Medal of Valor recipients (medalofvalor.ca.gov)
Medal of Valor awards - information on the nomination process
Governor Schwarzenegger presents medal of valor award to 38 California State employees
The Governor issued Executive Order S-15-10 announcing the 2010-2011 pay package for excluded and exempt employees. Changes affecting current excluded and exempt employees are summarized below.
Pensions: Effective November 2, 2010, employee retirement contributions will increase by 3 percent. For the Miscellaneous category, it goes from 5 percent to 8 percent of pay over $513/month; for Safety, it goes from 6 to 9 percent of pay over $317/month. There are no changes in the pension formulas for current employees.
PLP: Effective November 2, 2010, pay will be reduced by the equivalent of one day per month, for 12 months, in exchange for 12 days of "personal leave." This leave cannot be cashed out. While this PLP program is in effect, employees covered by it will not be subject to furloughs. (The PLP does not apply to exempt appointees whose pay is set by statute; their pay will be reduced by the same amount but without any leave time in return.)
Furloughs: The current furlough program remains in effect through the end of October 2010, for a total of nine furlough days this fiscal year for employees covered by the current furloughs.
Pay Ranges: Effective July 1, 2013, an additional step will be added to civil service and exempt pay ranges, raising the maximum pay for these classes by 3 percent. Only employees who reach the top step will be affected by this change.
Professional Development: Excluded employees and non-statutory exempt employees will be entitled to two days of professional development leave per fiscal year. This leave must be used in the fiscal year it's accrued. Unused leave cannot be cashed out.
Full details will be provided in a memo to personnel offices.
Negotiators for the Schwarzenegger Administration and SEIU Local 1000 have reached tentative agreement on a new contract that includes hard-fought pension reforms and other payroll savings that help balance the FY 2010-11 State Budget.
Pending approval from the Legislature and the union's 95,000 members in nine bargaining units, the new contract would run from July 1, 2010, to July 1, 2013. The last SEIU contract expired June 30, 2008.
The contract rolls back pension formulas for new employees to pre-1999 levels, and increases current employees' contributions toward pension benefits by 3 percent. Raising the amount employees contribute lowers the State's cost by a corresponding amount. The union also agreed to a 12-month "personal leave program" that provides one day of unpaid leave per month, which reduces pay by roughly 5 percent. The PLP will start after the contract is ratified by the Legislature and employees. During the period the PLP is in effect, employees will not be subject to any furloughs. The furloughs for August through October of 2010, totaling 9 days, are also part of the agreement.
The increased employee contribution toward retirement, combined with the PLP and nine furlough days, reduce payroll costs 10 percent. Another 5 percent reduction is achieved from the workforce cap that took effect July 1, 2010, pursuant to Executive Order S-01-10.
In addition, payroll for employees covered by this agreement would be continuously appropriated during the contract's term, which protects employees from minimum wage payments in the event of future budget delays.
Columbus Day, October 11, 2010, is a normal work day.
Before 2009, State employees had Columbus Day off. Legislation eliminated the Columbus Day holiday in 2009. Recently, a court ruled that Columbus Day remains a holiday for some State workers. The court's ruling is not yet final. When it becomes final, the State will appeal. Columbus Day will remain a normal work day during the appeal process.
If an employee wants to take time off on Columbus Day, the employee must get prior approval from the employee's supervisor to use leave credits. 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).
Dependent children covered until age 26 - Starting January 1, 2011, if you have children up to age 26, they are eligible for dependent coverage with the Retiree Dental and Vision Programs. The Patient Protection and Affordable Care Act (Act), as amended by the Health Care and Education Affordability Reconciliation Act of 2010, extends dependent coverage from age 23 to age 26.
New prepaid dental plans - two prepaid dental plans have been added to choices available to select during open enrollment. The two new plans offer dental implant benefits.
If you want to enroll in these benefit programs, or make a change to your current enrollment, please use the links below.
