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:
HYATT REGENCY MISSION BAY
1441 Quivira Road
San Diego, California 92109