Supervisors Updates

by Valerie Chenoweth-Brown, CAPS Supervisor Director

September 11, 2019

As you have likely seen in recent messages, we are working on updating the CAPS Supervisors’ FAQ. The project is underway and I believe it will have a lot of good information for those new to the so-called “Excluded” classifications. We’ll have answers to questions like, “Why should I, a supervisor, join the union?” “Where can I find my rights enumerated?” And, “What does CAPS do for me?” However, in order to ensure that we get the most benefit from our improved FAQ, we need your help. Think back to when you first became a Supervisory State Scientist – being thrust into that position was an entirely new experience for many of us. What questions did you have that would have helped you in your new role? I want to ensure that CAPS continues to work just as hard for our Supervisory State Scientists as we do for the Rank-and-File. If you’d like to help, please submit your questions to: .
Your Vote Counts. Supervisory CAPS members can vote for the Executive Officers and the Supervisory Director. The 2019-2021 CAPS Board of Directors Election is currently underway. Nominating Petitions were submitted in July, Candidate Statements were submitted in August and this month, YOU will receive a ballot! Contact CAPS today () to update your mailing address! If your address is incorrect or missing in the system you will not get a ballot. Voting will take place by secret ballot via U.S. mail only. Ballots are Mailed NEXT Friday – Update your Address by THIS Friday, September 13, in order to ensure that your ballot is received with plenty of time to make your voice HEARD!

News Briefs

What’s killing sea otters? Parasite strain from cats – Many wild southern sea otters in California are infected with the parasite Toxoplasma gondii, yet the infection is fatal for only a fraction of sea otters, which has long puzzled the scientific community. A new study identifies the parasite’s specific strains that are killing southern sea otters, tracing them back to a bobcat and feral domestic cats from nearby watersheds.

Newcastle disease detected in local birds – Virulent Newcastle disease was detected last weekend at a property in central San Diego County after a private veterinarian submitted dead birds to the California Animal Health and Food Safety Laboratory System, according to state veterinarian Dr. Annette Jones.

 

August 30, 2019

This past weekend, I attended a quarterly CAPS Board of Directors’ Meeting, and felt the need to report back to you some of the results of the motions undertaken by the Board at the meeting. Those included:

  • Approval of the Minutes of the May 18, 2019 Board Meeting.
  • Clarifying changes to the CAPS Policy Manual regarding Payments and Reimbursements (The updated Policy Manual can be found on the Members-Only Section of the CAPS Website.
  • Clarifying changes to the Policy Manual Section on Committee Appointments.
  • The approval of four new CAPS Local Representatives. Did you know that Supervisory State Scientists can be Local Representatives, too?
  • Approving CAPS’ endorsement of 69 incumbents seeking reelection, and one open seat candidate for the 2020 election, the list can be found here.
  • Voting to support and allow the Representation Committee to move forward with the CAPS Referral Program, which will provide a small recruitment incentive to existing CAPS members who recruit new CAPS members. More information about the referral program will be released as the program moves forward.
  • Authorizing the annual CAPS sponsorship of the Sacramento Regional Science & Engineering Fair Foundation (dba NorCal STEM Education Foundation), which provides members all over Sacramento the opportunity to earn mentoring leave each year, and allows us to interact with tomorrow’s State Scientists.
  • Authorizing the Budget Committee to move the CAPS General Fund into an Edward Jones insured bank account, following the recommendation of CAPS’ annual audit.

Additionally, I reported to the Board that I had directed staff to submit an inquiry regarding the status of the proposals we made at our last meet-and-confer with CalHR, and that we had yet to hear back. As you may know, per the so-called “Excluded Employee Bill of Rights,” CalHR is obligated to meet-and-confer with CAPS’ Supervisory Committee when we request; however, state law only requires the State to consider input by supervisors, with no requirement that any agreements made be reduced to writing. Despite this rule, these items remain important to Supervisory State Scientists, and they hit rather close to home for me. I remain in a classification that was not part of the Like Pay for Like Work Lawsuit, and have instructed staff to assist me with reaching out to the Governor’s Representatives at CalHR via every avenue possible. If CalHR does not respond to our latest inquiries, I’ve instructed staff to submit a request via a Public Records Act Request. YOUR Supervisors Committee is committed to continuing to work for ALL Supervisory State Scientists, including YOU.

A copy of the Quarterly Report that is provided to the Board and presented during the meeting is available online in the Members-Only Section of the website.
News Briefs

A report shows Trump’s water plan would hurt California salmon. The government hid it – Los Angeles Times 
Federal officials suppressed a lengthy environmental document that details how one of California’s unique salmon runs would be imperiled by Trump administration plans to deliver more water to Central Valley farms. The July 1 assessment, obtained by The Los Angeles Times, outlines how proposed changes in government water operations would harm several species protected by the Endangered Species Act, including perilously low populations of winter-run salmon, as well as steelhead trout and killer whales, which feed on salmon.

California state workers are giving up a raise. New contract reflects pension debt concerns – Sacramento Bee
Its impact might be minor, but a state union’s offer to give up part of a raise to reduce pension debt is notable for what it might signal. The California Association of Highway Patrolmen, which represents about 6,700 uniformed CHP officers, recently reached a four-year agreement with Gov. Gavin Newsom’s administration that diverts about a half-percent of a 3.5 percent raise to go toward pension debt. The agreement is unique because it specifies the diverted money – about $25 million over four years – will go toward reducing the long-term unfunded debts for California Highway Patrol pensions.

August 22, 2019

CAPS Endorses Member Running for State Assembly. The CAPS Board of Directors has voted to endorse Democrat Elizabeth Betancourt, a CAPS member, in the special election to fill Assembly District 1 (AD 1), which covers large parts of the north east part of California from Modoc County to Placer County. The AD 1 special primary election will be August 27 with a general election on November 5, should it be necessary.

This special election became necessary due to the recent special election of former AD 1 Assembly Member Brian Dahle to the State Senate.

