November 23, 2011
Supervisory Update: November 23, 2011
Dear Member,
Attached you will find the SO6/MO6 statewide bid document regarding the procedure set to begin on November 28, 2011. You will note the document is in draft form, and we do hesitate to send out a draft instead of the final version. However due to the time frame of the bid and the fact that this document is already circulating we are sending it out in this form. We continue to seek a final version from the state. As soon as we receive the final version we will forward that as well.
One of the issues that we have requested to be included in the memo deals with members displaced from SYRCC and their ability to take part in this bid. The email clarification we received from Labor Relation states that those members will be allowed to participate, but ONLY those that bid to DAI, attended the transitional academy AND bid to an overage institution.
Have a safe Thanksgiving Holiday,
Kevin Raymond,
Supervisory Vice President CCPOA
November 10, 2011
Pay Letter: Supervisory PLP Memo
November 1, 2011 Memo from DPA
See the full document below...
October 28, 2011
Supervisory Update: October 28, 2011
October 21, 2011
Supervisory Dental Coverage Information
Expanded Dental Plan Availability for Certain Employees in Classes S06, M06, C06 and E06
PML 2011-038, issued on October 11, 2011, noted that employees who are designated in supervisory, confidential, other excluded, and managerial positions and who are also dues-paying members of CCPOA will now have the option of maintaining their State-sponsored dental plan benefits, or to elect to continue or enroll into the CCPOA Benefit Trust, union-sponsored Primary Dental plan...
September 2, 2011
Supervisory Update: September 2, 2011
August 26, 2011
Supervisory Update: August 26, 2011
The 35th annual CCPOA Training Conference is in the books. As usual it was an honor to meet the men and women on the front lines that represent our membership on a daily basis under the direst of conditions. Valuable insight is always gained in face-to-face meetings regarding differing opinions on our direction and where we need to improve. There is no doubt there is still work to be done. We are not where we need to be, and if we ever believe we have reached the target surely complacently will set in. It’s never over - but we can, and will, move forward...
July 29, 2011
Supervisory Update: July 29, 2011
July 19, 2011
Supervisory Member Alert: CCPOA BTF Dental Update
Supervisory Vice President
July 18, 2011
Supervisory Update: July 18, 2011
June 16, 2011
Supervisory Update: June 16, 2011
June 3, 2011
Supervisory Update: June 3, 2011
Dear Supervisory Member:
We have received official notice from the Department of Personnel Administration (DPA) on the proposed 1% cuts in CDCR as they pertain to supervisors. There are a number of supervisor positions included in these proposed cuts, with Avenal State Prison taking the largest hit by far. We are in the process of finalizing a team and a date to meet with the state at this time.
We also have received the states plan on the CDCR headquarter position reductions due to the budget constraints. While a great deal of these positions are vacant, there are in excess of 120 other positions included in the plan that are not. The area of lay off has been set by the state as Sacramento County and therefore there are supervisors at Folsom State Prison and CSP – Sacramento that have/will receive surplus notices as well as supervisors actually attached to these headquarters positions...
May 17, 2011
Supervisory Update: May 17, 2011
Dear Supervisory Member:
As you all should be aware by now the rank and file Memorandum of Understanding (MOU) was ratified by the Assembly yesterday afternoon and signed by Governor Brown late yesterday as well. This deal, while perhaps not as wonderful as portrayed in the media, was non-the less a long time coming. And under the current fiscal realities facing the State of California it provides much needed protections to our members.
As I have stated previously I was present at the table for the last two weeks of negotiations as an observer. Some of you may remember this was a major issue under the Schwarzenegger administration, supervisors present at rank and file negotiations that is. Additionally I was present in the Governors Office the final day of negotiations also as the administrations imposed deadline loomed...
January 21, 2011
California Correctional Peace Officers’ Association 2011 SUPERVISORS Contract Survey
This survey is designed to get Supervisory Members’ input on matters that are of the most concern of those who work the toughest beat in the state. In offering their comments, members should bear in mind the difficult fiscal condition of the State budget. The information gathered through this survey will be used to formulate proposals to submit to the new administration.
The survey will conclude Sunday night, January 23rd, so please complete this survey TODAY so we can get to work on implementing the results.
December 13, 2010
Supervisory Update: December 13, 2010
To: CCPOA Board of Directors December 13, 2010
All CCPOA Supervisory Members
From: CCPOA Supervisory Vice President,
Kevin Raymond
Subject: Update on Issues Concerning Supervisor Members
Dear Supervisory Member,
CCPOA’s annual training convention is history. Overall it was a very informative two days. It was great to actually place a face with the names of many of those that have been in contact via e-mail etc. For those of you that supported me during the election process – thank you; for those of you that did not – no worries. One member actually spoke briefly of possible retaliation, jokingly I hope. But retaliation in my opinion is best left to those that have experience with it – the current administration.
Trust me there are no champagne bottles being popped, nothing has changed as far as where we are and where we need to be. There is no time for relaxing. This administration will be gone in a few weeks, and we must be ready to move forward as quickly as the situation dictates. We believe that there will be opportunities in our near future, and when opportunity knocks you had better be at home to answer the door.
I would however like to take the time to commend my opponent in the election – Sergeant Lanthripp from the Camps Chapter. Not once during this process, to my knowledge, did he attempt to throw me under the bus. In fact he did the exact opposite, perhaps to his own detriment. Believe me it’s not easy sitting on the stage in front of 500 delegates/members answering questions from the convention body. But he did so thoughtfully with dignity and class, as it should be.
