October 5, 2017

PECG recently held a formal Meet-and-Confer session over pay and benefits for PECG-represented supervisors and managers with the Governor’s Department of Human Resources (CalHR). PECG met with the Governor’s representatives now as many of PECG’s proposals would require funding in the State Budget. The Governor’s Department of Finance and CalHR are now preparing the Governor’s proposed budget for 2018 – 2019, which will be released on or before January 10, 2018.

Of the 21 State Bargaining Units, only PECG’s rank-and-file contract for Unit 9 ends on June 30, 2018 – meaning that any salary increase for July 1, 2018 has not yet been determined. Your Meet-and-Confer Team proposed that PECG-represented supervisors’ and managers’ salaries should be increased on July 1, 2018 to eliminate any salary lag reflected in the latest PECG/CalHR Salary Survey. The Salary Survey is updated each year to calculate the weighted average salary lag (or lead) between state engineers and engineers employed by certain local jurisdictions. If PECG’s proposal is accepted, the State would raise salaries by at least the amount of the salary lag reflected in the salary survey after it is updated early next year.

Last year the state implemented an “enhancement” to the leave buy back program which allowed only supervisors or managers over the 640 hour cap (as of December 1, 2016) to transfer the cash out of leave to a Savings Plus 401k or 457 as part of the leave buy-back program. PECG proposed that for 2017-2018, all PECG represented supervisors and managers should have the option to transfer cashed out leave to a Savings Plus 401k/457 – not just employees over the vacation/annual leave cap.

PECG proposed that the State increase the long term assignment and long term differential rates.  These rates to cover rent and utilities have not increased since 1999.  PECG’s proposal would update the rates to match the federal government’s long term lodging rates.

The Meet-and-Confer Team also proposed that the 120 PECG-represented employees who did not receive the full 10.1 percent salary inequity receive that full amount. We noted the recent strong departmental management support for increasing the salaries of the PECG-represented employees who did not receive the increase.

We continued a discussion with CalHR about arduous pay and the process for departments to provide this additional pay to supervisors and managers. The Meet and Confer Team also reiterated a proposal for operational availability compensating time off for certain Department of Water Resources supervisory employees working on the State Water Project.

As the State Budget process begins to take shape, we’ll keep you apprised of items impacting our pay and benefits.

The PECG Supervisory Meet and Confer Team appreciates your continued support.

Steve Lee
PECG Corporate Vice President, Supervisory

December 21, 2016

PECG recently held a formal Meet and Confer session over pay and benefits with the Governor’s Department of Human Resources (CalHR). Among the proposals made by PECG was a 2 percent salary increase for all PECG-represented supervisors and managers effective July 1, 2017. We made the proposal now so that CalHR would recommend inclusion of funding for this increase in the Governor’s proposed State Budget which will be released in early January 2017.

We thanked CalHR for implementing the leave buy-back last year at 80 hours as proposed by PECG in December 2015. We also discussed the new option for 2017 which allows supervisors or managers over the 640 hour cap as of December 1, 2016 to transfer the cash out of leave to a Savings Plus 401k or 457 as part of the leave buy-back program. We questioned why the Savings Plus 401k/457 option is available only to supervisors and managers over the 640 hour cap. PECG urged CalHR to allow all supervisors and managers the option to transfer to a Savings Plus 401k/457 in the future.

The Meet and Confer Team proposed that the 130 PECG-represented employees who did not receive the full 10.1 percent salary inequity receive that full amount. We noted specific department management support for increasing the salaries of the PECG-represented employees who did not receive the increase.

We discussed arduous pay and the process for departments to provide this additional pay to supervisors and managers. The Meet and Confer Team also proposed operational availability compensating time off for certain Department of Water Resources supervisory employees working on the State Water Project.

As CalHR responds to PECG’s proposals and as the State Budget process continues, we’ll keep you apprised of items impacting our pay and benefits.