Betancourt is currently the Chief of the Cannabis Permitting and Compliance Unit at the Central Valley Regional Water Quality Control Board. She is also a farmer, small business owner, and rural advocate who resides in Shasta County. She studied environmental biology and management at UC Davis for her Bachelor’s degree, and has a Master’s of Science in watershed science from Colorado State University.

She has seen the challenges faced by rural communities, such as a changing economy, neglected landscapes, and limited rural infrastructure funding, and wants to be a voice in Sacramento to help these communities thrive.

This is what CAPS President Patty Velez said in Betancourt’s press release announcing CAPS’ endorsement:  “California is facing the existential threat of climate change, including air and water quality degradation and increasing dangers to public health. On behalf of CAPS’ 3,000 members, we are proud to endorse a scientist for California State Assembly District 1, and know she will serve our state and her constituents with distinction.”

If you are interested in volunteering for Elizabeth’s campaign, or would like more information, you may visit BetancourtForAssembly.com or call (530) 289-8571.

Supervisor FAQ. Am I Subject to the MOU between CAPS and the State of California? While State Scientist Supervisors receive many of the same benefits outlined in the Rank-and-File MOU, they are not subject to the terms and conditions of that particular contract. State Scientist Supervisors are so-called “excluded” employees, not subject to the Dills Act. Rights for Supervisory State Scientists are derived from a myriad of locations, including (but not limited to) the “Excluded Employee Bill of Rights,” the CalHR Manual, Government and Labor Code Sections, and more. Navigating those regulations can be a full-time job!

That’s where CAPS comes in. We employ a staff of labor consultants and lawyers whose actual full-time job is to ensure CAPS members’ rights are enforced; and who better to answer your questions about what rights you have than those tasked with enforcing those rights? There’s a small catch, though. These CAPS staff can only assist someone who is a dues-paying member of the union. There is a host of other reasons to maintain membership in CAPS, but having the protection of the union is a big one. Ensure your colleagues are members by sending them to: https://capsscientists.org/application/

CalHR Releases Open Enrollment Toolkit. Open Enrollment begins September 9, 2019 and ends October 4, 2019. During this period, eligible employees may enroll in, cancel, or change health, dental, and vision plans; add or delete dependents; enroll (or re-enroll) in a FlexElect program; and or enroll in a cash option in lieu of health and/or dental coverage if you have other qualifying health coverage. The CalHR Toolkit can be found here: https://www.calhr.ca.gov/benefits/Pages/open-enrollment-toolkit.aspx

Board of Directors’ Meeting Scheduled for August 24. The next Board of Directors’ meeting is scheduled for Saturday, August 24, 2019 at the Holiday Inn Sacramento Downtown Arena (300 J Street, Sacramento, CA 95814), commencing at 9 a.m. All members are welcome to attend; parking will be validated. The Agenda and Proposed Motions can be found on the CAPS website in the Members Only section. Password is Summer2019. It is case-sensitive.

News Briefs

Bird owners take precaution to avoid deadly chicken disease spreading through California People who own chickens are taking extra precautions to protect their flocks, as a deadly bird disease creeps closer to San Diego County.  The California Department of Food and Agriculture issued a quarantine for birds in Los Angeles, Riverside and San Bernardino Counties after reports of the disease. With all three counties surrounding San Diego, officials here have issued warnings to chicken owners to look out for symptoms.

California Cuts Carbon Emissions Even as Economy Hums — California’s greenhouse gas emissions dropped again in 2017, air quality regulators reported Monday, and the dive occurred without hurting the Golden State’s raging economy.  An annual report released by the California Air Resources Board says the state’s economy grew by 3.6% even as its emissions fell well below a target set by former Gov. Arnold Schwarzenegger in 2006.  This means California remains on track to meet its goal of cutting emissions to 431 million metric tons by 2020, and has a good shot at reducing emissions to less than 300 million metric tons by 2030.
In Review. Check out what you may have missed from past CAPS Updates here:

August 14, 2019. Know Your Rights. Travel Reimbursement. State Scientists are entitled to be reimbursed for actual, necessary, and appropriate business and travel expenses…” in accordance with CalHR rules and Online HR Manual sections 2201 (Travel and Relocation Policy), 2202 (Mileage Reimbursement), and 2203 (Allowances and Travel Reimbursements). These policies allow for State Scientists to be reimbursed for necessary expenses incurred for authorized work trips such as airline tickets; lodging at “commercial lodging establishments such as hotels, motels, bed and breakfast inns, public campgrounds, or short-term rentals (such as Airbnb) that cater to the general public,” as long as it fits within the maximum short-term lodging reimbursement rates published within the HR Manual here; and meals as long as they fit within the travel time frames and maximum meal allowances published here. Sometimes, problems arise with the set lodging rate maximums. If you are traveling to a location and cannot find lodging that fits CalHR’s prescribed maximums, be sure to submit an excess lodging request before you book, to ensure you get reimbursed for the full amount of your trip. If you experience issues with travel reimbursements, be sure to contact CAPS: .

Read the rest of the entries, or see what else you may have missed, on the members-only section of the CAPS Website.

July 17, 2019

CAPS is the exclusive representative of Bargaining Unit 10 State Scientists, this includes State Scientific Supervisors and Managers. We fight for the unique needs of scientific professionals in state service, including yours.

Our needs as state scientific supervisory employees can be even more unique than those of our Rank-and-File direct reports or our other supervisory employee counterparts throughout state service. That’s why I choose to be a member of CAPS! In CAPS, those needs that are so particular to my classification have a much better chance of being heard and advocated for.

Navigating our rights can sometimes seem impossible – they’re not laid out neatly for us as we’re not subject to any specific contract like our Rank-and-File counterparts’ MOU. Instead, we are subject to the “Excluded Employee Bill of Rights,” the CalHR Manual, and various other Government Code and Labor Code sections. Finding the correct one to tell us the answer to our questions can be a nightmare – unless we have an advocate who is familiar with our unique needs. CAPS is that advocate.

CAPS represents us in the workplace–protecting our rights! If a state scientific supervisory CAPS member requires assistance with workplace disputes, CAPS’ professionals, with the sole responsibility of protecting members’ rights, will be there to assist you.

