The state has started making payments relative to the settlement agreement, which resolved the statewide Acting Out of Class grievance. Make sure your payment is correct. I have reports of complete payments, partial payments and no payments. We have requested a meeting with Labor to get clarification on their process and see when these payments are expected to be completed.

The Limited Term (LT) Parole Agent positions have been filled statewide, however, there are still high caseloads at some locations. With projected reductions in parolee population in 2014 and another wave of reductions, it is unknown if there will be any more LT agents anytime soon.

Seniority Overtime should be occurring everywhere and is now a part of the MOU specific to our Parole Agent series. Although we have requested a statewide, regional and local seniority list, I have not received them as of this date.

We continue to request PART moves pursuant to the MOU. I have requested the PART applications statewide to see if this can be accomplished in compliance with MOU language considering viable vacancies. If you want to transfer, put in your PART request immediately in the event moves are done.

There has been numerous email ALERTS sent out regarding the Court Transition Process. This has caused confusion in the field and I requested that they go through the policy division, to ensure there is no conflict with existing policy or pending negotiations. We have not closed this negotiation table and have had no success in getting clarification/answers to questions relative to time loss, who does scanning, what are Court Agent’s duties, etc. We will be back to negotiations on November 5th. If you have issues, call or email one of the team members before that date. The team consists of me, Ed Stinnett, Ondre Henry and Irene Carrassco.

I have a meeting with Chuck Alexander and Suzanne Jimenez on Monday the 28th relative to the 4% raise that agents that were Correctional Officers on July 1st should have received. If we cannot get it resolved with Cal HR, then I will have to write a class action grievance. If anyone should have received the raise and did not, you should write an individual grievance. We are also working on staff that were $4, $3 or $1 below top step and did not get the raise to see if that can be fixed. If you are one of those agents, ask personnel for an audit of your pay and raises so we can see how this happened.

Correctional Officer (C/O) lateral transfers are occurring. Post and bid questions have been presented relative to C/O’s that are not in Limited Term Parole Agent positions. Stay in touch with your local Chapter President to request a bid and we will try to get a definitive answer.

We have asked for definitive answers to the question: Are PA’s required to answer their phone 24 hours a day/7 days a week? If that requirement exists, then “standby pay” should be a part of that process. There are statements by Supervisors that they will take the state car or that agents will be written up (some have and we have written grievances). The GPS agents are the ones that are most impacted by this.

Re-entry court agents should have caseloads of 48:1, which is what was negotiated for those positions.

I received questions about how to clean the GPS/EID devices. There was concern that the state would not purchase clorox/antiseptic wipes to accomplish this task. The state should be providing adequate tools to accomplish this process, which includes gloves and clorox wipes. You should not have to purchase these supplies yourself. Call me if you are not being provided these basic, essential items.

Pitchess motions are occurring in pending cases involving parole agents, which allows defense attorneys to get access to everything in your personnel file. That makes it imperative that you clean all your files of any old/outdated information.

All Retired Annuitants (RAs) are required to maintain all current requirements of the classification/series that are being employed. Dan Stone attended the PAAC meeting in San Diego on October 19th and we expressed concern with what appears to be an over use/abuse of RAs with so many staff laid off or demoted during previous waves.

The state has started making payments relative to the settlement agreement, which resolved the statewide Acting Out of Class grievance. Make sure your payment is correct and includes any overtime for the period you are being compensated if you were acting as a PA II Specialist and received OT. Also, those that worked out of class for over one year with no breaks, check the payments you receive to ensure it includes any other increases you would have received. If you do not get paid in the next 30 days, contact me. We are trying to get the settlement payoff list from Labor Relations to ensure the compensation is appropriate, but we are dependent on each agent letting us know if there are inaccurate payments.

The Limited Term Parole Agent positions have been filled and the staff brought back have reported to field units this week. This should start giving relief to high caseloads statewide. There are still some LT positions that have to complete background and so there will be more staff reporting in the near future. Management will be evaluating to see if additional LT agents will be needed in the future.