The PECG Supervisory Meet and Confer Team appreciates your continued support and wishes you and your families a wonderful Holiday Season.

Steve Lee
PECG Corporate Vice President, Supervisory

October 4, 2016

Dear Colleague,

The Governor’s Office, through CalHR, recently announced that most state Supervisors and Managers received a 3% raise effective October 1, 2016. This is their first pay increase since July 2015.  As PECG members, we received a 5% salary increase on July 1.

PECG’s Supervisory Meet-and-Confer Team continues to emphasize in meetings with CalHR that we should receive at least the salary increases received by the rank-and-file.  The recent Policy letter states clearly that the raises for Supervisors are “tied to the rank-and-file employees they supervise.”  Thus, CalHR and the Governor agree with PECG’s proposal.

Some of the supervisors and managers who received the smaller increase, a few months after our increase, are members of the Association of California State Supervisors (ACSS).  ACSS is the group that employees can join when they promote out of SEIU, Local 1000 positions.  Although PECG works collaboratively with ACSS on issues of mutual concern, because we provide specialized and effective representation, we encourage eligible supervisors and managers to join PECG.  PECG not only provides expert individual representation when needed, but we are the voice for issues affecting the pay, benefits and working conditions of engineers, architects, land surveyors and related professionals.  Our latest 5% raise is a clear example of the benefits of being represented by PECG.

PECG’s Meet-and-Confer Team will soon be meeting with CalHR to develop the employee compensation funding pieces that will be part of the Governor’s proposed 2017-2018 state budget.

Thank you for your membership and continued support.

Steve Lee
PECG Vice-President, Supervisory

 

September 15, 2016

Dear Colleague,

As I conclude my term as your elected Vice-President Supervisory, I am pleased to report on the latest developments.  As you know, all PECG-represented supervisors and managers received a 5% salary increase effective July 1, 2016.  Most other supervisors and managers did not receive a raise at all, and no one received more.

PECG’s Meet-and-Confer Team will meet with CalHR this fall to ensure that funding for at least a 2% increase is included in next year’s budget.  We also will seek an increase in pay for the remaining supervisors and managers who did not receive the full 10.1% salary increase effective in 2014.

When we meet with the state, we will remind them of a time, not too long ago, when it was okay to provide additional items to the supervisory and managerial team.  It has been 15 years since we received $50 or $100 to our 401k/457 accounts.  Previously, cashing out vacation or annual leave was exclusive to supervisors or managers.  As that is no longer the case, the PECG Meet-and-Confer Team will work to find new ways for CalHR to recognize us, beyond the additional hour of vacation or annual leave.  If you have any ideas, please contact your local supervisory Section representative or a member of the Meet-and-Confer Team.  Contact information is available at www.pecg.org or through any PECG office.

There is one piece of legislation pending on the Governor’s desk that I want to highlight.  PECG supported Senate Bill 950 (Nielsen) which would provide arbitration for certain excluded employee grievances.  Arbitration of grievances instead of filing lawsuits has proven to be an effective and economical labor relations tool.  While the Administration may not be inclined to provide PECG and other supervisory organizations these rights, PECG has urged the Governor to sign the bill which would lead to a fair resolution of disputes and would save the state (and PECG) money as opposed to going to court.

I would like to congratulate all the recently elected Corporate Board members and Section leaders.  In particular, I wish my successor, Steve Lee, all the best.  As a former President of PECG, we are in good hands under his leadership.  I will stay involved in PECG activities and will continue to advocate for supervisors and managers.  As my time as your Supervisory representative comes to an end, I want to thank you for your continued membership and support.
Sincerely,

Cathrina Barros
PECG Corporate Vice President, Supervisory

 

July 1, 2016

Dear Colleague,

Last week, PECG held a formal Meet and Confer session over pay and benefits with the Governor’s Department of Human Resources (CalHR).  PECG reiterated the request for a 5 percent salary increase for all PECG-represented supervisors and managers.  Late yesterday, CalHR officially informed PECG in writing that all PECG-represented supervisory and managerial employees will receive a 5 percent general salary increase effective July 1, 2016 and that a pay letter will issue “in the near future” putting this increase into effect.  A $1 increase in the Shift Differential is also expected to be included in the Pay Letter.  PECG will push for the salary increase to be included in the July pay warrants and will keep you apprised of the status through the Weekly Update.