Additionally, CAPS supervisory members continue to get a voice in how the organization is run via voting rights (supervisors vote for Executive Officers and the Supervisory Director on the Board of Directors); insurance benefits (CAPS members automatically receive $5,000 in life insurance benefits, $5,000 in accidental death & dismemberment insurance, $100,000 in travel accident insurance, and the opportunity to participate in low-cost group rate insurance); regular communications regarding your unique rights as a Unit 10 supervisory employee; and a host of consumer discounts.

I am a CAPS member, and if you are not already, you should be one too.

In Solidarity,

Valerie Chenoweth-Brown
CAPS Supervisory Director

July 10 2019

Thank you for your MEMBERSHIPCAPS is a Union made of highly specialized, technical professionals who take pride in their work and fight daily to ensure that the environment, California’s natural resources, and public health are protected. As I have long said, “If you like clean air, water, and food – thank a Scientist!”

Together we are stronger, and with a unified membership, we can more effectively work towards our goals. Currently, 48% of Supervisors and Managers in Unit 10 are CAPS members. Encourage your colleagues to join today!

For strength when it comes to meetings with the Governor’s Office, we need MORE members. We need to show solidarity with Rank-and-File and let the Governor know that State Scientists deserve equitable compensation, especially among our Masters and Ph.D. classifications.

You have rights under state law to express yourself. The Excluded Employee Bill of Rights (Government Code Section 3525 et seq.) guarantees you and all state supervisors the right to express yourself on matters of pay and benefits. Any state department that tells you not to is itself potentially violating state law.

For example, see Government Code Section 3538 which says: “The state employer and excluded employee organizations shall not interfere with, intimidate, restrain, coerce, or discriminate against supervisory employees because of their exercise of their rights under this article.”

Please encourage your supervisory and managerial colleagues to join CAPS today. 

Keep YOUR Union Strong.

 

July 3, 2019

Exempt Employee Emergency Response Work Gets the Recognition It Deserves. Pay Differential 421 – Emergency Response and Recovery Differential Pay was originally established after the crisis at the Oroville Dam spillway. Governor Newsom, recognizing the sacrifice and dedication of FLSA-excluded employees, has approved an expansion to the pay differential for all Work Week Group E and SE classifications at all departments for employees who are formally assigned to work on emergency response or recovery efforts as a result of a Governor-declared emergency.

Until now, employees in Work Week Groups E and SE have worked tirelessly without receiving overtime compensation for their time spent helping communities rebuild from tragedy. The differential provides double-time pay for the first two weeks of emergency response work and time-and-a-half pay for each week thereafter. Work Week Group E and SE employees must be assigned to an emergency response or recovery effort to qualify. This differential applies retroactively to October 31, 2018, and approval will be granted on a 3-month basis, subject to renewal, by the Governor’s Office of Emergency Services.

Official Notice on CDFW Sacramento to West Sacramento Move. CDFW gave CAPS official notice last week that it plans to move operations from several Downtown Sacramento buildings into facilities in West Sacramento. The relocation will impact 143 rank-and-file CAPS members and 39 supervisory members and is set to begin “on or after November 1, 2019.”  CAPS has already requested to Meet and Confer with Department representatives about the relocation.

CAPS has submitted comments from members on topics ranging from telework options and expansion, commute-time allowance, child care prospects, parking, bicycle parking, storage, cubicle size and others. Please send any additional concerns to CAPS at for presentation at the Meet and Confer with CDFW.

News Briefs

California teen bitten by sea lion in ‘rare’ attack officials believe linked to poisoning – Fox
A 13-year-old girl was bitten by a sea lion along California‘s central coast in a “very rare” attack that lead officials to believe the marine mammal had been poisoned after eating toxic fish.

A day in the life: State public health veterinarians at work — DVM 360
A typical day for Danielle Stanek, DVM, BS – and the state public health veterinarian (SPHV) for Florida – is never typical.

June 26, 2019

Supervisor’s Meet & Confer Held Monday. Your CAPS Supervisors Committee met on June 24th with Governor Newsom’s representative for excluded employees at CalHR. There was one member from the Governor’s team present and six CAPS supervisory members from different areas of the state, with varying backgrounds and classifications.  The committee presented proposals regarding the need for increased salaries and benefits. This was the CAPS Supervisors Committee’s first chance to meet formally with the new administration.

The Committee put forth the following proposals, generated largely from last year’s Member Survey:

Correct the Unit-wide inequity that was created when only 14 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 from their S10 counterparts in bachelor’s level classes.

  • Correct the discrepancy from 2015 where the Like Pay for Like Work classes received 0.8% less than their engineering counterparts in their General Salary Increases.
  • Provide additional compensation to Supervisors who are sent to handle Emergency situations under Incident Command Structures.
  • Provide a Geographic Pay Differential for all S10 and M10 classes based on the Federal Locality Pay system.
  • Provide 3% Longevity Pay for supervisory employees employed with the state for 21 years or more.
  • Increase Voluntary Personal Leave Programs to match Rank-and-File’s benefit – up to 3 days useable per month.
  • Clarify supervisors’ uniform allowance.
  • Increase Professional Development Days to 5 and Professional Conference Reimbursement to $1,000 per year.

You can see the proposals on the “For Supervisors” section of the CAPS Website: https://capsscientists.org/supervisors-updates/proposals/.

PDD Reminder. A quick reminder: CalHR Manual, Section 2112, provides Unit 10 supervisory employees with two days per fiscal year “for activities such as professional association activities, professional and/or personal development seminars, etc.” The language additionally states that “PDD must be used within the fiscal year or calendar year it is granted and not accumulated or cashed out.” Be sure you use both of your Professional Development Days before MONDAY!

CalPERS 2020 Health Plan Rates Released. The CalPERS Board of Administration has approved new health care rates for 2020.  The overall average increase over the 2019 rates is 4.65%.  Many plans show improvements over the preliminary rates that were released last month, but not by much.  The state’s share of the premiums for CAPS-represented employees is based on a weighted average percentage of the four most utilized plans.  For 2020, the four largest plans are Kaiser Permanente, Blue Shield Access+ HMO, PERS Choice, and UnitedHealthcare HMO.  If you wish to make any changes to your coverage for 2020, you may do so during the open enrollment period from September 9 to October 4, 2019.  The 2020 Rates can be previewed here.