I look forward to working with him (and the rest of you) over the next three years. I am positive that he will be true to his word and continue to represent the membership. I have no doubt that his heart is in the right place.
We are still attempting to secure dates for the DJJ layoff notice table effecting the academy and NCYC.
Another big issue currently facing supervisors is the hiring on a limited term status that has become the norm of late. The problem is there isn’t much that can be done if there is nothing being violated. That being said we are continuing to push for a change in time base for as many of these employees as possible.
As a quick reminder, we were successful in obtaining the memo that allowed limited term transfers to participate in the Seniority Assignment (SA) process. This, however, did nothing for those that accepted a limited term assignment at their current institution. For those members please keep in mind you are eligible to participate in the SA continuous bid process as long as you have more than 12 months in the limited term assignment.
As more information becomes available on these and other issues I will continue to update you.
kevin.raymond@ccpoa.org
CCPOA Supervisors “Setting the Standard”
November 4, 2010
Supervisory Update: November 4, 2010
The Governor’s election is finally over. Thank you to all of our members who sacrificed their personal time to assist in the campaign. The first step has been taken, now it’s time for the second. It’s not time to rest. One foot in front of the other – repeat as necessary.
On a side note, it is refreshing not to see the constant television ads that have flooded the airways over the last year...
October 21, 2010
Supervisory Update: October 21, 2010
Today at 3:30 p.m., Julie Chapman, DPA held a conference call with several bargaining units to clarify the Governor's Executive Order S-15-10. The main points remain consistent with the information we have already released for SO6 and MO6. Effective November 1, 2010, employee retirement contribution will increase from 8% to 11% minus $863 dollars. For current employees or those with prior state service returning to service, the retirement formula 3.0% @ 50 will remain the same. For "brand new employees to state service," the retirement formula will be the three-year highest average and the formula will revert to 2.5% @ 55. DPA is currently working with the state controller's office to establish new retirement codes.
Also effective November 1, furloughs end for SO6 & MO6. Employees will earn one PLP day per month which will be added at the beginning of the month to afford the employee the opportunity to use the PLP day the month it is actually earned. PLP days will have no cash value and must be used before termination of state service...
October 15, 2010
Supervisory Update: October 15, 2010
On Thursday October 7, 2010 the Governor issued Executive Order S-15-10 concerning non-represented and exempt employees, except for those in bargaining units 5 and 8. The language appeared to be very straightforward from the beginning. However, we wanted to ensure that this order did indeed cover S06 and MO6 employees...
September 22, 2010
Supervisory Update: September 22, 2010 (Various Issues)
Dear Supervisory Member,
Over the past week numerous meetings have been held in various forums to discuss supervisory issues.
On Thursday September 16th Steve Weiss, CCPOA Chief of Labor, Michael Smalley, CCPOA Benefit Trust and myself attended a meeting with two DPA Labor Relations employees. We initiated this meeting to request giving our SO6 and MO6 members the option of remaining with the CCPOA Benefit Trust for dental. I know for me personally it would save $60 a month. It may not work for everyone, but we believe we should have the option, just as other units that operate their own trusts have...
September 22, 2010
Supervisory Update: September 22, 2010 (Governor’s Race)
Dear Supervisory Member,
If you need any evidence to demonstrate just how important the upcoming election is to our profession you need to look further than Meg Whitman’s quotes (below) over the last two days. I seriously doubt that this is a coincidence considering we just came out in support of Jerry Brown for Governor. If her quotes are in fact coincidence then I personally am glad we are not supporting her...
September 17, 2010
Supervisory Meeting Minutes: September 17, 2010
Minutes for the CCPOA Supervisory Meeting
September 17, 2010
Conducted by:
Kevin Raymond, CCPOA Supervisory Vice President
Date: September 17, 2010
Time: 9:00 a.m.
Location: CCPOA HQ - NCWF Conference Room
Keynote Speakers:
• Chuck Alexander, CCPOA State Executive Vice President
• Dave Sanders, CCPOA Chief Operations Officer
• Daryl Lee, CCPOA R&F CYA Vice President
• Steve Weiss, CCPOA Chief of Labor
• Dan Lindsay, CCPOA, Chief Counsel
• Jeff Nicolaysen, CCPOA, Chief Financial Officer
• Stephen Walker, CCPOA Director, Legislative Affairs
• Jevaughn Baker, CCPOA Press Secretary
• Heide Smith, Benefit Trust Fund, Communications Director
September 1, 2010
Supervisory Update: September 1, 2010
Dear Supervisory Member,
The date for the first CCPOA supervisor information forum is approaching quickly, at this time there is still space available for members that would like to attend. The meeting has been set for Friday September 17, 2010 at CCPOA headquarters in West Sacramento to begin at 9am. Please RSVP if you plan attending so we can have an accurate head count.
As the post and bid period for supervisor’s approaches we are having numerous issues statewide with managements interpretation of the Seniority Assignment Agreement for Sergeants and Lieutenants. The main issue focuses on the exempt positions, which can be controlled by management, however they still must be included in the count by the agreement. In a nutshell, management wants the positions but they wish to exempt them totally from the reconciliation process. If your institution is facing this problem please contact us.
At this time we are attempting to establish monthly, or at a minimum regular, meetings between the CDCR Director level and the CCPOA Vice Presidents to bring issues like this forward, hopefully for positive resolution. A tentative date has been set but not confirmed. When that date has been confirmed we will pass it on.
As well we encourage the local Chapter Supervisory Vice Presidents to hold monthly meetings with management to discuss supervisor issues. Any issues that cannot be resolved at the local level should be forwarded to be included in our meetings with the Director.
