3.1 Salary Parity for Unit 9

The State and PECG will continue to complete the salary survey of Unit 9. This survey will include the Professional Engineer Benchmarks that utilize the California public agencies and the University of California included in the department’s survey dated December 2002, and the local agency classifications and salary range matches contained therein.  The salary survey for those classifications and agencies shall be current data.  The agencies and classifications included in the survey shall only be changed upon agreement between CalHR and PECG.

Survey Methodology:

A.  All steps in each salary range shall be increased by the same percentage. The salary for intermediate classifications in ranges between the Entry and Supervisory levels shall be based on prorating or interpolating the salaries.

B.  All salary increases shall be rounded to the nearest dollar. In no event shall salaries be reduced as a result of this provision. CalHR and PECG may negotiate salaries above the minimum level on any general, regional, specialty, classification, department, or other basis they choose to agree upon.

C.  Salaries for Unit 9 employees shall be increased as appropriate to correspond to the timing of the salaries received by local agency employees included in the survey.

By mutual agreement CalHR and PECG can meet to discuss benchmarks and methodologies.

Beginning with the January 2016 salary survey, the calculation of the salary lead or lag for Unit 9 employees shall be based on the weighted average salaries of employees in the classifications in the surveyed agencies as of January 1.

Notwithstanding the above provisions, salary increases pursuant to this section shall not be provided during the term of this MOU.

The most current version of the salary survey will be posted on the CalHR website.

3.2 Merit Salary Adjustments

a.  Unit 9 employees shall receive annual merit salary adjustments in accordance with Government Code Section 19832 and applicable CalHR rules.

b.  Notwithstanding 2 Cal. Code Reg. § 599.684, an employee whose merit salary adjustment is denied may appeal pursuant to Article 12 (Grievance and Arbitration) of this agreement.

3.3 Professional Qualification Compensation

a. Licensing Examinations – Fees and Time Off

 1.  Upon successful completion of any portion of the examination for the licenses listed below, the State shall reimburse Unit 9 employees for all fees and charges required to apply for and participate in the examination for the following professional licenses: Engineer, Architect, Landscape Architect, Land Surveyor, Engineer-in-Training, LSIT, Engineering Geologist and Geologist. The State shall also reimburse Unit 9 employees for their renewal fees for the above licenses provided, however, the State shall not reimburse employees for late fees (or penalties) due to untimely renewal.

2.  The State shall credit eight (8) hours of compensating time off upon successful completion of the examination needed to obtain one of the licenses listed in 1. above to compensate for that portion of the exam taken on the employee’s normal day off.

3.  If an employee is scheduled to take an examination for one of the licenses listed in 1. above during his/her work day, the employee will be granted State release time to take the examination upon presentation of proof that the employee is scheduled for the examination. Such release time is limited to the time required for the exam and includes reasonable travel time to and from the nearest examination site, not to exceed the normal work shift on the exam day.

b. Professional Society and Organization Dues

Unit 9 employees who have an active license in the field in which they are employed shall, regardless of whether the license is required as a condition of employment for their classification (or range within a classification), be reimbursed for dues paid to one job-related professional society or organization. Said reimbursement shall not exceed one hundred dollars ($100) per fiscal year provided, however, the State shall not reimburse employees for late fees or penalties due to untimely renewal of their membership. 

3.4 Bilingual Differential Pay

Bilingual Differential Pay applies to those positions designated by the Department of Human Resources as eligible to receive bilingual pay according to the following standards:

a.  Definition of bilingual positions for Bilingual Differential Pay

(1)   A bilingual position for salary differential purposes requires the use of a bilingual skill on a continuing basis averaging ten percent (10%) of the time. Anyone using their bilingual skills ten percent (10%) or more of the time will be eligible whether they are using them in a conversational, interpretation, or translation setting. In order to receive bilingual differential pay, the position/employee must be certified by the using department and approved by the Department of Human Resources. (Time should be an average of the time spent on bilingual activities during a given fiscal year.)

