Summary of Changes - What Your Contract Means to You
Mar 27, 2020

CEMA Members, 

This is by far the best Contract CEMA has seen in decades and demonstrates the value CEMA and the County places upon you all.  In a time when 3 million Americans filed for unemployment in 1 week more than 1 million of which in California we are being amazing increases NOT available months ago as you state.

We negotiated much more than that since November 23rd and our lump sum payment is MORE than the retro calculation would be for the Unit.  Since November 23rd we have successfully bargained the following increases:

* Full retro acknowledgment in a lump sum payment

* additional .25% reduction in pension for PEPRA

* increase in 24 hour pay

* lowering of medical costs

* increase in shift differentials

* removal of 1st day sick WITH no loss of pay and more flexible cash-out

* doubling of tuition and professional development limits

* unlimited licensure reimbursement

* hard timelines for approve ESA Classification Studies

Also every CEMA member will see a greater than 14% increase in take home pay in the next 15 months.

Upon implementation every member gets:

Immediate signing bonus of between $2,575 - $6,180

Immediate 3% General Wage Increase

Immediate 3% Relief in Pension Contribution

2.5 months later on June 15, 2020 Everyone Receives

3% General Wage Increase

2% (2.25% for PEPRA) Relief in Pension Contribution

12 months later on June 28, 2021

3% General Wage Increase

Total increase in take home pay in 14.5 months from GWI and Pension Relief =

14% (14.25% for PEPRA) plus the multi thousand dollar signing bonus.

Every year thereafter there is a 3% general wage increase   

The CEMA E-Board, Negotiation Team and Staff unanimously reccomends

A YES VOTE

Summary of Changes

The following is a summary of changes for CEMA’s tentative agreement on its 2019-2024 contract.  This summary of changes represents nine months of bargaining by CEMA’s negotiating team.  The negotiating team and CEMA’s Executive Board unanimously support the tentative agreement and recommend ratification.

Final contract language will be released soon for members to read.  The negotiating team hopes this summary is helpful and easier to read than the contract language is.  One of the goals we were not able to achieve this contract cycle was to do a complete rewrite of the contract to put it in more readable language.  Unfortunately, given the need to resolve the contract quickly, due to the Covid19 crisis, this fell by the wayside.

This summary changes describes each part of the tentative agreement in a more digestible way so that you can review the changes and formulate any questions you may have for the upcoming CEMA live streams where the negotiating team and reps will be answering questions.

Items achieved in the last month(ish) of bargaining are in red. 

 

CEMA Proposed Items

 Major Issues:

1)     Contract Signing Bonus

This one-time bonus is not retro pay but is a recognition of the time CEMA has been without a contract.  Previously we discussed a flat rate signing bonus with members at site meetings as a way to capture savings to the County from the protracted period off contract.  General feedback from members was to find something that matches the bonus closer to salary.  As a result, the negotiating team landed on three salary tiers with a lump sum payment based off the middle of the range.  This solution worked advantageously for the CEMA unit and resulted in substantially more money for CEMA in total than retroactivity would have.

Bottom Hourly Rate

Top Hourly Rate

Lump Sum Payment

Tier 1

Lowest Rate

$66.68

$2,575.00

Tier 2

$66.68

$103.98

$4,300.00

Tier 3

$103.99

Top rate

$6,180.00

            

2)     PERS reductions

 CEMA will see the following PERS contribution reductions:

Classic Miscellaneous and Safety: 3% upon signing, 2% in year two.

PEPRA Miscellaneous and Safety: 3% upon signing, 2.25% in year two.

This will align CEMA’s classic miscellaneous members with most other County employees and will reduce PEPRA to making the same contribution as classic instead of the higher amount they currently pay.  In addition, CEMA will not have to pay back the self-funded wage increases our positions received when we accepted the higher pension contribution.

 

3)     First Day Sick

Removal of First Day Sick!  The First Day Sick section will be struck and there will not be a reversal of the four days moved from sick to STO that initially accompanied the First Day Sick implementation.  In addition, we have increased the number of days employees can call in sick and still cash out 80 hours of STO.  Under the current language, 0 hours of sick used means you can cash out 80 hours of STO and less than 16 hours of sick means you can cash out 40.  Under the new language, you can take 24 or less hours of STO and then choose to cash out either 40 or 80.  This improved language was not achieved by other units that removed first day sick this contract cycle.