From the “I hear it’s coming” department there are numerous rumors concerning CDCR. While it is never a good idea to pass on information that can’t be verified I will address some of these rumors just the same. As with all rumors there is a certain amount of truth to some, while others are simply time fillers or non-starters at the end of the day.
Most of us would probably agree that CDCR headquarters seems to run on drills. When and if there is a state budget you can count on further cuts to the CDCR budget, being one of the largest drains on the general fund. At this time there are several budget saving ideas (drills) being bantered about. Two of the biggest are the 12-hour shifts and the 3% position reductions.
The 12-hour shift plan took a back seat to bigger issues inside the department recently, namely the high profile Parolee issues surrounding Garrido and Gardener. But that didn’t prohibit the state from sending 12-hour shift teams to SVSP, HDSP and PBSP.
The truth is many institutions are suffering from massive staff vacancies. As the department looks at re-directions, reductions etc. they are also considering sending ‘strike teams’ to Pelican Bay for over time avoidance. Pelican Bay reportedly has in excess of 120 vacancies. It’s not clear which institutions have an overage of staff that can be sent on per diem to assist with these vacancies. It’s my understanding that the final decision hasn’t been made at this time, but it is being considered just the same.
If you believe in conspiracies it’s not too broad of a leap to think the department has exasperated these vacancies to further their 12-hour shift agenda. Whether you believe it to be evil intent or just a sign of the times is irrelevant. The Governor has been promised that 12-hour shifts will save untold millions and they intend to implement.
As for the 3% position reduction the department issued a memorandum to all institutions to identify positions they can do without. These positions can be the same positions they identified in the 3% re-direction plan, which also has been violated in numerous institutions.
To be quite clear regarding the above-mentioned issues, we have not been noticed to meet on any of them at this time. If and when the notices do come we will pass that on to you as well.
With no state budget in place there is a certain amount of angst concerning the possibility of being paid with IOU’s. When the state runs out of cash sans a budget IOU’s have and will be issued to additional vendors etc. according to the State Controller. Banks can choose to honor them, for their members, as some did back in the nineties when we were paid with IOU’s.
As IOU’s pertain to state employees it becomes a very complex issue, as usual. One argument is basically the same as the minimum wage argument, Federal Law mandates full payment if you work any overtime. Can the Controller separate out one employee from another, issuing one an IOU and the other a paycheck? This is just one all to familiar aspect of IOU payments. Of course if they do violate the law it’s a long drawn out process for resolution. I know that’s not much of an answer, but it really isn’t as simple as yes or no. There are just way too many variables. The simplest solution is to pass a budget. If only there were an agreed to date that it had to passed…
Additionally we have a meeting scheduled with the Department of Personnel Administration for September 16, 2010 to discuss supervisor benefits.
As more information becomes available on these and other issues I will continue to update you.
Kevin Raymond
kevin.raymond@ccpoa.org
August 11, 2010
Supervisory Update: August 11, 2010
Dear Supervisory Member,
The date for the first CCPOA supervisor information forum has been set for Friday September 17, 2010 at CCPOA headquarters in West Sacramento. This date was chosen to allow a time frame for members to request time off, agree to a swap etc. An RSVP is requested from those planning on attending to ensure we have enough room in the large conference room at CCPOA and do not need to move to another location.
This will hopefully be a kick-start to regional supervisor information forums around the state. Participation will dictate the frequency and location of these meetings as we move forward. You should be receiving an informational flyer, which may be placed on your institutional bulletin board. You must be a CCPOA supervisor member to attend the forum.
As more information becomes available on these and other issues I will continue to update you.
kevin.raymond@ccpoa.org
August 2, 2010
Supervisory Update: August 2, 2010
The month of July ended with numerous interesting events. Although, considering the nature of those events, interesting may not be the proper word.
Gov. Schwarzenegger tried to implement minimum wage for state employees and initially appeared to be successful, only to have the courts put the entire deal on hold once again. Which, of course, lead to the eventual re-implementation of furloughs for all but the six bargaining units that currently have tentative agreements pending.
Speaking of tentative agreements, the state expressed a desire to bring the largest badge unit (Unit Six) in with a deal of their own. As recently agreed to by the Board of Directors, CCPOA attempted to explore the possibility of doing just that.
The state didn’t take long to pass yet another Draconian proposal, while rejecting a CCPOA proposal that would have saved the state in excess of $150 million. The savings from the CCPOA proposal would have more than doubled the amount obtained from the other six bargaining units combined (approximately 34,000 members -- basically the same total membership of Unit Six).
The following excerpts from The Sacramento Bee State Worker blog says it all and then some. (Bold emphasis added):
“Negotiations never even got under way,” said DPA spokeswoman Lynelle Jolley.
CCPOA says it has been bargaining since July 13, according to this union press release. “CCPOA negotiators were informed by DPA officials that their proposal was “dead on arrival” and the governor has declined to entertain any further discussions with CCPOA,” the union's release says.
Jolley said that the two parties had “private talks” and that the union was proposing a return to terms of its old contract. “There was no way that was going to happen,” she said.
“Still, we're always ready to return to the bargaining table,” Jolley said.
Included on the side in the CCPOA proposal was the addition of SO6 members in the same pay differentials -- regarding Educational Incentive and Senior Peace Officer Pay -- as rank and file at the same percentages.
As you should be aware by now, CCPOA is in the process of re-tooling the Communications Division. The hiring of JeVaughn Baker as Press Secretary was, in my opinion, a great move. Baker is a highly motivated and intelligent individual. I know he is up to the task at hand. Being proactive with information is a much-needed change.