Seniority Overtime assignments should be adhered to currently. There is now a specific section in the new MOU, which reinforces the previously used local overtime agreements. I have received calls from supervisors who are having difficulty adhering to this since they don’t have seniority lists for their agents. I have requested that management distribute a seniority list to all supervisors and managers statewide, so accurate assignment of overtime can occur.

We continue to request PART moves pursuant to the MOU. Although PAAC and management are having discussions about this process, I have not received any definitive commitment that this will happen, even though we know there are valid vacancies.

There have been numerous email ALERTS sent out regarding the Court Transition Process, which changes our work process. I have requested that we get back to the table immediately to discuss changes in workload that is occurring throughout the state. While the fact that each county is doing something differently makes it difficult to get definitive policy, we are trying to get consistency in some basic work processes such as who does the scanning. If you have issues, concerns or questions, contact your local PAAC rep so we can address them.

We continue to wait for the resumption of negotiations regarding wearing vests. There is no revised policy that has been provided, so vest wearing remains optional.

Upon ratification of the MOU, there will have to be discussions to change the work schedules we submit based on the change to 41-hour workweeks. That process begins in February so will need to have new work schedules in place by then.

There have been numerous questions regarding the process used for offers of employment from the Re-employment list for the Limited Term Parole Agent I positions. I have submitted questions as agents ask them and we have been getting responses from HQ. Some of the questions relate to: 1. Why staff are not subsequently offered a position if they declined one in the first part of this process.
2. Can staff modify their selections of locations they are willing to work? 3. If LT PA staff is eligible for PART. PAAC continues to work with DAPO management to get answers.

Pay raises that went into effect in July should have been reflected in your August paycheck. We continue to hear that accurate pay increases have not occurred. The current issue will be the C/Os returning to parole to ensure they are paid correctly upon their LT return to DAPO. You will need to check with your institution personnel staff to confirm you received the 4% raise for the topped out Correctional Officer pay. DAPO personnel staff will have to confirm your parole agent pay upon starting the LT positions. We need to know where the problems are to try to resolve them. I am working with attorneys at CCPOA to monitor and see what the appropriate action will be to resolve situations that are remaining unresolved. We continue to try to get answers to how staff are $3 below top step, which precludes them from the 4% pay raise for an extra year.

The bill to allow members to manage their own POFF II monies was sent to the Governor for signature. However, in order to protect the tax-exempt status of those monies and the overall Cal PERS fund, SB 277 will not become operative until Cal PERS receives required clearance from the Internal Revenue Service.

The next PAAC meeting will be 9:00 AM on October 19, 2013 at:

1441 Quivira Road
San Diego, California 92109

Just a reminder that elections for the PAAC Board of Directors will occur this fall. The final date to submit the intent to run for chapter office is September 11, 2013. There are positions available for two board members in each region and President and Vice-President. These elections will continue based on Regions I, II, III and IV.

CCPOA signed a written settlement agreement to resolve the statewide Acting Out of Class grievance. As of this date, the settlement payments have not yet been paid out. We will continue to monitor this, but are not sure what the delay is at this time.

At least 100 previously demoted, laid off or retired Parole Agents will be returning on September 9th to Limited Term PA positions throughout the state. They will have to complete some training in their respective Regions before they can return to caseloads in the field. The duration of these positions will be related to parolee population and caseload sizes, in addition to continuing retirements.

Workload negotiations concluded and a workload/overtime policy relative to CPSRM was released by DAPO on August 16th. It is incumbent on agents to request necessary overtime, when caseloads are excessive, when leave use by agents related to vacation or sick limits their ability to complete work, or any other situations that prevent staff from meeting job requirements. If overtime is needed, you should request early in the month, so you don’t get behind without adequate time to complete work.

Negotiations will begin next week for Reentry Hubs-California Identification Card Program. The impacted classifications are Correctional Officers, Correctional Counselors and Parole Service Associates. PSA Tynesha Bynum from PAAC will be on that table.