(2)   The position must be in a work setting that requires the use of bilingual skills to meet the needs of the public in either:

(a)   A direct public contact position;

(b)   A hospital or institutional setting dealing with patient or inmate needs;

(c)   A position utilized to perform interpretation, translation, or specialized bilingual activities for the department and its clients.

(3)   Position(s) must be in a setting where there is a demonstrated client or correspondence flow where bilingual skills are clearly needed.

(4)   Where organizationally feasible, departments should ensure that positions clearly meet the standards by centralizing the bilingual responsibility in as few positions as possible.

(5)   Actual time spent conversing or interpreting in a second language and closely related activities performed directly in conjunction with the specific bilingual transaction will count toward the ten percent (10%) standard.

b.  Rate

(1)   An employee meeting the bilingual differential pay criteria during the entire monthly pay period would receive a maximum $100.00 per monthly pay period, including holidays.

(2)   A monthly employee meeting the bilingual differential pay criteria less than the entire pay period would receive the differential on a pro rata basis.

(3)   A fractional month employee meeting the bilingual differential pay criteria would receive the differential on a pro rata basis.

(4)   An employee paid by the hour meeting the bilingual differential pay criteria would receive a differential of $.58 per hour.

(5)   An employee paid by the day meeting the bilingual differential pay criteria would receive a differential of $4.61 per day.

c.  Employees, regardless of the time base or tenure, who use their bilingual skills more than ten percent (10%) of the time on a continuing basis and are approved by the Department of Human Resources will receive the bilingual differential pay on a regular basis.

d. Bilingual differential payments will become earnings and subject to contributions to the State Retirement System, OASDI, levies, garnishments, Federal and State taxes.

e.  Employees working in positions which qualify for regular bilingual differential pay as authorized by the Department of Human Resources may receive the appropriate pay during periods of paid time off and absences (e.g., sick leave, vacation, holidays, etc.).

f.  Employees will be eligible to receive the bilingual differential payments on the date the Department of Human Resources approves the departmental pay request. The effective date shall be retroactive to the date of appointment, not to exceed one (1) year, and may be retroactive up to two (2) years, to a position requiring bilingual skills when the appointment documentation has been delayed. The effective date for bilingual pay differential shall coincide with the date qualified employees begin using their bilingual skills on a continuing basis averaging ten percent (10%) of the time, consistent with the other provisions of this section.

g. Bilingual differential payments will be included in the calculation of lump sum vacation, sick leave and extra hour payments to employees terminating their State service appointment while on bilingual status.

h. Effective October 31, 2002, qualifying employees in Work Week Group 2 shall receive bilingual compensation for overtime hours worked.

i. Employees receiving regular bilingual differential pay will have their transfer rights determined from the maximum step of the salary range for their class. Incumbents receiving bilingual pay will have the same transfer opportunities that other class incumbents are provided.

j.  The bilingual differential pay shall be included in the rate used to calculate temporary disability; industrial disability and non-industrial disability leave benefits.

3.5 Overpayments/Payroll Errors

Overpayments/Payroll errors shall be administered in accordance with Government Code Section 19838 except as otherwise provided in Section 3.12 entitled Late Docks.

3.6 Timely Payment of Wages

a.  When a permanent full-time or probationary employee receives no pay warrant on payday, the State agrees to issue a salary advance, consistent with departmental policy and under the following conditions:

  1. When there are errors or delays in processing the payroll documents and the delay is through no fault of the employee, a salary advance will normally be issued within two (2) work days after payday for an amount close to the actual net pay (gross salary less deductions) in accordance with departmental policy.
  2. When a regular paycheck is late for reasons other than (1) above (e.g., AWOL, late dock), a salary advance of no less than 50% of the employee’s actual net pay will normally be issued within five work days after payday except as otherwise provided in Section 3.12 entitled Late Docks. No more than two salary advances per calendar year may be issued under these circumstances.
  3. The difference between the employee’s net pay and the salary advance shall not be paid until after receipt of the Controller’s warrant for the pay period.
  4. The circumstances listed in (1), (2), and (3) are not applicable in remote areas where difficulties in the payroll process would not allow these timelines to be met. In these areas the State agrees to attempt to expeditiously correct payroll errors and issue salary advances.