The employees of the Communications Division have their work cut out for them, competing with various informational sources, rumors, innuendos and, at times, straight out misinformation. In fact, last month a major news publication reported that in the year 2000, there were 20,000 blogs on the World Wide Web. That number has since soared to over 130 million blogs today.
On the subject of information, I received an email over the weekend that contained what I believe to be an exceptional idea. The member suggested we hold quarterly supervisory meetings. I think this idea has a lot of promise -- a roundtable forum to discuss supervisory issues both local and statewide; a think tank of information-sharing, if you will.
However, this idea will only work with member participation. So I ask you all, would you be willing to participate? I could set up an initial trial meeting at CCPOA headquarters (it seems the governor just freed-up a few Fridays for me). I would certainly appreciate any feedback from the members on this idea.
On the negotiations front, CCPOA has requested a notice from DPA to meet and confer over the implementation of the new use-of-force policy. As of this writing, we have not received a response to our request.
Keep checking the CCPOA website. As more information becomes available, I will post it here.
May 18, 2010
Supervisory Update: May 18, 2010
All CCPOA Supervisory Members
From: CCPOA Interim Supervisory Vice President,
Kevin Raymond
Subject: Update on Issues Concerning Supervisor Members
Dear Supervisory Member,
May Revise:
As you are probably aware the Governors Office released the May Revise on Friday, May 14, 2010. It contained no real surprises, more bad news for state employees. In addition to the cuts in the January proposed budget release the May Revise contains a PLP day. This is nothing more than a furlough day with a PLP ribbon around it, and shouldn’t be confused with the PLP days we received in the early nineties. This PLP has no cash value and is in fact nothing more than a self-directed furlough as noted in the analysis from the Legislative Analyst’s Office below.
In our view, the Legislature has to decide whether employee compensation reductions should be scored and implemented subject to collective bargaining or, alternatively, whether to implement statutory measures to bypass the existing collective bargaining process, as the Governor has proposed. The PLP concept--similar in some respects to "self-directed furloughs" in departments, as well as the collectively-bargained Service Employees International Union Local 1000 agreement that was not approved in 2009--is one more option at the Legislature's disposal. The total amount of personnel cost savings that the Legislature will need to target will depend on the other choices that it makes in putting together the 2010-11 budget package.
Where it all ends up in the end is anyone’s guess. It’s going to be a long hot summer.
KVSP:
Kudos to the KVSP chapter and their “State Worker Refugee Camp Out” set up across the street from the prison, the Sacramento Bee State Worker section actually posted a picture and an acknowledgement of the event. The event is scheduled to run from Monday, May 17 through Monday, May 24. We need to let everyone know we are not the enemy. It’s not an issue of prisons or education. We are valuable public safety employees.
CalATERS:
Last week CCPOA held a meet and confer with CDCR Labor Relations to discuss the implementation of CalATERS. CDCR has no statewide policy regarding CalATERS, and according to Labor Relations they can be of no assistance with any issues regarding access to computer terminals etc. This is, according to Labor Relations, a local issue. In fact since CalATERS has been around for two years they pretty much believe we should all understand it by now.
The team had a lengthy discussions regarding training, and representatives from accounting stated they are more than willing to provide the training. I believe they are - the problem is the local institution must request the training and then provide the forum for the training to include relief for supervisors that are on duty.
In our opinion training is essential as there is a liability that touches all supervisory personnel, especially if you are designated as an approver of claims prepared by another individual.
Redirection Plans:
We are still attempting to establish dates for the redirection plan table. In a related note, information from SVSP indicates supervisors are being redirected on a daily basis to establish which posts can be converted to 12-hour shifts and to establish post orders for those posts etc. This is the same 12-hour shift plan the state rescinded their notice on, as they weren’t ready to answer the real questions. Now it seems they are moving forward regardless of the rescinded notice and the yet to be established dates to negotiate the redirection plan.
As more information becomes available on these and other issues I will continue to update you.
Kevin Raymond
kevin.raymond@ccpoa.org
May 10, 2010
Update on Issues Concerning Supervisor Members
April 26, 2010
Update on Issues Concerning Supervisor Members
Dear Supervisory Member,
First off thank you for the e-mail responses to my last memorandum. Some were quite informative, and some were shall we say less than flattering. But that’s okay, when I woke up this morning this is still the United States of America and many fine individuals have given, and continue to give, their lives so that you can share your point of view. I don’t have to agree with you or you with me. But the issues are important. Sometimes you have to lance a wound to make it heal. I plan on opening a few of those wounds to do just that.
That being said, currently all e-mails are sent out through the CCPOA statewide secretary to ensure your personal e-mails are protected etc. Therefore when you simply reply the reply goes to Perry Speth and he forwards them to me. If you would like to communicate directly please take the time to insert my e-mail address into the response before you send it. This is the only way to ensure I receive it and you receive an answer. Again my address is kevin.raymond@ccpoa.org.
Moving on to a couple of the questions I received through those responses.
Regarding furloughs, lovely furloughs. All right so it’s June 30, 2010 and the furloughs have ended. Now what? This is the sixty-four thousand dollar question. Will the administration choose to go with straight pay cuts, which will have a long term effect on your hourly wage, leave credit buy out and retirement itself? Will the legislature go along with this to reach a budget deal? Or will the Governor play the minimum wage card as he has threatened to do?
Honestly at this point no one really knows. The May Revise when released in a couple of weeks should give a real good indication on what direction they will choose to go. I don’t have a crystal ball - but I don’t see it being pretty. Billions of dollars still need to be cut from the budget and state workers seem to have a large target on their backs.
