un-official site

The past two days were spent in Sacramento at the State Board of Directors (BOD) Meeting. Those in attendance were presented the Tentative Agreement (TA) for a successor Memorandum of Understanding (MOU).

The negotiation team headed by Executive Vice President, Chuck Alexander provided details and highlights. We asked questions, and received answers. The team for the most part was candid with their responses.

My only real issue is I don't think the TA is a complete and fluid document. Many of the sections are still being negotiated. It's like signing a blank check.

I would like to thank Oak Smith for taking copious notes. We gathered all relevant information for your review as a means to inform our members. That information is contained in the following pages. The information is void of any prejudice or bias. We want you to make a decision independently.

My only request is you take the opportunity to enlighten yourselves, and sieze the opportunity express your desires about the path you want CCPOA to take. I cannot stress it enough, you must Vote!

Make sure your address is current at CCPOA Headquarters, so you receive your ballot.

Let’s Lead the way and show everyone is united in the idea that as dues paying members we make our voices heard.


-Marques Jones, President KVSP Chapter



TENTATIVE AGREEMENT “HIGHLIGHTS”



2.11 State President and Vice President’s;

The State previously paid for the Statewide President and Vice President to be off (at CCPOA HQ and not their assigned institution) (see 10.01)



8.05 7K;

168 work month still in effect, any leave used (Sick, vacation, holiday, PDD, PLP, Furlough, ITO, jury duty, military leave, subpoenaed witness, etc.) does not count as hours worked for the purpose of OT.



8.07 PDD (Personal Development Days);

PDD must be used before any other leave credit even furlough, does not count as hours worked and will not count for the purpose of OT. We will receive no PDD’s in 2011, we will receive 4 in 2012 and 2 in 2013. Must be used in the calendar year, cannot be carried forward, donated or cashed out.

*** For example if you plan or retiring 12/28/2011 and you have 40 hours of (PDD, PLP-2011, Furloughs) you must adjust your date back 40 hours to account for any PDD, PLP-2011, Furlough or the State will carry you on the books until your PDD, PLP-2011, Furloughs are exhausted. This will adversely effect your COLA steps.



10.X - PLP-2011;

This does represent a 4.62% pay cut. The request for use of PLP will be in accordance with the Vacation/Annual Leave policy. Cannot be donated cashed out and does not count as hours worked for the purpose of OT.


Employees on NDI, ENDI, IDL, EIDL, and Workers Compensation do not accrue PLP-2011



10.01 Vacation Leave;

Every July pay period during the life of this MOU every member will accrue 1 less hour of vacation than scheduled. This hour will go into Release Time Bank (RTB, see 2.11)


There are no caps for accrued leave balances during the life on this MOU.


There is no forced Annual Leave



10.02 Sick Leave;

A Doctors note may be requested at any time, if requested in advance.



10.05 Retirement Plan;

No changes to current BU6 employees (3.0 @ 50); new BU6 employees hired after 1/15/2011 will be at (2.5 @ 55).


Every BU6 employee will pay an additional 3% toward their retirement, raising it from 8% to 11%



SEIU pays 8 or 9%

CASE pays 9 or 10%

CDF pays 10%

CHP pays 10%

CSLEA pays 8 or 9%



10.11 HOLIDAYS;

Effective July 1, 2011 if you work a holiday on your scheduled work day you will be paid 16 hours straight pay, 8 hours on your regular check and 8 hours on your “OT” check. No employee will accrue holiday credit. If you work a holiday on OT you will get the regular time and one half. If you work a holiday on your RDO or a swap you will get paid 8 hours straight time.

It’s not in the T/A for the Holiday Officer positions to go away, only that the accrual of Holiday time will end. If ratified, we will have to wait and see how the Department implements this section.



12.07 Post and Bid

The 70/30 split will now include ISU and transportation, Management may exempt (1) Transportation spot and (2) ISU spots at the C/O level and (3) IST/Armory posts at the C/O level (these spots will count towards Managements 30%).

New section (K), unless waived by the local CCPOA chapter President all institutions shall conduct a bid to comply with this section.



13.01 HEALTH BENEFIT PLAN;

Upon ratification and approval by the Legislature the State will contribute-

Single Party $321 to $377 benefit to employee $56 per month

2 Party $625 to $ 746 benefit to employee $121 per month

Family $807 to $968 benefit to employee $161 per month



Effective Jan 1, 2012 the State will pay the dollar amount to cover the employee to 80% of their covered health plan.



13.02 DENTAL AND VISION;

Upon ratification and approval by the Legislature the State will contribute $69.06 per month for employee dental coverage and $8.64 for vision. A raise of about $25 per month.



15.01 SALARIES;

Pay raise; effective July 1, 2013 4% to top step. This raise will go into effect the day before the MOU expires; there is no continuing resolution to extend the raise beyond the life of the MOU at this time. Its unclear as to if this raise is for 1 day or will continue.



15.18 POFF-II;

April 1, 2011 POFF-II was eliminated. There is no stipulation to bring POFF-II back. This 2% benefit cut is tied to our salary increase.



27.01;

Is back for MOU language only, this is a huge gain as far as protecting our rights. It is quite a lot of information to try and put here, if you have further questions about this section please ask your Chapter Delegates.



SIDE LETTERS of note;

FIELD TRAINING OFFICERS; the parties shall Meet and Confer within 90 days to develop and implement the FTO program. The Academy will be reduced from 16 weeks to 12 weeks and the remaining 4 weeks the cadet will operate under an FTO at his or her respective facility.



Again, you will get an entire copy of the TA prior to your vote. As always, I encourage you to exercise your right to vote whether yes or no.