CAPS Negotiations - Status as of September 6, 2023
CAPS’ latest proposal on August 31, 2023, would be effective July 1, 2023, and provide increases July 1, 2023, July 1, 2024 and July 1, 2025.
In year 1, the CAPS proposal would address the salary inequities of the Unit through classification-specific Special Salary Adjustments (SSAs). Each proposed SSA would acknowledge like pay for like work and ensure classifications will have reporting relationships and promotional pathways that are standard and restore the pay structures which were established with the series. These SSAs also address specific classification needs – whether that be recruitment, retention, helping to recognize the minimum qualifications, level of responsibility or expertise of the class.
In year 2, a General Salary Increase (GSI) of 5% would be provided to all rank-and-file Scientists.
In year 3, a 3.5% GSI would be provided.
Break all the classifications within the Unit into three groupings based on the following:
1) classes affected by the Like Pay Like Work ruling as well as any classes that are tied per the State’s perspective,
2) a grouping of specialized classes at CDFA and
3) the remaining rank and file state scientists, and provide varying Special Salary Adjustments (SSAs) the first pay period following ratification, July 1, 2024, and July 1, 2025.
Depending on the classification, the State’s proposal included different SSAs to those who are at the top step of the existing salary range, and those who are not currently at the maximum of their salary range.
The State grouped the “like pay for like work” (LPLW) classifications that experienced disruptions in pay with comparator classes and in reporting relationships and the classifications that they believe are related to the LPLW classes. This group accounts for ~90% of State Scientists. For this first group, the State’s proposal included a 5% SSA for those at the top step the first pay period following ratification, July 1, 2024, and July 1, 2025. The State’s proposal also included a 3% SSA for those below the maximum of their salary range in this group, effective the first day of the pay period following ratification; then a 2% SSA for those not at top step in that first group, effective July 1, 2024; and a final 5% SSA for those not at top step in that first group.
The State’s proposal also included a 10% SSA, effective the pay period following ratification, for 15 classifications the State sees as tied to the California Department of Food and Agriculture (CDFA) Plant Lab, all of which require a master’s or PhD, followed by SSAs on July 1, 2024 and July 1, 2025 of 2%.
For the remaining classifications (i.e. not in the State’s first or second grouping) the State’s proposal included a 3% SSA, effective the pay period upon ratification, July 1, 2024, and July 1, 2025.
Additionally, the State’s proposal included a one percent (1%) General Salary Increase (GSI) that would be provided on July 1, 2025, should the Director of the Department of Finance determine the State revenue is sufficient to fully fund all existing statutory and constitutional obligations and existing fiscal policy. Should funding not be available the State and CAPS will meet and confer.
Effective July 1, 2023, $800 monthly Pay Differential for all rank-and-file State Scientists working in San Mateo, San Francisco, Santa Clara, Marin, Alameda, Santa Cruz, and Orange; $550 monthly Pay Differential for rank-and-file State Scientists working in Santa Barbara, Napa, Contra Costa, Monterey, Ventura, San Diego, San Luis Obispo, Los Angeles, San Benito and Sonoma
Beginning July 1, 2023, rank-and-file State Scientists with 15+ years of State service would receive a longevity pay differential.
· 15 years of State Service: 2% differential
· 16 years of State Service: 3% differential
· 17 years of State Service: 4% differential
· 18+ years of State Service: 5.5% differential
Percentages are non-cumulative.
Emergency Response Differential
A $1,250 one-time benefit for rank-and-file State Scientists working at CalFIRE in recognition of heavy fire seasons, and at the California Department of Public Health (CDPH) for their work protecting the public health of California.
Increase employer health benefits contributions to 85/80 from the current 80/80 formula.
No Strike Clause
CAPS’ proposal would allow for rank-and-file State Scientists to participate in solidarity strikes without discipline or adverse action from the State, which aligns with AB 504.
Other Outstanding Sections
Include sections that are typically left until the end of negotiations like No Lockout, Duration, Supersession, Entire Agreement and Contract Appropriation. In addition, a new section Employee Donated Release Time Bank is also outstanding.