The 2011 100/90 monthly contributions for retiree health are:
For information on health plans and premiums, visit the CalPERS website.
California's official 529 college savings plan - ScholarShare - wants you to know about its program and how it can help with college expenses. Visit the ScholarShare website for info on starting or contributing to a college savings plan. ScholarShare investment earnings grow tax-deferred, and the withdrawals are tax-free when used for qualified higher education expenses.
The ScholarShare College Savings Plan is administered by the ScholarShare Investment Board, an agency of the state of California. Neither the principal deposited nor the investment return is guaranteed by the state of California, ScholarShare Investment Board, Fidelity Investments or any affiliate thereof, or the federal government or any agency thereof. Units of the Portfolios are municipal securities and may be subject to market volatility and fluctuation. Review the Program Fact Kit available at www.scholarshare.com.
In light of the recent California Supreme Court ruling, furloughs will continue for the time being.
August 20 and 27 are furlough Fridays. In addition, employees subject to furlough must schedule another furlough day this month (called a self-directed furlough). If you've already taken time off this month, you can use your self-directed furlough hours to cover that time.
The furlough schedule for September depends on when the State Budget is enacted, and the outcome of the California State Supreme Court hearing that's scheduled for September 8. We will post details as they become available.
Employees of the following departments are exempt from the furlough:
California Highway Patrol
California Department of Fire and Forestry Protection
Franchise Tax Board
Board of Equalization
Employment Development Department
State Compensation Insurance Fund
California Housing Finance Authority
California Earthquake Authority
Also, represented employees in Bargaining Units 12, 16, 18, and 19 are exempt from the furlough, based on recent contract agreements.
Friday, August 13 will be a work day and State operations will be open.
If the Court of Appeal decides furloughs can continue as planned, the first furlough day in August will be self-directed, to be used this month.
We understand many employees made arrangements to be off this Friday, so we encourage departments to approve requests for vacation. If the court decides furloughs can continue, employees may then change this vacation time to furlough hours.
We hope to have a decision from the Court of Appeal or California Supreme Court before the next scheduled furlough Friday (August 20). We'll post new information as it develops.
Read Governor Schwarzenegger's Executive Order imposing furloughs
The following credit unions and banks have offered assistance in the form of zero-interest or low-interest loans to employees affected by the state budget impasse. We will update this page as more information becomes available:
Golden 1 Credit Union
Schools Financial Credit Union
SAFE Credit Union
First US Community Credit Union
Heritage Community Credit Union
USE Credit Union
Members 1st Credit Union
Contact the individual institutions for details.
If your bank or credit union isn't listed, we encourage you to contact it directly to see if they offer a similar assistance program.
Based on the California Supreme Court's decision in 2003 (White v. Davis), in the absence of an approved budget the State is limited to issuing paychecks as follows:
WWG 2 (most rank-and-file) - $7.25/hour
WWG E (most supervisors and managers) - $455/week
WWG SE (exempt from federal minimum wage protections) - No pay
These payments will be effective starting with paychecks issued in July if there is no budget by the end of the month. Following enactment of a State budget, employees would receive all pay due retroactive to July 1.
The Administration and these two unions have reached tentative agreements that include the Governor's reforms on pensions, including retiree health benefits. In exchange, payroll for these employees will be authorized through a continuous appropriation during the terms of these agreements so their paychecks are not affected by delays in enacting the state's annual budget.
Bargaining Unit 12 (International Union of Operating Engineers)
Bargaining Unit 16 (Union of American Physicians and Dentists)
Current employees' pension contribution rises from 5% to 10% of pay over $513/month
5% pay cut for 12 months in exchange for 12 days of personal leave; this leave cannot be cashed out.
Starting July 1, 2012, employees will contribute 0.5% of pay to pre-fund retiree health benefits.