b. It will be the responsibility of the employee to make sure voluntary deductions (e.g., credit union deductions, union dues, etc.) are paid.

c.  This provision does not apply to those employees who have direct deposit. This provision does not preclude advances if they are provided for under any other rules or policies where direct deposit is involved.

d.  For overtime checks, an advance for an amount close to the actual net pay shall be issued by the end of the pay period following the actual month for which the overtime is submitted if the overtime check is not available at that time.

3.7 Long Term Differential

a. This section applies to Caltrans employees who otherwise qualify for long term per diem pursuant to Section 7.1, Business and Travel Expenses. Employees receiving the differential provided for in this section shall not receive long term per diem.

b. Caltrans employees who are assigned in writing to Long Term Assignments (LTA) for more than one year (365 days) at the outset of their assignment letter and who otherwise qualify for long term per diem shall receive a monthly pay differential in lieu of long term per diem for meals and receipted lodging.

c. To qualify for the LTA monthly differential, affected employees shall be required to submit receipts as proof that actual lodging expenses were incurred.

d. The LTA monthly differential will be paid for a period starting the first day of the actual assignment and will end the last day of the assignment. The monthly differential shall be pro-rated for months in which the LTA begins or ends in the middle of the month.

e. The LTA monthly differential shall be $1,800.00. Effective October 31, 2002, this rate shall be the same for employees who maintain (and employees who do not maintain) a separate permanent residence at their headquarters location as otherwise described for purposes of long term travel reimbursement in subsection 7.1 of this agreement.

f. Long Term Differential Pay shall not be added to base pay for purposes of calculating such things as overtime.

g. Long Term Differential Pay shall not be considered compensation for purposes of retirement contributions.

h. Departments other than Caltrans may provide the Long Term Assignments differential provided in this section at the department’s discretion.

3.8 Prison Recruitment and Retention Bonus

a. Effective July 1, 1998, Unit 9 employees who are employed by the Department of Corrections and Rehabilitation at Avenal, Ironwood, Calipatria, Centinella or Chuckawalla Valley State Prisons, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,400, payable thirty (30) days following the completion of the twelve (12) consecutive qualifying pay periods.

b. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at Avenal, Ironwood, Calipatria, Centinella or Chuckawalla Valley State Prisons, there will be no pro rata payment for those months at either facility.

c. If an employee is mandatorily transferred by the Department, he/she shall be eligible for a pro rata share for those months served.

d. If an employee promotes to a different facility, or department other than Avenal, Ironwood, Calipatria, Centinella or Chuckawalla Valley State Prisons prior to completion of the twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the Department will be entitled to a pro rata share of the existing retention bonus.

e. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods.

f. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.

g. Employees on IDL shall continue to receive this stipend.

h. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution and then takes six (6) months maternity leave, the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of $2,400.

3.9 Shift Differential

Unit 9 employees who regularly work shifts shall receive a night shift differential as currently set forth below:

Effective July 1, 2015, Unit 9 employees who regularly work shifts shall receive a night shift differential as set forth below:

a. Employees shall qualify for the first night shift pay differential of eighty (80) cents per hour where four (4) or more hours of the regularly scheduled work shift falls between 6 p.m. and 12 midnight.

b. Employees shall qualify for the second night shift pay differential of one dollar per hour where four (4) or more hours of the regularly scheduled work shift falls between 12 midnight and 6 a.m.

