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News Archives - 2009

 

12-14-2009: Governor presents Medal of Valor to 27 State employees

On December 10, 2009, Governor Arnold Schwarzenegger awarded the Governor's Medal of Valor to 27 State employees whose extraordinary acts of bravery and heroism saved lives.

 

This year marked the medal's 50th anniversary, and, in addition to celebrating the new heroes, the Governor unveiled a new, state-of-the-art Medal of Valor kiosk that was subsequently installed in the Capitol. The kiosk allows visitors to look up any Medal of Valor recipient using a touch-screen interface. The Governor also announced a new website, medalofvalor.ca.gov, created to honor the heroes who've received this award.

 

See also

 

 

 

10-06-2009: DPA letter to SEIU: Stop spreading incorrect info about Columbus Day

On October 6, 2009, DPA sent the following letter to Michael Baratz, Chief of Staff for Service Employees International Union (SEIU) Local 1000.

 

Re:

  • Elimination of Columbus Day Holiday

  • Request for Immediate Retraction

 

Dear Mr. Baratz:

 

It has come to our attention that Service Employees International Union, Local 1000 (SEIU) is making several statements urging its members not to report to work on Columbus Day, October 12, 2009, a regular work day. These statements are contrary to the law and must stop immediately. Further, SEIU must take immediate and effective steps to retract and correct its communications to accurately reflect the current state of the law.

 

As you know, the Legislature eliminated the Lincoln and Columbus Day holidays in connection with the February 2009 Budget Act. State employees who are scheduled to work on October 12, 2009, are expected to report to work just as they would on any other work day. In fact, the Legislature, in acknowledging the change for State employees, recently reminded its own employees to report to work on Columbus Day.

 

SEIU has been communicating incorrect information on the status of the Columbus Day holiday and urging its members not to report to work on October 12, 2009. On September 23, 2009, the SEIU Update '09, September 23 edition, contained a message from SEIU President Yvonne Walker, incorrectly stating that the Columbus Day holiday is still in effect. On September 25, 2009, SEIU posted on its website a message from Ms. Walker incorrectly stating "October 12, 2009, is a holiday and employees should not come to work." Ms. Walker's message was also distributed by SEIU representatives and stewards at various departments via the State's e-mail system. On September 30, 2009, the SEIU Update '09, reprinted Ms. Walker's September 25 statement instructing employees not to come to work on October 12, 2009. On SEIU's Channel 1000, Ms. Walker addressed union members, again instructing employees not to come to work on October 12, 2009. On October 1, 2009, Ms. Walker again appeared on SEIU's Channel 1000 repeating the same incorrect information to employees regarding the holiday.

 

SEIU's communications to its members not to report to work on Columbus Day directly interferes with the State's lawful direction to employees on this issue. SEIU is fully aware of the State's direction to employees. In its various communication to its members, SEIU acknowledges that DPA has informed State employees that the Legislature has eliminated the Columbus Day holiday in revising Government Code section 19853, that employees are required to come to work if so scheduled (absent prior approval by the employee's supervisor to use leave credit), and that if an employee does not obtain prior approval, the absence will be considered absent without leave (AWOL).

 

While we understand your organization's desire to communicate with your members, SEIU's efforts on this issue can no longer be considered fair communication about your members' rights and have become communication actively encouraging an illegal work stoppage. SEIU is advocating an illegal job action which may result in employees being subject to possible disciplinary action.

 

SEIU is encouraging its members to violate Government Code section 19853, as well as section 5.1 of the SEIU agreements relating to work stoppages, which remains in effect. That section requires SEIU to notify all of its officers, stewards, chief stewards, and staff of their obligation and responsibility for maintaining compliance with the No Strike provision, including the responsibility of employees to remain at work during any activity which may be caused or initiated by others, and to encourage employees violating section 5.1 to return to work.

 

SEIU is the only state employee organization instructing its members not to report to work on October 12, 2009. For example, Professional Engineers in California Government (PECG), in a recent memorandum to its members, states "a long-established rule in labor relations is - obey now, grieve later. This means that, in most circumstances, employees must obey directions from supervisors and managers and then obtain an appropriate remedy through the grievance procedure, which PECG is pursuing in this case." Similarly, California Attorneys, Administrative Law Judges and Hearing Officers in State Employment (CASE), in a memorandum to its members states, "It is CASE's opinion that the "no strike" clause of our MOU precludes us from instructing Bargaining Unit 2 members to ignore the instructions of their employer with regard to the upcoming Columbus Day holiday."