The State Worker Blog at the Sacramento Bee also covered the story here: CalPERS health insurance will cost more next year, but not as much more as insurers wanted.

CAPSule on the Web. The latest issue of CAPSule is now posted on the CAPS webpage.  Watch for the June issue in your mailbox soon! If you’d prefer to go green, and opt-out of the paper copy of CAPSule, click here.

June 19, 2019

General Salary Increase: July 1, 2019. A General Salary Increase for Unit 10 Supervisors will take effect July 1, 2019. Like last year, those classifications excluded from the Like-Pay for Like-Work (LPLW) raises in 2014 will be receiving 5%; while those classifications that received the LPLW raises will be receiving 4%.

CAPS’ Supervisory Committee will be meeting with Governor Newsom’s representatives for a Meet-and-Confer on Monday, June 24th to discuss CAPS Supervisory and Managerial compensation, benefits, and other terms and conditions of employment.

CAPS Insurance Premium Adjustment. Some CAPS members who have insurance through CAPS with The Standard Insurance Company will see an increase in their insurance premium deduction effective with their pay warrant received at the end of June (July 1 warrants for retired CAPS members).

Members who turned 30, 35, 40, 45, 50, 55, or 60 since July 1, 2018 will see an age-related premium increase as specified in-plan documents. (Please note that The Standard Insurance Company does not send individual letters notifying affected individuals of these increases.)

Everyone should periodically review their estate plan to ensure loved ones are financially secure in case of death or disability.  If you want more information about CAPS low-cost insurance benefits, or obtaining a quote on insurance coverage- with the convenience of payroll deduction-please contact CAPS (), or visit the CAPS web page: https://capsscientists.org/benefits/insurance/

Bianca Petzold Named to CAPS’ Staff Leadership Post. The CAPS Board of Directors is pleased to announce that Bianca Petzold is now serving as CAPS Staff Director, headquartered in Sacramento.  Ms. Petzold has served CAPS members at the bargaining table, in the Legislature and state agencies, and individually since 2012.  She is a graduate of the University of California at Davis.

As the Staff Director, Ms. Petzold reports directly to the CAPS Board, develops strategies to enhance members’ pay and benefits, defend their pensions, and protect their jobs.  She also oversees CAPS’ daily operations and acts as CAPS’ primary liaison with the state departments, boards, and commissions that employ a total of over 3,000 State Scientists working throughout California.

Ms. Petzold assumes the Staff Director role from Chris Voight.  The Board welcomes Bianca to her new role and thanks Chris for his many years of dedicated service to CAPS.

News Briefs

The Los Angeles Times inspects the intersection of public health and public relations in, “To stop a virus, California has euthanized more than 1.2 million birds. Is it reckless or necessary?”   The story explains how social media has helped to organize backyard chicken owners angry that their pets have been euthanized to fight virulent Newcastle Disease.  While the science behind the policy is sound, “the California Department of Food and Agriculture has tried in vain for the past year to educate the public about the outbreak,” the Times reports. “But there is no central database of the estimated 100,000 backyard chicken owners in California. Instead, agency staff has visited almost 150,000 homes and dozens of feed stores and community events. They’ve given more than 100 presentations at churches and held almost 20 town hall meetings.”

 

June 12, 2019

Use Your Professional Development Days before July 1. CalHR Manual, Section 2112, provides Unit 10 supervisory employees with two days per fiscal year “for activities such as professional association activities, professional and/or personal development seminars, etc.” The language additionally states that “PDD must be used within the fiscal year or calendar year it is granted and not accumulated or cashed out.” As such, make sure you use both of your Professional Development Days before July 1, when you will once again have two days available to you. If you have a question regarding how to determine whether you’ve used your professional development days this year, contact your personnel specialist. If you have any additional questions about PDD, contact CAPS at .

Request Use of Your Personal Holiday before July 1. The CalHR Manual, Section 2112, requires the State to credit each full- and part-time excluded employees with a Personal Holiday on July 1 each year. If an employee’s request is reasonably denied, they may be able to carry their personal holiday to the next fiscal year, or cash out the holiday on a straight time (hour-for-hour) basis – it’s up to each department to determine how to proceed. “Excluded” employees are only allowed to carry over a maximum of two personal holidays at any time. Be sure to request your Personal Holiday before July 1, when a new Personal Holiday will be credited to you.

Summer Consumer Discounts! Membership comes with benefits, one of which includes a host of consumer discounts curated by CAPS for your benefit. Some good discounts to capitalize on now that the hot weather is here include: Anheuser-Busch Theme Parks/Sea World – adults pay the kids’ price, and kids admission is even less; Boomers Parks – theme parks with locations in Livermore, Modesto, Santa Maria, El Cajon, Fountain Valley, Irvine, San Diego, and Upland in California, as well as Boca Raton, Florida and Houston, Texas; California’s Great America; Knott’s Berry Farm; Legoland California (Carlsbad); Monterey Bay Aquarium; Whitewater Rafting (Northern California); and much, much more! Visit the Members-Only Section of the CAPS Website and view the Consumer Discounts to find out more information.

 

June 5, 2019

Department of General Services Releases 10-year Plan. CAPS received notice last week of the release of the Department of General Services (DGS) Portfolio Plan. This document is a 10-year strategic plan for the 21-building portfolio of state-owned buildings managed by DGS. The Plan specifically identifies that DGS intends “to sell some of the most aged and deficient DGS-managed properties.” The notice was sent to CAPS because the buildings under consideration are currently occupied and could require relocation to newly constructed, purchased or leased space. The Plan does not provide the specific timing for each move.  DGS says that “each move will be case-specific and differ based upon the situation” and expects “between 18 months and two years to successfully relocate the existing state agencies.”

This notice did not yet trigger the state’s Meet and Confer obligation. The membership will be informed as soon as CAPS receives any formal notices of relocation for any buildings affecting State Scientists.

