Supervisors Updates

CAPS Supervisors Update
October 16, 2018

Last Thursday, CAPS’ Rank-and-File Membership voted to ratify the Tentative Agreement that resulted from this latest round of Bargaining. While the resultant MOU doesn’t cover Supervisory and Managerial classes, many of the provisions (and raises) within past iterations of CAPS MOUs have historically also been given to these classes. We expect nothing different this time around.

We expect a formal announcement soon from CalHR regarding the compensation package for Supervisory and Managerial State Scientists.  Please stay tuned!

Of note from the Rank-and-File Agreement:

  • Salaries: A 5% General Salary Increase July 1, 2019, and another 5% GSI July 1, 2020.
  • Educational Pay Differential: A 3% differential for a required Ph.D. or greater; 2% for a required Master’s Degree. This differential will not be considered compensation for purposes of retirement contributions.
  • Diving Pay: CDFW divers (approximately 28), will have their diving pay stipend increased from $12 per hour to $25 per hour.
  • Recruitment and Retention Differential-State Prisons: A $200 increase in this monthly differential will apply to State Scientists in eight state prisons including Avenal, Ironwood, Calipatria, Centinela, Chuckawalla Valley, Pelican Bay, California Correctional Center and High Desert Prisons.
  • Emergency Pay for Veterinarians and Staff Toxicologists: Enables licensed Veterinarians and Staff Toxicologists at the Departments of Food and Agriculture, and Fish and Wildlife, to earn overtime during declared emergencies.
  • Health, Dental, Vision: Preserves the “80/80” employer contribution formula, and eliminates the vesting schedule for new hires. New hires will no longer wait one year for the full employer contribution for their health benefits.
  • Retiree Dental Benefit Vesting. Currently, Unit 10 members must work 15 years to receive half of the state retiree health benefit and 25 years to receive the full benefit. Under the proposed agreement, beginning in 2019, this vesting schedule also would apply to retirement dental benefits for new hires.
  • Business and Travel Reimbursements: Reimbursement rates will be increased consistent with other bargaining units. Future increases adopted in CalHR policy statewide will automatically apply to all State Scientists.
  • Uniform Replacement Allowance: Increases the uniform replacement allowance for Scientists required to wear uniforms, from $450 to $670 annually for full-time employees; from $190 to $335 annually for part-timers. Applies to Scientists at Fish and Wildlife, Forestry and Fire Protection, and Parks and Recreation.
  • Safety Footwear:  Reimbursement for required safety footwear increases from $200 to $275 every two years.
  • Retirement Increase Cost Sharing:  In each of 2019-20 and 2020-21, the agreement potentially increases employee pension contributions by up to 1 percent of pay, depending on the CalPERS determination of normal costs. The employee contribution would return to current levels in 2021-22.
  • Changes to Retiree Health Benefit Prefunding. In 2020-21, if the actuarially determined normal costs to prefund retiree health benefits increase or decrease by more than 0.5 percent, the employer and employee contributions to prefund these benefits would be adjusted so that each pays one-half of total normal costs, up to 0.5% per year. The employee contribution would return to previous levels in 2021-22.

?What About the Like-Pay-For-Like Work Classes That Didn’t Get a Raise this July? In September, we reminded you that the reason that the “Like Pay for Like Work” classes were most likely left out of the 5% increase was due to Rank-and-File Engineers not yet ratifying their Tentative Agreement. Now, their Rank-and-File membership has ratified their new MOU, but their Supervisory and Managerial counterparts have yet to see those raises get passed on to them. As soon as that happens, we expect to see similar raises passed on to our own “Like Pay for Like Work” classes at the same time.

Why Membership is So Important. A nonmember Unit 10 Supervisor called CAPS regarding an adverse action taken against him. He informed CAPS that private counsel is estimated to cost between $5000 and $15,000. The “other” affected supervisor in the action is a CAPS member and is being represented by CAPS Counsel; however, as this individual wasn’t a member before the adverse action was taken against him, he will have to seek private counsel.

Thank you for your continued support and YOUR MEMBERSHIP.

Valerie Brown, Chair
CAPS Supervisors’ Committee

CAPS Supervisors Update
September 12, 2018

CAPS’ Meeting with CalHR. Your CAPS Supervisors Committee met on August 13 with the Governor’s representative for Excluded employees at CalHR. There was only one member from the Governor’s team present and six CAPS supervisory members from different areas of the state, with various backgrounds and classifications. The CAPS Supervisors Committee presented compelling information regarding the need for increases to salaries, benefits and other conditions of employment.