 

We request that SEIU comply with the terms of section 5.1 and immediately stop urging its members to refrain from reporting to work on October 12, 2009. Further, we request that SEIU immediately (1) retract any and all communications to its members that may have encouraged work stoppages and (2) issue new communications informing its members that Columbus Day, October 12, 2009, is not a state holiday.

 

Sincerely,

 

/s/ Julie Chapman

Chief Deputy Director of Policy

 

 

 

09-25-2009: Columbus Day is no longer a State holiday

DPA would like to alleviate any confusion employees may have regarding the status of Columbus Day as a recognized paid holiday.

 

In February 2009, legislation passed that amended the State holiday provisions in Government Code section 19853. The amendment eliminated two paid holidays, effective March 2009:

  • Lincoln's Birthday (February 12)

  • Columbus Day (the second Monday in October)

 

Now, an employee who wants to take time off on Columbus Day must get prior approval from his or her supervisor to use leave credit. If an employee does not receive prior approval from the supervisor, then, just like any other unapproved absence, the employee will not be paid for the day. The absence will be considered absent without leave (AWOL).

 

For additional information, you may review Personnel Management Liaison memo 2009-017, dated March 25, 2009 and PML 2009-040, dated September 17, 2009.

 

 

 

09-21-2009: 2009 Open Enrollment - September 14 to October 9

Open enrollment period for health, dental, vision plans, Consolidated Benefits (CoBen), FlexElect Reimbursement Accounts, and cash options.

If you want to enroll in these benefit programs, or make a change to your current enrollment, contact your Personnel Office for the necessary forms. Changes you make during the 2009 open enrollment take effect January 1, 2010.

 

Health Plans

During open enrollment, you can change health plans as well as add, change, or delete dependents from your coverage.

 

Dental

During open enrollment, you can enroll in or change your dental plan as well as add, change, or delete dependents from your coverage.

 

 

 

08-27-2009: Governor's Press Release on CAHP's Contract Amendment

08-27-2009: Governor's Press Release on CAHP's Contract Amendment

 

 

 

08-27-2009: Read the CAHP's Tentative Agreement and Summary

August 27, 2009: DPA submitted to the Legislative Analyst and Members of the Legislature the

 

June 6, 2007: DPA submitted to the Legislative Analyst and Members of the Legislature the

 

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

 

 

 

08-03-2009: Answers to Questions about Job Actions

What is a job action?

A job action is a work slowdown, work stoppage, strike, sick-out, or any other interference with the work and statutory functions or obligations of the State.

 

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 or obligations of the State.*

 

* There is currently no contract between the State and the California Correctional Peace Officers Association. The State implemented certain terms of its "last, best and final offer" on September 18, 2007. Bargaining Unit 6 members have no legal right to strike because they are "essential employees," which means their services are essential to the public health and safety.)

 

Even if the labor contract has expired?

Yes. According to Government Code section 3517.8, the labor contract provisions remain in effect even though the labor contract between the State and the employee bargaining representatives has expired.

 

What about strikes of one or two days?

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

 

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

Employees may be regarded as Absent Without Leave (AWOL). Those who are regarded as AWOL will not be paid for any day in which they participated in a strike or job action. In addition, those employees may be subject to disciplinary or other appropriate administrative action.

 

Does this include sick-outs?

Yes, sick-outs are prohibited by the No-Strike Clause and the Government Code. Employees who participate in a sick-out may be regarded as AWOL.

 

What are the consequences to an employee if he or she participates in a sick-out?

If an employee's absence is unauthorized, that employee may be regarded as AWOL. Employees regarded as AWOL will not be paid for each day of participation in a sick-out. Employees may also be subject to disciplinary or other administrative action for participating in a sick-out. Each absence will be reviewed on a case-by-case basis.

 

What happens if an employee is legitimately absent and is not participating in a sick-out?

Each case should be carefully reviewed and leave should only be authorized if it is clearly legitimate. Supervisors retain discretion to determine the legitimacy of the absence.

 

Supervisors should seek further guidance from their department in these cases.

 

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

The State does not agree for the reasons outlined above. As stated, employees who participate in a job action risk the consequences described above.
 