4)     General Wage Increase

CEMA will see the following wage increases:

Upon Signing:               3%

Pay Period 20/14:         3%

Pay Period 21/14:         3%

Pay Period 22/14:         3%

Pay Period 23/14:         3%

3% per year was the expectation set by the board of supervisors for wage increases for units this negotiation cycle and no units have deviated from it yet.  CEMA was able to significantly increase the benefit to our members by capturing money elsewhere, largely on pension reduction but also realignments and other contract enhancements.

5)     License Reimbursement

Removal of the unit wide cap on license reimbursement and removal of the specified list of classifications.  If you have a mandated license, it gets reimbursed.

6)     Professional Development/Tuition Reimbursement

Increase the available funds for CEMA from $200,000 to $350,000 and double the individual draws from $1500 to $3000.

7)     Class Study Process

A new class study process that gives CEMA the ability to expedite 30 classification studies (which assess, compaction, appropriate classification, market rate, etc.) per year with a guaranteed completion within a year.  This has been a longstanding issue for CEMA; members will know that the process can take up to 3 years.  As part of the new process, members will be required to submit class studies in March (starting 2021) so that the determination of which studies will be expedited can be made.  A committee of CEMA members and ESA representatives will be formed prior to make these decisions.  Non expedited studies can still be accepted for study.

 

8)     Public Notary Differential

A $60 biweekly differential for CEMA members who function as Public Notaries for the County.

 

9)     Career Incentive Program Differential

This is a differential earned by Public Defender Investigators which our CEMA Supervising Public Defender Investigators do not receive and which significantly contributes to loss of pay upon promotion.  Our members will now receive the differential as well.

Basic: 2.5% of base salary; 

Intermediate: 5% of base salary; 

Advanced: 7.5% of base salary. 

10)  24 hour pay

24 hour pay was improved in two ways.  First, the limit on only 10 days per pay period being paid was removed, now members assigned for an entire pay period will be paid for the full 14 days.  Second, this differential is now required to be authorized and given to the employee prior to assignment of the duties.  Often CEMA found that members would perform the duties for moths while awaiting approval.

11)  Bilingual Pay

Bilingual pay is being increased from $150 to $200 per month.

12)  Nursing Realignment Language

The nursing realignment section is now improved and will clearly apply to all new or successor nursing classifications.  Previously this was an issue and worry for nurses going through the reclassification process.

13)  Evening/Night shift differential 

Increases to the evening shift differential from $212 to $250 biweekly and night shift differential from $264 to $300.  In addition, the limit to number of employees in eligible classifications has been removed.  The differential will now be given based on assignment.

14)  Uniform Allowance

Improved language to qualify affected classifications and two tiers set at $550 and $850 for qualifying members.

15)  Realignments

A number of CEMA classifications will be seeing individual realignments in year one of the contract.  In general, these will be classifications with impact from SEIU’s larger realignments and classifications which previously submitted their compaction data in CEMA surveys.  The final list was the result of substantial haggling and bargaining with the County’s negotiators.

The amount of money in this pool represents a bit under 1% of salary for the CEMA unit.  The team was able to capture this increase in the final weeks of negotiations after the Covid19 crisis was already underway and additional pension increase was unlikely.  Individual realignments were not a goal from the beginning for the team, but given the circumstances it became the avenue to capture more money for the CEMA unit.