There are problems with the implementation of minimum wage, but that doesn’t mean the administration won’t try it and wait for a court decision as they have done with almost every other issue. Our furlough case is before the court and has been for a while now. The Judge can rule at any point he wishes. All parties have filed all motions. If we are successful there is one last avenue for appeal for the state – The California Supreme Court. You will receive an update regarding any of these items as they become available.
The pay parity lawsuit is another issue that comes to mind. Below is the end of the court decision concerning this issue.
“Finally, turning to the facts on hand, CCPOA has failed to establish any violation of section 19849.18. CCPOA has presented no evidence to suggest that DPA has maintained an inadequate pay differential, ignored a serious compaction problem, or allowed the rank-and-file members to receive greater salary or benefits than their correctional supervisors. In fact, the evidence demonstrates the contrary. DPA properly concluded that the supervisors had received other benefits above and beyond those granted to the rank and file members such as a substantially higher medical contribution rate ($1097/month, as compared to $859/month). In light of the fact that supervisors enjoyed an 11.45 percent compensation differential, DPA acted reasonably in only granting a 3.125 percent base pay increase. Under these circumstances, section 19849.18 does not compel DPA to effectuate additional salary and benefits increases.”
As you can see there are different ways of interpreting pay and benefits. The state goes with whatever suits them at the time. When it came to comparing the 2001-2006 Unit 6 Law Enforcement Methodology MOU language and the benefits provided to Unit 5 (CHP) certain benefits were conveniently left out, hence the ruling in Pay Arb I in the first place. As you can see in the above ruling the difference in medical payment is one of the issues the state lays back on. In the original answer to this issue DPA also noted Sergeants & Lieutenants get more paid into PERS on their behalf than Officers. This as far as they are concerned is an increase in a benefit.
The language within 19849.18 is the problem as it states “at least generally equivalent.” This is what I’ve been harping on all along. The language is weak and open to interpretation. As you know Unit 5 has government code which ties them to 5 local agencies. Are you aware that Unit 6 also has government code language? The problem with ours is it states the state should consider other large statewide law enforcement agencies (CHP) when setting salaries. Again, weak language and open to interpretation. Basically the answer is “I considered it and no you can’t have it.”
This is why we must strive to include supervisors in the collective bargaining process. These issues need to be addressed in a forum (MOU), which is not open to the same interpretation or at least enforceable.
Lastly, if you are still with me, I need to go back to the coming seven months. This is an issue I will continue to pound on. We have been at odds with this administration for the last six years; we’ve been something less for the last four years. The Governor is gone in January and a new day will dawn that much is certain. What that new day brings is totally up to us. This is an election year for the Legislature and the Governors Office - we can make an impact. We can be that lone voice in the wilderness or we can rise up as 30,000 voices multiplied by our families, extended families, friends and acquaintances. We have the ability to send the message. It is up to us, we control our own destiny.
Kevin Raymond
CCPOA Interim Supervisory Vice President
April 21, 2010
Supervisory Letter: “It’s Time”
Dear Supervisory Member,
It’s Time
It’s time to mend the fences. There seems to be a prevailing attitude throughout our institutions of us against them, and rightfully so. However, at one time it was easier to determine the us and the them of this statement. Not so long ago it was us (staff) - green and them (inmates) - blue. It seems we have digressed to CCPOA Vs. Arnold, CCPOA Vs. CCSO etc.
It’s time to bring all of our members together on the same page, be they R06, S06 or even M06. How many times have you heard “He/She has changed since he/she promoted?” Occasionally animosity grows from there. The truth of the matter is promoting does require a certain degree of change. The individual that promotes is now responsible for things that were someone else’s responsibility in the past.
It’s time to correct any divisions between the ranks and realize we are all on the same team. There are enough battles to be had without fighting each other. As we enter an eight-month stretch that may well be the most important time frame we have faced in the last six years this will become even more evident.
It’s time to stop referring to CCSO as that bunch that claims to be a union, or refusing to mention them by name. After all their custody members are still our comrades in arms. And they have the right to choose whomever they wish for representation, not that I understand the choice but it is theirs to make. I personally believe in the “You have to dance with who brung you” theory. None of us would have what we have today without CCPOA and the efforts of many that came before us – both rank and file and supervisors.
The hard truth is quite simple, without collective bargaining the supervisory classes must usually wait for gains by rank and file members to be passed down to them under the guise of management benevolence. The very same advancements in benefits CCPOA fights for – for all members.
This is why CCPOA’s ultimate goal has always been collective bargaining for supervisors. However, as long as two associations exist for the representation of supervisors achieving this lofty goal shall remain elusive, but not insurmountable. A journey of a thousand miles begins with a single step. That being said I have no problem with the existence of CCSO. I wish them well with their representation of other classes within CDCR. The problem is, as far as I am concerned, our custody supervisors choosing to belong to any other organization.
Life presents opportunities for self-reflection as the norm. It’s time to ask why a custody supervisor would choose CCSO over CCPOA. The answer lies somewhere in that self-reflection. Just as poor performance by a subordinate is a direct reflection on the supervisor, as every individual is tasked with the responsibility of training those in his/her charge. So to is the choice by a supervisor to belong to another organization a direct reflection upon CCPOA. Poor performance in the past, whether real or perceived, has driven some custody supervisors to choose alternative representation, or none at all.