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

Unions are permitted to hold meetings with members to discuss the status of bargaining and the options available to secure an agreement. A meeting to discuss "strike options" is not necessarily a meeting to call a strike. Employees who participate in such meetings on their own time without disrupting State operations are not participating in an illegal job action.

 

However, the labor contracts prohibit the union from condoning a strike or other types of job actions. Any direct evidence of union involvement in encouraging these prohibited actions should be brought to the attention of your department's labor relations officer.

 

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

As stated, employees may participate on their own time (e.g., before or after work, vacation, CTO, annual leave, etc.) in lawful informational picketing or rallies so long as such activities do not interfere with work and statutory functions or obligations of the State.

If a strike occurs, can an employee cross a picket line to go to work?

Yes. Employees have an obligation to go to work and will be permitted to do so.

 

Will employees be locked out if there is a strike?

No.
 
 
 

07-06-2009: Furlough information for State employees

We will continue to update this page as new information becomes available. If you can't find the answer to your question here, please contact your personnel office for help.
 

As of the November 2010 pay period, who is subject to furloughs?

Employees in bargaining units who aren't covered by a new contract (Unit 2, 6, 7, 9, 10, and 13) are subject to furloughs. Unless the units agree to alternate savings, employees in these units will continue to have three furlough days per month through June 2011.

 

My bargaining unit has a new contract, or I am an excluded employee. Am I subject to furloughs?

For employees in bargaining units with a new contract (Units 1, 3, 4, 5, 8, 11, 12, 14, 15, 16, 17, 18, 19, 20, and 21) and excluded employees, furloughs ended in the October 2010 pay period. The last scheduled furlough Friday was October 22, 2010.

 

Am I exempt from the furlough?

Employees of the following departments are exempt from the furlough:

  • Board of Equalization

  • Bureau of State Audits

  • California Department of Forestry and Fire Protection (CalFIRE)

  • California Earthquake Authority

  • California Highway Patrol

  • California Housing Finance Authority

  • Employment Development Department (including California Unemployment Insurance Appeals Board)

  • Franchise Tax Board

  • Legislative Counsel Bureau

  • Public Utilities Commission

  • State Compensation Insurance Fund

 

Also, represented employees in Bargaining Units 1, 3, 4, 5, 8, 11, 12, 14, 15, 16, 17, 18, 19, 20, and 21 are exempt from the furlough, based on recent contract agreements. Excluded employees are exempt from the furlough based on Executive Order S-15-10.

 

Will furlough Fridays continue for employees subject to furloughs?

There are no more scheduled furlough Fridays. Scheduling of furlough hours will be up to the departments for employees who are still subject to furloughs.

 

How does furlough scheduling work?

Beginning with the November 2010 pay period, all employees subject to furloughs use a "self-directed" furlough. There are two types of self-directed furloughs:

 

  • For most positions, including positions that generate revenue, or where services must continue and employees normally must work on holidays: You can choose which three days to take off each month, subject to supervisor approval.

 

  • For posted positions in 24/7 facilities such as prisons and hospitals: Management will work with employees to determine which three days in the month will be taken off. When this is not operationally feasible and would jeopardize security, health or safety, management will work with employees to select time off in the future. However, deferring furlough days for future use shall only be done after all other options have been evaluated and proven unworkable. Deferred furlough hours do not have an expiration date.

 

What assistance is available?

During this very stressful period, we encourage employees and their family to take advantage of the State's EAP benefit. The Employee Assistance Program offers counseling on a wide range of issues, including emotional health and finances. Using this benefit is completely confidential. If you would like to take advantage of this benefit, contact your personnel office for details, or dial the toll-free number at 866-327-4762.
 

Do I have to use my furlough hours in the same month they count against my paycheck?

Yes. In most cases, furlough hours must be used during the same month. Furlough hours accrued by employees exempted from this requirement do not have an expiration date.
 

Can I cash out my furlough hours if I don't use them?

No. You must use your furlough hours. You can't cash them out.
 

How does the furlough affect alternate work schedules?

DPA has provided information to Personnel Offices. Your department may develop its own alternate work schedule calendar to meet departmental or employee needs.
 

Will the furlough affect my salary?

Your salary range will remain the same. However, you will not be paid for furlough days.
 

Can I use leave credit such as vacation time to avoid taking furlough time?

