Supervisors Updates Archives


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:

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:
  • 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:
  • 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: 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:

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



July 6, 2017

General Salary Increase Confirmed. CAPS received notice Friday that the expected 5% and 2% General Salary Increases that were included for Unit 10 Supervisors in the May Budget Revise are confirmed and will be executed as of July 1, 2017.

This means that Supervisors who saw the Like Pay Like Work increases in 2014 will receive a 2% increase, and those who did not receive the Like Pay Like Work increases will see a 5% increase in compensation in July, received in paychecks August 1.

Click here to view the list of LPLW classes.

Other Post-Employment Benefits Contribution. CAPS received additional notification on Friday that all supervisors would begin contributing to pre-funding retiree health care in congruence with as the rank and file employees in the bargaining unit, as expected. For Unit 10 that means the schedule below:

July 1, 2017: by 0.7 percent

July 1, 2018: by 0.7 percent, for a total of 1.4 percent, and

July 1, 2019: by 1.4 percent, for a total of 2.8 percent.

Contributions are also “pre-tax.” You can view the full Policy provided by CalHR here:

Pre-funding post-retirement health benefits has been on the Supervisory radar since the rank and file memorandums began to include them. It really started with Unit 5 in 2010. This past round of bargaining, we saw the Governor’s team had a larger agenda and pushed for pre-funding in all contracts. Post-Retirement health benefits are extremely valuable for all of us who plan to retire from our state jobs, and pre-funding them is the best way to ensure they remain sustainable.

Small Steps, Bigger Picture. While the 5% increase is a welcome step for those supervisors who did not receive the Like Pay Like Work increases in 2014, it does not make up the 35% salary inequity among the supervisors in Unit 10. CAPS and the Supervisors’ Committee are acutely aware of this issue and will continue to strategize, provide evidence and make proposals to CalHR and the Governor in support of fair increases for scientific supervisors. Our latest salary chart can be viewed here:

Once again, I wish to thank you for your continued support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee


December 19, 2016

I hope all of you are preparing for joyful holidays and time spent with family. The year-end holidays are a great time to reflect on the year we’ve had. I again want to thank you for your membership.  Your continued support is critical if we are to achieve gains for ALL state scientific supervisors and managers. Here are some reflections and updates: 

Long Term Strategic Planning Progress. In the last communication, I notified you that the CAPS Board of Directors approved an aggressive plan to accomplish the goals set forth in the strategic long term plan developed by the entire CAPS Board last spring. Among these goals were sustaining the CAPS Quarterly Grants and Dependent Scholarship Programs, and maintaining a healthy reserve. With your continued membership, you are contributing to this goal, and I thank you. Additionally, CAPS set out to fund a meaningful media outreach program. Not only has CAPS been able to allocate funding, but we have also embarked on a dynamic new media campaign that will seek to boost the profile of state scientists among decision-makers and the public. More details  can be found HERE:

Excluded Employee Leave Buy Back – December 31 Deadline. Departments have begun releasing information about the Excluded Employee Leave Buy Back program. The current Leave Buy-Back Program is being enhanced to allow excluded employees with vacation or annual leave balances in excess of 640 hours as of December 1, 2016 with the option to transfer future leave accruals into a Savings Plus 457(b) and/or 401(k) Plan account. The Program will allow employees the option to transfer the number of leave accruals elected into Savings Plus, take them as a cash payment, or a combination of the two. For the purpose of this new option, eligible leave is either vacation or annual leave. Employees must submit the completed form to their Human Resources office by December 31, 2016.

Follow up Meetings with CalHR. Your Supervisors’ Committee wants to meet with CalHR and its representatives. We hope to meet face-to-face with CalHR in the coming weeks, both in order to reemphasize our requests and to, hopefully, receive a substantive response. More than ever we see that fair pay starts with nearly one-fourth of us who never received the substantial salary boost from July 2014. The fact is that the salaries and benefits for ALL state scientific supervisors are below-market, and below where they need to be. We will continue to push for progress in these areas, as well as updating and enhancing benefits for supervisory members.   