We continue to request PART moves pursuant to the MOU. Each local PAAC representative is requesting information, relative to vacancies and PART requests on file in their region.

Negotiations for the Court Transition Process will resume next month. We need information from the field, relative to workload and problems to take to the table.

We will resume negotiations soon relative to the issue of wearing vests. There are a few questions not answered, but this policy will be imminent once we conclude negotiations. If you have input on this issue, contact John Bostick, John Alvarez, or me immediately.

CCPOA Main table negotiations are continuing and it seems they may be close to finalizing MOU negotiations. I have worked with the main table team members for the contract sections that apply to parole agents.

Despite numerous requests, we have still not been able to receive a copy of the Re-employment list for any BU 6 classifications. Based on that, we do not know if the process is accurate. There are rehires occurring for PA I’s and PSA’s to date. If you are aware of problems or are not sure of rehire validity, contact me so I can request clarification.

Pay raises than went into effect in July, should have been reflected in your August paycheck. There are many problems reported and if you have not received your appropriate raise, contact your personnel specialist immediately. If that is not successful in rectifying the situation, you may need to file a grievance. I am working with CCPOA leaders to deal with staff that demoted to Correctional Officer and did not receive the raise, despite being at top pay as parole agent for at least one year before they demoted.

Always review your paycheck and make sure you are getting all increases you are entitled to such as physical fitness, longevity, education, and bi-lingual. The paychecks do not break these out and we are finding numerous staff not been receiving complete payments.

The next PAAC meeting will be 9:00 AM on October 19, 2013 at:

1441 Quivira Road
San Diego, California 92109

Elections for PAAC Board of Director positions will occur this year. If you are interested in running for PAAC President, Vice-President or Regional Representative, submit the application that can be found in the CCPOA Peacekeeper. Forms have also been mailed out to the parole units. The final date to submit the intent to run for chapter office is September 11, 2013. There are two board members in each region and these elections will continue based on Region I, II, III and IV.

CCPOA received a written settlement offer to resolve the statewide Acting Out of Class grievance. There are several individual issues that we need to resolve before this is signed. CCPOA attorneys are reviewing the document. It is unsettling that the department continues to use out of class and is not compensating everyone.

After a number of PA II Specialists were demoted to PA I, we have received information of numerous incidents where the agents continue to do the PA II work that they previously did (only now as a PA I). This is not appropriate and staff should either be compensated for working out of class or staff in the appropriate classification should do the work.

Workload negotiations for the 53:1 caseloads continue, but infrequently. We continue to try to finalize the overtime policy for these caseloads and I think we are close to agreement on that document.

With caseloads extremely high statewide, it is imperative that you request overtime and/or specs be waived, starting early in the month. If you are not given adequate overtime, nor sufficient specs are waived, it is imperative that you send an email to your supervisor documenting the fact you did not meet caseload specs requirements due to excess caseloads, vacation, sick leave, etc. For cases where you do not meet specs because of excess caseloads, you should note the reason on each of your Record of Supervision (ROS). With high (sometimes double) caseloads, your supervisor should be approving overtime early in the month. I have talked to Dan Stone about this and he indicates he agrees with the need for overtime to be granted early in the month.

Office closures, consolidation of units and redirecting staff to manage caseloads continues on a regular basis. Contact your local rep or me if you have to move beyond the allowable mileage from your residence to your office. This will be more problematic as offices continue to close and it is not known how we will handle these scenarios when there is not an office within the allowable mileage. Management cannot move agents more than 50 miles without compensation. Agents can agree to be within 65 miles, which is their mileage determination.

We have requested resumption of PART moves pursuant to 19.06 of the MOU, but have not received a definitive answer either way. If you are interested, you should submit your PART request on July 1st, but not before. This is the first date new applications may be received. List any unit you are interested in relocating into, as we do not know exactly where the vacancies currently exist. There are viable vacancies throughout the state according to the Regional Administrators. PAAC has also asked for agents who have demoted to Correctional/Officer, to be able to return limited term until the parole population decreases to a level that the existing staff can supervise adequately. Retired annuitants continue to be used by DAPO; some are in field agent positions.

