Unit 6 Employment contract represents the most important budget proposal for the CDCR in 2021-2022. During the May review, the administration submitted a number of BCPs – excluding the cost of this agreement – that would increase the operating costs of the CDCR General Fund by $669 million (mainly from the General Fund) in 2021-2022. (The legislative budget package adopted on 14 June 2021 increases the CDCR`s budget by a smaller amount – $575 million, mainly from the General Fund.) The $510 million required to fund this agreement would represent the largest BCP for the RDCC in 2021-2022 and would increase the total amount of General Fund resources requested for the Department by 76%. To put things in context, the second largest budget request for the CDCR totals $408 million and is related to the CDCR`s response to COVID-19. (The REQUEST for a RESPONSE to COVID-19 consists of a PCO application [general funding request of $281 million) filed in January and a request for review in May [request for an additional general fund of $126.7 million].) Revitalizes the wording of previous agreements regarding compensation studies. As discussed in more detail later in this analysis, the current Unit 6 agreement renders unusable a provision related to the CalHR Unit 6 Compensation Study. The proposed agreement would bring the provision back into force. Unit 5 GSI. The government`s financial estimates for the Unit 5 agreement include the costs ($84 million, none from the General Fund) associated with unit 5`s 4.9% INDEX for 2021-2022. These costs are not the result of the proposed agreement, as the GSS is provided for in a provision of the Unit 5 Memorandum of Understanding and section 19827 of the Government Code. Under state law, unit 5 members typically receive GSIs each year based on an annual survey of five local governments: the Los Angeles Police Department, the Los Angeles County Sheriff`s Department, the Oakland Police Department, the San Diego Police Department, and the San Francisco Police Department.

We discuss this survey in more detail in our 2019 analysis of the Unit 5 MOU. California Highway Patrol officers are currently the only employees in the state of California who automatically receive adjustments to their salary scales each year. Article 19827 stipulates that any increase in total remuneration resulting from the annual survey must be implemented by means of a declaration of intent. Reinstatement of suspended uniform payments. The agreement would reinstate suspended payments to employees related to the purchase and maintenance of uniforms. Specifically, the agreement would reinstate the annual individual allowance of $920 and the monthly payment of $25 for the maintenance and cleaning of uniforms. GSI 2021-22. The 2020 PLP cover letter postponed a 3% GSI, which was previously scheduled to take effect on July 1, 2020. The proposed agreement would reinstate this wage increase and provide employees with a 2.5% ISG, which would come into effect on the first day of the pay period after the agreement is ratified. Overall, after taking into account the composition of the deferred CSI, the agreement would give employees a CSI of 5.58% in 2021-2022. Encourage the legislator to consider the Unity 6 agreement as a budget requirement of the CDCR. The wording of the draft law on trailers presented by the administration defines the agreement of Unit 6 as 1 in 20 employment contracts to be ratified by the legislator.

This framing makes it possible to compare compensation growth between bargaining units. However, this framework is not useful for understanding how the Unit 6 agreement interacts with the state budget. Although all employment contracts significantly increase the overall cost of the government, the Unit 6 agreement is unique in that it concerns only the General Fund and concerns only one ministry, the CDCR. Many lawmakers regularly worry that the cost of running state prisons continues to rise, even though the prison population has declined significantly in recent years. In our February 2020 report, State Correctional Spending Increased While Significant Population Reductions, we discuss the key cost drivers that have helped the CDCR budget increase each year. One of the main factors in the costs of the CDCR is the personnel, and the most important personnel costs of the CDCR are the compensation of the employees of Unit 6 and the associated excluded employees. Considering the Unit 6 agreement as one of many budget amendment proposals (BCPs) that require legislative approval to increase the CDCR budget provides useful context for why the cost of prison operations continues to rise. Employers are required by law to negotiate in good faith with their employee representative and to sign a collective agreement that has been concluded. This obligation includes many obligations, including the obligation not to make certain changes without negotiating with the union and not to circumvent the union and to deal directly with the workers it represents. These examples hardly scratch the surface.

Given the complexity and importance of this issue, employers should. Increases reimbursements for the commuter program. Starting with the post-ratification payment period, the agreement would increase the reimbursement of the commuter program by $35 per month. Realignment and closure of the Department of Juvenile Justice (DJJ). Approximately 680 youth are housed in facilities managed by the CDCR DJJ, which currently includes three facilities and a conservation camp. With the approval of the 2020-21 budget package, lawmakers passed a plan to gradually shift or “realign” DJJ`s responsibility for housing some juvenile offenders from the state to the counties. According to the plan, DJJ will stop recording for most teens as of July 1, 2021. After this date, youth who would otherwise be sent to the DJJ are usually placed under district supervision.

The administration plans to completely close DJJ by July 1, 2023. Depending on how and when DJJ facilities are closed, employees may be directly affected, either by moving to other tasks within the RDC (e.g.B in an adult facility) or by losing their jobs. There could be various issues related to the closure of DJJ – similar to those discussed earlier regarding prison closures – that could be topics at the bargaining table. The new agreement does not appear to contain any provisions on these issues. Cessation of the additional contribution of employees to pensions. Unit 5 members receive annual salary increases based on a salary survey conducted in five local governments. Under the current Loi d`Intent, any amount of the salary increase of more than 3% of Unit 5 in 2019-2020 has been redirected as an employee contribution to pension benefits. This contribution was in addition to what the state and workers would otherwise contribute to the pension system, meaning that the contribution was an additional pension contribution that paid off unmet liabilities. The proposed agreement would end the 1% wage diversion and end it on the 1st. July 2023 to compensation of employees. End of the Personal Vacation Program (PLP) 2020.

According to the agreements, PLP 2020 will end the payment period after ratification. In this way, employees would no longer (1) reduce their salary or (2) no longer receive PLP 2020 leave every month. .