G63 

Election Process Supv II 

5.50% 

R2N 

Clinical Nutrtition Svcs Mgr 

7.50% 

H30 

Health Center Manager 

1.00% 

X44 

Probation Division Manager 

1.00% 

C70 

Public Health Nurse Mgr I 

5.00% 

C69 

Public Health Nurse Mgr II 

5.00% 

P9C 

Chief Psychologist 

5.00% 

R33 

Dir of Therapy Services 

5.00% 

V4S 

Latent Fingerprint Exam Supv 

3.00% 

V90 

Fingerprint Identification Dir 

3.00% 

R31 

Therapy Services Program Mgr 

5.00% 

K40 

Mapping &  I. D. Supervisor 

5.00% 

R83 

Supv Diagnostic Imag Tech 

4.50% 

J33 

Sterile Processing Manager 

4.50% 

B2L 

Admin Services Mgr I 

1.00% 

B2J 

Admin Services Mgr II 

1.00% 

P14 

Mental Health Prog Spec II 

4.00% 

B3H 

Program Manager III 

1.00% 

B3P 

Program Mgr I 

1.00% 

B3N 

Program Mgr II 

1.00% 

Q07 

Program Mgr II-U 

1.00% 

Q03 

Program Mgr I-U 

1.00% 

D08 

Supv Health Services Rep II 

3.50% 

B2R 

Admin Support Officer I 

1.50% 

B2P 

Admin Support Officer IIi 

1.50% 

B2N 

Admin Support Officer III 

1.50% 

B01 

Health Planning Spec III 

3.00% 

D34 

Supv Clerk 

3.00% 

D44 

Supv Patient Business Sv Clk 

3.00% 

D86 

Supv Assessment Clerk 

3.00% 

D94 

Supv Account Clerk II 

3.00% 

D95 

Supv Account Clerk I 

3.00% 

E2D 

Telecomm/Facilities Mgr-SCVHHS 

3.00% 

M2M 

Fleet Operations Manager 

3.00% 

B1P 

Mgmt Analyst 

1.00% 

W1P 

Mgmt Analyst-U 

1.00% 

M07 

Fleet Mgr 

3.00% 

N60 

Road Operations Superintendent 

3.00% 

B1N 

Sr Mgmt Analyst 

1.00% 

S54 

Chief Radiation Therapist 

3.00% 

W1N 

Sr Mgmt Analyst-U 

1.00% 

X20 

Supv Probation Counselor 

1.00% 

Y30 

Social Services Prg Mgr III 

1.25% 

Y31 

Social Services Prg Mgr II 

1.25% 

Y32 

Social Services Prg Mgr I 

1.50% 

D56 

Supv, Hlth Info Mgmt Svcs 

2.00% 

M21 

Fleet Maintenance Supervisor 

3.00% 

G87 

Chief Communications Disp 

2.00% 

G91 

Supv Communications Dispatcher 

2.00% 

R17 

Supv Respiratory Care Practnr 

2.00% 

U9D 

Supv Protective Svcs Officer 

2.00% 

V14 

Supv Environmental Health Spec 

1.00% 

H12           

Janitor Supervisor 

2.00% 

H1E  

Janitor Supervisor-U 

2.00% 

C4C 

Asst Chief of Assessment Standards 

2.00% 

C46 

Asst. Chief Appraiser 

2.00% 

C56 

Asst Chief Auditor-Appraiser 

2.00% 

Minor Issues:

  1. Union Copy of Discipline: CEMA will be provided a copy of disciplines when they are given to members.  
  2. Contractor language: improved language to address and limit use of contractors doin CEMA work.
  3. Temporary Assignment Differential (TARD) changed to Work Out of Class (WOOC): for obvious reasons.
  4. Performance Appraisal Process: Further limits and safeguards ensuring use of the agreed upon process.
  5. ATO language: Administrative Time Off was brought into the contract with improved language that excludes unit wide exclusions other than for temporary reasons and requires a legitimate business reason to be provided for any individual denial.
  6. Paid Administrative Leave: Restrictions upon paid admin leave to help facilitate return to work.
  7. Updated Arbitrator List: We’ve updated the list of agreed upon arbitrators.
  8. CEMA E-mail communication: standardized protocol for official receipt of documents by CEMA.

 

County Proposed Items

1)     Benefits Update

This County proposal was designed to align all unions on the same benefits premiums.  The result for CEMA is a benefit to most of our members.  Premium costs will be reduced for all plans other than single-person Kaiser.  However, single-person Kaiser is no longer free to employees, it will have $6.73 premium per pay period.  In addition, the amount is specified in the contract and we have eliminated the automatic increases.  This change is a significant benefit to CEMA as a whole.

2)     Other Post Employment Benefits (OPEB) Increase

OPEB contributions will increase by $1.50 per pay period.

3)     Compaction Language Removal

The County prioritized removal of section 2.7 compaction.  CEMA has found the language frequently ineffectual.  We conceded removal of this section for movement elsewhere but incorporated a review of compaction into the new class study process.

4)     No Strike/No Lockout Language

CEMA’s contract was unique in that it does not have no strike/no lockout language.  This does not abridge CEMA’s ability to strike after the contract negotiation process as is normal, it does prevent CEMA from striking during the term of a contract.

5)     Retiree Medical Reopener

There will be a reopener in year three of the contract to discuss County proposals on changes to retiree medical.  