A memo was distributed in Region I regarding the Respiratory Protection Program FIT testing pursuant to CalOSHA requirements for the N95 mask DAPO agents receive. The memo stated that agents must report “clean shaven” for this process. DAPO parole agents do not have grooming standards relative to face hair and we have not received a notice to change this. I do not know how this will be handled if agents report for this fitting process with a moustache/beard. Contact me if you are dealing with this situation.

FUNA agents are being returned to field units with the number of FUNA agents being reduced. This appears to be in conjunction with the new Court Agent positions. They are currently limited term and you must be an incumbent PA to apply for these positions. Region III has selected three Court Agents to date. Region I and II have advertised and are currently interviewing for those spots. We negotiated those positions last week, but have not yet finalized those discussions. Training will occur in Galt the week of June 24th and the positions will begin July 1st, with the Court Transition Process starting that date.

Negotiations for the Court Transition Process started last week. We are one week away from a revocation process that switches from the BPH to local Superior Courts. There are many unanswered questions and the transition has not been completely resolved. There are 58 counties and DAPO does not control how these revocation processes will occur in each county. Agents need to contact me and/or your local PAAC reps for issues that arise during this transition.

Don’t forget to submit your memorandum for any off-duty/secondary employment you have. This must be updated on an annual basis for review and approval.

CCPOA Main table negotiations are currently occurring. PAAC has met once informally to work on issues in MOU Section 19. If you have any ideas/suggestions on things that need to be changed, added, modified, etc., send me an email with that information.

I have requested a copy of the Re-employment list for all BU 6 classifications. The list should be merged from all three Waves at this point.

A Training memo has been disseminated by DAPO with a reduction in previously required training. PAST training has been significantly reduced this calendar year to offset all the excess/new training added this year, such as: SOMS, COMPAS 8 and Court Transition. It is important that you document all training. If you have a month with training that limits the amount of time you have to meet your case specs, you need to ask for overtime if needed to complete your workload requirements.

The next PAAC meeting will be in August in Sacramento. As soon as the location is determined, flyers will be distributed.

CCPOA’s 37th Annual Convention & Training Conference will be held July 17 & 18, 2013, at the Peppermill Resort, Spa and Casino in Reno.

Results relative to Wave 3 options for impacted employees should be mailed out the week of March 25th. This will include an additional Statewide Bid (SWB) for those that do not have any options and are slated for layoffs. It is imperative that you review all the documents you receive immediately and thoroughly and respond if needed. If there are errors or issues, keep copies of all relative documents. Call CCPOA immediately, if California Human Resources (CalHR) does not resolve your issue, to determine if you need to file a grievance or appeal.

If you are unable to relocate or bid into a prison out of your area, consider looking for other employment using the DPA website. You can find other job vacancies that are transferable based on your salary.

We are already involved in 3:3 meetings, which have occurred in previous waves and were agreed to during each wave’s negotiation. These meetings include staff from Cal HR and Labor Relations, who meet with a CCPOA attorney, a CCPOA Labor Representative, and me. The meetings are scheduled to deal with Wave 3 individual situations in an attempt to resolve errors/issues and to alleviate grievances and/or appeals.

CCPOA is scheduled to receive the Re-employment list for all BU 6 classifications this week. Correctional Officers that were laid off in Wave 1 and 2 have received an interest/survey letter, and it appears job options may be available to them. All agents that bid during any wave of SWB should be on the Re-employment list for parole agents.

CCPOA/PAAC has received a notice from Labor Relations regarding training scheduled for May and June (16 hours) relative to the new revocation process. The new process will transfer to the counties in July. I have not seen any specific information on this transition, but negotiations will have to occur soon.

Negotiations for a revised firearm’s policy began and several sessions were conducted. We then subsequently discussed a 2007 memo from the CDCR Undersecretary. This memo requires clarification before implementation can occur which would require parole agents to wear their vests at all times they are working. We are waiting for a response from DAPO management regarding the vest, arming requirements and shotgun use. PAAC has not been able to get current table dates, so this negotiation remains open.

