Addenda to Unit 6 MOU - 27.01 Local Agreements

Get the signed transmittal letter and addenda here (PDF).

 

This following is the text only of the transmittal letter and addenda, provided as part of CalHR's commitment to accessibility.

 

Transmittal Letter 

April 10, 2013

 

The Honorable Mark Leno

Chair, Joint Legislative Budget Committee

Legislative Office Building

1020 N Street, Room 553

Sacramento, CA 95818

 

Re: Addenda to Bargaining Unit 6 Memorandum of Understanding (MOU) - Local Agreements

 

This is to inform you of agreements reached between the State and Bargaining Unit 6, the California Correctional Peace Officers Association (CCPOA). The attached agreements were reached between the State and BU 6 under section 27.01 of the Memorandum of Understanding (MOU). These agreements are the result of local meet and confer meetings.

 

CalHR is providing these addenda for the Committee's information according to Government Code § 3517.63. If you have any questions or concerns please contact Nancy Farias, Legislative Deputy at (916) 327-2348.

 

Sincerely,

 

/s/ Julie Chapman

 

Julie Chapman, Director

California Department of Human Resources

 

attachments

 

cc: Members, Joint Legislative Budget Committee

 

Peggy Collins, Principal Consultant

Joint Legislative Budget Committee

 

David Lanier, Legislative Affairs Deputy

Office of Governor Edmund G. Brown Jr.

 

Mac Taylor, Legislative Analyst

Office of the Legislative Analyst

 

ecc:

 

Marianne O'Malley, Director Gen. Government

Office of the Legislative Analyst

 

Maureen Ortiz, Consultant

Senate Appropriations Committee

 

Nick Schroeder, Consultant

Office of the Legislative Analyst

 

Geoff Long, Chief Consultant

Assembly Appropriations Committee

 

Richard Gillihan, Asst. Program Budget Manager

Department of Finance

 

Roger Dunstan, Consultant

Assembly Appropriations Committee

 

Craig Cornett, Chief Fiscal Policy Advisor

Office of the Pro Tem

 

Pamela Schneider, Consultant

Senate PE&R Committee

 

Charles Wright, Chief Consultant

Office of the Pro Tem

 

Karon Green, Chief Consultant

Assembly PER&SS Committee

 

Chris Woods, Budget Director

Office of the Speaker

 

Gary Link, Consultant

Senate Republican Caucus

 

Greg Campbell, Chief Consultant

Office of the Speaker

 

Terry Mast, Consultant

Assembly Republican Caucus

 

Seren Taylor, Staff Director

Senate Republican Fiscal Office

 

Alene Shimazu, Chief

Fiscal Analysis, CalHR

 

Chantele Denny, Consultant

Senate Republican Fiscal Office

 

Pam Manwiller, Deputy Chief

Labor Relations, CalHR

 

Anthony Archie, Consultant

Assembly Republican Fiscal Office

 

Heather Bendinelli, LRO

Labor Relations Officer, CalHR

 

Peter Schaafsma, Staff Director

Assembly Republican Fiscal Office

 

Keely Bosler, Staff Director

Senate Budget Committee

 

Kris Kuzmich, Consultant

Senate Budget Committee

 

Christian Griffith, Staff Director

Assembly Budget Committee

 

Mark Martin, Consultant

Assembly Budget Committee

 

Mark McKenzie, Staff Director

Senate Appropriations Committee

 

Addenda

MEMORIALIZATION OF MEETING BETWEEN THE STATE OF CALIFORNIA, DEPARTMENT OF CORRECTIONS AND REHABILITATION, CENTRAL CALIFORNIA WOMEN'S FACILITY AND THE CALIFORNIA CORRECTIONAL PEACE OFFICER'S ASSOCIATION, MADERA CHAPTER REGARDING IMPLEMENTATION OF THE 2012 CORRECTIONAL OFFICER PERSONNEL PREFERRED POST ASSIGNMENT (POST AND BID)

This memorialization represents the local meetings between the State of California, Department of Corrections and Rehabilitation, Central California Women's Facility (CCWF) and the California Correctional Peace Officers Association (CCPOA), Madera Chapter, which began August 15, 2012, and concluded on August 20, 2012. 

 

The provisions of this memorialization are as follows: 

 

CCWF and CCPOA, Madera Chapter, agree to the following: 

 

A. The following guidelines and time frames will be utilized in the 2012 walk-up Post and Bid. 

 

1. The Personnel Assignment Office will post all agreed upon 2012 Post and Bid Information in the following places.

 

• Personnel Assignments Office
• Administration Building
• Outside of Central Control
• Watch Office Bulletin Boards 

 

2. The CCPOA, Mader Chapter President, will appoint three (3) CCPOA representatives to assist in the 2012 Post and Bid process which will take place in the Personnel Assignments Office. 

 

3. The Personnel Assignments Lieutenant/Sergeant along with a CCPOA Representative will provide written confirmation on a bid sheet confirming the Correctional Officer's successful bid. 

 

4. Bargaining Unit 6 (BU 6)  Correctional Officers will be allowed to arrive at the Personnel Assignments Office 15 minutes prior to their bid time and will be allowed 10 minutes to bid on a position. 

 

5. Once the walk up bid process begins it will not be stopped and no Correctional Officer will be delayed due to inmate programming. In the event of an emergency, the Personnel Assignment Lieutenant/Sergeant will contact the Chief Deputy Warden to make a determination on how best to continue the walk up bid process. 