No. You can't substitute other leave for your furlough time.
 

How do I mark furlough hours on my timesheet (Std. 634)?

Use the letters FH for furlough hours on line 7f.
 

Can I use furlough hours before they're accrued?

No, you must accrue furlough hours before you can use them, the same as with vacation or any other accrued leave.
 

Do furlough hours count toward "hours worked" for overtime purposes?

No.
 

Won't my department be forced to work employees overtime to make up for the furlough?

Department budgets will be reduced for the three furlough days and will not be augmented for overtime pay to supplement behind the furlough.
 

Will the furlough affect my benefits?

Benefits remain the same. The furlough doesn't affect payouts for unused leave, service credit, health, or dental benefits.
 

Will the furlough affect my retirement benefits?

No. Your normal pay rate will be reported to CalPERS for retirement purposes even though your actual pay is less.
 

Does the furlough impact Social Security?

No. To estimate your Social Security benefit, use the Detailed Calculator on the Social Security website.
 

How does the furlough affect my Savings Plus Program account?

How long will the furlough program last?

The State employee work furlough plan will run from February 2009 through June 2010.
 

Will my deferral or loan repayment come out of my paycheck?

If your net pay is sufficient, your SPP deferral or loan repayment will be taken out of your paycheck. Refer to the SCO payroll calculator to determine the overall impact to your net pay.
 

Can I take money from my Savings Plus account(s) to replace lost income?

Both the 457 and the 401(k) have a loan provision. Refer to the loan fact sheet for specific information. Additionally, both plans allow for early withdrawals under certain circumstances. Refer to the Unforeseeable Emergency Withdrawal and Hardship Withdrawal forms.
 

Can I stop or change the FlexElect deduction for my Medical Reimbursement Account?

No, the furlough is not a "permitting event." See the FlexElect Handbook for details.
 

Can I stop or change the FlexElect deduction for my Dependent Care Reimbursement Account?

If the furlough causes a change in your dependent care cost or provider, you may change or cancel the deduction amount for your Dependent Care Reimbursement Account. See the FlexElect Handbook for details.
 

Can I cancel my group legal insurance?

Yes. See your personnel office.
 

Can I cancel or change my supplemental group term life insurance?

Yes. Contact MetLife Insurance Company at 1-800-253-8524. (Note: the State will continue paying the premium for basic group term life insurance for all eligible employees.)
 

Can I cancel my long-term disability insurance?

Yes. See your personnel office.
 

Can I cancel or change my pre-tax parking deduction?

Yes. See your personnel office.
 

Can I stop participating in the Voluntary Personal Leave Program?

Yes, employees in the VPLP can cancel participation in that program, even if they haven't met the 12 month minimum.
 

I work for a Constitutional Officer. Am I subject to the furlough?

Yes.
 

Does the furlough apply to statutory appointees?

As of the November 2010 pay period, excluded and exempt employees, including statutory appointees, are not subject to furloughs.
 

I'm in Workweek Group E. How does the furlough apply to me?

During a week when you take a furlough day, you will not be allowed to work more than 32 hours.
 

How do you calculate furlough hours for full-time employees?

Full-time employees have 24 furlough hours (three 8-hour days) per month.
 

I'm an intermittent employee. How many hours will I be furloughed per pay period?

Furlough Hours for Intermittent Employees
Hours WorkedFH Per Pay Period
11 to 30.93
31 to 50.96
51 to 70.99
71 to 90.912
91 to 110.915
111 to 130.918
131 to 150.921
151 or more

24

 

I'm a part-time employee. How many hours will I be furloughed per pay period?

Furlough Hours for Part-Time Employees
Time BaseFH Per Pay Period
1/102.4
1/83
1/54.8
1/46
3/107.2
3/89
2/59.6
1/212
3/514.4
5/815
7/1016.8
3/418
4/519.2
7/821
9/10

21.6

 

Can I work more hours to make up for the furlough hours if I'm an intermittent or part-time employee?

No.
 

I'm a retired annuitant. Does the furlough apply to me?

It does not apply to retired annuitants who return to service and are reinstated for up to 960 hours.
 

I'm on Partial Service Retirement. Does the furlough apply to me?

Yes.
 

If I reinstate from disability retirement, does the furlough apply to me?

Yes.
 

Can furlough hours be used in increments?

Yes.
 

How does the furlough affect Family Medical Leave Act leave?