I have asked many supervisors over the years why they promoted and turned to CCSO. The standard answer is “Because when it comes to a dispute between a rank and file member and a supervisor CCPOA sides with the rank and file.” Interesting to say the least, but not based in fact. This ideology is a CCSO mantra. The truth is CCPOA spends a great deal of money securing outside representation for these issues when they arise, due to the conflicting interests argument. As a matter of perspective I must ask if a CCSO Sergeant and a CCSO Lieutenant end up in the same situation do you not have the same conflict of interest argument? What happens then, who does CCSO side with the Sergeant or the Lieutenant? Or perhaps this argument doesn’t stand up to the light of day.
The second response I’ve been given for choosing CCSO is “I called CCPOA with an issue and couldn’t even get a return phone call.” That scenario if true is totally unacceptable at any level, and subject to the above noted self-reflection. All dues paying members deserve an answer. Even if the answer is disliked or unpopular - they deserve the respect of a simple return phone call or e-mail.
It’s time to create an atmosphere that shows just how important supervisors are to CCPOA and one that makes all supervisors want to belong to this association.
It’s time to move forward with one voice as one profession – Correctional Peace Officers – period! As long as we have supervisory dues paying members we will strive to make CCPOA their representative of choice, as it should be. CCPOA has always made tremendous efforts to gain advancements for all of our represented classes including supervisors, and we will continue to do so.
Kevin Raymond
CCPOA Interim Supervisory Vice President
April 9, 2010
CCPOA Interim Supervisory Vice President Introduction
February 12, 2010
Supervisor Pay Parity Case Update
Attached is the ruling issued yesterday regarding "pay parity" for supervisors. We are in the process of discussing our legal options regarding this decision and will forward any further information as it becomes available...
February 4, 2010
CCPOA Blueprint for Success
State Board Memo from Chuck Alexander: "Attached is a copy of the "New Directions" document that we have begun distributing to members of the Legislature and media. Also, beginning Sunday January 10, we begin airing a TV and radio spot, specifically in the Sacramento region, regarding CCPOA's willingness to assist in reforming the CDCR. The spot will be available on our web page within the next few days..."
View the full New Directions document in the Issues section.
January 22, 2010
Furlough Case Updates 1/22/10
Memo from Chuck Alexander and the documents filed by CCPOA in rebut to the State's latest appeal maneuver of last week, the "Opposition to Petition for Writ of Supersedeas"...
January 11, 2010
BUDGET RESPONSE
In a press release titled, "CCPOA Responds to the Governor's Proposed Budget," and dated January 8, 2010, CCPOA says: "Today the governor released his proposed state budget for fiscal year 2010-11, which fails to include any comprehensive and desperately needed prison reform ideas. Instead, what he has proposed is simply 'business as usual.' Among the many flaws in his new budget is his plan to place out-of-state, for-profit corporations in charge of California's prisons..."
January 7, 2010
Counseling and Support Services
Check out the Resources section for supervisory support documents with information relating to various counseling and support services available to Supervisory Members (S-06 and M-06).
August 21, 2009
Supervisory Update August 2009
In an effort to keep the Web Site up to date and give you the latest information I have available on the issues concerning CCPOA Supervisors, I submit the following updates
The 3.125% Back‐pay Case is still in the appeal process. All the briefs have been filed; we are just awaiting a decision.
The Donning and Doffing Case ‐ All required paperwork and briefs have been filed; we are just waiting a court date.
The Furlough Case ‐ The Department of Personnel Administration published a question and answer page on their web site for state workers concerning your responsibilities in regards to possible job actions. DPA stated “Unit 6 members have no right to strike because they are “essential employees”, which means their services are “essential” to the public health and safety”. I wonder if our Governor read that!
Again in this case all required paperwork and briefs have been filed and we are waiting for a court date. For those of you with zip codes that qualify for the Rural Subsidy Reimbursement for the period of July 1, 2008 thru June 30, 2009, you have until September 15th to apply for your $1500 dollar subsidy. Thank you to Corey Davis for this information.
On July 30th, we meet with DPA to discuss the inequity regarding Senior Peace Officer Pay as it applies to Supervisors. DPA indicated CCPOA’S position is clear and understood its merit, however in the current fiscal climate the State could not grant any of the proposals, but suggested that the issue could be re‐introduced by CCPOA at a later more opportune time.
I will again update our website as soon as more information becomes available. Thank you for your continued support. Be safe.
June 10, 2009
Letter re: Supervisor 3.125% Back Pay Case
I received an update on the Supervisor 3.125% back pay case. Please review the Appellants Opening Brief. I have also received phone calls from some of our members in regards to what CCPOA is doing for Supervisors concerning the Donning & Doffing case. Please review the Class Action complaint filed by CCPOA in San Francisco County Superior Court on February 26, 2009...
April 22, 2009
Letter to All Supervisors
We received an update on the Supervisors 3.125% appeal case. We anticipate filing CCPOA's opening brief by the end of next month...
March 4, 2009
Letter to All Supervisors
Letter updating supervisory members re: the minimum wage and the Public Safety Retirements cases that were heard last week in California courts...
February 18, 2009
Update re: Pay Parity Case
Documents added to the site today include the Notice of Appeal and the Designation on Record of Appeal in the Supervisors Pay Parity case. More information will be posted as soon as it becomes available...
February 6, 2009
Letter to Supervisors re: Furloughs
Letter from Interim Supervisory Vice President Mark Valente regarding state employee furloughs...
February 3, 2009
Letter to Supervisors re: Meetings at CIM, SCWF and YTS
Letter from Interim Supervisory Vice President Mark Valente: "This past week I had the opportunity to meet and discuss concerns with fellow Correctional Professionals at CIM, SCWF and YTS; it was a pleasure to meet each and every one of you. I would like to thank everyone who provided me with the tour of their Institution and also their insight..."
