1. What is DPA’s 2007 Pay and Benefit Package for excluded employees? DPA: There is 3.4% in the budget and nothing more.

2. What ACSS wants for its members:

• COLA 3.4% + 5% (8.4%) DPA: Only 3.4% in the budget
• Benefits: Restore the 4 hours of sick leave from those who have annual leave. DPA: This will require a regulation change through the Office of Administrative Law. They will look into it.
• Life insurance equal to one full year of salary DPA: This is a cost item. It is being explored.

3. Raise the differential to a full 10% DPA: We are looking at raising the differential 1% at a time—maybe 1% each year.

ACSS: That will not fix the problem. Each time the rank and file get additional adjustments that are not passed on to the excludeds, the differential will decrease rather than increase.

4. Coleman Equity adjustments: BU 18 rank and file received 5% increase, what about the supervisors? DPA: We still don’t know what the recent order actually means, let alone how it is to be implemented. We still need to find funding for this.

5. We asked that DPA support our legislation: SB 870 (Ridley-Thomas) (statue of limitations change from three to one year). DPA: You need to talk to Department of Finance—they have concerns about this bill.

6. DPA’s interest in supporting Legislative Analyst recommendation for a law requiring an annual review of excluded salaries and benefits. DPA: This would require legislation. We will talk to the Department of Finance.

7. DPA’s Modernization Project: Salary and Classification Restructuring. ACSS has requested to participate in this process. DPA: We will schedule a presentation of the Modernization Project for us at the next meet and confer.

8. Schedule a meeting with CC&D to discuss problems at Porterville Developmental Center on salary and classification issues. DPA: We will get a meeting scheduled to discuss these issues.

Follow up Items from March 23, 2007 Meet and Confer

1. Fixing the “less than 5 percent differential” compaction problems in non-traditional reporting relationships (those not corrected in 2006). DPA: We need you to prioritize these issues that you send to us, because we have to incorporate them with our issues and then prioritize everything when we go to the Department of Finance for funding.

2. Payment of licenses/differentials for excluded employees who were required to have them as rank and file as they progressed through their promotional ladders. ACSS has requested a written response on this issue. DPA: This will require a tremendous amount of staff time and research.

3. Labor Market Adjustments (LMA) for BOE and EDD Business Tax Compliance Supervisors I, II, III. DPA: We will check with our Compensation and Classification Division who handles these issues.

4. ACSS provided DPA with evidence that the Board of Equalization (BOE) is interpreting the language in Government Code Section 19841 – Moving Expense Reimbursement—to be permissive. ACSS disagrees with their interpretation and has asked DPA to rectify the situation. DPA: We will check with our Legal Department on this issue of interpretation.

5. Program Technicians in Parole and Community Services Division at CDCR should receive the same $500/80hours bonus as the rank and file employees were provided. DPA: We will get an answer for you in the next week. July 13, 2007 DPA: We are still waiting for an answer ourselves. We will get back to you.

6. Compaction adjustment for Caltrans Supervisor of Drafting Services who supervise Transportation Engineering Technicians (TET). DPA: Give us the names of those Supervisors of Drafting Services who are directly supervising Transportation Engineering Technicians so we can research each situation.

7. Add Orange County to the “high cost” areas for reimbursable expenses. DPA: They will get back to us.

8. Promotional patterns at Porterville Developmental Center (PDC) for Supervising Registered Nurses (SRN), Assistant Coordinator of Nursing Services (ACNS) and Coordinator of Nursing Services (CNS). DPA: We will schedule a separate meeting to discuss these issues.

Follow up Items from May 18, 2007 Meet and Confer

1. Vacation/annual leave/etc., requests approved based on seniority (DPA Law 19858.1) DPA: We will schedule a separate meeting to discuss these issues.

2. On July 1, 2004, safety retirement was afforded to the rank and file Unit 7 classifications as a result of the passage of SB 183. This enhanced retirement benefit was not provided to the supervisory classes. As a result, when promoting from a R07 into a S07 classification, the employee receives a 5% promotional increase, but because they no longer have safety retirement, they experience a 6.2% net loss due to the Social Security taxes they are required to pay. California Highway Patrol is now providing all newly promoted R07 employees with a 6.2% adjustment to accommodate the loss due to the Social Security taxes.

Q. Did all the current S07 employees at CHP also receive the 6.2% offset?
DPA: Newly promoted employees get their 5% raise and then they are moved an additional 6.2% higher within their salary range. At no time will an employee’s salary be raised above the maximum salary rate for their classification.

Q. What about S07 employees in other departments?
DPA: No.

ACSS requested that all Unit 7 employees who have promoted into supervisory classes since July 1, 2004 be afforded the same benefit.

DPA: That’s not going to happen. However, if you have specific cases where a Unit 7 employee was promoted and lost their safety retirement, get us names and details.

3. Bulletin board access. DPA: We will remind departments of the PML issues on June 13, 2001 that addresses this issue. July 13, 2007 DPA: We have issued a new PML.

4. Restore the 4 hours of sick leave excluded employees lost when they opted for annual leave. DPA: We will get back to you on this.

5. ACSS asked that excluded employees receive life insurance that is equal to one month’s salary, rather than the current $25,000/$50,000 offered. DPA: We will get back to you on this.

6. ACSS has been informed by our members that employees in the classifications of Health Facility Evaluator II (Supv) and Health Facility Evaluator Manager I & II who possess a nursing license will be receiving a $750 differential. Is this true? DPA: Yes it is true. The reason for this is because we don’t want those nurses who promote into these classes to encounter a reduction in salary, nor do we want to create a recruitment and retention problem in those classes.

ACSS: How can you provide one set of employees with a salary increase and others in the same classification none? This is absurd! Do you realize how many problems this will create? You have essentially created a two-tier salary range in these two classes! DPA: Yes, we are aware.