In this context, much of it will depend on collective bargaining and agreements to reduce the Governor`s remuneration and action with respect to possible general wage increases and exceptional compensation adjustments as of July 1, 2020. With the provisional agreement of SEIU Local 1000 Side Letter, we have approached CalHR to reiterate these requests and to ensure that there is a fair package for excluded workers who are not directly linked to a bargaining unit. If a rank and file unit does not agree and instead authorizes wage reductions, ACSS will ensure that the reductions are fair to the excluded workers. The administration has made it clear that it intends to link excluded workers to their related collective agreement units in order to achieve wage savings. Other bargaining units are expected to enter into two-day PLP agreements, partially offset by the suspension of workers` contribution to pre-financing of retirees` health care. The emphasis is on the cuts to the work allowance requested by the governor and taken into account in the state budget. The legislature has encouraged rank and file groups to accept a reduction through collective bargaining. Without these agreements, Parliament would authorize reductions in the work allowance. Two groups reached an agreement, including SEIU Local 1000, which represents nine of the state`s 21 bargaining units, and the California Correctional Peace Officers Association (CCPOA), which represents the bargaining unit 6. ACSS lawyers and legal team continue to advocate for the interests of excluded workers. Since « budget bill bills » and bills authorizing agreements by high-level organizations will be subject to legislative approval and funding, ACSS will continue its aggressive representation of the interests of excluded individuals. While we await greater clarity on the adoption of the final state budget and the potential impact of collective bargaining, ACSS will continue to work with CalHR on wages and details of possible temporary reductions on workers` excluded earnings. The Local Agreement 1000 provides a roadmap for other bargaining units and sets out expectations for adjustments likely excluded from workers` compensation – a two-day staff program is partially offset by the suspension of workers` contribution to pre-financing of retirees` health care.
This framework is consistent with the approach advocated by the ACSS, taking into account the reductions in the pay of excluded workers, which are required by the latest budget deficits related to COVID-19, which are addressed in the revised government budget. ACSS will review and analyze the preliminary agreement. We plan to obtain calHR to discuss the impact of this potential agreement on excluded employees related to SEIU trading units. THE ACSS is monitoring this issue closely and will continue to provide updates to executives and superiors who may be affected. ACSS praised the progress made by the Brown administration and former CalHR Director Richard Gillihan. In addition to general wage increases in 2017 and 2018, the administration has granted a general salary increase (GSI) of 3% effective October 1, 2016, as well as various specific salary adjustments for addressing the wage cut. The October 2016 GSI departed from current practice by making an IFG available to excluded staff before several trade union confederations entered into collective agreements. ACSS is committed to continuing to cooperate with CalHR and the next administration to ensure that excluded employees receive adequate and appropriate improvements in wages and performance. The preliminary agreement or side letter amending the local 1000 employment contract includes the following elements for high-level services: WSU and the Washington State Employees Federation (WFSE) have agreed on the application of the WSU-WFSE 2015-2017 collective agreement on the tariff unit (BU) 13.