January 20, 2009
Supervisor’s Pay Parity Case - Update
Official letter from Interim Supervisory Vice President Mark Valente regarding the status of the Supervisor's Pay Parity Case.
November 19, 2008
Update on 3.125% Backpay Case
As of 11/19/08 the “Exceptions” we filled concerning the 3.125% proposed judgment are still with the Judge. We are waiting on the final decision once we receive it our thirty day time line to file an appeal begins. I will post updates on this issue as soon as they become available.
November 19, 2008
Senior Peace Officer Pay Update
On November 19, 2008, I received the following update on the Senior Peace Officer Pay Grievance from Joanne Billhimer she informed me the Forth Level (DPA) also failed to respond to our grievance within the required time frame. The Grievance is now with our Legal Department to review for possible court action. I will post updates on this issue as they become available.
November 5, 2008
Update on 3.125% Backpay Case
Please view the attached document (.pdf Adobe Acrobat format) with an update on the 3.125% backpay case...
November 3, 2008
NEW Informational Section at CCPOA Supervisory
The third segment in the continuing series has been posted to the website is a flyer in .pdf format.
October 27, 2008
Update on Senior Peace Officer Pay Grievance
The State has failed to respond at the third level to our grievance regarding Senior Peace Officer Pay. This grievance has now been sent to the fourth level for review. As soon as more information becomes available I will make it available to you.
October 23, 2008
Class-Action 3rd Level Grievance Notice
CCPOA Grievance Coordinator Jo Anne Billhimer has filed a class action third level grievance concerning withholding of Senior Peace Officer pay from Supervisors. When an Officer reaches his or her eighteenth year of service he or she is awarded a one percent salary increase, however when the Officer promotes to a supervisor position the state takes away the one percent. The reason the State gives for the reduction in benefit is that it was not given to supervisors. It is CCPOA's position that once a benefit is earned the employee retains the benefit thought-out their career. If you were affected by this policy please contact Jo Anne at CCPOA Headquarters (1-800-821-6443).
October 23, 2008
Informational Section at CCPOA Supervisory
Why stay with CCPOA now that you are a Supervisor?
This is the second segment in a continuing series of information to help you make an informed choice between CCPOA and CCSO, and why you should stay with CCPOA. I also encourage you to contact me with your own reasons and experience.
As Citizens of the United States of America we enjoy the rights and responsibilities afforded us by the constitution. One of the rights we enjoy is the right as an individual to make decisions. CCSO must feel you need a little help, therefore they sponsored legislation (SB600) designed to limit which labor organization you, as a supervisor would be allowed to join. In this case Thank God for the wisdom of our elected representative's this bill failed.
The following are comments from Supervisors as to why they chose CCPOA.
As an Officer I was always well served by CCPOA. When I needed representation CCPOA was always there for me.
M. Vivero
I was the subject of four different investigations over a four-year period from the beginning I called CCSO for assistance I was always informed by the secretary she would have someone call me back.
They never called back. Over the next four-year period this scenario repeated it self over and over. I ended up spending over ten thousand dollars of my personal finances, due to the lack of support from CCSO.
R. Del Prato
Learn the truth ask questions!
CCPOA HAS YOUR BACK! ALWAYS HAS ALWAYS WILL!
Mark Valente
CCPOA Supervisory Vice President
October 2, 2008
Informational Section at CCPOA Supervisory
This is the first segment in a continuing series of information to help you make an informed choice between CCPOA and some other organizations, and why you should stay with CCPOA. I also encourage you to contact me with your own reasons and experiences.
As you all know Sacramento is the hub of our State Government. Our elected representative's have offices and conduct a majority of their business there. The Department of Corrections and Rehabilitation is also headquartered there.
CCPOA as an organization realized this during its conception; this is why we have our headquarters and legislative offices in Sacramento. Remember the often-used quote "location-location-location!"
Some other organizations decided the best place to establish their headquarters is Escalon. For those of you who never heard of Escalon it's approximately ninety miles south of Sacramento. Escalon is not exactly the hot bed of political or labor activity, but it is an excellent place to retire.
Some other organizations believe that there is a conflict of interest for you newly promoted Sergeants to belong to the same organization as those you supervise. A valid argument, if it wasn't for the fact that some other organizations believe it isn't a conflict of interest for Sergeants & Lieutenants to belong to the same organization. Makes perfect sense to me! In the event you as a member of CCPOA need a representative you will be provided with it.
Learn the truth ask questions!
CCPOA HAS YOUR BACK! ALWAYS HAS ALWAYS WILL!
Mark Valente
CCPOA Supervisory Vice President
September 26, 2008
Backpay Case Update for Supervisors
We have received the Proposed Statement of Decision regarding the 3.125% backpay case from the Superior Court of California. Or Law Firm disagrees with the decision and presently are reviewing the decision exploring our grounds for an appeal. We anticipate our Law Firm providing a recommendation in approximately two weeks as to the best course of action. As this information becomes available I will provide you with an update.
Mark Valente
CCPOA Supervisory Vice President
June 16, 2008
CCPOA fights for Fair Retro Raises for Supervisors
CCSO watches from the sidelines after waiting too long
CCPOA supports its supervisory members in aggressive and innovative ways every day. When the State gave compensation adjustments to rank and file for the period from July 1, 2005 to December 31, 2006 but refused to do the same for Supervisors, CCPOA sprang into action.