On March 20th, PAAC negotiated a change in the PAST lesson plan. The MOU section 19.02 remains in tact, which states that PAST is not a condition of employment. We may have some residual situations that will have us return to the negotiation table for clarification. The changes should only be the actual moves and inclusion of baton training all four quarters.

There is a pending negotiation notice for data/nexus. The notice did not include any policy, lesson plan or descriptions to advise what the change/additional work will be. I am waiting for further information and the negotiations will occur within the next 30 days.

The statewide Acting Out of Class grievance has still not been resolved. CCPOA/PAAC received a settlement offer, which was less than appropriate compensation. We are anticipating further information from Labor Relations and will need to schedule another meeting to continue to reach a settlement. The time frames for consideration of payment are identified, however, CCPOA/PAAC is waiting for clarification from Labor Relations on why the period for compensation is being narrowly identified. Also, we believe the information is not completely correct.

Workload negotiations for the 53:1 caseloads resume April 2nd. We anticipate working on an OT policy for the CPSRM caseloads. However, even without a specific policy relative to these caseloads, agents should ask for any necessary time to accomplish the work on these caseloads. I have heard that in some areas, supervisors/managers are subtracting custody and minimum cases before considering OT. This is not appropriate, since all cases require work. If you do not get approved for OT and cannot accomplish the requisite work specifications in a 41-hour workweek, send an email to your supervisor documenting that fact. If you have vacation, holidays or sick days used during a month, it is not realistic to think you can accomplish all your work even on a 53:1 caseload. Document and protect yourself if work is not getting done. DO NOT WORK FOR FREE. Note additional OD duties, increased caseloads, reduced workdays, off caseload requirements, etc.

Overtime must still be offered based on seniority in a unit, then complex, for work that is not for the Agent of Record’s caseload. I still hear of violations of this seniority OT. Contact your PAAC rep if this is occurring or you can write your own grievance.

There were numerous reports of problems associated with the questionnaire and exam relative to the fit testing for the TB masks. CCPOA met with Labor Relations after receiving information on the first questionnaire. The questions were modified as a result of that meeting. It is imperative that all parole agents participate in the process, so the N 95 TB masks may be provided. There is a reported TB outbreak in downtown Los Angeles, so all agents in that area should make sure they receive at least one N 95 mask in the event they are involved with individuals that have TB.

PAAC representatives continue to meet in all four regions relative to office closures, consolidation of units and redirecting staff to manage caseloads. By April 29th, when the remaining impacted agents will leave to attend the C/O Academy, caseloads will increase significantly. Even at this point in time, units have 300+ points, CPSRM caseloads exceed 100 in some locations and GPS agents are up to 65. While OT is more readily available in some areas, it continues to be an uphill battle to get compensation with these excessive caseloads. If you are being moved and have concerns, contact me.

Agents, who are required to do receptionist duties, by sitting in the clerical area and answer phones in their units, continue to increase statewide. There are units that will not have any support/clerical staff soon and may be down to 2-3 agents. These situations create monumental problems with office closures and reductions. It is not known who will process board reports, etc., nor handles the routine day-to-day operations of an office. Some units will start to have reduced hours and will have to be creative in handling the work, so agents can continue to handle their caseloads.

CCPOA will be providing Job Steward Training on May 6th from 9 AM to 4 PM at Marie Callender’s, 350 S. Mooney Blvd., Visalia, CA. Call CCPOA Fresno office to reserve a place in the training: 559-431-5390.

The next PAAC meeting will be 9 AM, May 18th at Embassy Suites Arcadia, 211 East Huntington Drive, Arcadia, CA 91006, 626-445-8525.

