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CCPOA - Labor Line: Updated through January 17, 2008Although the State and CCPOA have not yet reached agreement on a new MOU the effort continues. The following is an overview of what transpired during negotiations and where we are headed from here. The State is imposing it Last, Best and Final (LBF) [LINK] on CCPOA and CDCR Labor Relations began training supervisors and managers in October on their "new" Personnel Practices/Policies. The LBF contained some economic provisions, changes to the way Correctional Peace Officers are compensated. The authority to make these changes must come from the Legislature, so until this occurs, and it may not, there will be no change to salary, shift differential, mileage reimbursement rates, overtime compensation when sick leave is used or the recruitment/retention incentives. Practices that do not have a direct impact on compensation rates do not necessarily require legislative approval and CDCR Labor Relations is moving forward with many of these. From the outset of negotiations the State declared that they needed more control over working conditions. They claimed that their CDCR reform efforts could not succeed under the provisions of the 2001-2006 MOU. This has been the theme of CDCR's: Blame CCPOA for their failures. Under the LBF, they determine what the personnel policies are and how they are enforced without any agreement or concurrence from us. In the end, if their Agency continues to fail they will have only themselves to blame. In truth, we never did control CDCR, it has always been their Agency and their responsibility. CDCR's shortcomings and leadership void will be magnified during this period of LBF. The LBF, if it is allowed to stand, threatens to undo nearly thirty years of hard won benefits for our membership. Over the span of that time, CCPOA was able to transform the disdainful job of Prison Guard to the desirable career of Correctional Peace Officer. In response to the LBF, CCPOA has filed an Unfair Labor Practice (UPL) [hyperlink to the UPL] with the PERB, to protect the benefits we have legitimately earned and deserve. Additionally we filed with PERB for Injunctive Relief to prevent the implementation of the LBF while the UPL was being heard. The Governor, who ultimately represents the State in all of its contract negotiations also appoints the PERB members. Our initial effort for injunctive relief was not successful, but considering PERB's make-up, this was expected. From the beginning, we anticipated disappointment in the early stages of our efforts, we knew we were playing against the house and with a stacked deck. The alternative is even less acceptable and we are confident that in the end our cause will triumph. Needless to say, in the early going, we are taking hits. The media outlets, as expected, have bought the hype and are reselling it. It makes money for them. This is not new to us, it has happened before, but by standing together we withstood them and prevailed. We will continue the prevailing tradition. In the end, they will sell that story too. CDCR has issued memorandums to all Unit 6 employees that we believe are an attempt to divide membership by fooling you into thinking the State is looking after your best interests while they cast doubt on the leadership of CCPOA. Many of the State's communications are slanted to paint a false picture that CCPOA is only interested in bilking the general fund and that the State is only interested in "modest reforms." The conditions contained in the LBF are anything but modest. The deception makes us out to be nothing more than "greedy guards." While our litigators continue to press for relief from the LBF we want our members and our chapter representatives in the field to continue to file grievances. Please send us copies of Labor related policies that are issued at your institutions. Follow your post orders and policies. Membership support is the key element of that plan. |