 

6. The Personnel Assignment Lieutenant will post a list containing the following information: 

 

• Correctional Officer's name
• Correctional Officer's seniority number
• Date and time when each Correctional Officer will bid 

 

7. If a Correctional Officer is on duty and does not show up for the walk-up bid, a CCPOA Representative may contact the Correctional Officer to determine their location/status. If there are any issues with releasing the Correctional Officer from their post, the Personnel Assignment Lieutenant/Sergeant will contact the Correctional Officer's Supervisor and have him/her released. 

 

8. The CCPOA, Madera Chapter President, will provide the Labor Relations Analyst with a list of the three (3) CCPOA Representatives that will be present during the post and bid process. 

 

9. Five (5) CCPOA, Madera Chapter, Chief Job Stewards, will select their Super Seniority posts from available bid posts on the Friday prior to the start of the post and bid. 

 

10. All Correctional Officers will be given three (3) options to bid. 

 

• Walk-Up Bid: This will entitle a Correctional Officer to come into the Personnel Assignments Office and make a selection [NB]
• Phone Call Bid: Should they choose, Correctional Officers will be allowed to bid by phone. The Correctional Officer calling shall be identified by the Personnel Assignment Lieutenant/Sergeant and a CCPOA Representative, by providing their pay number.
• Written Bid: A Correctional Officer will be allowed to submit a written bid form to the Personnel Assignments Office no later than their alloted time slot for the 2012 Post and Bid. 

 

B. The following most recent documents will be utilized for the 2012 Post and Bid. 

 

1. Post Assignment Schedule (PAS)
2. Master Assignment Roster (MAR)
3. Position Worksheet 

 

One CCWF Representative and one CCPOA Representative will sign each page fo the finalized documents, prior to distribution to staff. 

 

C. Before any negotiated 2012 Post and Bid information is released to BU6 staff by CCWF, the information will be reviewed and signed off by CCPOA. 

 

D. Management/Administrative posts will be offered prior to the 2012 Post and Bid." 

 

Signatures

8/20/12

 

CCPOA

/s/ K. Stoetzl

CCPOA President

Madera Chapter

 

/s/ S. Kelly

CCPOA Vice-President

Madera Chapter

 

/s/ C. O'Brion

CCPOA Chief Job Steward

Madera Chapter

 

/s/ S. Shepard

 

CCPOA Job Steward

Madera Chapter 

 

CCWF

/s/ B. Landingham
Associate Warden
Housing

 

/s/ S. Bodiford
Associate Warden,
Central Operations and Programs

 

/s/ M. Alonzo
Custody Captain

 

/s/ A. Velasquez
Labor Relations Analyst 

Seniority Assignments (SA) for DJJ Youth Authority Lieutenants, Youth Authority Sergeants and Senior Youth Correctional Counselors

Seniority Assignments (SA) for Youth Authority Lieutenants, Youth Authority Sergeants and Senior Youth Correctional Counselors

 

This procedure is not to be altered or revised without prior approval of the California Department of Corrections and Rehabilitation (CDCR) Secretary.

 

A. Methods

1. There shall be Sixty percent (60%) of the qualifying Youth Authority (YA) Sergeant, Youth Authority (YA) Lieutenant and Senior Youth Correctional Counselor post assignments at each CDCR Institution and assigned by seniority. These Seniority Assignments (SA) will be distributed among the watches and RDOs In the same proportion as their percentage of the total number of posts. The break point will be .6 of the total number of qualifying  posts. For example: 32 jobs (60%=19.2; 40%=12.8), Therefore, 13 jobs will be management assignments; 19 jobs will be SA.

 

60/40 Split: Sixty (60%) percent represents the percentage of posts that shall be available for SA. Forty ( 40%) percent represents the percentage of posts that shall not be subject to SA.

 

The representative number of SAs at each institution will be determined by preparing a calculation of the entire number of Correctional Supervisor posts by classification listed on the PAS/MAR.

 

Due to the limited number of posts available for Lieutenants, posts will be grouped into Premium RDOs and Non-Premium RDOs. For the purpose of this process, Premium RDOs will be Friday/Saturday, Saturday/Sunday and Sunday/Monday RDOs (with or without holidays) will be considered equal for the purpose of calculation of the 60/40 split.

 

Upon completion of the 60/40 spill, reconciliation shall be completed to ensure the institution's overall representation is within plus or minus one (1) position. An "equitable distribution" is as close to a 60/40 representation in eact) of these areas, in keeping with operational needs.

 

2. Time for Implementation

All Institutions will implement a continuous SA process as outlined in subsection E. (CONTINUOUS SA PROCESS)

a. New Implementation will follow the implementation time lines set forth in this procedure. However, if the implementation dates change, the time-frames will continue to be adhered to.

 

 

b. All institutions shall conduct a SA to Incorporate changes of this procedure.

 

c. Implementation for new institutions: Within 18 months of activation (receipt of inmates} all new institutions will begin the implementation process for SA.

In each instance supervisory SA will occur ahead of rank and file.

 

3. Definitions

 

a. SA Period: Supervisors may participate in the SA process as otherwise described in this procedure during the SA period. Each "SA period" shall be three calendar years.

 

b. Realignment of Posts: A Realignment of Posts process will be used at the outset of each new SA period. A determination will be made by the Hiring Authority or designee and the local supervisory representative(s) about the number and specific posts, which will be considered for SA.

 

c. Post: Any authorized post listed on the Master Assignment Roster after it has been reconciled with the Post Assignment Schedule.