Protecting your Retirement.  CAPS is actively updated on all retirement issues via our participation in the Californians for Retirement Security, a coalition of statewide labor unions representing public employees. There are hundreds of public pension systems providing retirement benefits to California public employees – our CalPERS system is by far the largest. Critics have long attacked public pension systems and continue to hope to remove benefits you were promised upon hire. CAPS remains vigilant on all retirement threats and will be there to advocate for you!

Again, a special thanks to my fellow members who have continued to support CAPS. I’m grateful we have a collective voice focused on achieving equitable salaries, benefits and working conditions for all of us.

Thank you for your patience and support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee

September 6, 2016

I’d like to share my thoughts on topics important to all state scientific supervisors.

Last week, during the CAPS Board of Directors meeting, we reviewed the strategic long term plan developed by the entire CAPS Board last spring.  The Board approved an aggressive plan to accomplish these goals and objectives:

  • Achieving salary equity for ALL State Scientists.
  • Defending state scientists retirement, health, dental and vision benefits.
  • Funding a meaningful media outreach program.
  • Ensuring continued funding of state scientific programs and political action as it relates to the 2018 gubernatorial election.
  • Sustaining the CAPS Quarterly Grants and Dependent Scholarship Programs.
  • Maintaining a healthy financial reserve.

We also adopted a new mission statement that ensures that CAPS remains unified by important themes: professionalism, independence, and responsible advocacy.

I take special interest in the first bullet above. We ALL deserve the equity raise most state scientific supervisors received in July 2014. CAPS continues to work on behalf of those state supervisors who did not receive the raise by developing strong arguments and pursuing any available avenue.

The long-term planning set forth CAPS’ goals for ALL members, and we are included. I want to thank you for continuing to support CAPS through your continued membership. The dues increase approved by the CAPS Board on August 20 is a critical element in helping us achieve our goals.  We are moving forward and I am extremely grateful that you remain part of this effort. 

Thank you for your continued support!

Valerie Brown, Chair
CAPS Supervisors’ Committee


May 16, 2016

May Budget Revise. The May Budget revise was released last Friday morning and within it, our compensation increases. According to the budget revise, all Unit 10 Supervisors are set to receive a 5% General Salary Increase (GSI) on July 1, 2016 commensurate with the Unit 10 rank and file compensation increase. This would also keep in line with the increase that that Unit 9 supervisors are set to receive. Here are some of the other important highlights:

  • Tax Revenue estimates have been reduced by $1.9 billion due to lower than expected income tax receipts.
  • Danger of a $4 billion state budget deficit by 2019-2020 if voters don’t approve Prop 30 extension in the November 8, 2016 General Election.
  • No new long-term spending commitments added to the budget until voters decide on Prop 30.
  • If voters reject Prop 30 there will have to be cuts in services.
  • “Reflects a $362 million increase in employee compensation and retiree health care costs relative to the Governor’s Budget,” that “the additional costs are driven primarily by increases to salaries and benefits recently negotiated with (CCPOA) and Scientists”
  • Credits agreements with scientists and engineers for pre-funding retiree health care.
  • State supervisors (including all State Scientific Supervisors) are scheduled to receive a 5% general salary increase on July 1, 2016.
  • The minimum wage increase passed this year will result in $3.4 billion in additional General Fund commitments in future years.

You can see the summary of the Governor’s May Revise online:  A detailed breakdown is expected soon.

Continued Efforts. Your Supervisors’ Committee continues to push the Administration to correct the salary inequities that occurred due to only approximately 75% of Unit 10 Supervisors receiving the Like Pay Like Work increases in 2014.

Now is the time to move forward with the Administrative Appeal for the 25% of scientific supervisors who did not see those increases. The process is similar to the original charge CAPS filed back in 2006, when CAPS initially challenged inequitable salaries with state engineers. CAPS expects to get a “quasi-legislative hearing” before a CalHR Administrative Law Judge.  The case will focus on the historical salary relationships and comparability for supervisory scientists in non-LPLW classes (like supervising Research Scientists, Health Physicists, and Toxicologists). CAPS has been busy building our case – using the State’s own historical salary relationship charts to “prove” that the non-LPLW supervisory scientific classes have historically been comparable to the scientific LPLW classifications. It’s full steam ahead with organizing our administrative challenge.