At the Meet and Confer session, we also thanked CalHR for implementing the leave buy-back program this year at up to 80 hours, depending on available departmental funding, as was proposed by PECG in December 2015.  We discussed the need for increases in reimbursement rates for long term assignments and differentials and made a new proposal that certain DWR supervisors and managers be eligible for the Operational Availability program while working on the State Water Project.

The Meet and Confer Team again requested that PECG-represented supervisory and managerial employees who did not receive the full 10.1 percent salary inequity receive that full amount.  We noted specific examples of department management support for increasing these salaries.  CalHR indicated that at present there are no plans to adjust any of these salaries.  PECG and the Meet and Confer Team will continue to press for increases in these classes with CalHR and the departments utilizing the classes.

Finally, PECG pushed for an answer from CalHR over the proposal for retroactivity for the salary increases withheld from 2008 until 2014.  When CalHR said in December of 2015 they had “no interest” in retroactivity, PECG made a proposal to provide leave credits in lieu of salary.  Last week, CalHR responded that it was “not in a position to make retroactive adjustments” and felt that the Administration had already properly addressed the salaries of PECG-represented supervisory employees.  CalHR declined PECG’s proposal to address retroactivity with leave credits and stated that “no additional action” regarding retroactivity will be taken.  The Meet and Confer Team disagreed with CalHR’s position and decision.

The PECG Supervisory Meet and Confer Team appreciates your continued support.

Cathrina Barros
PECG Corporate Vice President, Supervisory

 

December 4, 2015

Earlier this week, PECG held a formal Meet and Confer session over pay and benefits with the Governor’s Department of Human Resources (CalHR).  Among the proposals made by PECG was a 5 percent salary increase for all PECG-represented supervisors and managers effective July 1, 2016.  We made the proposal now to ask that CalHR recommend inclusion of funding for this increase in the Governor’s proposed State Budget which will be released in early January 2016.

At the Meet and Confer session, we thanked CalHR for implementing the leave buy-back last year at 40 hours as proposed by PECG in November 2014.  For this fiscal year, we proposed that up to 80 hours of leave buy-back be allowed – which is the amount included for PECG’s rank-and-file employees in the new Unit 9 MOU.  We also discussed the need for increases in reimbursement rates for long term assignments and differentials.

The Meet and Confer Team proposed that PECG-represented employees who did not receive the full 10.1 percent salary inequity receive that full amount retroactive to July 1, 2014.  We noted department management support for increasing the salaries of the PECG-represented employees who did not receive the increases.

PECG and CalHR also discussed retroactivity for the salary increases withheld from 2008 until last year.  When CalHR said they had “no interest” in retroactivity, PECG made a proposal to provide leave credits in lieu of salary.  We await CalHR’s specific response to this proposal.

Today, we had a meeting with all Section area Vice President Supervisors to update them on these topics in addition to the latest PECG is working on for our supervisory and managerial membership.  If you’d like additional information, contact your Section VP Supervisory or one of your Meet and Confer Team members.

The PECG Supervisory Meet and Confer Team appreciates your continued support.

Cathrina Barros
PECG Corporate Vice President, Supervisory

September 4, 2015

Dear Colleague,

I am happy to report on some positive developments.  As of July 1, 2015, all PECG represented supervisors and managers received a 3.3% salary increase, while most other state supervisors and managers received a 2.5% increase.  While a small difference, it was significant to the Supervisory Meet-and-Confer Team that we receive at least the raises received by the rank-and-file so that we did not fall back into a situation where our senior rank-and-file colleagues were paid more than us.  Our 3.3% increase will count toward our highest year compensation for retirement purposes without being delayed.