 

d. The following posts may be exempted from the SA process, but will be included in the count for the purpose of establishing 60/40 calculations:

 

In Facility/Prison

YA Lieutenants

  1. Personnel Assignment Lieutenants (master scheduler)

 

B. Eligibility

 

YA Sergeants

 1. None

 

Senior Youth Correctional Counselor

 1. None

 

The Hiring Authority may substitute alternate positions based on operational needs. At no time will the substitutions exceed the above identified positions.

 

Out of Prison Exemptions

 

YA Lieutenants
 DJJ Headquarters

 

YA Sergeants 
 DJJ Headquarters

 

Senior Youth Correctional Counselor
 1. DJJ Headquarters

 

B. Eligibility

 

1. Participation in the SA process is limited to eligible supervisors. An eligible supervisor:

 

a. Must be a permanent full-time or limited-term Lieutenant/Sergeant/SYCC who has completed one year In the classification. Probationary staff are excluded, unless they have completed one year in the classification as a limited term and there was no break between the limited term and their permanent position.

 

b. Must be permanently assigned to and working at the institution. Eligible supervisors may participate only In their institution's SAs.

 

There shall be no inter-institution SAs by personal preference.

 

Eligible supervisors who laterally transfer will be permitted to participate In the continuous SA process.

 

c. In order to participate and maintain the rights and privileges defined throughout this procedure, the supervisor must maintain an overall standard performance rating.

 

(1) Upon activation of a newly established institution, previous year supervisor performance evaluations will not be considered for the purpose of eligibility in the SA process.

 

d. A supervisor successfully assigned to a SA who does not meet the qualifications (firearms, baton, chemical agents, fence training) for such post, must meet all qualifications specified in this procedure, prior to the date of assignment to the SA. If the supervisor is not qualified for the SA on the initial date of assignment, the supervisor will be assigned at management's discretion and allowed to participate in the continuous SA process. The vacated SA will be subject to the continuous SA process.

 

(1) Management shall be responsible to ensure that training for all qualifications is available through In-Service Training. Supervisors shall be responsible for scheduling and attendance.

 

(2) If the failure to qualify is based upon unavailability of training, the supervisor will be placed in a post on the same watch, with similar start/stop times. The SA will temporarily revert to management until such time as the employee qualifies and is placed back into the SA.

 

(3) Once the training has been provided, and if the supervisor qualifies, the employee shall be placed in the SA. If the supervisor is not successful in qualifying, they shall be assigned at management's discretion. The vacated SA shall be subject to the continuous SA process.

 

(4) In order to be retained in a SA armed post, supervisors must maintain current weapons qualifications. Failure to maintain quarterly qualifications In compliance with departmental policy will result in the supervisor being assigned at management's discretion. An otherwise eligible supervisor may participate in the continuous SA process. Removal of the supervisor does not preclude the supervisor from being subject to other action In accordance with departmental policy.

 

e. A supervisor may be precluded, in writing, from participating in the SA process to specific assignment areas as determined by the Hiring Authority. This preclusion must be based upon:

 

(1) A supervisor who has adverse personnel action, which relates to the supervisor's job performance including, but not limited to:

 

(a) Inattentiveness on the job
(b) lnsubordination
(c) Excessive force toward an inmate, youth, or parolee
(d) Sick leave abuse
(e) Off-duty conduct

 

(2) The adverse personnel action must have occurred twelve (12) calendar months preceding the onset of the SA process (i.e., the third Monday in September).

A supervisor receiving a performance related adverse action that may have a greater impact related to a specific assignment area may be excluded by the Hiring Authority from seniority assignment to the specific assignment area for one (1) SA period. (Refer to subsection H.14.)

 

f. An otherwise eligible supervisor absent from the worksite during the SA process for such reasons as NDI, Workers' Compensation, leave of absence, annual military leave, etc., may participate in the SA process. Supervisors who are successful in obtaining a SA post must assume the duties of such post within one year of posting of the SA results. Until such time as the supervisor occupies the post, it temporarily reverts to the conditional SA process.

In the event the supervisor is unable to assume the duties within one year, the supervisor will be placed in a post at management's discretion.

 

g. Failure of the supervisor to complete a SA will result in placing the supervisor in a post, at management's discretion, without regard to watch, RDOs or start/stop times.

 

C. Implementation

 

1. Local management will meet with all supervisory organizations to determine the total number of YA Lieutenant, YA Sergeant and Senior Youth Correctional Counselor posts available for SA as described on page 1, Methods.

 

Super Seniority - One Institutional Supervisory Officer (I.e. Chapter Vice President, President) per supervisory organization shall have super seniority as it pertains to the SA process. Super Seniority shall be applied at each institution for each supervisory organization with impacted members at the institution. The post selection order among the eligible institutional Supervisory Chapter President(s) or designated institutional Supervisory Officer(s) will be based on seniority. In the event there are requests for the same post, the request will be awarded to the supervisor with the most seniority in class. Should the supervisor no longer be eligible for super seniority, the SA will be placed up for continuous bid.

 

a. September

 

(1) On the first Monday in September the Personnel Assignment Office at each institution will post an updated seniority roster. Employees alleging errors in the computation of seniority dates may file a complaint to the Personnel Assignment Lieutenant. If unresolved, the supervisor may submit to the Hiring Authority for second level of review with resolution required within 14 days of the posting of the seniority roster.

Errors in favor of the supervisor will result in the adjustment of the supervisor's seniority date at their institution.

 

(2) The local management/supervisory representatives at each institution shall meet and determine which posts will be management posts and which posts will be SAs. Such determinations will be completed no later than the first Monday in September.

 

(3) Only those SAs which cannot be agreed on by the local management/supervisory representatives at each institution will be elevated to the Assistant Chief of Labor within 14 days through the headquarters Office of Labor Relations. The designated executive manager will make the determination on the disputed issue.