The furlough doesn't affect the amount of available FMLA leave.
 

Are Merit Salary Adjustments affected by the furlough?

No.
 

Are state employees eligible to receive unemployment insurance benefits as a result of the furloughs?

As a result of the expanded furlough, State employees inquired about filing and qualifying for unemployment insurance benefits. In fact, State employees circulated emails with statements that they will all qualify for certain benefits by completing and submitting appropriate claim forms. However, these employee-circulated emails contained misinformation about two different unemployment insurance programs, known as the Work Sharing and Partial Programs. These are both employer initiated programs, and the State of California does not participate in either one.
 

What were the scheduled furlough days?

February 6, February 20, and March 6, 2009 were the first three scheduled furlough days. Beginning July 10, 2009, employees had three furlough days per month through June 2010.
 
Under the 2009-2010 Furlough Program, the scheduled furlough Fridays were:

2009

  • July 10, 17, 24
  • August 7, 14, 21
  • September 4, 11, 18
  • October 2, 9, 16
  • November 6, 13, 20
  • December 4, 11, 18

 

2010

  • January 8, 15, 22
  • February 5, 12, 19
  • March 5, 12, 19
  • April 2, 9, 16
  • May 7, 14, 21
  • June 4, 11, 18

 

Beginning August 20, 2010, most employees had three furlough days per month through October 2010.

 

The scheduled furlough Fridays in Fiscal Year 2010-2011 were:

2010 

  • August 20, 27
  • September 10, 17, 24
  • October 8, 15, 22

 

What offices remained open on scheduled furlough days?

All state hospitals, prisons and other 24-hour operations maintained normal hours of operation on furlough Fridays, and a limited number of State offices remained open.
 

How did the March 24 and March 30, 2010 court ruling affect furloughs?

See DPA's update on the March 30, 2010 furlough ruling and the March 24, 2010 furlough ruling.
 

Was August 13, 2010 a scheduled furlough day?

No, State offices remained open on August 13, 2010.
 

Were August 20 and August 27, 2010 scheduled furlough days?

Yes, after June 2010, furlough Fridays resumed August 20, 2010.

 

 

 

07-01-2009: State offices closed for furlough Fridays starting July 10, 2009

Employees in bargaining units with a new contract (Units 1, 3, 4, 5, 8, 11, 12, 14, 15, 16, 17, 18, 19, 20, and 21) and excluded employees

Furloughs ended in the October 2010 pay period. The last scheduled furlough Friday was October 22, 2010.

 

Employees in bargaining units who aren't covered by a new contract (Units 2, 6, 7, 9, 10, and 13)

Unless the units agree to alternate savings, employees in these units will continue to have three furlough days per month.

 

There are no more scheduled furlough Fridays. Scheduling of furlough hours will be up to the departments for employees who are still subject to furloughs.

 

 

 

07-01-2009: Statewide vacancies list for employees facing layoff

07-01-2009: Statewide vacancies list for employees facing layoff 

 

 

 

07-21-2009: Southern California job fair for State employees facing layoff

07-21-2009: Southern California job fair for State employees facing layoff 

 

 

 

06-05-2009: Job fair for State employees facing layoff

06-05-2009: Job fair for State employees facing layoff

 

 

 

04-29-2009: Swine flu letter to State employees

The following letter was issued to all state employees from the cabinet official who oversees them.

Dear State Employee:

 

I am writing regarding recent developments relating to a novel strain of the swine flu you have read about that has been discovered in California and many other parts of the world. I want to share with you some of the steps that California is taking in response to these developments and urge actions you can take to help reduce the spread of the virus and its health impacts. So far, this novel virus has been identified in three counties and a limited number of persons, but we expect the number to grow.

 

To ensure that we are prepared, the Governor has issued an Emergency Proclamation that will support and facilitate our state health departments' response to this outbreak. The Joint Emergency Operations Center of the Department of Public Health, in collaboration with the California Emergency Management Agency, has been also activated to closely monitor the situation and work with our federal and local partners to respond. Finally, the state has increased monitoring statewide for patients with flu-like illness, expanded public health laboratory testing of potential flu specimens, and enhanced veterinary activities for various levels of animal disease surveillance.

 

All Californians need to practice the very best personal hygiene habits to prevent the spread of this disease. This is especially important for state employees, many of whom work in contact with the public, travel as part of their jobs, and care for individuals in a wide range of institutional settings.

