ACSS Met with CalHR to Address the Concerns of Managers and Supervisors

On January 19th, ACSS met with CalHR to discuss the possibility of salary increases for excluded employees in reaction to the recent rank and file agreements that were reached through bargaining in December of 2016. ACSS also intended this meeting to introduce ourselves to CalHR’s new Labor Relations Officer, Kate Van Sickle (who replaced Steven Booth). ACSS helped bring VanSickle up to speed with the history of ACSS’ efforts on advocating for resolving salary compaction and helped familiarize her with the full scope of issues that ACSS advocates for. The meeting was productive and ACSS brought valuable items to the table, yet many specific items were left unanswered by CalHR. CalHR was not specific about which classifications will get additional pay and when it may happen.

ACSS thinks that excluded employees got the better deal regarding the sweeping 3% GSI salary increase for excluded employees in October 2016 versus the $2500 one-time bonus that Rank and file recently received. The 3% GSI increase for excluded employees is a “forever benefit” and it is PERSABLE, so it will count towards your retirement benefits. The $2,500 bonus that Rank and File just received does not.

In our recent January 19th meeting with CalHR, they confirmed that they will NOT be providing excluded employees with a one-time bonus, like that of SEIU Local 1000. During the meeting, ACSS heavily advocated on behalf of members for special salary adjustments to be passed on to excluded employees. CalHR’s response continues to be that final decisions have not yet been made and they will follow the administration’s directive to establish and maintain a 5% pay differential instead of the 10% that ACSS advocates as fair and equitable.

There is good news in the Governor’s proposed 2017 – 2018 budget. The budget adds $1.2 billion for increased employee compensation. It is anticipated that this will provide for General Salary Increases for excluded employees in July 2017, as per PML 2016-023. This is just the beginning of the budget process. Unlike bargaining, where rank and file agrees upon multi-year salary increases, excluded employees are excluded from bargaining, which means that they rely upon the budget each year to determine salary adjustments. The final approved budget bill is still a long way off and a lot can happen between now and the end of the fiscal year. ACSS will continue to monitor the budget process and advocate funding to provide excluded employees fair and equitable pay packages.

ACSS Lobby Day is on March 15th. We strongly encourage you to join us at Lobby Day and meet with legislators and educate them about the issues affecting excluded employees, like pay compaction. As news develops, ACSS will provide any updates in regards to pay increases and further discussion with CalHR.