Meet & Confer March 28, 2016 

 Competitive Compensation Package: 

Congruency with Rank and File Salary Increases

Provide commensurate salary increases to all Supervisory classifications that were negotiated by Unit 10 Rank and File classes. Annual five percent (5%) salary increases, compounding, to take effect on July 1 for 2016, 2017 and 2018.

Balance Salary Levels for all S10 Classes

Increase salary levels for all Supervisory classifications that were not included in the August 20, 2014 Pay Letter based upon current Like Pay for Like Work salary comparisons.

Honor Like Pay for Like Work Ruling

Ensure that the classifications listed in the August 20, 2014 Pay Letter that received compensation equal to classification that perform like work remain parallel in salary.

Leave Programs and Benefits Adjustments: 

Vacation/Annual Leave Cash-Out

Provide all S10 classifications the option to annually to cash out up to eighty (80) hours of accumulated Vacation/Annual Leave as provided to Unit 10 Rank and File as well as Unit 10 Managerial classifications. 

Voluntary Personal Leave Program (VPLP)

For the purposes of taking time off for medical issues or family care while maintaining and preserving health care benefits, all CAPS supervisors shall have the ability to elect three days per month and ability to change enrollment status on a quarterly basis, consistent with Rank and File. Currently S10 designated scientists are limited to two VPLP days per month and annual modifications once enrolled.

Safety Footwear Reimbursement

Provide all S10 classifications the eligibility to be reimbursed up to $200 every two years for the purchase of specific safety or protective footwear required to be worn, but not provided by the employer as provided to Unit 10 Rank and File. 

Supervisory Scientist Emergency Response Compensation

CAPS supervisors are increasingly required to respond to emergencies for no compensation. CAPS proposes that when a scientist supervisor is required to respond to an emergency involving the establishment of incident command structure (ICS) where they are required to work over 40 hours per week, Emergency Response Compensation shall be at the supervisors’ regular rate of pay for all hours above 40 hours per week for the duration of the ICS. Compensation provided can be in the form of pay or compensatory time off (CTO), at the Department’s discretion.