Effective July 1, 2016, Unit 9 employees who regularly work shifts shall receive a night shift differential as set forth below:

a. Employees shall qualify for the first night shift pay differential of one dollar and eighty cents (1.80) per hour where four (4) or more hours of the regularly scheduled work shift falls between 6 p.m. and 12 midnight.

b. Employees shall qualify for the second night shift pay differential of two dollars per hour where four (4) or more hours of the regularly scheduled work shift falls between 12 midnight and 6 a.m. 

3.10 Diving Pay

a. Incumbents in classifications currently eligible to receive diving pay shall continue to receive the differential at the rate of $12.00 per diving hour.

b.  Upon Department of Human Resources approval, new classes may be added to the eligible list and employees meeting these diving pay criteria will be so compensated.

3.11 Range Changes

a.  Employees shall receive upon movement to an alternate range the salary and MSA provided in the Alternate Range Criteria for the class. If there are no specific salary regulations provided in the Alternate Range Criteria, the employee shall receive the salary and MSA as provided in CalHR Rule 599.681.

b.  Employees, at their discretion, who are eligible for a range change may defer their range change up to six (6) qualifying pay periods in order to coincide the range change with the effective date of their MSA. Said requests by employees shall be in writing and submitted no less than 30-days prior to the employee’s anniversary date for purposes of the range change.

3.12 Late Docks

Notwithstanding Section 3.5 (Overpayments/Payroll Errors) and Section 3.6 (Timely Payment of Wages), departments may elect to proceed as follows as it pertains to “late docks”.

a. Whenever an employee is charged with a “late dock” as defined by the State Controller’s Office (SCO) for the purpose of issuing salary through the negative payroll system, departments may issue the employee’s paycheck for that period as if no late dock occurred. This means that:

  1. The employee will receive a regular pay warrant on pay day (unless it would have been withheld for purposes other than the late dock);
  2. The employee will be overpaid, since the dock time will not have been deducted from the employee’s pay check; and,
  3. The employee’s pay will be adjusted for any dock time occurring before the SCO cutoff date, since late docks occur on or after the cutoff date established by SCO.

a. Employees who are overpaid because of paragraph a. above, will repay the State for their overpayment by an automatic payroll deduction of the total amount from their next month’s pay check/warrant (or successive warrants where needed to satisfy the debt). Departments shall notify employees about the overpayment and the automatic payroll deduction in writing. The absence of said notification before the overpayment is made will not preclude the department from automatically deducting overpayments as otherwise permitted by this section.

b. Departments that elect to proceed under this section may do so on an employee-by-employee basis thereby reserving the right to issue salary advances in lieu of a regular paycheck in order to avoid an overpayment due to a late dock under such circumstances as when an employee has previous “late dock” situations or if there is reason to expect the employee to leave state service prior to the end of the next pay period.

c. If an employee separates or retires from State service before satisfying late dock overpayments as a result of this section, the State shall deduct the total amount due from any other pay owing the employee at the time of his/her separation or retirement.

3.13 ICBO/OSHPD Certificates – Department of General Services

Full-time Unit 9 employees employed by the Department of General Services (DGS) in the following classifications who successfully complete the examination for the International Conference of Building Officials (ICBO) or the Office of Statewide Health Planning and Development (OSHPD) certificates may be reimbursed for application and/or examination fees. Full-time Unit 9 employees in DGS may also be reimbursed for renewal fees once every three years.

Construction Inspector II
Construction Supervisor I
Construction Supervisor II

3.14   Safety Professional Certificates – Department of Industrial Relations

Full-time Unit 9 employees employed by the Department of Industrial Relations (DIR) in the following classifications who successfully complete the examination for Certified Safety Professional administered by the Board of Certified Safety Professionals may be reimbursed for application and/or examination fees. Full-time Unit 9 employees in DIR may also be reimbursed for renewal fees once per calendar year.