You have likely heard the news that PECG’s rank-and-file Unit 9 Bargaining Team and CalHR, representing the Governor, have reached agreement on a new Memorandum of Understanding which will run through June 30, 2018.  The new proposed MOU includes a 5% increase on July 1, 2016 and another 2% increase on July 1, 2017.  The new MOU calls for the rank-and-file to begin paying 0.5% of salary (pre-tax) beginning July 1, 2017 to pre-fund retiree health care, increasing to a total of 2% of salary by July 1, 2019.  The agreement must be approved by the Legislature and by PECG’s rank-and-file membership.

Many supervisors and managers have asked whether we will receive these planned raises and whether we will be subject to the same pre-funding of retiree health care.  PECG’s Meet-and-Confer Team will meet with CalHR to ensure that funding for at least a 5% increase is included in next year’s budget.  Other likely topics include the Administration’s plan for pre-funding retiree health care, retroactive salary inequity pay, and full salary inequity pay for the remaining supervisors and managers who did not receive the full 10.1% salary increase effective July 1, 2014.  If you have any other issues or concerns you would like considered, please contact your local supervisory Section representative or a member of the Meet-and-Confer Team.  Contact information is available at www.pecg.org or through any PECG office.

In closing, I would like to congratulate all the recently elected Corporate Board members and Section leaders.  In particular, I wish my successor, Cathrina Barros, all the best.  We are very fortunate to have such capable people willing to volunteer their time to represent our interests!  As my time as your Supervisory representative comes to an end, I want to thank each and every one of you for the support and encouragement you gave me over the last three years.

Sincerely,

Alan Escarda
PECG Corporate Vice President, Supervisory

May 20, 2015

Dear Colleague,

Late last week Governor Brown released the “May Revision” to his proposed State Budget.  The May Revision makes no significant changes to the funding for state employee compensation which he proposed in January.  This means the Budget as proposed contains funding for a 3.3 percent salary increase effective July 1, 2015 for all PECG represented supervisors and managers.  While the salary increases will not be certain until approved by the Legislature and implemented by the California Department of Human Resources (CalHR), we appreciate the Administration including the funding at this level as other supervisors and managers are scheduled to get slightly smaller salary increases of 2.5 percent effective July 1.

The proposed salaries were also a topic of our recent Meet-and-Confer session with CalHR.  In addition to reiterating our proposal for the 3.3 percent increase, PECG noted that salaries for supervising and managerial engineers should flow from the joint salary survey conducted by PECG and CalHR.  At the Meet-and-Confer session, we thanked CalHR for implementing the leave buy-back at 40 hours as proposed by PECG in November 2014.  Allowing 40 hours of leave to be cashed out is an increase from the 20 hours allowed last year, and a higher amount than offered to most of the rank-and-file employees allowed to cash out leave.  We also discussed the need for increases in long term assignments and differentials.

The Meet-and-Confer Team made specific proposals to provide employees who did not receive the full 10.1 percent salary inequity adjustment with that full amount effective July 1, 2014.  As of now, CalHR says it does not plan to adjust those salaries for the 19 remaining classes of PECG members.  PECG is continuing to press for departmental support to adjust salaries and will be following up with impacted members on a class by class and department by department basis.

PECG and CalHR also discussed retroactivity for the salary increases withheld since 2008.  While PECG’s position has long included full retroactivity from the time the inequity was created, CalHR resisted the notion of monetary compensation for six years.  PECG and CalHR are continuing the discussion over what, if anything, can be done related to retroactivity for the salary inequity.

Finally, CalHR did not make any proposals or presentations regarding the Governor’s plan to have state employees to begin to contribute toward retiree health care or any other health care issues.  While PECG expects a proposal from CalHR in this area related to supervisors and managers, as of yet the details of the proposal and the timing of when the Administration seeks to implement changes in these areas remain unknown.