Supervisory Vice President Robert Dean requested to meet and confer in January 2007, just after Alexander "Buddy" Cohn issued an arbitrator's award showing that rank and file salary had been miscalculated since July 1, 2005. Cohn's two arbitrations awarded rank and file employees salary corrections equal to 3.125% of their pay from July 1, 2005 through December 31, 2006. DPA did not provide the same benefit to supervisors, though supervisors got the raise on a forward basis on January 1, 2007, just as rank and file did.
Under California Government Code Section 19849.18, the State has an obligation to provide salary and benefit changes to the supervisors that are generally equivalent to what the rank and file receives. Since that law was passed, the State has adjusted salaries for supervisors each time the rank and file got a change, even if the raises lagged for some months. This time, the State did something new and unfair. They changed their interpretation of the law! Now, instead of adjusting salaries change for change, the State announced that it simply had to evaluate whether compensation changes were generally equivalent over time. Here, the State concluded that supervisors already earned more than rank and file, so supervisors did not need a retroactive adjustment in line with the Cohn Award.
When evaluating whether to give the "retro" raise to supervisors, the State looked at past benefits given to supervisors regardless of the arbitration and before the arbitration was decided. The State said that because supervisors had received a POFF contribution and 85/80 health benefits in 2005 and 2006 when rank and file did not receive them, they did not want to provide a generally equivalent change to supervisor compensation when the rank and file got the "retro" raise in 2007. The problem with this thinking is that the State awarded those benefits to supervisors regardless of the outcome of the arbitration, and more than a year before the arbitration was decided. It seemed inequitable and CCPOA believes it violates the law.
CCPOA Supervisory Vice-President Robert Dean and other supervisory representatives met with the State until between February and April, 2007 to discuss the impact of the Cohn Award on supervisors; however, when the State refused to budge from refusing to provide retroactive application of the 3.125%, CCPOA ended negotiations, filed appropriate grievances with DPA. When the grievances were denied, CCPOA filed a lawsuit on June 20, 2007 in San Francisco Superior Court.
CCPOA expected that the State would be our adversary in this proceeding, but we were surprised by some late-in-the-game moves by the California Correctional Supervisors Organization ("CCSO") to copycat our fight. Fast forward to January 2008, after CCPOA had been litigating the case for half a year. CCSO announced it was filing its own lawsuit and "it was slowly moving through the judicial arena" according to their newsletter. Somehow, no papers were actually filed in Sacramento Superior Court until March 23, 2008. (CCSO had actually stated on its website in early summer of 2007 that it had filed a lawsuit.)
Fast forward again to May 2008. Less than one week before our trial, CCSO attempted to join our lawsuit by filing a motion to intervene in San Francisco Superior Court. If CCSO had been granted the right to intervene in the lawsuit, CCSO could have piggybacked on CCPOA's work, and could have delayed our trial for as much as a year.
With help from Gregg Adam of Carroll, Burdick & McDonough, CCPOA successfully defeated CCSO's motion and also defeated a second motion CCSO made on the morning of the first day of trial! In each case, the judges found that CCSO had simply waited too long, and that CCPOA's trial should proceed on its own.
CCPOA completed the testimony portion of the trial in front of Judge Suzanne Ramos Bolanos on May 22, 2008 in San Francisco Superior Court, after examining witnesses such as DPA's Chief of Labor, Julie Chapman and Labor Relations Officer, Frank Marr. Closing briefs will be submitted in late June. The judge will read the papers and then issue a decision in the case when she is ready. There is no specific time by which she must render her verdict.
This differs from a jury case in which the jury stays and deliberates until it reaches a verdict. Here, the judge thinks about the legal issues in the case and writes an opinion on her own schedule. CCPOA will keep members posted on any news in the case when the judge makes her decision.
On June 13, 2008, CCSO suffered another setback in its case when a judge ruled for the State and stayed CCSO case, freezing all proceedings until the judge decides CCPOA's case. Even after CCSO lost its motion to intervene in the CCPOA case, CCSO sought to continue its own case in Sacramento Superior Court. The court ruling held in part that "[d]epending on the outcome of the San Francisco [CCPOA] action, Plaintiff [CCSO] may seek leave to amend the complaint and pursue the action and/or defendant [State] may seek to dismiss the action on the grounds that it is moot." The amendment mentioned is CCSO's attempt to change the suit from representing all supervisors to just representing its own members.
But enough about CCSO and back to our case: CCPOA will keep members posted as soon as there is any news from the court. CCPOA is hopeful the result will bring justice to all of our hardworking supervisors employed during the "retro" period.
February 29, 2008
CCPOA Assistance Program
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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
- Drug Abuse
- Stress
- Adolescent Behavioral Problems
- Legal referrals
- Financial referrals
- Support with physical disease
- There is a state wide network of experienced counselors that have worked with law enforcement and have an understanding of the culture. The network also provides for access outside California for eligible dependents.
This counseling program is absolutely confidential. Your records are protected, belong to you and can only be released if you, in writing, authorize such release.
The Holman Group
800-321-2843
www.HolmanGroup.com
CCPOA User Name: holmangroup
CCPOA Password: CCP2693
Ron Holman, PhD President
Marcus Sola, MFT, Senior Vice President
Jane Galvin, LCSW, Vice President
May 1, 2007
Supervisory - Leading the Way
The official publication of the Supervisory Division of the California Correctional Peace Officers Association. CCPOA published its first Leading the Way in the Spring 2007 edition of the PEACEKeeper. Leading the Way is a resource for CCPOA Supervisors to get educated on developments in the workplace, efforts that are being made on their behalf as a member of CCPOA, and a forum for members to communicate with CCPOA in an effort to enhance the correctional peace officer profession.