New employees hired after January 1, 2011, will be subject to new vesting schedule to qualify for retiree health benefits: 25 years to qualify for 100% of State coverage of premium, 15 years to qualify for 50% (replaces current vesting periods of 20 and 10 years, respectively).
Pay scale restructured on January 1, 2012, to add another top step (5% higher than current top step); only applies to employees who reach the top step.
State increases its share of health premium payment to 2010 rates (from 2008 rates). This share will be adjusted again on January 1, 2011, to reflect CalPERS-approved 2011 rates.
Contract incorporates statute changes of 2009 that eliminated 2 of the 14 paid holidays and premium pay for working on a holiday; restores premium pay for working on New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving, and Christmas.
Current employees' pension contribution rises from 5% to 10% of pay over $513/month for "Miscellaneous" category and from 6% to 11% of pay over $317/month for the "Safety" category.
Pay scale restructured January 1, 2012, to add another top step (5% higher than current top step); only applies to employees who reach the top step.
Contract incorporates statute changes of 2009 that eliminated 2 of the 14 paid holidays and premium pay for working on a holiday; provides 4 hours of administrative time off for working on New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving, and Christmas.
The Administration and the following four unions have reached tentative agreements that include the Governor's pension reforms in exchange for protections from furloughs and minimum wage during the terms of these agreements.
Bargaining Unit 5 (California Association of Highway Patrolmen)
Bargaining Unit 8 (California Department of Forestry Firefighters)
Bargaining Unit 18 (California Association of Psychiatric Technicians)
Bargaining Unit 19 (American Federation of State, County and Municipal Employees)
The pension formulas for new employees agreed to by these unions are as follows:
Patrol: 3% at 55 (from current 3% at 50)
Firefighters: 3% at 55 (from current 3% at 50)
Safety: 2% at 55 (from 2.5% at 55)
Miscellaneous: 2% at 60 (from 2% at 55)
Current employees' pension contribution rises from 8% to 10% of pay over $863/month.
Pension based on three-highest-years average salary for new employees (instead of current single-highest year).
Temporarily suspends current contract provision to pre-fund retiree health benefits by 1% of pay. That 1%, plus another 1% effective July 1, 2010, will instead go toward pensions. Starting July 2013, an additional 2% of pay will go toward pre-funding retiree health benefits.
Pay scale restructured on January 1, 2012 to add another top step (2% higher than current top step); only applies to employees who reach the top step.
Current employees' pension contribution rises from 6% to 11% of pay over $317/month for the "Safety" category and from 5% to 10% of pay over $513/month for "Miscellaneous" category.
State increases its share of health premium payment to 2010 rates (from 2008 rates); this share will be adjusted January 1, 2011 to reflect CalPERS-approved 2011 rates.
Pay scale restructured on January 1, 2012 to add another top step (5% higher than current top step); only applies to employees who reach the top step.
Contract incorporates statute change of 2009 that eliminated all leave time from overtime calculations, but allows leave time (except sick leave) to count toward overtime when mandated by management.
Contract incorporates statute changes of 2009 that eliminated 2 of the 14 paid holidays and premium pay for working on a holiday; restores premium pay for working on any of the following holidays: New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving, and Christmas.
Non-economic provisions pertaining to personnel files, investigations, and staffing levels.
5% pay cut for 12 months in exchange 12 days of personal leave; this leave cannot be cashed out.
Current employees' pension contribution rises from 6% to 11% of pay over $317/month for the "Safety" category; from 5% to 10% of pay over $513/month for "Miscellaneous" category.
One day per year granted to employees in classifications required to receive continuing education for licensure.
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 2010.
Monday, May 24, 2010
Thursday, May 27, 2010
Wednesday, June 2, 2010
Wednesday, June 9, 2010
Thursday, June 17, 2010
Wednesday, June 23, 2010
Wednesday, June 30, 2010
See also 03-09-2010: Public meetings to release initial bargaining proposals.