The PECG Supervisory Meet and Confer Team appreciates your continued support.

Alan Escarda
PECG Corporate Vice President, Supervisory

August 20
AT LAST! Your long-awaited salary increase becomes reality!

Dear Colleague,

All employees in PECG-represented supervisory and managerial classes (SO9 and MO9) will receive substantial salary increases effective July 1, 2014. In most cases, the raises will be 10.1% or slightly more. (Most other supervisors and managers in state service received 2% increases.)

This has been a long, hard six-year battle to correct a pay inequity which occurred in 2008 under the Schwarzenegger Administration. Fixing this problem has been a top priority for PECG for the past six years. We appreciate your support and patience and the assistance of several state department heads and CalHR in helping us achieve success. We also thank the Brown Administration for resolving a situation they inherited from the prior Administration.

This is how it came about.

In 2005, 2006, and 2007, Seniors in Unit 9 received salary increases of 7.7%, 12.4%, and 14.1%. This resulted from contract negotiations with Governor Davis’ Administration, based on a salary survey of engineers in comparable positions in California’s larger cities and counties. PECG-represented supervisors and managers received the same increases, meaning that their salaries increased by 38.1% over that same three year period. As supervisors and managers are not in a bargaining unit and are not covered by a Memorandum of Understanding (MOU) or contract, their pay and benefits are negotiated through a meet and confer process with PECG, with the final decision made by CalHR, the Governor’s negotiators.

In July 2008, Seniors in Unit 9 received a 10.1% pay increase. While there was money in the State Budget to provide this increase to PECG-represented supervisors and managers, Governor Schwarzenegger refused to authorize the expenditure of the funds. This initiated a long, six-year effort by PECG to correct this salary inequity which created a system in which Seniors in the bargaining unit received a 10.1% higher salary than supervisory Seniors, sometimes in the same classification. In some cases, supervisors were paid less than the employees they supervised!

PECG sought to convince two Governors and the Legislature to approve the funding and provide the increases in subsequent years. We pursued formal Administrative Hearings, support from other organizations, and other avenues to achieve the goal. Many of you wrote letters and signed petitions. Several state department heads (notably Caltrans and the Department of Water Resources) supported PECG’s efforts. Everyone agreed that there was a salary inequity, but getting approval for the funding to correct it during several years of an economic recession was a serious problem.

Finally, Governor Brown agreed to include funding in his State Budget proposal last January. This was the start on the road to success. Legislative committees included the funding in draft State Budgets during the spring. The Governor’s May Revise, updating his January proposal, continued to include the funding for the increases for PECG-represented supervisors and managers. When the State Budget passed and the Governor signed it, the last step was for CalHR to send Pay Letters to the Controller, instructing him to include the increases in the paychecks.  On July 8 and August 20, the Pay Letters were sent to the Controller.

The salary increases will be included in the checks for the September pay period. The raises are retroactive to July 1, 2014. The July and August pay period increases will be paid in a separate check in September.

Most of the 2,600 PECG-represented supervisors and managers will receive a 10.1% salary increase, effective on July 1. The only major exception will be the 71 Transportation Surveyor Party Chiefs who will receive a raise of 6% to place them 5% above Transportation Surveyor Range D, the highest paid employee they supervise. To find out the raise for your classification and salary range click here: Pay Letter 14-17. Be aware that the percentage shown in the Pay Letter is in addition to the 2% reported in the July 8 Pay Letter, compounded. For example, a 7.93% increase in the Pay Letter on top of the previous 2% increase is a compounded total increase of 10.1%. A few classes are not listed in the Pay Letter, which we are pursuing with CalHR.

It has been a long and difficult process to correct this inequity. The PECG leadership appreciates the support and patience of the PECG membership. The goal of correcting the salary inequity has now been achieved.

Cathrina Barros                                 Alan Escarda
PECG President                               PECG Vice President Supervisory