Benefit Trust Fund Flyers - Supervisory and Retiree

Three flyers - one for Supervisory CCPOA Members (CCPOA Primary Dental) and two for Retiree CCPOA Members (Health Benefits Plans)

Why should you choose to stay with CCPOA?

The information included in this packet is designed to help you make an informed choice between staying with the CCPOA family and joining another organization. Included you will find testimonials from your peers that have decided to remain with the organization that has provided the benefits we all enjoy today, including an important missive from the former CCPOA Supervisory Vice President, Mark Valente...

LAO analysis of pension reduction initiative

This is the summary from LAO:

This measure provides that public employee defined pension benefits in California can only allow for "full retirement ages" of 62 years of age or older. This provision of the measure states that it would apply to public employees who are employed on the day after this measure is approved by the state's voters, notwithstanding the Contract Clause of the State Constitution.

Supervisory - CCPOA Assistance Program

24 hours a day 7 days a week access for crisis/emergency situations and 7:30AM to 6:30PM Monday through Friday for appointments: 10 Free Sessions: 800-321-2843.

CCPOA Assistance Program for S06 & M06 Supervisory Members & their family members is a CCPOA sponsored & paid for benefit which offers confidential assistance & community referral resources for Life's problems. It includes, but is not limited to, the following:

• Marital & Family Counseling
• Emotional/Anxiety Difficulties
• Alcohol Abuse

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Gilb’s February 15 letter

Dear Mr. Jimenez:

I am in receipt of your letter dated February 7, 2008, in which you continue to mischaracterize and distort the status of Labor Management Relations with Bargaining Unit 6. I will address each of your false assertions below.

First, however, I must address the last paragraph of your letter, which threatens unlawful conduct by your organization and your members. As the CCPOA President, you state, "I will immediately consult the CCPOA Executive Council to call for a vote on a job action. which may include a strike." (Emphasis original). Your threat demands a response because, as you concede, engaging in such a job action "places California in a perilous position." As sworn peace officers it is incumbent upon correctional officers not to use public safety...

CCPOA vs. PERB - Official Complaint

It having been charged by Charging Party that Respondent engaged in unfair practices in violation of California Government Code section 3519, the General Counsel of the Public Employment Relations Board (PERB), pursuant to California Government Code sections 3513(h), 3514.5 and 3541.3(i) and California Code of Regulations, title 8, section 32640, issues this COMPLAINT on behalf of PERB and alleges:  

Press Message 10-12-2007

Re: California Correctional Peace Officers Association v. State of California (Department of Personnel Administration) Injunctive Relief Request No. 530 

Unfair Practice Charge No. SA-CE-1621-S

Dear Parties:

By direction of the Board, the request for injunctive relief in the above-entitled matter is denied without prejudice; sufficient grounds therefore not having been demonstrated.  

Package Offer Summary September 12, 2007

On August 22, 2007, the State of California (State) provided a package offer to you. We received the California Peace Officer Associations (CCPOA's) rejection of this offer on September 5, 2007. Although we appreciate CCPOA's agreement...

Arbitration Proceedings DPA Case No. 06-06-0299

This Arbitration arose pursuant to Agreement between the California Correctional Peace Officers Association Bargaining Unit 6, hereinafter referred to as the "Union, and the California

Department of Personnel Administration, hereinafter referred to as the "State", under which C.

ALLEN POOL was selected by the parties to serve as the Arbitrator. The Parties stipulated that the matter was properly before the Arbitrator and that his decision shall be final and binding.

The parties further stipulated that the interaction of Section 4.01 Management Rights and Section 27.0 1 Application and Duration, Entire Agreement imposes Dills Act obligations on the parties.

Summary: Placement of High-Risk Sex Offender Paroles Investigation

This report summarizes the results of an investigation by the Office of the Inspector General into actions taken by two state parole administrators in response to the enactment of Assembly Bill 113, which imposed new restrictions on parolees designated as high-risk sex offenders. To comply with state confidentiality laws governing personnel matters, this public report does not identify parties by name. A full confidential report of the investigation has been provided to the Department of Corrections and Rehabilitation and other administration officials for appropriate action. The investigation was conducted under the authority of Penal Code section 6126, which assigns the Office of the Inspector General responsibility for oversight of the Department of Corrections and Rehabilitation and its subordinate entities.

Seniority Assignments for Correctional Lieutenants and Sergeants

This procedure is not to be altered or revised without prior approval of the Youth and Adult Correctional Agency (YACA) Deputy Secretary of Labor (DSL). All disputes over this procedure will be reduced to writing and submitted to the DSL for resolution...

Supervisory - Adverse Actions

CALIFORNIA CODES

GOVERNMENT CODE SECTION 19570, 19571 and 19572 19570. 

As used in this article "adverse action" means dismissal, demotion, suspension, or other disciplinary action. This article shall not apply to any adverse action affecting managerial employees subject to Article 2 (commencing with Section 19590), except as provided in Sections 19590.5, 19592, and 19592.2.

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Supervisory - Primary Benefits

SUMMMARY OF DPA PRIMARY BENEFITS FOR MANAGERS, SUPERVISORS, CONFIDENTIAL AND EXCLUDED EMPLOYEES ANNUAL LEAVE

(DPA Rule 599.752)

Employees newly appointed to excluded classifications shall be mandatorily enrolled in the Annual Leave Program (ALP). This applies to any person who is appointed, promoted, or transferred into a position that is excluded from collective bargaining, including managerial, supervisory, and confidential positions. Current excluded employees have the option to make a voluntary election into the ALP at any time.

