 8 until June 3, 2008 and summary of the agreement.
 
May 24, 2006: DPA submitted to the Legislative Analyst the amended MOU with Unit 8, the agreement extending the MOU until June 3, 2008, and the summary of the agreement (linked above).
 
 

 

05-18-2006: Governor signs new contract with State attorneys union

Governor Schwarzenegger today signed a new two-year contract agreement between the State and the union representing attorneys and hearing officers (bargaining unit 2).

 

The agreement, announced October 21, 2005, was approved by the Legislature last week (AB 146, Nunez). It runs from July 1, 2005, through June 30, 2007. Employees in this unit have been working without a contract since July 2, 2003.

 

Under the terms of this new agreement, the roughly 3,200 employees it covers will receive a 2.5% cost-of-living adjustment retroactive to July 1, 2005, and another 3.4% COLA effective July 1, 2006.

 

Employees will pay an additional 1% of salary toward pension costs beginning July 1, 2006. New employees will be covered by a new pension formula that's based on their highest three-year average salary. The formula for current employees will continue to be based on their single highest year salary.

 

Health benefits were also modified: The State will raise its contribution toward the employee's premium, but it will remain at that amount for the contract's duration. The new employer contribution amounts (which apply to health, dental, and vision benefits) will be $365/mo. for single-party coverage, $696/mo. for two-party, and $906 for family coverage. These new amounts will be retroactive to January 1, 2006.

 

New employees will be eligible for the full contribution amount for dependent health coverage after completing their first two years of State employment. The State will contribute half the normal amount for dependents during the first year and 75 percent during the second year.

 

In addition to the COLAs, the contract addresses recruitment and retention difficulties in certain civil service classifications: the starting salary for new attorneys with less than one year of legal experience will rise from $3834/mo. to $4410/mo., retroactive to July 1, 2005, and the top salary for Attorney III and IV positions will be raised 5%, effective July 1, 2006.

 

 

 

05-17-2006: State firefighters agree to contract extension

Negotiators for Gov. Schwarzenegger have reached a tentative agreement with the State firefighters union (bargaining unit 8) on a two-year contract extension that provides much-needed pay adjustments for the States seasonal firefighters.

 

The agreement, which must go to the Legislature and union members for ratification, will increase compensation for seasonal firefighters by roughly 17-20 percent. (The State hires anywhere from 800 to 1,200 seasonal firefighters each year during fire season.) This increase is accomplished by reducing their work shift from 96 to 72 hours a week, raising the hourly rate used to calculate overtime pay. Specifically:

 

  • The hourly rate for seasonal firefighters will rise from $8.62/hr. to $9.09/hr.

  • These employees will qualify for time-and-a-half when they work more than 53 hours in a workweek. This moves seasonal firefighters to the same planned overtime shift pattern used for other firefighting personnel.

 

In addition, about 135 employees in the bargaining unit who are covered by a 40-hour workweek will receive a 3 percent cost-of-living adjustment1.

 

The cost of these increases will be offset by a reduction in the work shift (from 84 to 72 hours) for newly hired battalion chiefs, with a corresponding reduction in overtime pay. There will be no change in pay for current battalion chiefs, nor for the vast majority of the 5,500 employees in this bargaining unit.

 

Health and pension benefits remain the same. The current firefighters contract expires June 30, 2006. With this extension, the agreement runs through June 30, 2008.

 

This provision applies to the following civil service classifications: Forestry Field Trainee; Forestry Assistant I and II; Forestry Technician; Forestry Aide; Air Operations Officer I, II, and III; Air Operations Officer I, II, and III (managerial); Fire Prevention Officer I and II; Forester I (non-supervisory); Fire Prevention Assistant; Fire Prevention Specialist I and II; and Forestry Logistics Officer I.

 

 

 

05-08-2006: DPA statement on today's SEIU rally

The Administration is ready, willing, and able to propose an economic package at the bargaining table. In fact, we tried to schedule a bargaining session for early this month so we could make an offer, but SEIU cited scheduling conflicts that prevent the union from meeting any sooner than May 22. 