Junior Safety Engineer
Assistant Safety Engineer
Associate Safety Engineer
Associate Safety Engineer (Amusement Rides)
Associate Safety Engineer (Elevators)
Associate Safety Engineer (M/T)
Associate Safety Engineer (Pressure Vessels)
Senior Safety Engineer (Construction)
Senior Safety Engineer (Electrical)
Senior Safety Engineer (Industrial) 

3.15 Climbing Pay

a. Air Resources Board

Air Resources Board (ARB) employees who are required to climb to the sampling point of smoke stacks or storage tanks at a height of 30 feet or more shall receive an hourly differential of $10.00 per actual climbing hour. Said employees may be required to successfully complete training prescribed by ARB as a condition of employment in positions requiring climbing. Effective April 1, 2002, “climbing” smoke stacks and storage tanks requires the use of hands and feet for thirty (30) feet upward to sampling points. “Climbing” does not include such things as taking an elevator or climbing the stairs in a building upon which a smoke stack is located.

b. Caltrans and Water Resources

Caltrans and Department of Water Resources employees who are required to climb using climbing equipment, and employees of the same departments who are required to hold backup safety lines for climbers, shall receive an hourly differential of $10.00 per actual climbing hour using climbing equipment or holding backup safety lines. Said employees may be required to successfully complete training prescribed by their respective departments as a condition of employment in positions requiring climbing or securing backup safety lines.

c. Department of Industrial Relations

Effective April 1, 2002, Department of Industrial Relations (DIR) employees who are required to climb a tower crane, or any other structure in which the employee is required to use climbing equipment, to a height of thirty (30) feet or more for the purpose of conducting an inspection or investigation shall receive an hourly differential of ten dollars ($10) per actual climbing hour. Said employee may be required to successfully complete training prescribed by the Division of Occupational Safety and Health as a condition of employment in positions necessitating climbing.

d. Department of General Services and California Governor’s Office of Emergency Services

Department of General Services (DGS)  and California Governor’s Office of Emergency Services (CalOES) employees who are required to climb Telecommunications tower antenna structures and employees of the same departments who are required to hold backup safety lines for climbers at a height of thirty feet or more, shall receive an hourly differential of ten dollars ($10) per actual climbing hour using climbing equipment or holding backup safety lines. Climbing requires the use of hands and feet and shall not include such things as taking an elevator or climbing stairs contained in a building upon which a tower antenna structure is located. Employees are required to complete training prescribed by DGS or CalOES in positions requiring climbing.

e. Compensation Terms

Effective April 1, 2002, employees who “climb” pursuant to a., b., c., and d. will receive a minimum of one hour of climbing pay for any amount of climbing during the first hour of each day. Additional times spent climbing after the first hour during the same day will be rounded to the nearest quarter hour.

3.16 Non-Licensed Classification Bonus

Employees in non-deep classifications at the associate level which do not require a license as a condition of appointment or promotion who currently have or during the term of this agreement obtain a license related to their field of work, shall receive a one-time $500 bonus and (effective October 31, 2002) shall not receive multiple boni.

3.17 Traffic Engineer Differential

Ten (10) licensed Traffic Engineers in Range C of the Transportation Engineer, Caltrans, classification who spend a majority of their time performing Traffic Engineer related duties, shall receive a salary differential effective July 1, 1999, of $225 per month. If there are more than ten (10) qualifying engineers, those ten (10) with the most state seniority shall receive the differential. The differential shall be considered compensation for purposes of retirement and overtime.

3.19 Recruitment and Retention Pay Differential

a. Effective April 1, 2002, the State shall provide a Recruitment and Retention Pay Differential of three hundred dollars ($300) per month to all employees in the classes listed below: 