Summary of Proposals. The proposals came as a result of the Member Survey. Thank you to all who participated! Only Full Member survey responses were reviewed by the Committee. The proposals that were included are listed below:

  • Correct the Unit-wide inequity that was created when only 19 supervisory scientist classifications were provided general salary increases due to the Like Pay for Like Work court ruling. This resulted in 21% of the S10 classifications’, most with higher minimally required degrees, vertical historical relationships being thrown off by an approximate average of 31% from their S10 counterparts in bachelor’s level classes.
  • Ensure that the Like Pay for Like Work classes are paid commensurately as a result of 2018 bargaining.
  • Additionally, correct the discrepancy from 2015 where the Like Pay for Like Work classes were split by 0.8% in their General Salary Increases.
  • Provide a Geographic Pay Differential for all S10 and M10 classes based on the Federal Locality Pay system.
  • Increase Voluntary Personal Leave Programs to match Rank and File’s benefit – up to 3 days useable per month.
  • Increase Uniform allowance and Safety Footwear reimbursement.
  • Provide additional compensation to Supervisors who are sent to handle Emergency situations under Incident Command Structures.
  • Increase Professional Development Days and Professional Conference Reimbursement.
  • Provide Continuing Education Leave up to 20 hours per year for job-required certification or licensure renewal.

You can view the full proposals and other data discussed by the Committee at the meeting here: Supervisors Committee Proposals

What to Expect Next. We know that both CAPS and PECG rank-and-file bargaining have come to a close. This is also why the CAPS Supervisors Committee needed to meet with CalHR – to remind Governor Brown once more that he provided the correction for Like Pay Like Work in 2014; he simply has to do it for approximately 173 Unit 10 Supervisory Scientists to correct the discrepancy in our unit.

The Committee has informed CalHR that we are available should any meeting be necessary prior to the end of the year and that we respectfully expect responses to our proposals.

What About the Like-Pay-For-Like Work Classes That Didn’t Get a Raise? In July, we informed you that the reason that the “Like Pay for Like Work” classes were most likely left out of the 5% increase was due to Rank-and-File Engineers remaining in Bargaining. While the Rank-and-File Engineers have now come to a tentative agreement, it would first need to be ratified by their membership for any raises to take effect for their rank-and-file, and then potentially a bit longer for CalHR to realize the raises for their associated supervisory classes.

Thank you for your continued support and YOUR MEMBERSHIP.

Valerie Brown, Chair
CAPS Supervisors’ Committee

CAPS Supervisors Survey

July 12, 2018

CAPS Supervisors Survey. Your CAPS Supervisors Committee has developed a survey for all CAPS Supervisory and Managerial members to participate in. This is YOUR opportunity to inform the Committee that represents you on employment issues with the Governor’s representatives from CalHR what you need to see addressed in the workplace! Past issues have brought up the need for an increased annual cash out option, added compensation for emergency pay and many other issues. Please take a few minutes and submit the survey. 

Only Full Member Survey Responses Count. Not sure if you are a full member of CAPS? Contact to find out or simply join here.  Supervisors and managers need representation TOO. We are stronger TOGETHER.

July Pay Increase Splits Classes. CalHR released a Pay Letter on July 5, 2018 that confirmed that some Supervisory and Managerial classes would be seeing an increase as of July 1. The Pay Letter (18-15) continues the split between those classes that received the August 2014 Pay Increase due to the Like Pay for Like Work decision separate from those classes that did not receive the increase. The “non-Like Pay for Like Work” classes are set to receive a 5% general salary increase, commensurate with the Rank-and-File increase as of July 1.

Why have the “Like Pay for Like Work” classes been left out? It is most likely due to the fact that the Supervising Engineers have yet to see an increase in 2018 due to the fact that their Rank-and-File counterparts are currently in negotiations with CalHR for this year. This tie between certain Supervising Scientists and Supervising Engineers was established in 2008 after the Like Pay for Like Work case was decided.  It simply wasn’t funded until 2014.

What happens to those “left out?” Rest assured the CAPS Supervisors Committee NOTICED. We will be meeting with the Governor’s representatives from CalHR in the upcoming weeks to speak about our proposals which will include the reminder that any raise that Supervising Engineers enjoy because of the resulting Rank-and-File negotiations should be applied to the S10 and M10 classes and done so retroactively.