Thank you for your continued support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee


May 5, 2016

Vacation/Annual Leave Cash–Out Set For May.  State scientific supervisors and managers are able to cash out up to 80 hours of accumulated vacation or annual leave during May of each year.  This follows our recent Meet-and-Confer proposal requesting that the amount be raised from last year’s 40 hours to keep pace with the cash out available to rank-and-file scientists.  Checks will be cut in June.  Departments are required to notify employees whether they are participating in the leave buyback program by May 1. Employees wishing to cash out leave must make the request to their department’s Human Resources office by May 31, 2016. Payments will be distributed by June 31.

CAPS has inquired and the following Departments will be participating: CDFW, DTSC, CDPH, Water Boards, DWR, CDFA, CalRecycle,  Parks and Rec, Pesticide Regulation, CEC, CalFIRE, Delta Stewardship Council, DOC, SCIF, CalPERS, DGS, High Speed Rail, Consumer Affairs, DIR, Colorado River Board, Tahoe Conservatory and DDS.

Post-Retirement Health Benefits. Post-retirement health benefits, or “OPEB,” has been part of a larger funding discussion for quite some time within the state. It wasn’t until this round of rank-and-file bargaining that any kind of OPEB contribution proposal was passed to the Unions. Thus far, PECG, CCPOA, and CAPS have all secured new memorandums of understanding for their rank-and-file with the OPEB contribution piece installed. What does that mean for the supervisory and managerial state scientists?

In Senate Bill 99 (SB 99), which was also the CAPS Memorandum of Understanding ratification bill, the Legislature approved and implemented the contribution schedule to pre-fund retiree health care for both rank-and-file and supervisory scientists. Under this language, a contribution of .7 percent of salary will begin on July 1, 2017. You can view it here: The Administration’s representatives did not discuss the OPEB issue in our Meet-and-Confer session as the contribution is not scheduled to start until the 2017 fiscal year.

As we are included in the pre-funding of retiree health care, we expect to be included in salary increases as well.  We should see some indication of a response to our salary proposals when the Governor releases his May Revise to the proposed state budget.  Your Supervisors’ Team will continue to meet with CalHR to discuss salaries and other important issues and will keep you apprised of our progress.

Thank you for your continued support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee


March 14, 2016

It’s time for the Supervisors Committee to schedule a meet and confer with CalHR’s representative to discuss exactly what the new state Scientist Rank and File MOU means for us. 

Supervisors Committee. First, I would like to introduce you to your Supervisors Committee. The following CAPS supervisory members have graciously accepted a volunteer Committee position: Barbara Materna, Research Scientist Manager (CDPH – Richmond), Michael Anderson, Senior Toxicologist (CDFW – Sacramento), Gregory Ledbetter, Supervising Veterinarian (CDFA – Tulare), David Martasian, Senior Environmental Scientist Supervisor (DWR – Sacramento), and finally myself, Valerie Brown, Senior Health Physicist (DTSC – Sacramento).

I would once again like to extend a huge THANK YOU to these members. The first meeting for the Supervisors Committee will be held at the end of this month. 

Continuing Issues.  The primary focus of the CAPS Supervisors Committee will remain on the 25% of supervisory members who didn’t receive the Like Pay, Like Work increase. With the issuance of the August 20, 2014 Pay Letter that afforded 75% of our colleagues pay increases, the historical horizontal relationships amongst state Scientist Supervisory classes skewed and have been out of whack since. This skew has provided an opportunity to reconstruct some of those salary relationships – ensure that those supervisors with higher levels of education are compensated accordingly, which had not always been the case.

Last year, the CAPS Supervisors Committee met with CalHR and presented a CAPS Supervisors Compensation Proposal ( that would right size the S10 classifications into a long-lasting coherent and logical relationship with each other as well as with Rank and File. CalHR, thus far, refuses to provide these salary equivalency changes. 

New Issues. State Supervisors have to keep up with the Jones’ – Rank and File will see three 5% salary increases over the next three years and so, the Supervisors Committee aims to negotiate commensurate raises for all supervisors including those that received the LPLW increases at the least.