 

 

 

04-01-2006: SDI eligibility effective April 1 for nine bargaining units

Effective April 1, 2006, employees in the nine bargaining units represented by SEIU, Local 1000 (units 1, 3, 4, 11, 14, 15, 17, 20, and 21) became eligible for SDI benefits. Payroll deductions for this benefit began October 1, 2005.

 

Disability insurance pays part of your wages if you have to stop working because of a non-work-related illness or injury. SDI also includes paid family leave benefits.

 

SEIU is the only union that asked the State to switch its employees to SDI, which is paid for by employee payroll deductions. All other State employees remain in the NDI program, which is paid for by the employer.

Information from the Employment Development Department

 

 

 

03-29-2006: Q&A on State employee strikes

DPA recently distributed the following Q&A to departmental managers and supervisors for responding to employee questions about job actions.

 

Do State employees currently have the right to strike or engage in other types of job actions that interfere with the work of the State?

No. The labor contracts contain a "No Strike" clause which prohibits employees from engaging in any type of strike or job action, including a work slowdown, work stoppage, or any other interference with the work and statutory functions and obligations of the State.
 

Even if the contract has expired?

Yes. Government Code Section 3517.8 says:
 
"If a memorandum of understanding has expired, and the Governor and the recognized employee organization have not agreed to a new memorandum of understanding and have not reached an impasse in negotiations, subject to subdivision (b), the parties to the agreement shall continue to give effect to the provisions of the expired memorandum of understanding, including, but not limited to, all provisions that supersede existing law, any arbitration provisions, any no strike provisions..."
 

Does this include sick-outs?

Yes, sick-outs are prohibited by the no-strike clause and the Government Code. An employee who participates in a sick-out will be regarded as absent without leave (AWOL).
 

What about strikes of only one or two days?

Any strike or job action that interferes with the business of the State is prohibited, regardless of its duration.
 

Have the parties reached an impasse in negotiations?

No.
 

What are the consequences to an employee if he or she participates in a strike?

  • Employees will be regarded as Absent Without Leave (AWOL) and will not be paid for any day in which they participate in a strike or job action.
  • Employees who participate in a strike or other job action may be subject to disciplinary or other appropriate administrative action.

 

How about a sick-out?

  • For absences that are not authorized, employees will be regarded as being AWOL and will not be paid for each day of participation in a sick-out.
  • Employees may be subject to disciplinary or other administrative action for participating in a sick-out.

 

What if the employee happens to be legitimately sick and is not participating in a sick out?

These cases should be reviewed carefully and sick leave should be authorized only if it is clearly legitimate and verified that the employee was, in fact, sick. Supervisors should seek further guidance from their department in these cases.
 

Some union representatives are telling employees that a strike or sick-out is a protected activity and that they cannot be disciplined.

The State does not agree for the reasons outlined above. Employees who act otherwise do so in the face of the consequences also outlined above.
 

Some union literature calls for meetings to discuss "strike options." Is this allowed?

Unions are permitted to hold meetings to discuss the status of bargaining and the options available to secure an agreement action with employees. A meeting to discuss "strike options" is not necessarily a meeting to call a strike. The union may be discussing other options to advocate for their members.
 
However, the contract also prohibits the union from condoning a strike or other types of prohibited actions. Any direct evidence of union involvement in encouraging these prohibited actions should be brought to the attention of your department Labor Relations Officer.
 

Can employees participate in informational picketing and rallies called by the union?

Employees may participate on their own time (e.g. before or after work, vacation, CTO, annual leave, etc) in any activity that does not interfere with State business operations.
 

What is the status of bargaining?

The parties have not yet reached an agreement and no impasse has been declared. The State expects that further negotiating dates will be set within 4-6 weeks and hopes to reach an agreement before the budget is enacted for next fiscal year.
 

What happens to employees in the meantime?

Nothing. All employee benefits and conditions of employment remain the same until there is a new agreement or impasse is declared.