 

(4) On the second Monday In September, an Institutional memorandum will be published by the Personnel Assignment Lieutenant, advising staff of the following:

 

(a) The date SA forms will be made available and the locations where the forms can be obtained.

 

(b) The date SA forms must be returned to the Personnel Assignment Office.

 

(c) Location(s) of SAs open for SA and Master Assignment Rosters will be available for staff review.

 

(d) Supervisors who laterally transfer on or before the first Monday in September will be permitted to participate in the SA.

 

(5) On the second Monday in September, the Personnel Assignment Office at each institution will publish a listing of SAs available for SA. This list shall be mads available in locations previously specified.

 

(6) On the third Monday of September, SA forms will be made available at locations previously specified. A standardized SA form will be utilized at all locations for selection of SAs.

 

(7) Completed SA forms must be submitted to the Personnel Assignment Office, unless otherwise designated at the local level. These SAs must be submitted on or before close of business on the second Monday of October.

 

(8) At the time the supervisor submits the SA form, it will be date stamped and a copy given to the employee. The original will be retained in the Personnel Assignment Office.

 

(9) The watch designation for those SAs with multiple watch reliefs and posts requiring quarterly weapon qualifications will be noted on the listings of available SAs.

 

D. Job Compatibility

 

1. In the event that a Lieutenant, Sergeant or SYCC does not demonstrate that he/she possesses the knowledge, skills, aptitude, or ability to perform at an acceptable standard in the SA to which the supervisor has bid, the Immediate supervisor must develop a detailed training plan to insure the supervisor in question has been afforded the necessary training to perform his/her duties at an acceptable standard. In the event the supervisor is still unable to perform his/her job at an acceptable standard, a job change memorandum documenting the reasons for reassignment and what training steps have been taken to assist the supervisor in achieving an acceptable job performance, will be prepared by the immediate supervisor and attached to a job change request.

 

This document must be approved by the supervisor's second line supervisor and section manager prior to being forwarded to the Personnel Assignment Office. The approved job change memorandum shall be maintained by the Personnel Assignment Lieutenant and filed in accordance with existing procedures regarding the archiving of all other job change requests and the supervisor shall be provided a copy of the job change memorandum. Management may then reassign the supervisor as follows:

 

a. The reassignment must be completed within one hundred twenty (120) days of the date the supervisor assumed assignment to the post. The time a supervisor is absent from the post is not counted toward the 120 days.

 

b. In the event a Supervisor is removed from a SA as a result of job incompatibility, the Hiring Authority will endeavor to place the effected Supervisor in a vacant assignment with the same RDO's, if available and substantially similar start/stop times.

 

c. If the supervisor disagrees with the reasons for the removal from the SA, the supervisor can grieve the change, within 21 calendar days of notification, directly to the Hiring Authority. This excluded grievance must be heard, and a written response provided, by the Hiring Authority within 14 calendar days. The filing of an excluded grievance shall not postpone any such removal.

 

d. This section does NOT apply to those supervisors subject to adverse action or substandard performance appraisals.

 

e. This section does not preclude the supervisor from exercising any appeal rights available to him/her outside this process.

 

E. Continuous SA Process

 

1. Statement of Purpose

 

The Continuous SA Process is to allow supervisors to continue to fill vacant SA's, by seniority, once the initial process has been implemented.

 

2. Implementation

 

a. Vacant SAs will be posted on the first Monday of each month. Any eligible supervisor will be allowed to SA including those already In a SA.

 

b. All assignment for those who were successful in achieving an available SA, the results will be posted by the fourth Monday of each month. All job changes will have an effective date of not more than 14 calendar days from the date of the posting results.

 

c. This posting and SA "window'' will be a minimum of 10 calendar days. No SA bids will be accepted after the window closes.

 

d. Subsequent to the initial SA, an otherwise eligible supervisor may participate in the continuous SA process once in a 12 month period, SAs due to deactivations or changes to a post's RDO's or start/stop times shall not count towards this cap.

SAs due to removal for cause, job compatibility, performance evaluations or adverse actions shall only be counted against the cap for a maximum of two SAs.

 

F. Conditional SAs

The Conditional SA Process is the process in which SAs are filled on a temporary basis. Once it is determined that a SA will be temporarily vacant for more than 30 calendar days, the SA wlll be posted for a "conditional SA". The conditional SA will only be in effect until the original SA returns to assume the SA within the following timeframes. If the SA's absence becomes permanent, the position will be advertised in the continuous bid. A supervisor displaced from a conditional SA post may participate in the continuous SA process, or will be assigned at management's discretion without regard to watch, RDOs, or start/stop times:

 

1. All vacancies with the exception of Military Leave:

 

These supervisors would be subject to a one (1) year time limitation before the conditional status of the post expires. The supervisor in the job could remain in said post.

 

2. Military Leave:

 

In the event a supervisor is ordered to active military duty, these supervisors would not be subject to the one (1) year time limitation period.

G. Maintenance

 

After the initial SAs have been made, the following steps will be adhered to regarding maintenance of the process:

 

1. If a SA becomes vacant, the SA will be filled through the continuous SA process. In the event it becomes necessary to alter a SA position, Management will discuss these changes in the SA with the Supervisor Representatives before the change takes effect.

 

2. In the event of a Supervisor is displaced from a SA as a result of a deactivation [NB]; the Hiring Authonty will endeavor to place the effected Supervisor in a vacant assignment with the same RDO's, if available with similar start/stop times.