You can review the DGS Portfolio Plan here.

No Updates On CDFW West Sacramento Move. CAPS members have continued to relay news regarding the planned CDFW move from many buildings in Downtown Sacramento to West Sacramento. Currently, it appears the first large-scale move will begin around November 1, 2019. CDFW has not yet formally noticed CAPS of this or any of the planned West Sacramento moves, but will certainly need to do so with at least 30 days’ notice. Rest assured, CAPS will request a Meet and Confer as soon as possible after the notice is received.

CAPS continues to collect member comments as we await the formal notice. Please send your concerns to CAPS at .

Meet and Confer to be Scheduled with Pesticide Regulations. The Department of Pesticide Regulations (DPR) noticed CAPS regarding an update  to their formal written Telework Policy on May 22, 2019. CAPS has reviewed the updates to the formal Telework Policy and believes some of the language is inconsistent with the current MOU. CAPS attempted to informally request revisions to the document; however, DPR has opted for the formal route. A Meet and Confer will be held regarding the Policy.  If you are at DPR, please review the policy here (CAPS’ issues are highlighted in the document). Then provide any additional concerns or comments to .

Labor Relations Assignments at CalHR. Earlier this month, interim Labor Relations Officer assignments at CalHR were released for each of the 21 Bargaining Units. This list confirmed that returning as the Excluded, Supervisory Labor Relations Officer is Kate Van Sickle. CAPS has reached out to Ms. Van Sickle and relayed a request for the CAPS Supervisors Committee to hold a meeting with her prior to the end of the fiscal year.

News Briefs

California eyes 1,4-dioxane in certain consumer products – Chemical Watch
California’s Department of Toxic Substances Control (DTSC) is considering listing specific consumer products containing 1,4-dioxane a priority product under its Safer Consumer Products (SCP) program. According to the state agency, 1,4-dioxane is a likely human carcinogen that is highly mobile and persistent in water. It is not removed by most wastewater and drinking water treatment processes.
In Review. Check out what you may have missed from past CAPS Updates here:

May 29, 2019. CAPS Submits Support Letter for Family Care Leave Expansion. Last week, CAPS President Patty Velez sent a letter in support of Governor Newsom’s proposed expansion of Family Care Leave to Excluded Employees within state service with some caveats, including to expand the benefit to all rank and file Unit 10 employees.

May 8, 2019

 
Vacation/Annual Leave Cash Out.
CalHR has authorized Departments to analyze whether they have the funding to participate in the Vacation/Annual Leave Cash Out Program for the 2018-2019 Fiscal Year. CalHR Manual Section 2104 allows eligible employees in participating departments to submit a written request during the month of May in order to receive payment at their regular salary rate in exchange for up to 80 unused leave hours.  Eligible leave may be a combination of vacation or annual leave, personal leave (personal leave 1992, 2003, 2010/11/12 and voluntary personal leave), personal holiday, or holiday credit.  Payment for all leave hours are made using existing departmental appropriations. Therefore, each department’s participation is subject to the availability of departmental funds. The following Departments have so far reported their participation at up to 80 hours: State Water Resources Control Board, California Department of Conservation, Department of General Services, Office of the State Architect, Office of Environmental Health Hazard Assessment, CalRecycle, the Air Resources Board, the Department of Pesticide Regulation, and the Department of Water Resources. Other Departments have indicated their participation at up to 40 hours: CalTrans. Some Departments have indicated that they will not be participating at all this year, so far those include: the California Department of Public Health, the California Department of Fish and Wildlife, the Department of Toxic Substances Control, and the DMV. For future updates on which Departments are participating in the Vacation/Annual Leave Cash Out, visit the CAPS website.

Wildlife Scientist Needs Your Help.  Rebecca Barboza, a CAPS member at the Department of Fish and Wildlife, is in need of catastrophic leave donations. The following leave credits may be donated as catastrophic leave: CTO, Personal Leave, Annual Leave, Vacation, Personal Day, and/or Holiday Credit. If donating Personal Holidays, they must be donated in whole day increments per the donating employee’s time base. All other donations must be made in a minimum of one hour (1.00) increments and sick leave cannot be donated.  If you wish to donate any of your leave credits, other than sick leave, please click here.  Ms. Barboza and CAPS thanks you in advance for your support!

News Briefs

Fate of baby bear in viral video rests on California wildlife expertsReno Gazette Journal
The fate of a baby bear shown on video approaching a snowboarder at a ski resort earlier this month rests with veterinarians with the California Department of Fish and Wildlife, who are still observing the bear at a lab in Rancho Cordova, just outside Sacramento.

CDPH Urges Californians Traveling Internationally to be Fully Vaccinated against Measles – Santa Barbara Independent
The California Department of Public Health today urged Californians to make sure they are vaccinated against measles, especially anyone who plans to travel internationally.

In Review. Check out what you may have missed from past CAPS Updates here:

January 30, 2019. So, if not in the MOU, where are my rights? Supervisory and managerial scientists should refer to the CalHR Online HR Manual to find their enumerated rights. And, reach out to CAPS () if they have any questions.

May 1, 2019

This month’s Capsule is now available.  Watch for the April issue in your mailbox soon!

REMINDER: March For Science is Saturday, May 4!  Marches are being planned throughout California for Saturday, May 4, 2019.  Sacramento, Los Angeles, and San Diego have announced their marches already: https://capsscientists.org/march-for-science/

While CAPS isn’t the principal organizer of any of the marches, CAPS does support them with the following message: SCIENCE MATTERS. SCIENTISTS MATTER. CALIFORNIA STATE SCIENTISTS.