As of January 1 of each year, an employee's annual leave credit balance shall not

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Supervisory - Enhanced Benefits

DPA Personnel Management Liaisons (PML) Retirement Formula Change for Supervisors and Managers in Positions Affiliated with Bargaining Unit 6 PML 2006-011 and 3.0 @ 50 ONLY

(Updated 4/13/2011)

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Supervisory - 4.9 Institutional Vacancy Plans for Supervisors and Managers

DECEMBER 17, 1998
To: Wardens

Subject: INSTITUTIONAL VACANCY PLANS FOR SUPERVISORS AND MANAGERS

It is incumbent upon every Warden to ensure that a baseline number of supervisors and managers are on duty for the purpose of providing the appropriate amount of supervision to staff as well as inmates. It is understood that vacancy plans for supervisors and managers vary from one institution to another based upon individual design and mission, making it extremely difficult to draft a standard policy that is specific enough to meet every institution's needs.

Therefore, to ensure consistency in departmental policy relative to this matter, each Warden is requested to submit their institution's vacancy plan for supervisors and managers to their respective Regional Administrator for review and approval by January 8, 1999. Wardens, in reviewing their respective institutional vacancy plans, must ensure that the average vacancy rate for Correctional Sergeants and Lieutenants does not exceed the mandated 4.9 percent. Additionally, Wardens must ensure that there is an adequate amount of permanent full time supervisory staff assigned on all watches.

It is my expectation that Wardens of institutions that do not have an established vacancy plan for supervisors and managers develop one for their respective institution. Wardens of institutions developing new vacancy plans for supervisors and managers are to adhere to the Regional Administrator review and approval process as stated above. (Note: If necessary, contact your respective Regional Administrator to coordinate a date of completion for newly developed vacancy plans). Regional Administrators shall review and ensure that consistent procedural practice regarding institutional vacancy plans for supervisors and managers has been established and implemented. Undue disparity shall be appropriately addressed and corrected under the direction of the Regional Administrators.

Additionally, Wardens are instructed to ensure that overtime hiring practices for Correctional Sergeants and Lieutenants are comparable to those processes that pertain to rank-and-file employees. First and second level supervisors shall be assigned voluntary overtime by seniority except where precluded by operational needs of the Department or in emergency situations. Existing caps on voluntary overtime shall continue; where they do not exist, a monthly cap of 80 hours shall be established and observed, except where precluded by operational needs of the Department or in emergency situations.

Each Warden shall ensure the establishment and implementation of a means by which supervisors may sign up for an overtime shift. The order of call for voluntary overtime shall normally be from the voluntary overtime roster. However, if the overtime assignment becomes available two hours or less prior to the start time of the overtime assignment, the assignment will be offered to the most senior employee whose name appears on the voluntary overtime roster and who is currently on duty.

First and second level supervisors shall be assigned involuntary overtime on a rotating basis by inverse seniority, except where precluded by operational needs of the Department or in emergency situations. The junior 70% of the supervisors assigned overtime in a particular classification shall only be assigned involuntary overtime twice during a monthly pay period before the senior remaining 30% of the supervisors are required to work involuntary overtime. If after the junior 70% have been worked twice in any monthly pay period and the senior 30% once in that same monthly pay period, then the junior 70% shall be required to work again. Supervisors will not be assigned involuntary overtime on their regular day off (RDO). Reasonable efforts to canvass on duty employee volunteers shall be made prior to implementation of the involuntary overtime process.

Regional Administrators are requested to report their findings and action plans to my office by January 22, 1999.

Should you have questions or concerns regarding this matter, please contact your respective Regional Administrator.

DAVID TRISTAN
Deputy Director Institutions Division

 

Date: January 26, 1999
To: Northern Region Wardens

Subject: SUPERVISOR AND MANAGER VACANCY PLANS

This memorandum is regarding my conference call of January 22, 1999, concerning institutional vacancy plans for supervisors and managers. The purpose of the call was to provide clarification regarding the December 17, 1998, memorandum by David Tristan, Deputy Director, requesting each Warden to submit their Correctional Sergeant and Lieutenant vacancy plan to their respective Regional Administrator by January 8, 1999.

Some institutions have already complied with Mr. Tristan's request; however, others requested clarification regarding what should be included in the plan. As indicated during the conference call, all positions (or fractions of positions) which were approved in a staff package but were never activated for whatever reason, should be reflected in your plan.

It is imperative that Wardens accurately reflect all budgeted positions to be consistent with the Director's stated intention that the vacancy rates will to exceed the mandated 4.9 percent. As a reminder, this direction is similar to guidelines previously issued relative to vacancy plans that were developed for Correctional Officers' positions.

You are directed to submit your vacancy plan to my office by February 29, 1999. Likewise, those institutions that have already submitted vacancy plans which do not comply with the above guidelines, should submit revised plans by the same date. TO avoid confusion, any resubmitted plans should be clearly marked "revised/amended" so that the previously submitted document can be substituted.

I hope this information clarifies your concerns regarding this issue. However, please contact Mark Shepherd, Correctional Administrator, at (916) 323-7395, should you have additional questions.

M.T. Pickett
Regiona Administrator-North
Institutions Division