Class Code Schem Code Classification
3345 GV80 Structural Engineering Associate
3336 GV50 Senior Structural Engineer
3359 GW10 Lead Senior Structural Engineer – Emergency
3362 GW20 Senior Structural Engineer – Emergency
3163 GK20 Senior Transportation Electrical Engineer (Specialist)
3166 GK30 Associate Transportation Electrical Engineer (Specialist)
3600 HJ30 Senior Electrical Engineer
3603 HJ40 Associate Electrical Engineer
3000 GM15 Associate Electrical Engineer, Caltrans
3611 HK10 Associate Electrical Engineer Hydraulic Structures
3613 HJ55 Electrical Engineer
3825 HY70 Associate Sanitary Engineer
3848 HY90 Sanitary Engineer (Range D)
3640 HK85 Associate Telecommunications Engineer
2177 GM30 Senior Electrical Engineer, Caltrans (Specialist)
3377 GX60 Associate Electronics Engineer
3609 HJ54 Transportation Engineer (Elect)
4847 BI26 Elect Gen Systems Program Specialist I
4848 BI23 Elect Gen Systems Program Specialist II
4860 BI36 Elect Transmission Systems Program Specialist I
4861 BI33 Elect Transmission Systems Program Specialist II

b.    1. Effective April 1, 2002, the State shall provide a Recruitment and Retention Pay Differential of $200 per month to all employees in the classes listed below:

Class Code Schem Code Classification
3406 GZ30 Assistant Chemical Testing Engineer
3607 HJ70 Assistant Engineering Specialist – Electrical
3899 IF55 Assistant Safety Engineer
3643 HK95 Assistant Telecommunications Engineer
3649 HN25 Automotive Equipment Standards Engineer
3409 GZ40 Junior Chemical Testing Engineer
3132 GH60 Junior Civil Engineer
3890 IF35 Junior Safety Engineer
3848 HY90 Sanitary Engineer (Ranges A, B, and C)
  1. The above Recruitment and Retention differential payments shall not be considered as compensation for purposes of retirement contributions.
  2. If an employee transfers to an ineligible classification, CalHR may rescind the differential.

c.  1. Effective April 1, 2002, upon approval by the Department of Human Resources and PECG, departments may provide Unit 9 employees a recruitment and retention differential for specific positions, classifications, facilities, or geographic locations.

  1. Less than full-time permanent employees shall receive the recruitment and retention differential on a pro rata basis.
  2. Permanent intermittent employees shall receive a pro rated recruitment and retention differential based on the hours worked in the pay period.
  3. Recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.
  4. The department may withdraw any recruitment and retention differential established pursuant to this section for a specific position(s), classifications, facilities, geographic locations for new hires with a thirty (30) day notice to PECG.
  5. It is understood by PECG that the decision to implement or not implement recruitment and retention payments established pursuant to this section, or to withdraw authorization for such payments or differential, and the amount of such payments or differentials rest solely with the State and that such decision is not grievable or arbitrable.

3.21 Lead Person Differential

a. Effective October 31, 2002, Transportation Surveyors (Class code 3029) employed by Caltrans who are designated as Lead persons in writing over a field survey party shall receive a lead person differential of $253.00 per month.

b.  Employees who receive the differential waive the right to seek out-of-class compensation based on, or as consideration for, lead person duties.

c.  This differential shall be considered compensation for purposes of calculating retirement. The differential shall also be considered part of the base for purposes of calculating overtime.

3.25 Personal Expense Differential

1. This section applies to Unit 9 employees who are required to be on State business more than 50 miles from their home and headquarters and incur personal, non-receipted expenses as the result of said travel which are not reimbursed under statutes, regulations, policies or MOU provisions pertaining to business and travel expenses.

2.  Employees receiving reimbursement for business and travel expenses by other means (e.g., statutes, rules or MOU provisions such as the Long Term Differential in Section 3.7 or Business and Travel Expenses in Section 7.1) shall not be eligible for the personal expense differential.

3.  Eligible employees may request (and shall thereafter receive) a personal expense differential rate of:

A.  $67 for personal, non-receipted expenses associated with travel of 12 to 24 hours if expenses are incurred; and,

B.  $33 for personal, non-receipted expenses associated with travel of less than 12 hours if expenses are not incurred.

4.  The personal expense differential may only be requested (and shall only be approved) when the employee used facilities such as, but not limited to, house trailers and camping equipment. Staying with friends, relative or at one’s own second residence is not qualifying.