The CAPS Member Action Committee (MAC) needs HELP ensuring CAPS’ message on behalf of State Scientists is delivered at each March. Will YOU attend?  CAPS will facilitate communications among those attending .  If YOU are planning to attend a March please let us know here: https://forms.gle/V8oXdZLTbHfs4Lg18
 
Vacation/Annual Leave Cash Out. CalHR has authorized Departments to analyze whether they have the funding to participate in the Vacation/Annual Leave Cash Out Program for the 2018-2019 Fiscal Year and to inform the unions during the month of April. The CAPS MOU allows eligible employees in participating departments to submit a written request during the month of May to receive payment at their regular salary rate in exchange for up to 80 unused vacation or annual leave hours.  Payment for all leave hours are made using existing departmental appropriations, therefore, each department’s participation is subject to the availability of departmental funds. The following Departments have reported their participation at up to 80 hours so far: State Water Resources Control Board, California Department of Conservation, Department of General Services, Office of the State Architect, Office of Environmental Health Hazard Assessment, and the Departmwnt of Resources, Recycling, and Recovery. Other Departments have indicated their participation at up to 40 hours. So far this includes: Department of Transportation. Some Departments have indicated that they will not be participating at all this year, so far those include: the California Department of Public Health, and the DMV.

Board of Directors’ Meeting Minutes Posted. The Draft Minutes from the February 9, 2019 Board of Directors’ Meeting are posted on the CAPS Website. View them here.

The next Board of Directors’ meeting is scheduled for Saturday, May 18, 2019 at the Courtyard Marriott Airport Natomas Hotel (2101 River Plaza Dr, Sacramento, CA 95833), commencing at 9 a.m. All members are welcome to attend!

News Briefs

Fate of baby bear in viral video rests on California wildlife expertsReno Gazette Journal
The fate of a baby bear shown on video approaching a snowboarder at a ski resort earlier this month rests with veterinarians with the California Department of Fish and Wildlife, who are still observing the bear at a lab in Rancho Cordova, just outside Sacramento.

CDPH Urges Californians Traveling Internationally to be Fully Vaccinated against Measles – Santa Barbara Independent
The California Department of Public Health today urged Californians to make sure they are vaccinated against measles, especially anyone who plans to travel internationally.

In Review. Check out what you may have missed from past CAPS Updates here:

April 11, 2019. Voluntary Personal Leave Program. Included in the CAPS MOU, section 3.19, is a program designated the “Voluntary Personal Leave Program” (VPLP), which allows State Scientists the ability to reduce their pay by 4.62%, 9.23%, or 13.85% in exchange for 8, 16, or 24 hours of VPLP time each month, respectively.

March 27, 2019

Wildlife Scientist Needs Your Help.  Rebecca Barboza, a CAPS member at the Department of Fish and Wildlife, is in need of catastrophic leave donations. The following leave credits may be donated as catastrophic leave: CTO, Personal Leave, Annual Leave, Vacation, Personal Day, and/or Holiday Credit. If donating Personal Holidays, they must be donated in whole day increments per the donating employee’s time base. All other donations must be made in a minimum of one hour (1.00) increments and sick leave cannot be donated.  If you wish to donate any of your leave credits, other than sick leave, please see https://capsscientists.org/resources/catastrophic-leave-donations/.  Ms. Barboza and CAPS thanks you in advance for your support!

CAPS Member Needs Our Help.  OSPR State Scientist and CAPS member Chih (Allen) Tsao is requesting catastrophic leave donations from fellow state scientists in order to continue receiving pay and benefits. Section 3.10 of the CAPS MOU allows transfer of the following leave credits as catastrophic leave:  CTO, Annual Leave, Vacation, Personal Day, CTO, or Holiday Credits.  (Sick leave cannot be donated).  If you donate Personal Holiday time, the hours must be donated in whole-day increments per the donating employee’s time base.  All other donations must be made in a minimum of one hour increments.  CAPS thanks all who can assist.  See this page for more details.

This month’s Capsule is now available.  Watch for the March issue in your mailbox soon!

February 6, 2019

By Valerie Chenoweth-Brown, Supervisor Director

In my most recent message, I relayed to you that CalHR had informed CAPS that the Educational Pay Differential should be included in January’s pay and that the checks retro to November 1, 2018, have been processing and should be issued before the warrant at the end of the month.

Well, our January pay warrants flooded in and many members shared varying stories with CAPS regarding the differential. We contacted CalHR again, demanding answers for the inconsistency our members were seeing and were informed that the current delay is at the departmental level. CAPS is in contact with the departments, encouraging them to resolve the delay as quickly as possible for this much-deserved differential.

State Scientist Day Date Announced. State Scientist Day is near and dear to my heart, as I believe that showcasing the important work of our members should always remain a top priority for our organization. That said, I’d like to announce that the 31st Annual State Scientist Day is scheduled for Wednesday, May 8, 2019. All departments that employ state scientists are invited to participate. If your Department is not currently involved, consider this message an official invitation. To see if your Department is hosting a booth at State Scientist Day, or to sign up, contact CAPS at .

January 30, 2019

Supervisors and the CAPS MOU. There’s a reason CalHR refers to supervisory and managerial classifications as “excluded.” It’s because certain supervisory, managerial, and confidential state employees, among others, are excluded from the Ralph C. Dills Act, which gave collective bargaining rights to California State Employees. Instead, supervisory and managerial classifications (through the organizations that represent them, like CAPS) are given the right to meet-and-confer with CalHR regarding wages, hours and working conditions via the “Excluded Employee Bill of Rights” (Government Code Sections 3525 – 3539.5). CalHR and these organizations do not reach formal written agreements, nor do they negotiate official contracts.

So, if not in the MOU, where are my rights? Supervisory and managerial scientists should refer to the CalHR Online HR Manual to find their enumerated rights. And, reach out to CAPS () if they have any questions.

What about “exempt?” CalHR uses the classification of “exempt” employees in two ways; first, it can refer to employees who are appointed, and thus exempt from civil service. But, to make things a bit more confusing, “exempt” is also a term that refers to an employee’s wage status under the Fair Labor Standards Act (FLSA), and whether or not they qualify for overtime. So, potentially, a state worker could be an exempt, exempt employee.

If an employee is exempt under the FLSA in state service, their classification falls into Work Week Group E (WWG E) – these employees do not qualify for overtime. WWG E employees would be referred to as “salaried” in the private sector. Conversely, if an employee is not exempt under the FLSA, in state service, they fall into Work Week Group 2 (WWG 2), also known as “hourly” employees. Hourly employees qualify for overtime if they work more than 40 hours per week.