 

3. Upon activation, all activated posts will be subject to subsection A. METHODS, of this procedure. Newly designated SAs will be subject to the continuous SA process [NB]

 

4. Upon written request of a supervisor to vacate a SA management may, at its discretion, approve the supervisor's movement to a management position. Such movement will be without regard to watch, RDOs or start/stop times.

 

5. A supervisor shall be permitted to be reassigned to the same SA. Should the supervisor be successful in their SA attempt, the supervisor will be subject to all provisions of this procedure as if assigned for the first time.

 

6. Supervisors shall not be permitted to remain in any SA in a high stress area, unless exempted by the Hiring Authority. The supervisor may be reassigned to a SA in a high stress area after one (1) year in a non high stress assignment.

 

7. If after the SA process has completed the RDOs and start/stop times attached to a post are significantly changed, the affected supervisor may choose to remain in the post; and/or participate in the continuous SA process. This bid will not count against the SA process.

 

8. A supervisor may not be removed from a SA based upon the Issuance of a Letter of Instruction/ Work Improvement Discussion (WID).

 

9. A supervisor may be temporarily removed from a SA pending a personnel investigation/EEO investigation, every effort will be made to placed the affected supervisor in an assignment with the same RDO's, and substantially similar start/stop times. Once the investigation has been concluded and if the charges have not been substantiated, the employees will be returned to their SA.

 

10. Any SA not assigned during the SA period by an eligible supervisor shall temporarily revert to management, and be subject to the continuous SA process.

 

11. Upon completion of the probationary period or one year in a current limited term assignment, an otherwise eligible employee, may participate in the SA continuous SA process.

 

12. Unless otherwise allowed by this procedure, once a supervisor has successfully been assigned to a SA, the supervisor may only be moved involuntarily for cause. As used in this context, cause is NOT interpreted as adverse in nature or substandard for purposes of a performance appraisal. The supervisor must document the specific reasons for removing the supervisor from the SA and provide a copy to the supervisor. Management will endeavor to placed the effected supervisor in an assignment with the same RDO's, and will be placed In a position with-substantially similar start/stop times. The vacated SA will be subject to the continuous SA process [NB]

 

If the supervisor disagrees with the reasons for the removal from the SA, the supervisor can grieve the change, within twenty-one (21) calendar days of notification, directly to the Hiring Authority. This grievance must be heard, and a written response provided, by the Hiring Authority within 14 calendar days. The grievance shall not postpone any such removal for cause.

 

13. If a supervisor is to be removed from a SA, as a result of an adverse action, the removal will be upon the effective date of the adverse action related to job performance (upon the conclusion of the Skelly hearing process and/or timeframes associated with that process). Such movement will be to the same watch, without regard to RDOs or start/stop times. The supervisor will not be eligible to participate in the SA process for a one (1) year period. The vacated SA will be subject to the conditional SA process until the employee has exhausted his/her due process rights at the state personnel board hearing if requested. The Hiring Authority may exclude the supervisor from the SA to a specific assignment area for the remainder of the SA period and subsequent SA period.

 

14. In reference to subsection B.1.c., a supervisor may be removed from the SA upon receipt of the final copy of a substandard performance evaluation. Such movement will be to a post with substantially similar start/stop times. The vacated SA will revert to the conditional SA process until they exhaust their excluded employee grievance rights, if filed. The supervisor will not be permitted to participate in the SA process for a one ( 1 ) year period.

 

H. Disputes

 

All disputes concerning SA Issues unresolved at the local level shall be directed to a Committee for resolution, except those sections that have a dispute resolutions process already outlined in the procedure - this will be the final level of review. This Committee shall be comprised of the DJJ Deputy Director, Managers appointed by the Director of DJJ (not to exceed 3) and the respective supervisory representatives and/or the grievant (not to exceed 3). This committee will meet within 30 days upon written request to the [NB] by either management or the supervisory representative/grievant.

 

Agreement between the California Department of Corrections and Rehabilitation (CDCR) Division of Adult Institutions (DAI) and the California Correctional Peace Officers Association (CCPOA) Regarding Staffing Practice for Medial Guarding and Medical Transportation

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on September 18, 2012, regarding he statewide staffing practices for medical guarding and medical transportation assignments being conformed to the provisions of the Department Operations Manual (DOM).

• The CDCR agrees that the criteria for staffing above the minimum staffing level outlined in DOM Section 55060 include, but not limited to, the following:

• Planned clinical procedures;

• Statistical data related to unplanned clinical procedures;

• Hospital logistics (i.e. patient room locations that may create a line of sight issue)

• The CDCR appropriate communication devices shall be available at community hospitals for off ward movement.

• The CDCR agrees that if a staff member is required to remain at the hospital after the inmate that triggered their assignment is discharged, the staff members institution will be notified by the hospital sergeant.

• The CDCR agrees to send an instructional memorandum that addresses the expectations to augment staffing abased upon scheduled and unscheduled off ward medical procedures.

• The parties agree that upon conclusion of these statewide negotiations, the Department and CCPOA will re-establish a statewide Medical Guarding Quarterly Joint Labor Management meeting. This meeting will be to resolved [nb] current or future concerns associated with Medical Guarding that cannot be resolved at the local level. At the first meeting, the parties shall address CCPOA's concerns which include, but are not limited to, the following: How Correctional Officers address escorting/transporting in off ward situations where staffing levels fall below DOM requirements. These meetings shall also be used to explore "best practices: and standardized protocols when and where feasible. The parties also agree to direct the institutions to conduct a local meet and discuss on the local operational procedures, supplements to DOM and other local Medical Guarding/Transportation of inmates concerns.