5 Departments may adopt differing procedures for purposes of implementing this section (e.g., the form used to request the differential, cutoff dates for submission of the form). Advances will not be approved.

6. The personal expense differential shall not be considered compensation for purposes of calculating overtime.

7. The personal expense differential shall not be considered compensation for purposes of retirement contributions.

3.26 Salaries

All Unit 9 employees shall receive a General Salary Increase (GSI) of  5% effective July 1, 2016.

All Unit 9 employees shall receive a General Salary Increase (GSI) of  2% effective July 1, 2017.

3.27 DWR Operational Availability

This provision is effective July 1, 2015.

A.  The Department of Water Resources has established a compensated time off (CTO) bonus as an incentive for Unit 9 permanent full-time employees to improve the operational availability of generating and pumping plants in the State Water Project.

  1.  On January 1 of each year DWR will establish the operational availability goals (Benchmarks) for each field division to be achieved by December 15 of that year. Operational Availability goals for enumerated Bargaining Unit 9 classifications within each Operations and Maintenance Field Division will be based on the operational availability of that field division and eligible employees assigned to the Operations and Maintenance Headquarters will be based on the goals achieved in the five (5) field divisions.
  2. In the event of a major forced outage lasting more than two (2) weeks and involving half of a plant or more. DWR will notice PECG of the possible adjustment to the operational availability goals. At that time PECG may consult with DWR Management on the adjusted goals.

B.  Employee Eligibility

  1. Must be an employee in a Bargaining Unit 9 classification utilized by the Division of Operations and Maintenance;
  2. And, the Operations and Maintenance Organizational Unit to which the employee is assigned meets its Operational Availability goal by December 15 of each year;
  3. And, the employee has been assigned to that organizational unit during the calendar year performing onsite work that contributes to the operational availability which qualifies to receive the CTO bonus;
  4. And, the employee is assigned to Division of Operations and Maintenance either in a field division or headquarters position on December 15;
  5. And, the employee has worked in such assignment at least one full calendar month.

C.  The Operational Goals may be set at two levels, Initial Operational Availability Goal, and Second Operational Availability Goal.

  1. From January 1 each year through December 15 of that year, every eligible employee shall be awarded forty (40) straight time hours of CTO bonus if the Initial Operational Availability Goal is met as of December 15.
  2. From January 1 each year through December 15 of that year, every eligible employee shall be awarded an additional forty (40) straight time hours of CTO bonus if the Second Operational Availability Goal is met.
  3. Division of Operations and Maintenance headquarters employees may receive up to eighty hours (80) of CTO bonus per calendar year based on the increases achieved in the five field divisions.
  4. All eligible employees who are employed in the Division of Operations and Maintenance field division or headquarters position on December 15 shall receive the Operational Availability Incentive bonus for that field division or headquarters location.
  5. Eligible employees shall not receive more than eighty (80) hours of Operational Availability Incentive bonus per calendar year.

D.  DWR will make every effort to allow usage of the CTO bonus hours received by employees. Usage of CTO shall be requested and used by the employee in the same manner as vacation/annual leave.

E.  At the employer’s option, unused Operational Availability Incentive Bonus CTO hours on the books may be cashed out on June 30 of every fiscal year.

F.  Disputes under this Operational Availability Incentive Program are grievable only to the fourth level and are not arbitrable under Article 12 – Grievance Procedure.

3.28 Labor/Management Committee on State Payroll System

The parties agree to participate in a Labor/Management Committee that advises the State Controller on planned and anticipated changes to the State’s payroll system. Topics to be explored include, but are not limited to, accuracy and timeliness of the issuance of overtime warrants, changes in earnings statements, direct deposit of employee pay, and design of and transition to a biweekly pay system. The committee shall be comprised of an equal number of management representatives and labor representatives. In addition, the CalHR shall designate a chairperson of the committee. PECG may have one representative who shall serve without loss of compensation.

This section shall not be subject to the grievance and arbitration procedure.