Furloughs remain in effect as a result of today's First District Court of Appeal rulings. All employees are to follow their regular furlough schedules.
This updates the news item from March 24 describing the Alameda Court's furlough ruling on that day.
Today the Alameda court issued a ruling ending furloughs for employees in special fund departments named as Defendants in the lawsuits. This means that as of today, furloughs must be stopped for employees of the 67 special fund departments named in the decision.
Although the court's order is effective immediately, the Administration will promptly ask an Appellate Court to allow continuation of furloughs for these affected departments until this matter can be resolved. If this happens, and the Appellate Court orders furloughs to continue we will notify departments immediately.
For all other departments who were not named in the Alameda Court action, furloughs remain in effect. Employees in these departments will continue to follow the same furlough schedule currently in place.
Update: March 30, 2010 - Furlough schedule remains unchanged
Many employees have asked about the status of furloughs given recent lower court decisions.
Furloughs remain in effect, including furlough Fridays. We expect the issue ultimately will be resolved at the California Supreme Court.
At this time you should continue to follow the same furlough work schedule your department has in place.
Dear Ms. Walker:
This letter is in response to your February 2, 2010, letter to Department of Personnel Administration (DPA), Governor Schwarzenegger, and various State department heads disputing the elimination of the Columbus Day and Lincoln's Day holidays. You incorrectly state that Columbus Day and Lincoln's Day remain recognized paid holidays.
As you know, Senate Bill X38 was passed by the Legislature and signed into law, effective February 20, 2009. That bill enacted Government Code section 19853 to eliminate Columbus Day and Lincoln's Day as paid holidays for state employees, including employees in all SEIU Bargaining Units. DPA explained its position to SEIU about the elimination of these two holidays on October 6, 2009 in a letter from DPA to Michael Baratz, SEIU Chief of Staff; in DPA's October 15, 2009 grievance response to Paul Harris, SEIU Chief Counsel; and in DPA's November 23, 2009, letter to Brooke Pierman, SEIU Staff Counsel, denying SEIU's demand to arbitrate.
SEIU's reliance upon language contained in the still expired MOUs to support its claim that these two days remain as paid holidays is factually and legally incorrect. Government Code section 19853 eliminated the holidays and, although the statute allows the parties after February 20, 2009, to negotiate a different result, no such agreement has been reached or approved by the Legislature. Accordingly, the provisions of the statute allowing for continuation of the holidays have not been met.
You should know that the validity of the elimination of these two holidays in the face of an expired MOU was just decided by the court in CASE v. DPA, San Francisco Superior Court Case No. CPF-09-509827. The court, in that case, denied a Petition for Writ of Mandate and Request for Declaratory Relief filed by the California Attorneys, Administrative Law Judges and Hearing Officers (CASE). CASE argued the two holidays remained in effect for its members because the terms of the BU 2 MOU, although expired, nonetheless still controlled pursuant to Government Code section 3517.8. The Court disagreed and expressly found that Government Code section 19853, and not the expired MOU provisions, applies to state employees.
Accordingly, the Columbus Day and Lincoln's Day holidays are no longer paid holidays for state employees. As such, state employees are required to report to work on those days, if scheduled (absent prior approval by the employee's supervisor to use leave credit). Further, employees who are scheduled to work on either day but fail to report without an approved absence may be considered absent without leave (AWOL).
Given that this year, Lincoln's Day falls on a Furlough Friday, employees who do not normally report to work on furlough Fridays are not expected to report to work on February 12, 2010. However, non-furloughed and self-directed furloughed employees scheduled to work on February 12, 2010, are expected to report to work. These employees will receive regular pay for working on February 12, 2010, like any other normal work day.
As stated in our October 6, 2009 letter, SEIU's recommendation to its members not to work on Columbus Day and Lincoln's Day directly interferes with the State's lawful direction to employees on this subject.
