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You can look up your salary range by entering the name of your classification on the pay scales page.
You will receive a Notice of Personnel Action (NOPA) within a few days after your appointment. The NOPA outlines your salary, probationary period, and other information. You will need to review the NOPA, sign it, and return it to your personnel office promptly.
Collective bargaining agreements, also called Memoranda of Understanding (MOU), between employee organizations (unions) and the state define wages, hours, and conditions of employment affecting employees who are assigned to one of the state's 21 bargaining units.
If you are unsure which unit you are in, ask your supervisor or manager. Your personnel office can also provide this information.
Bargaining / Contracts
The button above leads to a list of the 21 bargaining units. Click any unit to get a brief description of the kind of work done by members of that unit. Below the description you will find the contract, also called a Memorandum of Understanding (MOU), between the state and the bargaining unit.
Each unit is made up of employees performing similar or related duties with a community of interest in wages, hours, and working conditions. Bargaining units elect an employee organization, which has exclusive rights to represent employees in that unit in bargaining with the state or during an adverse action.
Employees designated managerial, supervisory, confidential or other excluded designations are not covered by collective bargaining agreements. CalHR is responsible for defining wages, hours, and conditions of employment for these employees.
Excluded employees are employees who do not have collective bargaining rights under the Ralph C. Dills Act (Dills Act). In general, we designate these employees managerial, confidential, and supervisory.
Some state departments are excluded, such as the California Department of Human Resources, the Public Employment Relations Board, and certain employees of the State Controller's Office, the State Athletic Commission, the Department of Finance, and the Department of Industrial Relations.
Excluded employees cannot:
(Except for supervisors), hold office in an employee organization that represents rank and file employees (union)
Handle grievances on behalf of rank and file employees
Represent rank and file employees during bargaining
Vote on ratifying rank and file collective bargaining agreements
Please contact your department's personnel office for information regarding your employee status.
California State Government is divided into three branches: Executive, Legislative, and Judicial. The State Constitution separates the functions of each branch.
The executive branch consists of the agencies, departments, boards, and commissions that serve the people of the State of California. The administration of this branch is conducted by elected officials: the Governor, Lieutenant Governor, Secretary of State, Controller, Treasurer, Superintendent of Public Instruction, Attorney General, Insurance Commissioner, and Chair of the Board of Equalization.
chart of California State Government under the Executive Branch.
The legislative branch is composed of two houses: the Senate and the Assembly. There are 40 Senators and 80 Assembly Members.
The judicial branch consists of the State Supreme Court, Courts of Appeal, and Trial Courts (Superior Courts).
The State Constitution and the Government Code establish civil service procedures. The California Department of Human Resources (CalHR) enacts regulations based on these Constitutional and statutory authorizations. In addition, policies are established in the collective bargaining agreements.
The State Constitution provides for a State Personnel Board appointed by the Governor to administer the civil service system. CalHR is responsible for ensuring that civil service, permanent appointments, and promotions are based on merit and competitive exams.
CalHR manages the non-merit aspects of the state's personnel system such as collective bargaining, labor relations, administration of salary and benefits, hours and working conditions, training, performance evaluations, layoffs, and grievances.
The State of California adheres to a number of laws and policies, summarized below, that are designed to promote a safe, comfortable, and professional work environment for all employees. For details of these laws and policies, contact your personnel office.
The federal Americans with Disabilities Act (ADA) protects permanently disabled employees and job applicants from discrimination based on their disabilities.
The ADA requires employers to provide reasonable accommodations to enable individuals with disabilities to apply for and perform their job.
California's Fair Employment and Housing Act provides civil rights protections similar to, and in some cases broader than, the ADA.
The state enforces a drug-free workplace policy, including drug testing for employees in sensitive positions. Some state agencies also are required to meet federal drug and alcohol testing requirements for commercial drivers. All excluded and exempt state employees who are peace officers, and newly hired Bargaining Unit 6 employees who are peace officers, are subject to random drug and alcohol testing.
Read the state's drug testing policy.
The state is an equal opportunity employer. It is the policy of the state that its workforce must be representative of California's diverse population. All efforts to ensure a representative workforce are consistent with state civil service and merit system principles and regulations.
All state employees are entitled to a work environment free of discrimination based on race, color, age, religion, sex, disability, national origin, ancestry, marital status, sexual orientation, or political affiliation. It is illegal to retaliate against an employee for filing a discrimination complaint or participating in the complaint process. For information concerning the complaint process, contact your departmental EEO/AA Officer or your personnel officer.
The federal Family and Medical Leave Act of 1993 and the California Family Rights Act entitle eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons.
Pregnant employees are allowed to continue to work as long as the employee's health and the health of the unborn baby are not adversely affected. The employee must be able to adequately perform essential job duties in a safe manner.
An employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to take a pregnancy disability leave for up to four months.
The state will make reasonable accommodations to adjust the application process, job, and/or work environment to permit qualified persons with disabilities to apply for and/or continue state employment.
Sexual harassment is a form of discrimination prohibited by the Civil Rights Act of 1964 and the California Government Code.
Sexual harassment is defined as unsolicited and unwelcome sexual overtures, regardless of whether they are written, verbal, physical, and/or visual.
If you believe you have been harassed or you feel threatened, you should seek assistance from your supervisor or Equal Employment Opportunity Officer/Counselor.
All state agencies provide a smoke-free work environment for employees. "Smoke breaks" usually are permitted at the discretion of the supervisor in lieu of the time regularly allotted for breaks and rest periods.
Your department will have a designated area (usually located outside the building) where smoking is permitted.
The state encourages the use of telecommuting as a work option where management finds it serves a practical benefit to the agency.
If your agency or department allows telecommuting and you are interested in this work option, check with your supervisor for more details.
To ensure a safe environment for employees and the public, state offices are required to have a Workplace Violence Prevention Program. Acts or threats of violence, harassment, intimidation, or other disruptive behavior will not be tolerated.
Such behavior should be reported to a supervisor or other appropriate personnel immediately. Employees committing such acts are subject to disciplinary action, which may include termination, and/or criminal penalties.