• CDCR Management agrees that institutions admitting inmates to community medical facilities, where they do not have administrative responsibility, shall only provide staffing when requested by the institution with custody supervision.

• Parties agree that whenever a Hiring Authority decides to deliberately reduce the coverage on an inmate at an outside hospital, below the DOM requirements, for an extended period of time, the Hiring Authority will notify the local chapter.

 

[signatures]

 

Central California Women's Facility and California Correctional Peace Officers Association, Madera Chapter, Regarding the Honor Dorm Programs and Senior Living Units

This agreement represents the full and complete understanding reached between Central California Women's Facility (CCWF) and the California Correctional Peace Officers Association (CCPOA), Madera Chapter, at the conclusion of negotiations on November 9, 2012, regarding the Honor Dorm Programs and Senior Living Units at CCWF. This agreement supersedes the July 154, 2006, CCWF Local Agreement regarding the Honor Dorm Program and becomes an addendum to the Bargaining Unit 6 (BU6) Memorandum of Understanding (MOU).

 

If changes are required to Operation Procedure, P-044, Honor Unit Program or Operational Procedure, P-054, Senior Living Unit, which may potentially impact workload for BU6, CCWF Management recognizes their obligation to notice CCPOA in accordance with Section 27.01 of the BU6 MOU.

 

If the Honor Dorm Committee proposes new ideas or incentives that may potentially impact workload for BU6, CCWF Management agrees to discuss the issues with the local CCPOA and if required, notice CCPOA in accordance with Section 27.01 of the BU6 MOU.

 

Upon the request of either CCPOA or CCWF Management, the parties agree to meet within 60 days from the date of implementation of the expanded Honor Dorm to discuss any problems associated with the program related to BU6. This meeting will take place locally and three CCPOA members will be relieved form their post for one hour to attend the meeting.

 

[signatures] 

Statewide Agreement Between California Correctional Peace Officers Association (CCPOA) and the State of California Department of Corrections and Rehabilitation (CDCR) Division of Juvenile Justice (DJJ) Regarding Integrated Behavior Treatment Model (IBTM) Implementation Expansion CDECR Log #12-081-0.

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on November 27, 2012, regarding DJJ IBTM Implementation Expansion. This Agreement becomes an addendum to the current Bargaining Unit 6 Memorandum of Understanding.

 

1. CDCR and CCPOA agree to standardize the Casework Request form for all three DJJ Facilities. See Attachments A and B.

 

2. CDCR and CCPOA agree that the Treatment staff will be trained in an IBTM intervention priori to an expectation that staff facilitate that IBTM intervention.

 

3. CDCR and CCPOA agree to standardize the Daily Casework Assignment and Verification Sheet for all three DJJ Facilities. See Attachment C.

 

4. CDCR and CCPOA agree to standardize the Report Missed Casework Time for for all three DJJ Facilities as agreed upon at the table. See Attachment D.

 

[Signatures]

 

Attachment A 

Request for Casework State's Counter Proposal #1 (OK)

 

To: (SYCC)

From: (YCC)

 

Living Unit:

DATE:

 

I am requesting blank casework work hours for the month of blank as follows:

 

Case Reports Due (# due blank): blank

Individual Counseling: blank

File Review/Record Keeping WIN Documentation/(illegible): blank

Case notes/Progress notes: blank

Other: blank

 

Total Hours Requested: blank

 

Hours granted: blank

Hours denied: blank

 

SYCC Comments: blank

 

Signature: blank

Date: blank

 

Casework guidelines are pursuant to MOU section 24.05, "Youth Correctional Counselor Workload".

Form is due to SYCC by the 10th of each month. SYCC to return to YCC by the 20th of each month

YYC Youth Correctional Counselor

TTS Treatment Team Supervisor

 

TA'd @ 12:27 p.m. 11/27/12

 

[signatures]

 

Attachment B

Division of Juvenile Justice Group Cancellation/Reschedule Form

 

Facility: blank

Living unit: blank

Scheduled (illegible): blank

Scheduled (illegible): blank

Scheduled facilitator names(s) & classification(s): blank

(illegible) available for coverage: Circle one Yes No

Overtime or vacation relief (illegible) available for convenience: Circle one Yes No

Reason for cancellation/reschedule:

• Checkbox: Safety/security
• Checkbox: No trained facilitator available
• Checkbox: Other

Explanation (required): blank

Make up within 10 working days

Date: blank

Time: blank

Facilitator(s): blank

 

Approval

Cancellation/reschedule reviewed by: blank (Signature - Duty Sgt, SYCC, TTS, SCWS)

Cancellation/reschedule approved by: blank (Signature - Prog. Admin, Asst. Supt., Supt.)

Contacted by (if off grounds): blank

 

All group cancellations/reschedules must be documented on this form. Except in emergency situations, any cancellation/reschedules must be approved prior to the group (illegible) start time.

 

(illegible)

 

11/27/12

 

TA'd on 12:27 p.m.

 

[signatures]

 

Attachment C

Date: blank

SYCC: blank

Day: blank

Living Unit: blank

 

Daily Casework Assignment & Verification Form

 

Columns

• Staff & Hours Assigned
• Casework Assigned
• YCC Signature (explanation if not used)
• Total # of hours
• YOO initials
• Ward/YA# and casework completed

Rows

• 8 blank rows of 6 blank columns each

 

Alternate Use: to be completed when staff other than staff assigned use on casework time.

 

Rows

• 2 blank rows of 6 blank columns each

 

SYCC review: blank

Date: blank

 

Indicate "L"= Lost (document reason); "SE"=Shift Exchange; "V"=Vacation; "SL"=Sick Leave

Distribution: YCC station, TT (illegible)

 

Attachment D

Counter to #4 11:53 a.m.