Section 5.1 of the MOU 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. Accordingly, should failing to report to work on Columbus Day or Lincoln's Day be considered an unlawful job action, SEIU may be liable for violating the No Strike provision of the MOU.
Please feel free to contact me if you wish to discuss this matter further.
Chief Deputy Director of Policy
The following letter was issued to all State employees from the cabinet official who oversees them.
Health officials expect the flu to spread in the coming months. This year, both the seasonal flu and the 2009 H1N1 flu (swine flu) will affect our community and our workplace.
The Governor formed a task force to recommend ways to protect State employees from the flu and ensure we keep essential State services going. We're working with the California Department of Public Health (CDPH), Department of Personnel Administration (DPA), and other State and federal agencies to keep you informed and safe this flu season.
The California Department of Public Health and the Centers for Disease Control and Prevention (CDC) recommend these few very important and simple things that every individual can do:
Stay home if you have influenza symptoms (fever and cough, sore throat, or runny nose) to avoid infecting others. If you have influenza, stay home until you've been fever-free for 24 hours without fever-reducing medications. Do not go back to work with a fever. A temperature of 100 degrees Fahrenheit (37.8 degrees Celsius) is a fever.
Seek medical care for severe respiratory symptoms such as difficulty breathing or for dehydration from vomiting and/or diarrhea. You may also need to seek early medical attention if you have a chronic health condition that puts you at risk for the complications of influenza.
If you do need to seek medical care or go out in public, try to use a surgical face-mask when you go out, so that you do not infect others.
Wash hands often with soap and water, or use an alcohol-based hand sanitizer.
Cover your coughs and sneezes (cough or sneeze into an arm or shoulder or into a tissue). (see "Why don't we do it in our sleeves" at www.coughsafe.com/media.html)
Avoid touching your eyes, nose, or mouth. Germs spread that way.
Keep your distance from people who are coughing. Avoid sharing personal items such as eating/drinking utensils, toothbrushes, and towels, especially with ill persons.
If you have had very close contact (for example, live in the same household) with a person with active influenza symptoms, you should:
Watch carefully for symptoms of cough, sore throat, or runny nose.
Stay home if fever and cough, runny nose, or sore throat develop; go home as soon as possible if influenza-like symptoms occur at work.
Talk to your health care provider about whether to take antiviral medication for influenza.
CDPH Interim Guidance for Employers and Employees on Novel Influenza A (H1N1) Virus (PDF)
Novel Influenza A (H1N1) Virus (Swine Flu) - CDPH
2009 H1N1 Flu (Swine Flu) - CDC, 1-800-CDC-INFO (1-800-232-2636)
Know What to Do About the Flu - federal flu.gov website
These additional recommendations apply to health care and custodial settings:
CDPH Interim Guidance for State of California Facilities on Novel Influenza A (H1N1) Virus (PDF)
The following letter was issued to all State supervisors and managers from the cabinet official who oversees them.
We're working with the Governor's Office, the California Department of Public Health, the Department of Personnel Administration (DPA), and other State and federal agencies to ensure the health of our employees and continuity of government services.
Along with this letter and the one to employees, DPA issued a memo to personnel offices with guidelines for using employee leave credits. DPA's memo also offered guidance on using alternate work week schedules, telework, and flextime for employees who might otherwise miss work.
Guidance for HR staff - PML 2009-037 - Update on the H1N1 Influenza
If the employee doesn't have any leave credits, the eligible employee may ask the department to establish a catastrophic leave bank. A catastrophic leave bank collects leave credits donated by other employees to cover the employee's absence. Catastrophic leave bank provisions are specified in the employee's collective bargaining agreement or, for excluded employees, under DPA Rule 599.925.
The employee may also be eligible for NDI or SDI.
No. Employees may use the leave options already listed.
No. Generally, an employee may use sick leave only when unable to work due to illness or injury. An employee who wants to take other leave credits may request the time off, subject to supervisor approval.