As information is distributed and posted regarding Wave 3 impacted employees and seniority, we already are seeing noticeable errors. There is a short time to try to get these errors fixed, so please contact Office of Resource Planning (ORP) AND me so I can keep track and try to also resolve. I need to know if PSA’s, Parole Agents, or Correctional Counselors (BPH) are listed in the wrong county, not listed at all and should be, seniority scores are wrong, etc.

Town hall meetings are scheduled the week of January 7th to coincide with the Statewide Bid Letters being sent out. It is important that you try to attend one of these sessions in your area to understand the process.

Correctional Counselors (CC) from the Board of Prison Hearings (BPH) are impacted in this wave as the revocation process will be taken over by the counties in July. There are also CC impacted in prisons, so they are competing for a small number of vacancies in their classification.

Impact is by classification in county, based on your office location. While that has some problems we continue to address, there are significant problems with the BPH and their CC’s. If you have a problematic situation, send me an email.

As a result of Wave 2 impact, caseloads in some areas are high. It is important that you document all attempts to get specs waived or overtime approved via email to your Supervisor and/or District Administrator. Contact your local representatives if you are not able to get adjustments and/or OT. If your supervisor is repeatedly waiving specs or waiving specs for a quarter, please let me know immediately. It is important that DAPO continue to supervise those parolees that are in our jurisdiction. Continuously waiving specs to avoid paying overtime needs to be addressed if it is occurring.

I have been tracking the Retired Annuitants that continue to work while our staff is being laid off or demoted. This information has been provided to CCPOA who is also pursuing this situation.

The statewide Acting Out of Class grievance has still not been resolved. We think that Labor Relations may be writing a settlement agreement, but we have not received it yet. As of this date, and despite the attention brought by this grievance, DAPO continues to have staff in Acting Out of Class positions that are not being compensated. We will need to start writing new, individual grievances where this is occurring. If you know of any circumstances please contact your local representative.

Workload negotiations for the 53:1 caseloads are still pending. Due to the number of dates to negotiate Wave 3, we have not had any recent dates for these negotiations. The team will be meeting informally this month to write proposals for future negotiations. Please contact your local team member in your Region to provide any input on these caseloads. I have been getting some good email suggestions recently. The overtime issue is one aspect I think we can get some clarification on during our next negotiation meeting. Team members are: Anita Earl (Region I), Shawn Wilson (Region II), John Bostick (Region III) and Gilbert Gil (Region IV).

GPS Agents using Point Pattern Analysis (PPA) are sending me input periodically. Please remember to send me emails if you are unable to get OT or get your tracks reviewed daily. Documentation is important if something occurs when you were unable to get some part of your work done. If you notify your supervisor, they make the decision to authorize overtime or are aware that you are not able to meet all your work specs.

We met with Region III and IV regarding reassignments relative to closing offices, consolidating units and redirecting staff to manage caseloads. Region III made some adjustments based on contract issues and Region IV has also been receptive. If you are being moved and have concerns, contact me.

The pilot programs for the new Urinalysis Policy in San Luis Obispo, Salinas and Santa Cruz will begin this month.

Agents who do receptionist duties in their units continue to be problematic statewide. Although I thought we had fixed this issue, there still appear to be some complexes where this still occurs. Contact me if you are one of them.

CCPOA attorneys have been working on the SPB appeals for problems that arose as a result of Wave 2. There have been mixed results and we will continue to monitor these cases as there will undoubtedly be more of the same problems in Wave 3. Keep copies of all of your paperwork, correspondence, ORP questions and answers, etc. It is important in the event you need to file grievances or appeals.

We are trying to ensure that each region has monthly meetings with the PAAC representatives to bring local issues to the table to discuss. If you have things that you want addressed, contact your local representatives. When they cannot resolve the issues with the regionals, we can bring them to our monthly meeting with the DAPO Director.

A lot of information has been distributed recently that is not factual. Rumors cause problems that are time consuming to curtail. If you hear something and you are not sure if it is accurate, please call me or your elected PAAC representative to get clarification before misinformation is further disseminated. There is so much information and problems that exist during these extensive waves of layoffs/impact, we need to focus on the real issues.