 

Report of Missed Casework Time

 

Instructions: Any Youth Counselor unable to adhere to the casework schedule or participate in the schedule casework time assigned to him or her will fill out the following and submit it to the Senior Youth Counselor in advance or as soon as staff finish work of the scheduled time to be missed. In cases of emergency, the Youth Counselor will submit this form by the end of the assigned shift.

 

Counselor Name: blank

Date: blank

Schedule Time Missed: blank

Post No.: blank

I will be/was unable to participate in scheduled casework time for the following reasons:

Blank

Signature: blank

YCC: blank

 

Assigned time approved by the SYCC

Date: blank

Time: blank

Date: blank

Time: blank

Signature SYCC: blank

Date: blank

 

TA'd @ 12:38 p.m. 11/27/12

 

[Signatures] 

Local Meeting Between the California Correctional Peace Officer's Association (CCPOA) and the State of California Department of Corrections and Rehabilitation (CDCR) Valley State Prison (VSP) Regarding Maintenance of the Personnel Preferred Post Assignment (PPPA) for Correctional Officers Bid Year 2012-2013 [HCA 4 Post Allocation]

CCPOA and VSP met on December 5, 2012.

 

The provisions of this memorialization are as follows:

 

1. VSP and CCPOA agree that listed position is managements 30% of the HCA position from this maintenance:

 

265228 HCA-CHS TRANS #9

 

2. VSP and CCPOA agree that the listed positions are CCPOA's 70% of the HCA positions from this maintenance:

 

265127 HCA-CHS ESCORT

265109 HCA-CHB SEC PATROL #2

365113 HCA-CHB ESCORT #4

 

3. VSP and CCPOA agree that these PPPA positions under "@" will be filled through the continuous bid process.

 

4. VSP and CCPOA agree that this maintenance is due to the Standardized Staffing V5 Patch for HCA.

 

This memorialization may be signed by facsimile and in parts, which when all necessary signatures are obtained, shall have the same force and effect as though all signatures were executed on one document.

 

Signatures

12/5/12

 

CCPOA

/s/ E. Castillo

CCPOA local chapter President, Correctional Officer

 

/s/ J. Hobbs

Correctional Officer

 

/s/ S. Harvey

Correctional Officer

 

/s/ S. Nitschke

Correctional Officer

 

VSP

/s/ M. Skaggs

Associate Warden, Complex 1

 

/s/ C. Flores

Correctional Captain

 

/s/ D. Roberts

HCA Captain

 

/s/ K. Lochowski

Labor Relations Advocate

 

Attachment: Version 5 Patch November 12 Custody Only

Agreement Between the California Correctional Peace Officer's Association (CCPOA) and the State of California, California Department of Corrections and Rehabilitation (CDCR), and Folsom State Prison (FSP) Regarding the Folsom Women's Facility (FWF) Activation

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on January 23, 2013, regarding the activation of Folsom Women's Facility at FSP.

 

1. FSP and CCPOA agree that the FWF camera and monitor were installed as an enhanced security features, as such, shall make every effort to maintain the functional integrity of the equipment.

 

2. FSP and CCPOA agree that during female inmate transports, every effort will be made to staff the transportation vehicle with one female correctional officer.

 

3. FSP and CCPOA agree to use institutional vehicles (secure and locking) to conduct female inmate medical transportations to and from FWF and FSP.

 

4. FSP agrees to consider input form the local CCPOA Chapter regarding modifications to the FWF visiting program.

 

Signatures

1/23/13

 

State

/s/ Rolanda Gregory

/s/ Tony Butler

/s/ Tami Frazier

/s/ Kathy Sherfy

 

CCPOA

/s/ Charles Cuddy

/s/ George Stillwell

/s/ Michael Peet

/s/ Richard Petty

/s/ Dale Bunch

/s/ Phil Auzins 

Agreement Between the State of California Department of Corrections and Rehabilitation (CDCR) Valley State Prison Women and the California Correctional Peace Officers Association (CCPOA) Regarding the Repurposing Valley State Prison for Women to a Male Institution CDCR Log #12-071-/CCPOA NG #51418

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on JANUARY 24, 2013, regarding the Repurposing of Valley State Prison from female to male institution.

 

1. CDCR agrees to remove all mirrors from housing unit rooms prior to housing male inmates on that yard.

2. CDCR agrees that during the conversion period, the local VSP chapter president, or designee will be allowed to attend the program status report (PSR) meetings that pertain to the conversion.

3. CDCR agrees to issue all custody staff electronic keys after confirming that the keys are operational. CDCR will provide on the job training to custody staff regarding the electronic wing unlock panel methodology.

4. Except in unforeseen emergency situations, male and female prisoners will not be purposefully comingled.

5. CDCR agrees that the Memorandum dated October 5, 2012 VSP Conversion serves as the Procedural Memorandum for the transitional period.

6. During the first 3 months of the transition of VSP from female to male, the parties agree to convene a weekly work group to meet at 9 A.M. on Tuesday mornings. (work group will consist of Chapter President and 2 designees) Either party can request to reconvene negotiations, if they feel the work group has reached an impasse. Both parties agree to accuracy of completed Action Items List.

7. CDCR agrees to provide the housing unit officers with a secure location in each housing unit, to secure their personal property.