The ability to cash out vacation hours was increased in the Rank and File MOU from up to 20 hours to up to 80 hours. Currently, S10 are able to cash out up to 40 hours and M10 up to 80. The Supervisors’ Committee will request that S10 be matched within our Unit.  

Another new issue that has arisen is prefunding Retiree Healthcare or “OPEB” (Other Post-Employment Benefits). The argument is that prefunding OPEB will ensure that our promised retiree healthcare package remains intact. PECG had already ratified their new Contract for Rank and File by the time the Governor’s proposed State budget was released in January of this year. After a review of the budget line items it could be seen that PECG Supervisors received the 5% salary increase as their Rank and File did, but also were set to contribute the same percentage towards prefunding OPEB as the Rank and File. The overall number for PECG is 2.0% pre-tax contribution from their pay by July 1, 2019; whereas CAPS’ new MOU has our Rank and File contributing a total of 2.8% by July 1, 2019. We are expecting CalHR to bring this to the table for us as well. 

Past Proposals and Other Current Issues. In past years our focus has been mainly on pay equity, however, we have made other proposals too. To review the past CAPS Supervisors Committee Proposals over the years, please visit:

We want to hear from you! Please send an email reply to if you have other current issues that perchance affect all of us. The Committee would be happy to look into addressing it at the meet and confer and/or formulating a proposal from the membership. 

Again, thanks for your membership!   Your continued support is critical if we are to achieve gains for ALL state scientific supervisors and managers.

Valerie Brown, Chair, CAPS Supervisors Committee
Senior Health Physicist
DTSC, Sacramento



November 16, 2015

This is the FIRST in what will be a SERIES of messages over my two year term that I hope will keep you informed of the efforts that everyone at CAPS is making on your behalf.

You pay dues voluntarily– just like I do–so that CAPS has the wherewithal to protect our benefits and increase our pay.  Many of us are awaiting the same salary adjustment that most state scientific supervisors received July 1, 2014.  Details on that effort are listed below.

But first, let me thank ALL of you who participated in the recent CAPS election, including my worthy opponent, and longtime CAPS director and advocate, David Rasmussen. I look forward to pulling everyone together in support of better pay and benefits for ALL state scientific supervisors and managers. In fact, if you want to assist in this effort, feel free to contact me about serving on the CAPS Supervisors Committee. I especially want representatives who did not receive the Like Pay, Like Work salary increase from summer 2014. Reach me here:

Salary Challenge for Supervisors. This summarizes where things are headed in our efforts for salary equivalency for ALL state scientific supervisors.

The April 2008 LPLW decision was implemented effective July 1, 2014.

Salaries were raised for approximately 556 state supervisors.  These increases were additionally provided to a significant number of state scientific managers.

Why weren’t these increases extended to ALL state scientific supervisors?  What does the state intend for the 161 employees (in 34 state scientific supervisory classifications) who received NO additional adjustment? Thus far, CalHR refuses to provide salary equivalency, has virtually no reason for this gross and ongoing inequity, and frankly doesn’t really want to talk about it.

Administrative Appeal Planned.  The best fix here is for Governor Brown to just implement equal pay, but that’s not happening, so we have no choice but to dispute this administratively. So the CAPS Board of Directors on August 22nd authorized the CAPS legal staff to file a new challenge to the amount of the salaries for the non-LPLW supervisors. Our dues pay for this.

The administrative appeal process is similar to the original charge filed back in 2006.  That’s when we challenged inequitable salaries with state engineers. Now the inequity is between supervising scientists.  We expect to get a “quasi-legislative hearing” before a CalHR Administrative Law Judge.  The case will focus on the historical salary relationships and comparability for supervisory scientists in non-LPLW classes (like supervising Research Scientists, Health Physicists, and Toxicologists).

We are in the midst of putting the salary claims together – using the State’s own historical salary relationship charts to “prove” that the non-LPLW supervisory scientific classes have historically been comparable to the scientific LPLW classifications.

We will soon see what Governor Brown proposes in his 2016 -2017 state budget.  We’ll be keeping an eye on bargaining and how it may impact our claims. Regardless, it’s full steam ahead with our administrative challenge.

Thanks for your patience and your continuing support!

Valerie Brown, Chair
CAPS Supervisors Committee