The employee can use family sick leave or other available leave credits. If the employee doesn't have any leave credits, and eligible employee may ask the department to establish a catastrophic leave bank. A catastrophic leave bank collects leave credits donated by other employees to cover the employee's absence. Catastrophic leave bank provisions are specified in the employee's collective bargaining agreement and, for excluded employees, under DPA Rule 599.925.
If employees need to be at home because of a school or day care closure, employees may use vacation, annual leave, or other available leave credits. However, family sick leave may only be used if the child is sick.
The CFRA (Government Code sections 12945.1 and 12945.2) is similar to FMLA and protects the rights of an eligible employee to take leave when the employee has a "serious health condition" that does not allow the employee to "perform the essential functions" of the job. CFRA provides eligible employees 12 weeks of unpaid leave and continuance of health benefits. Contact your Personnel Office for specific information on CFRA/FMLA.
Yes. Surgical masks may be helpful in preventing people who are ill from spreading illness. However, since they don't seal closely to the face, they provide limited to no protection from inhaling infectious particles.
No. Supervisors cannot require it, but they may encourage employees with the flu to wear surgical face masks until they can go home.
During flu season, it's critical that employees do not report to work while they are ill. Employees with any of these symptoms should not report to work: fever with cough or sore throat. Other symptoms include runny or stuffy nose, body aches, headache, chills, or fatigue.
If an employee has these symptoms, encourage the employee to go home and stay home until the employee has been fever-free for at least 24 hours without the use of fever-reducing medications. (A fever is a temperature of 100 degrees Fahrenheit or 37.8 degrees Celsius.)
For purposes of determining whether an employee should be excused from work, CDPH recommends following the same procedures you would use for seasonal flu in terms of preventing and managing illness in the workplace.
CDPH and the federal Centers for Disease Control (CDC) recommend employees with the flu stay away from other employees in the workplace and go home. Supervisors can encourage employees with the flu to stay away from other employees until they leave work. Supervisors may allow employees who feel well enough to work from home to telecommute if appropriate.
Let employees know about their leave options. If the employee doesn't have any leave credits, an eligible employee may ask the department to establish a catastrophic leave bank. A catastrophic leave bank collects leave credits donated by other employees to cover the employee's absence. Catastrophic leave bank provisions are specified in the employee's collective bargaining agreement and, for excluded employees, under DPA Rule 599.925.
No. During flu season, unless employees are sick, they are expected to report for work and perform the normal duties of their positions. If an employee fails to report to work and doesn't have an acceptable excuse, the employee could be considered absent without leave (AWOL) and may be subject to disciplinary action.
Yes, just as in any other flu season. Employees should stay home until they have been fever-free for at least 24 hours without the use of fever-reducing medications. (A fever is a temperature of 100 degrees Fahrenheit or 37.8 degrees Celsius.)
Generally, employees don't need a doctor's note to return to work. However, there may be leave programs and policies that require a doctor's note to return to work (for example, CFRA, FMLA, etc.). Supervisors should contact their department's personnel office for further guidance.
Supervisors need to check
the departmental sick leave provisions and
the provisions in the employee's collective bargaining agreement
to determine under what circumstances they can ask an employee for medical verification.
No. An employee's health condition is a protected private matter and cannot be disclosed unless mandated by appropriate health agencies investigating exposure. At this time, individual cases of the flu are not being routinely investigated. The State employer takes its direction from public health officials regarding this issue.
Guidance on HR/LR issues for departments with institutions
At this time, the State has not restricted business travel due to the H1N1 flu. If it becomes necessary to restrict travel due to an increase in the flu's severity, DPA will inform departments. Prior to making any decisions on travel restrictions, DPA will confer with and obtain information from CDPH.
The State Compensation Insurance Fund (SCIF) administers the State's workers' compensation claims. SCIF reviews and makes a determination to approve or deny the claim. Worker's compensation only covers injuries and illnesses that are work-related.