8. CDCR and CCPOA agrees to have the local chapter review the changes that were made to VSP's local DOM Supplements, Operational Procedures and Post Orders that were changed as a result of the repurposing. CCPOA may request to reopen this Agreement within sixty (60) days, if they can identify any changes that impact their member's hours, wages and/or terms and conditions of employment. CDCR may request to reopen this Agreement within 60 days, if they need to make any changes that impact their BU 6 employees' hours, wages and/or terms and conditions of employment.

 

[signatures]

 

Agreement Between the California Correctional Peace Officer's Association (CCPOA) and the State of California Department of Corrections and Rehabilitation (CDCR), and Folsom State Prison (FSP) Regarding the FSP Level III to Level II Conversion

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on January 24, 2013 regarding the FSP Level II to Level II Conversion.

 

1. FSP and CCPOA Agree that no armed post will be deactivated until all Level IV inmates have been transferred out of Folsom State Prison and/or removed from the General Population (Ad Seg).

 

[signatures]

 

Statewide Agreement Between California Correctional Peace Officers Association (CCPOA) and the State of California Department of Corrections and Rehabilitation (CDCR), the California Institutions for Men (CIM) Regarding the AB109 Conversion of 100 Reception Beds to 76 Permanent Work Crew (PWC) Beds

This Agreement represents the full and complete underst6anding reached by and between the parties at the conclusion of Meet and Confer negotiation on February 20, 2013, regarding the AB 109 Conversion of 100 Reception beds to 76 Permanent Work Crew Beds.

 

• CIM Management agrees to meet with the local CCPOA Chapter President prior to moving the 1st tier PWC inmates to the 3rd tier.
• CIM Management agrees to ensure that PWC inmates cells are standardized with respect to property storage.
• CIM Management agrees to meet and discuss with the local CCPOA chapter prior to re-implementing the B Facility PWC Gym program.

 

[signatures]

 

Agreement Between the California Correctional Peace Officers Association (CCPOA) and the State of California Department of Corrections and Rehabilitation (CDCR) Intent to Implement a Mobile Trace Detection ION Scanner Pilot at Centinela State Prison and Avenal State Prison

This Agreement represents the full and complete underst6anding reached by and between the parties at the conclusion of Meet and Confer negotiation on March 5, 2012 [sic], regarding the implementation of a Mobile Trace Detection ION Scanner Pilot (ION Scanner) at Centinela State Prison and Avenal State Prison.

 

1. The State and CCPOA agree that the pilot period shall be sixty (60) days. In the event the pilot does not begin on or prior to May 1, 2013, the Department will notify CCPOA and CCPOA can request to meet for an update on any changes that impact their members.

 

2. The State and CCPOA agree that only the Bargaining Unit (BU) 6 members assigned to the Posts listed on the Post Order Addendums provided to CCPOA during these negotiations shall be authorized to operate the ION Scanner. The Department shall notify CCPOA local Chapter President prior to authorizing any additional posts.

 

3. The State and CCPOA agree that BU 6 members assigned to the posts that are authorized to operate the ION Scanner shall receive appropriate training prior to operating the ION Scanner.

 

4. The State and CCPOA agree that during the pilot, the ION Scanner shall not be used on BU 6 members.

 

5. The State and CCPOA agree that during the entire 60 day pilot, if the Department decides to expand the length of the pilot, or expand the use of the ION Scanner beyond what is identified in the Operational Procedures provided to CCPOA during those negotiations, either party can request to reopen this Agreement.

 

6. The State and CCPOA agree that any expansion of the use of the ION Scanner to institutions beyond Centinela State Prison and Avenal State Prison, shall require an additional notice to CCPOA, in accordance with section 27.01 of the BU 6 Memorandum of Understanding.

 

3/5/13 @ 1220

 

[signatures]

AGREEMENT BETWEEN CALIFORNIA CORRECTIONAL PEACE OFFICERS ASSOCIATION AND THE CALIFORNIA DEPARTMENT OF CORRECTIONS AND REHABILITATION, CALIPATRIA STATE PRISON

This agreement represents the full and complete understanding of the parties at the conclusion of negotlations completed on September 12, 2012 regarding implementation of OP # 4004 (revision) at the Calipatria State Prison.

 

CCPOA and CDCR, CAL, have agreed to meet locally within 90 days of implementation to resolve any disputes where impact issues are identified related to OP 4004. In the event the parties are unable to resolve locally, the related table shall be reconvened.

 

9/12/2012

 

[signatures]

Agreement Between the California Correctional Peace Officer's Association (CCPOA) and the State of California, California Department of Corrections and Rehabilitation (CDCR), and Folsom State Prison (FSP) Regarding the Folsom Women's Facility (FWF) Activation

This Agreement represents the full and complete understanding reached by and between the parties at the conclusion of Meet and Confer negotiations on January 23, 2013, regarding the activation of Folsom Women's Facility at FSP.

 

1. FSP and CCPOA agree that the FWF camera and monitor were installed as an enhanced security features, as such, shall make every effort to maintain the functional integrity of the equipment.

 

2. FSP and CCPOA agree that during female inmate transports, every effort will be made to staff the transportation vehicle with one female correctional officer.

 

3. FSP and CCPOA agree to use institutional vehicles (secure and locking) to conduct female inmate medical transportations to and from FWF and FSP.

 

4. FSP agrees to consider input form the local CCPOA Chapter regarding modifications to the FWF visiting program.

Signatures

1/23/13

 

State

/s/ Rolanda Gregory

/s/ Tony Butler

/s/ Tami Frazier

/s/ Kathy Sherfy

 

CCPOA

/s/ Charles Cuddy

/s/ George Stillwell

/s/ Michael Peet

/s/ Richard Petty

/s/ Dale Bunch

/s/ Phil Auzins