In summary, most supervisory and managerial classifications are excluded classifications, which may or may not be exempt from the FLSA. CAPS represents scientific supervisory and managerial “excluded” employees in regular meet-and-confers to discuss our members’ wages, hours, and working conditions, in an effort to improve them for ALL state scientific supervisory and managerial members.

CAPSule on the Web. The latest issue of CAPSule is now posted on the CAPS webpage. Watch for the January issue in your mailbox soon! If you’d prefer to go green, and opt-out of the paper copy of CAPSule, click here.

January 23, 2019

I strive to keep you up-to-date on the current events at CAPS as often as possible. Today, I’d like to provide you with an update on the Educational Pay Differential that so many of us are still patiently awaiting.

As I’ve mentioned, CAPS has been following up with CalHR repeatedly regarding the status of the back pay and when members could expect to see the differential in their pay warrants. CalHR has informed CAPS that the Educational Pay Differential should be included in January’s pay. The checks retro to November 1, 2018 have been processing and should be issued before the warrant at the end of the month. We welcome the news; the pay warrant at the end of the month hopefully will confirm CalHR’s projections on the timing of the differential.

In my last message, I relayed the importance of CAPS Membership for State Scientist Supervisors and Managers. Today, I’d like to provide an example of how that membership can pay off, even in seemingly simple situations.

Transitioning from a Rank-and-File employee to a Supervisory position in state service may mean a lot of different things — you may have a team to lead, timesheets to keep track of, and a myriad of other new duties; nevertheless, some things still stay the same. For example, as a new supervisor in state service, you still serve a probationary period. Yes, you return to probation for 12 months while you settle into your new position. As you know, this is when you are vulnerable to reviews that could send you packing. It is especially important to maintain your union membership during this time so that your rights can be protected. Additionally, as a new supervisor, you become the middle person between your direct reports, and those to whom you report. This relationship can be very tricky to balance. Recently, a CAPS Supervisory Member had such a problem:

A CAPS Supervisory Member in the Senior Environmental Scientist (Supervisory) classification had issues with her supervisor. After returning from a weekend, her supervisor agitatedly confronted her early in the morning for her communication style and for not finding an obscure note he had left for her late on the previous business day. She was caught off guard during the exchange and wisely requested a formal setting where these professional issues could be discussed. However, the member was uncomfortable going into a closed-door meeting with her supervisor to discuss issues that could become disciplinary.  Because of this, she contacted CAPS.

She spoke with CAPS staff who informed her that she was allowed a representative in the upcoming meeting. During the meeting, it was discovered that the problems stemmed from something as simple as a forgetful manager, and solutions were discussed. The member stated that the tone of her supervisor completely changed when there were others present in the meeting, allowing for a positive outcome.

CAPS members can feel secure knowing their union has their back for workplace issues big and small! KEEP YOUR UNION STRONG. ENCOURAGE YOUR SUPERVISORY SCIENTIST COLLEAGUES TO JOIN CAPS TODAY.

In Solidarity,

Valerie Chenoweth-Brown, Chair
CAPS Supervisor’s Committee

January 9, 2019

Governor Newsom’s Inauguration. After being sworn in as California’s 40th governor on Monday, Gavin Newsom wasted no time before reaffirming California State Government’s commitment to the environment, public health and fiscal responsibility. “People’s lives, freedom, security, the water we drink, the air we breathe – they all hang in the balance. The country is watching us,” he said.

Later, the governor said that California was a global player in commerce, human rights, and environmental protection. The governor cautioned that the state must continue to prepare “for uncertain times, pay down debt, and preserve the fiscal [budget] reserve,” but he promised his administration “will be bold, aim high and work like hell to get there — progressive, principled and always on the side of the people.”

Right to Membership. I keep hearing it, over and over again. When many of our colleagues promote to Supervisory and Managerial positions, they are instructed, or erroneously believe, that they can no longer be a member of ANY union, let alone retain their membership in CAPS. All State Scientific Supervisors and Managers have the right to maintain and/or seek union membership. It’s covered in the “Excluded Employees Bill of Rights,” specifically in Government Code Section 3530. It says, in relevant part, “Excluded employee organizations shall have the right to represent their excluded members in their employment relations, including grievances, with the State of California…”

CAPS has represented supervisors in their employment with state management since it was founded in 1984. I truly believe that membership in CAPS is the right choice for EVERY state scientist. CAPS fights to improve and protect the rights and employment conditions for all of us – at the worksite, with our management, with CalHR on salary and benefit issues, before state boards and commissions, in the Legislature, with the media, and in court when necessary.

Membership in CAPS is just as relevant for Supervisors and Managers as it is for the Rank-and-File. We have the right to have input on our pay and benefits, and to professional representation when necessary. With CAPS, we are no longer “Excluded,” we are one voice, louder than any one of us can be alone.

In Solidarity,

Valerie Chenoweth-Brown, Chair
CAPS Supervisors’ Committee


January 4, 2019

Dear Colleague,

With the new year upon us, I find it helpful to reflect on the past year in anticipation of the next.

Raises for Non-LPLW Supervisors on July 1. First, we saw the Supervisors who did not receive the Like-Pay-for-Like-Work (LPLW) pay increase in 2014 receive a 5% General Salary Increase (GSI), commensurate with our Rank-and-File counterparts. Those who had received the 2014 increase were held from the raise — CalHR’s explanation was that the Supervisory Engineers had not yet seen an increase for 2018.

Constant Contact with the Governor’s Representatives. Your CAPS Supervisor’s Committee met with the Governor’s Representatives (CalHR) on August 13th and presented our proposals (see them here). CalHR told us to expect an answer after the rank-and-file finished bargaining. When that deal was ratified, and we’d still heard nothing from CalHR, I followed up – several times.

Finally, on December 12th, CalHR released Pay Letter 18-35, extending the Engineers’ 4.5% GSI to those remaining Supervisors and Managers who had not yet received an increase in 2018. The GSI is retroactive to July 1, 2018; you should see those increases soon in your regular pay warrant. Back pay will be issued as a separate check, which should also be forthcoming.