 

 

 

03-20-2006: DPA and Unit 3 submit court-ordered agreement to Legislature

February 25, 2010: DPA submitted to the Legislative Analyst and Members of the Legislature the addenda on issues related to the staff reduction plans for 3 CDCR programs; the Divisions of Juvenile Justice, Program 800 reductions, and the closure of the Heman G. Startk Youth Correctional Facility agreed to by the parties February 10, 2010.
 
December 9, 2009: DPA submitted to the Legislative Analyst and Members of the Legislature the addendum regarding the closure of the Sierra Vista Community Facility agreed to by the parties December 7, 2009 and summary of the addendum.
 
June 12, 2008: DPA submitted to the Joint Legislative Budget Committee and Legislative Analyst the addendum regarding the closure of Agnews Developmental Center agreed to by the parties June 6, 2008.
 
August 8, 2007: DPA submitted to the Joint Legislative Budget Committee and Legislative Analyst's Office the addendum agreed to by the parties August 1, 2007 and a summary of the addendum.
 
July 30, 2007: DPA submitted to the Joint Legislative Budget Committee and Legislative Analyst's Office the addendum agreed to by the parties July 19, 2007.
 
August 24, 2006: The Legislature ratified the Memorandum of Understanding with Bargaining Unit 3.
 
June 26, 2006: DPA submitted to the Legislative Analyst and Members of the Legislature the Memorandum of Understanding with Bargaining Unit 3 and a summary of its provisions.

 

 

 

03-15-2006: Training officers conference May 24-25 - PDF

Training officers conference May 24-25 - PDF

 

 

 

03-02-2006: ARB employee honored for work in human resources field

The 2005 Robert L. Negri Human Resources Achievement Award was presented March 1 to Jim Catania, recently retired Human Resources Branch Manager of the Air Resources Board. The annual award from the Department of Personnel Administration honors outstanding performance and achievement in the human resources field.
 
Mr. Catania began his State career in 1968 at the State Personnel Board. He also served at the Department. of Conservation and Water Resources Control Board before joining the ARB in 1977. Over his 37-year career, he significantly enhanced the profession through his personnel work and his chairmanship of the Ad Hoc Committee on Personnel. He played a major role in expanding the use of the Internet to provide human resources information.
 
The award presentation was made by DPA director Michael T. Navarro at the annual Labor Relations Conference.
 

 

 

02-22-2006: DPA issues correction to Unit 2 agreement - PDF

DPA issues correction to Unit 2 agreement - PDF

 

 

 

 

01-23-2006: DPA and attorneys union revise tentative agreement

The Memorandum of Understanding with Bargaining Unit 2 (575 KB PDF) was ratified by the Legislature May 11, 2006. It was initially submitted for review to the Legislative Analyst and Members of the Legislature December 2, 2005, along with a summary (28 KB PDF) of its provisions.

 

On September 17, 2007, DPA submitted an addendum (167 KB PDF) to the Joint Legislative Budget Committee and Legislative Analyst agreed to by the parties August 30, 2007.

 

 

 

01-06-2006: Public meetings scheduled on collective bargaining proposals

Public meetings were held on the following dates at 11:00 a.m. in Conference Room A/B at the Department of Personnel Administration, 1515 S Street, North Building, Suite 400, Sacramento, California 95811-7258. These meetings were required by Section 3523 of the Ralph C. Dills Act, which governs collective bargaining for California state civil service employees. For information on proposals made or received at the meetings, see initial bargaining proposals in 2006.

 

Tuesday, August 1, 2006

Monday, July 3, 2006

Thursday, May 11, 2006

Thursday, May 4, 2006

Thursday, April 13, 2006

Thursday, April 6, 2006

Thursday, March 30, 2006

Thursday, March 23, 2006

Thursday, March 16, 2006

Thursday, March 9, 2006

Thursday, March 2, 2006

Thursday, February 23, 2006

Thursday, February 16, 2006

Thursday, February 9, 2006

Thursday, February 2, 2006

Thursday, January 26, 2006

  Updated: 8/27/2012
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