Compensation Agreements California

Remuneration study. The most recent earnings study assessing occupations represented by Unit 19 was released in January 2020 and used data from 2018. The compensation study was published six months before the end of the current letter of intent on July 1, 2020. The earnings study assessed six occupations represented by Unit 19 – psychologists, health care social workers, rehabilitation consultants, recovery therapists, pharmacists and nutritionists/nutritionists. These occupations represent 77% of the classifications represented by Unit 19. The Compensation Study found that (1) psychologists, health social workers, rehabilitation counsellors, recovery therapists, and dietitians/dietitians represented by Unit 19 were paid 22%, 16%, 15%, 19% and 2%, respectively, and (2) pharmacists were paid 8% below the market. Ask the administration to provide a compensation study for each bargaining unit in the recurring cycle, regardless of the bargaining cycle. There is no compelling reason why compensation studies should be linked to the bargaining cycle as long as the studies are conducted on a regular basis. The crown often negotiates compensation changes for bargaining units well before an agreement expires.

Other States regularly conduct pay studies, regardless of when an employment contract expires. For example, the states of Washington and Oregon conduct total compensation studies every two years. With 21 bargaining units, conducting annual or biennial compensation studies could be difficult for all 21 bargaining units. However, a three-year cycle of regular studies on total compensation for each bargaining unit could provide legislators, administrations and the public with much more consistent information on civil servants` remuneration. A collective bargaining unit, such as the one being established for units 5 and 9, could continue to commission a separate annual study on compensation in accordance with the criteria set out in the collective agreements; However, the methodology and completion of studies on total remuneration in the three-year cycle should not be superseded by statements of intent. The timing of agreements significantly limits Parliament`s ability to review the provisions. Lawmakers will be asked to review 20 agreements in a few days, the implementation of which will require a total allocation of $1.3 billion ($717 million from the General Fund) in 2021-2022. The sense of urgency imposed on the legislator by the administration was not necessary. The January budget indicated that the government planned to negotiate with state employees and that wage cuts under the 2020 PLP would end on July 1, 2021. However, it was not until May 14, when the government released its May revision, that the government sent notices to the unions to begin negotiations.

Moreover, as shown in Figure 3, for 17 tariff units, the administration did not transmit the agreement to the legislator until at least five days after the parties signed the agreement at the negotiating table. In the case of Unit 6 (which the administration submitted only nine days after the agreement was signed) and six other bargaining units, the administration did not submit the agreement until June 15, until the constitutional deadline for the Legislative Assembly to approve a budget had been submitted. Although this is not included in this analysis, we assume that the administration will submit additional agreements only a few days before the legislator, who can decide on the ratification legislation. The presentation of these agreements so late in the process circumvents the crucial role of the legislator in the review of collective agreements. Remuneration study. Since the Letter of Intent, which was in effect from July 2, 2003 to July 2, 2008, unit 9`s Letter of Intent requires CalHR and PECG to jointly conduct an annual compensation study. The methodology of the survey is set out in detail in the Memorandum of Understanding. The most recent Unit 9 compensation study was released in October 2019. This compensation study found that the classifications of entry, pathway and first-level supervisors in Unit 9 were roughly paid at the market level (the identified delay ranged from 0.2% to 1.8%). Without a new study on remuneration, the basis for the additional CSI of 2.5% is unclear. Short agreements lead to unnecessary studies.

If a bargaining unit has a very short agreement, such as the one-year Unit 12 agreement, CalHR will have to submit compensation studies more often than is likely necessary, as compensation is unlikely to change significantly over the course of a year. Therefore, the completion of estate pay studies quickly is an inefficient use of government resources and local government resources that respond to the survey. Unequal treatment under the provisions of the Memorandum of Understanding. If a letter of intent conflicts with section 19826, state law allows the letter of intent to exercise control. As a result, different methods are used for different collective bargaining units, a union may be more involved than other unions in the evaluation of the remuneration of a collective bargaining unit, or a union may prevent a study on remuneration from being submitted to the legislature or made available to the public. Each commission contract must include a clear description of the method by which commissions are calculated and paid. In addition, sales commission contracts must include clear descriptions of the amounts that the employer wishes to deduct from the commissions earned. You should be able to understand from the agreement exactly what you will be paid for your work and when your right to payment will arise.

Employee contributions to pre-financed health benefits for pensioners. Under the agreement, employee contributions to pre-funded health benefits for retirees would be deducted from employees` salaries. According to the agreement, between 2021-22 and 2024-25, the amount paid by workers would increase and the amount paid by the state would decrease so that from 2024-2025, employees and the state would each contribute 3.4% of the salary. For the purposes of the annual salary survey, which compares the remuneration of the highway police to that of five local governments used to determine the annual salary increases of highway police officers, the agreement stipulates that the proportion of employees will be counted at 3.5% of salary from 2021 to 2022. The planned changes to employee and employer contributions are listed below. The administration ignores the legal requirement by not submitting remuneration studies. .