The CCPOA Convention was held in Reno July 13th and 14th. Mike Jimenez returned to his position as President of CCPOA at the state board meeting. The delegates passed a motion authorizing the CCPOA Executive Council to send ballots out to the membership for a strike vote, if they determine that a strike would be an appropriate course of action. There was much discussion by members about the legality of such an action, with the fact that we do not have a contract a point that contributes to the ambiguity of the issue. Members need to ask questions to make an informed decision on this issue. The implications are serious.
Chuck Alexander, CCPOA Vice President, discussed the MOU that he proposed to the Department of Personnel Administration. It included a section that allowed the state and employees to not pay towards retirement for one year. Also, in exchange for stopping the furlough days, BU 6 members would not accrue service credit for that year. As new policy currently allows, overtime is paid at straight time if you utilize leave credits during that work period until your actual hours worked exceeds 164 hours. The proposed MOU would have paid forced overtime at time and a half, even if the employee used sick leave during that period. That entire proposal was rejected by DPA and the letter is available on the website www.ccpoa.org in addition to CCPOA’s response. The state board of directors was not provided the entire proposed MOU, so I do not know any other specifics.
CCPOA had a court date scheduled in July on the furlough issue. The court decided to consolidate this hearing with the other state unions and the hearing was rescheduled for October. The union needs examples of harm employees have suffered as a result of the furloughs. Contact CCPOA legal division to provide examples.
Chuck Alexander has notified members that a CCPOA Town Hall conference call will occur at 3:50 on Monday, July 20th. The strike vote will be discussed during that meeting. You must have your phone number on file at CCPOA to get this call. Call Rob at 916-372-6060 if you are not being noticed about these calls. If you are at work when they are scheduled, you can provide your cell phone rather than home number.
We are now subject to three furlough days. Agents continue to have the same amount of work required in a period that is reduced by 15% if agents use their furlough days. You should request OT if you need time to complete your workload specs. If you are denied the OT, let your supervisor know in writing that you will not meet your specs.
We continue to have units with extremely high points. Compton exceeds 300 points and they have no relief in sight. I will be going to Compton next Wednesday, July 22nd to talk to agents and see what possible options we might propose to get help to this unit until agents can be hired to fill vacancies. Agents need to ask for overtime. Overtime is available and is getting paid throughout the state. If you need it and do not get it, contact your local representative or me immediately.
I also plan to be in the El Monte parole complex on Thursday, July 23rd to talk to agents and answer questions.
DAPO Management said there would be a parole agent academy in September. Interviews are being scheduled now so job offers can be made. It will be a Region III academy to get some new agents into those areas that desperately need help. All positions will be Limited Term. Therefore, they will not jeopardize any parole agents that have received lay off notices.
There is still no definitive direction on what the legislature will do regarding possible direct discharge. News articles continue to show that law enforcement agencies are opposed to early release and direct discharge. Most recently, the Los Angeles Police Protective League issued a statement opposing this action. Once the state budget is finalized, DAPO should know how parole supervision would be changed. There continues to be discussion of reduced caseloads (45-1).
We had a report of a promotion from a cert list that may have reached to a rank below the top three (3) ranks. A State Personnel Board appeal has been filed based on this perceived irregularity. Some agents on the PA II promotion list for Kern County may have been bypassed because they were not on the “Bakersfield” cert list. Agents need to confirm that they are on the appropriate lists so they are not excluded from promotion opportunities. This issue has also been sent to the Inspector General and Whistleblower hot line. We are trying to get definitive clarification, but have not had answers as of this date. I went to HQ and personally talked to the personnel certification unit staff and the exam unit to determine the difference between county and city cert lists, but I did not get an answer on why they would be different.
We met on the issue of the new HC PAL teams being established in each region. As usual, our negotiating team did not agree with management on the workload issues. We will have to wait until the teams are actually established to determine if they follow their proposed plans. Parole Service Associates will work in HQ to run databases to provide information to the PAL agents in the field. Region III and IV have twice the number of HC PALS as Region I and II, so should have twice the positions.
Cage cars are not being maintained throughout the state. The reps need to know if there are not sufficient numbers of caged vehicles in each unit/complex.
CCPOA/PAAC has received a labor notice to remove vehicles from certain HQ positions and PACT agents. We need to negotiate before the August 10th implementation date. I have been receiving good arguments from agents for the PACT agents to keep their cars. If you are in any of the positions that are effected, please email me the rationale for keeping your vehicles.
Do not forget to submit updated EOT applications to the areas that you want to transfer to. Even though EOTs are currently frozen, it is important to keep your requests on file in the event anything changes.
Our discussions with management from the Division of Addiction and Recovery Services (DARS) indicate that DARS will incur a significant reduction of their budget, which may result in lost positions. The full impact to BU 6 agents is not yet known. We will meet with management on July 21st. Any proposed reduction in agent’s positions will have to be resolved at a negotiating table. DARS also is proposing removing agent’s vehicles, which must be negotiated per the Dills Act.
Because of two units being dissolved in the South Central District/Complex, Debbie Sallie, Luis Robles and I met with management on July 9th to discuss these changes. Ten units previously existed within one district in that building. Now there will be two districts with four units each.
A job steward in Region I recently received a Letter of Instruction for misuse of state email. As a reminder, review DOM section 49020.20 for appropriate use. Many staff send personal emails daily. You should know the restrictions in the event you come under scrutiny. Of concern, is the disparate enforcement of this policy.
I received information that Internal Affairs investigators had made phone calls to agents and “informally” questioned them about holds being placed or removed on specific cases. I called Headquarters to express what I perceived as a violation of employees rights to have written notice of the scope of an investigation and time to obtain a representative. These rights attach whether you are the subject or witness in an investigation. DO NOT TALK TO INTERNAL AFFAIRS WITHOUT A REPRESENTATIVE!!!!!!!! If you are ordered to do so, ask that they tape record your statement that, “I am not waiving my right to a representative of my choice.” It is very unsettling that this is occurring. If this has happened to anyone else in the state, please contact me immediately so we can report these incidents to the union.