 

To limit the spread of swine flu, I urge you:

  • If you get sick with flu-like symptoms, please stay home from work and limit contact with others to keep from infecting them. Avoid touching your eyes, nose or mouth. Germs spread this way.

  • Cover your nose and mouth with a tissue when you cough or sneeze. Throw the tissue in the trash after you use it.

  • Wash your hands often with soap and water, especially after you cough or sneeze. Alcohol-based hand cleaners are also effective.

  • Try to avoid close contact with sick people.

 

I recognize that many of you work in 24-hour care facilities where you may be exposed to individuals who become sick. Your department and the California Department of Public Health will be issuing further guidelines about working in institutions caring for individuals who may be infected with this strain of swine flu.

 

This outbreak is a reason for concern but not for panic. I will inform you of additional activities or actions as necessary.

 

For the most current information about swine flu, please visit the Department of Public Health Website at www.cdph.ca.gov.

 

Thank you for your continued service to the people of California.

 

 

 

04-27-2009: Swine flu - symptoms, prevention, and news

04-27-2009: Swine flu - symptoms, prevention, and news

 

 

 

04-02-2009: Labor Relations and Human Resources training conference

Registration Closed

  • May 1, 2009: The conference is sold out! We're no longer accepting new registrations.

 

Conference Info

For: All State employees whose job responsibilities include labor relations and personnel.
When: May 19 to 21, 2009
Where: CHP Training Academy, 3500 Reed Avenue, West Sacramento (get a map to the CHP Academy )
Cost: $25 per person
 
 

03-16-2009: Public meetings to release initial bargaining proposals

Public meetings were held on the following date 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. This meeting was 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 meeting, see initial bargaining proposals in 2009.
 
 
 
Friday, April 3, 2009

 

03-02-2009: State offices closed for furloughs this Friday, March 6, 2009

The statewide closure of California state government offices remains in effect for this Friday, March 6, 2009. This will be the third statewide closure resulting from Executive Order S-16-08 furloughing state employees two days per month. Friday is the last Furlough Friday. After this Friday all furlough days will be self-directed.

All state hospitals, prisons and other 24-hour care facilities will maintain normal hours of operation, and a limited number of state offices will remain open on this third "furlough Friday."

 

Friday's closure also applies to employees represented by Service Employees International Union Local 1000. Pending ratification of the recent SEIU Local 1000 tentative agreement, these employees continue to be covered by the Governor's Executive Order requiring two furlough days per month. Upon ratification, adjustments will be made for SEIU employees.

 

 

 

03-02-2009: Answers to employee questions on the furlough

Employees in bargaining units with a new contract (Units 1, 3, 4, 5, 8, 11, 12, 14, 15, 16, 17, 18, 19, 20, and 21) and excluded employees

Furloughs ended in the October 2010 pay period. The last scheduled furlough Friday was October 22, 2010.
 

Employees in bargaining units who aren't covered by a new contract (Units 2, 6, 7, 9, 10, and 13)

Unless the units agree to alternate savings, employees in these units will continue to have three furlough days per month.
 
There are no more scheduled furlough Fridays. Scheduling of furlough hours will be up to the departments for employees who are still subject to furloughs.
 
 
 

 

02-24-2009: DPA submits SEIU Local 1000 tentative agreement to Legislature

02-24-2009: DPA submits SEIU Local 1000 tentative agreement to Legislature

 

 

 

02-18-2009: State offices closed for furloughs this Friday, February 20, 2009

State Offices Closed for Furloughs This Friday

The statewide closure of California state government offices remains in effect for this Friday, February 20, 2009. This will be the second statewide closure resulting from Executive Order S-16-08 furloughing state employees two days per month.

 

All state hospitals, prisons and other 24-hour care facilities will maintain normal hours of operation, and a limited number of state offices will remain open on this second "furlough Friday." A list of offices open on "Furlough Fridays" is posted on the DPA website.

 

Friday's closure also applies to employees represented by Service Employees International Union Local 1000. Pending ratification of the recent SEIU Local 1000 tentative agreement, these employees continue to be covered by the Governor's Executive Order requiring two furlough days per month. Upon ratification, adjustments will be made to the furlough schedule for SEIU employees.

 

 

  Updated: 5/20/2013
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