Governor Newsom’s Inauguration January 7. Governor Gavin Newsom will be officially inaugurated on Monday, January 7th. Our Supervisors’ Committee intends to meet with his representatives as soon as possible this year. Hopefully, Governor Newsom will extend fair and equitable pay for ALL state scientific supervisors and managers.

I have high hopes for this new Administration. By hitting the ground running as soon as we can, hopefully 2019 can truly be counted as a Happy New Year!

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee


December 21, 2018

Holiday Informal Time Off. In celebration of the 2018 holiday season, and following historic tradition, Governor Brown has authorized Informal Time Off (ITO) for all State Employees.

Employees are eligible for different amounts of ITO based on their time base, see the table below:

Employee Type Time Base ITO Eligibility
Full Time N/A 4 Hours
Part Time Less than 1/4 Time 1 Hours
1/4 to 1/2 Time 2 Hours
Greater than 1/2 Time 4 Hours
Intermittent 1-43 Hours Worked 1 Hours
44-87 Hours Worked 2 Hours
88+ Hours Worked 4 Hours

See the announcement here: http://hrmanual.calhr.ca.gov/Home/ManualItem/1/2111

Capsule on the Web.  The latest issue of CAPSule is now posted on the CAPS webpage.  Watch for the December issue in your mailbox soon!

Members Only Password Change.  Effective Today, Friday, December 21, the password for the members only section has been updated.  Please call the CAPS office if you did not receive this update and password via email today.

Happy Holidays.  On behalf of EVERYONE here at CAPS, please have a relaxing and peaceful holiday season!


December 12, 2018

Dear Colleagues,

This morning, CalHR released Pay Letter 18-35, officially extending compensation increases to various groups of state employees, including supervisory and managerial State Scientists.  Highlights:

  • A 4.5% General Salary Increase (GSI) for those classes that received the 2014 Like-Pay-for-Like-Work (LPLW) salary increases. The GSI is retroactive to July 1, 2018. (Recall that in July 2018, classes excluded from the 2014 Like-Pay-for-Like-Work (LPLW) salary increases received a 5% pay raise, commensurate with the July 1, 2018 General Salary Increase (GSI) for rank-and-file state scientists.)
  • Overtime authorization for licensed veterinarians – including Supervising Veterinarian (General) – working for the California Department of Food and Agriculture (CDFA), and the California Department of Fish and Wildlife (CDFW), and Senior and Staff Toxicologists working for CDFW- while assigned to an Incident Command Structure Response. See the document here: https://capsscientists.org/wp-content/uploads/2018/12/Section-10-PayScale.pdf.
  • Increased Diving Pay Differential rate to $25/hour for the entire day of the day of the dive – applicable to Rank-and-File and Supervisors who Dive. See Pay Differential 42 here: https://capsscientists.org/wp-content/uploads/2018/12/Pay_Differential.pdf.
  • Educational Pay Differential for Rank-and-File, Supervising, and Managerial Classes whose job requires an advanced degree as a condition of employment. See Pay Differential 434 here: https://capsscientists.org/wp-content/uploads/2018/12/Pay_Differential_434.pdf. This Pay Differential is retroactive to November 1, 2018.

Except the Educational Pay Differential, all pay changes listed are retroactive to July 1, 2018. Questions remain regarding when we can expect to see those amounts, but CAPS remains in contact with CalHR and the State Controller’s Office. Please alert CAPS of any suspected errors or omissions resulting from these CalHR directives.

These increases are a good start, but ALL of us must be made whole! CAPS’ mission remains – equitable pay for ALL state supervisory and managerial classifications!

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee


December 6, 2018

This year is drawing to a close, but our efforts to gain equitable pay for all state supervisory and managerial classifications is not!

In July, classes excluded from the 2014 Like-Pay-for-Like-Work (LPLW) salary increases received a 5% pay raise, commensurate with the July 1, 2018 general salary increase (GSI) for rank-and-file state scientists.

Unfortunately, those who received the 2014 LPLW increases have seen no GSI whatsoever in 2018. CalHR remains evasive when pressed for answers regarding what, if any, GSI and/or additional benefits are in store for BU10 excluded classifications for 2018 – answering only that the news should come out in mid-December.

Last week, CAPS received a letter from CalHR without explanation or advanced word, detailing a Special Salary Adjustment (SSA) for supervisory and managerial Toxicologists that equates to nearly a twenty-six percent salary increase for those affected.  See that letter here.

When questioned, CalHR leadership said that this happened as a result of a request by one of the state departments that employ Toxicologists. They claim the need is urgent based on the salary relationship between the Toxicologist classification and other state scientific supervisory classes.

I am VERY happy for those receiving this retroactive equity increase.  But it should be extended to ALL OF US! While this action leaves about 100 state scientific supervisory and managerial CAPS members without the same consideration – – including me – – it shows that even this Administration can make this happen with the stroke of a pen on its way out the door.

Your CAPS Supervisors Committee has emphatically told CalHR that we expect ALL scientific supervisors and managers to be paid equitably for their work. We won’t stop until it is.

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee


November 28, 2018

Like you, I am tired of waiting for CalHR to announce the compensation package for supervisory and managerial State Scientists.

CalHR representatives last told us they plan to make this announcement by mid-December. We have urged them to extend to supervisors no less than the benefits that were negotiated by CAPS for rank-and-file State Scientists.

Most recently, I reminded CalHR of our presentation made during our August meeting.  Your Supervisors Committee demanded that a comprehensive compensation package be extended to all of our State Scientist members.  After all, CalHR and the state’s departments, boards and commissions refer to all of us as a valued part of the “management team.”  If that is true, why the delay?!

We will continue to press CalHR to do its job, and to do it promptly and fairly.  We will notify you as soon as any substantive response comes from CalHR. 

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee


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


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: https://youtu.be/eutwuMlQhKw

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 www.capsscientists.org/application, and encourage your scientific colleagues to join CAPS!

Sincerely,

Valerie Chenoweth-Brown
CAPS Supervisor Director