Other proposals. Regardless of the 5% increase, the non-Like Pay for Like Work classes are still TOO FAR behind even their state scientific counterparts. This remains a top priority during the meetings with CalHR – but please be sure to fill out the survey and let us know what YOUR priorities are: here.

Thank you for your continued support and YOUR MEMBERSHIP.


CAPS Supervisors and Janus
July 6, 2018

Janus v AFSCME.  You may have heard that the U.S. Supreme Court ruling issued last Tuesday turned out as expected:  rank-and-file public employees represented by a union will no longer be required to pay anything for the representation in collective bargaining provided by their union. What else does the Janus decision mean?

It means that NOW more than ever is an important time to be a full member of CAPS – especially as a Supervisor or Manager. As Supervisory and Managerial members you have always had the choice to remain a full member or pay nothing for the benefits that CAPS, as a union, gains for you through negotiating with the state. And I thank you for making the choice to remain full dues paying members of a union created for and run by State Scientists.

Together, we make a stronger voice for ALL State Scientists. With larger membership numbers in our Supervisory and Managerial classifications, we will be able to ensure that our rights and benefits – pensions – are protected for the years to come. State supervisors and managers have the right to representation just like rank-and-file employees. CAPS represents you in the workplace, in the Legislature, and, when necessary, in the court of law. CAPS also represents scientists in disciplinary actions and various types of complaints and appeals in the workplace. In summary—if you are a member–on most employment and professional issues, CAPS will have your back! If you have a work-related problem or a question, simply call or email us for assistance. Without membership, you are on your own.

 MOST importantly, as a member, you join the vast majority of State Scientists in supporting CAPS’ efforts to achieve SALARY EQUITY FOR ALL STATE SCIENTISTS!

If you are not yet a member, consider joining CAPS as a full member TODAY.  Nearly half of all State Scientist Supervisors and Managers have.


February 21, 2018
CAPS Update


I AM A STATE SCIENTIST! Hear Environment Scientist Justin Garcia explain why Science Matters:

Want To Tell YOUR Story? Contact CAPS today to volunteer for a video message:

A New Round. The CAPS Supervisors’ Committee is currently being established. The Committee will be formed formally and your Supervisors’ Committee will begin to meet to strategize over the upcoming meet and confers with CalHR and the Governor’s representatives.

The Survey will come First. Prior to meeting, we will want to hear from YOU. A link will be provided in a future broadcast email, asking you to participate in a quick survey in regards to issues that the Supervisors’ Committees have discussed with CalHR in the past as well as what could be discussed in the future. We know there may be other issues that you as members could ensure are brought to the table. Let us know!

The January Budget. The January budget currently shows a 5% general salary increase for ALL S10 Supervisors. This increase is commensurate to the rank-and-file negotiated GSI in the MOU. This will not be finalized until the May Budget Revise.

While a 5% for all is a good thing, I, as your Supervisors’ Committee Chair am harshly aware that approximately 25% of our Supervisors are still lagging behind their S10 counterparts due to the inequitable funding of the Like Pay Like Work decision. Right sizing the salaries remains our top priority.

I look forward to working on your behalf and again, a special thanks to my fellow members who have continued to support CAPS. Thank you for your patience and support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee


January 16, 2018
Join CAPS Today!


Congratulations on your scientific supervisory or managerial position within state service! As you may know, CAPS was established in 1984 to represent the needs of state scientific workers, like YOU, and that includes scientific supervisors and managers!  State supervisors and managers have the right to representation just like rank-and-file employees. Membership by state supervisors and managers makes CAPS stronger by increasing membership and providing essential resources for representing ALL state scientists even better. The reciprocal benefit is that CAPS represents you in the workplace, in the Legislature, and, when necessary, in the court of law. CAPS also represents scientists in disciplinary actions and various types of complaints and appeals in the workplace. All the while, keeping member dues among the lowest of any organization representing state employees.

Your CAPS Supervisory Committee works to negotiate better pay and benefits while CAPS as a whole protects your retirement and healthcare as the exclusive representative for your unit.  CAPS remains a stalwart supporter of high integrity when it comes to the role of science, for sufficient funding for science programs and fair compensation for state scientists.  You can help ensure that CAPS remains strong.  Maintain your membership in CAPS, or sign up today, and encourage your scientific colleagues to join CAPS!


Valerie Chenoweth-Brown
CAPS Supervisor Director