 Contract Impact on Salary

 

Classic Miscellaneous PERS (16.011% current contribution)

 

 

Contract Terms

 

Current

2019-2020

2020-2021

2021-2022

2022-2023

2023-2024

Raise

3% GWI

3% GWI

3% GWI

3% GWI

3% GWI

PERS Reduction

3% PERS

2% PERS

Net Pay Over Contract

Salary

 

Current

2019-2020

2020-2021

2021-2022

2022-2023

2023-2024

 

$80,000 

Gross Pay

$80,000

$82,400

$84,872

$87,418

$90,041

$92,742

Net Pay (after PERS)

$67,191

$71,679

$75,527

$77,793

$80,126

$82,530

$100,000 

Gross Pay

$100,000

$103,000

$106,090

$109,273

$112,551

$115,927

Net Pay (after PERS)

$83,989

$89,599

$94,408

$97,241

$100,158

$103,163

$120,000 

Gross Pay

$120,000

$123,600

$127,308

$131,127

$135,061

$139,113

Net Pay (after PERS)

$100,787

$107,518

$113,290

$116,689

$120,189

$123,795

$140,000 

Gross Pay

$140,000

$144,200

$148,526

$152,982

$157,571

$162,298

Net Pay (after PERS)

$117,585

$125,438

$132,172

$136,137

$140,221

$144,428

$160,000 

Gross Pay

$160,000

$164,800

$169,744

$174,836

$180,081

$185,484

Net Pay (after PERS)

$134,382

$143,358

$151,053

$155,585

$160,253

$165,060

$180,000 

Gross Pay

$180,000

$185,400

$190,962

$196,691

$202,592

$208,669

Net Pay (after PERS)

$151,180

$161,278

$169,935

$175,033

$180,284

$185,693

$200,000 

Gross Pay

$200,000

$206,000

$212,180

$218,545

$225,102

$231,855

Net Pay (after PERS)

$167,978

$179,197

$188,817

$194,481

$200,316

$206,325

$220,000 

Gross Pay

$220,000

$226,600

$233,398

$240,400

$247,612

$255,040

Net Pay (after PERS)

$184,776

$197,117

$207,699

$213,930

$220,347

$226,958

$240,000 

Gross Pay

$240,000

$247,200

$254,616

$262,254

$270,122

$278,226

Net Pay (after PERS)

$201,574

$215,037

$226,580

$233,378

$240,379

$247,590

PEPRA Miscellaneous PERS (16.261% current contribution)

 

 

Contract Terms

 

Current

2019-2020

2020-2021

2021-2022

2022-2023

2023-2024

Raise

3% GWI

3% GWI

3% GWI

3% GWI

3% GWI

PERS Reduction

3% PERS

2.25% PERS

Net Pay Over Contract

Salary

 

Current

2019-2020

2020-2021

2021-2022

2022-2023

2023-2024

 

$80,000 

Gross Pay

$80,000

$82,400

$84,872

$87,418

$90,041

$92,742

Net Pay (after PERS)

$66,991

$71,473

$75,527

$77,793

$80,126

$82,530

$100,000 

Gross Pay

$100,000

$103,000

$106,090

$109,273

$112,551

$115,927

Net Pay (after PERS)

$83,739

$89,341

$94,408

$97,241

$100,158

$103,163

$120,000 

Gross Pay

$120,000

$123,600

$127,308

$131,127

$135,061

$139,113

Net Pay (after PERS)

$100,487

$107,209

$113,290

$116,689

$120,189

$123,795

$140,000 

Gross Pay

$140,000

$144,200

$148,526

$152,982

$157,571

$162,298

Net Pay (after PERS)

$117,235

$125,078

$132,172

$136,137

$140,221

$144,428

$160,000 

Gross Pay

$160,000

$164,800

$169,744

$174,836

$180,081

$185,484

Net Pay (after PERS)

$133,982

$142,946

$151,053

$155,585

$160,253

$165,060

$180,000 

Gross Pay

$180,000

$185,400

$190,962

$196,691

$202,592

$208,669

Net Pay (after PERS)

$150,730

$160,814

$169,935

$175,033

$180,284

$185,693

$200,000 

Gross Pay

$200,000

$206,000

$212,180

$218,545

$225,102

$231,855

Net Pay (after PERS)

$167,478

$178,682

$188,817

$194,481

$200,316

$206,325

$220,000 

Gross Pay

$220,000

$226,600

$233,398

$240,400

$247,612

$255,040

Net Pay (after PERS)

$184,226

$196,551

$207,699

$213,930

$220,347

$226,958

$240,000 

Gross Pay

$240,000

$247,200

$254,616

$262,254

$270,122

$278,226

Net Pay (after PERS)

$200,974

$214,419

$226,580

$233,378

$240,379

$247,590


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