PRESIDENT’S REMARKS:
I hope you and your families are having an amazing summer so far. Here at CCSO, we’re very excited to be putting our members’ hard-earned dues to work to bring our organization to the next level. Our goal in the coming months is to enter the next phase of our transformation and growth while continuing to build on the top-notch services we provide to our membership. With the additional funding from the recent dues increase, we’re planning to bolster our legal services so that our members have access to the highest level of representation possible. We’re also pleased to report that we now have the resources to take on legal battles that we were unable to previously. In addition, we want to focus on supporting our Chapter Presidents with the tools and skills they need to become more effective representatives, as well as continuing to provide our membership with top-notch training that will help us become a stronger, more competitive organization moving forward.
DUES INCREASE:
The dues increase is effective August 1, 2022. Your increase is based on your classification’s highest salary, and you will be placed into either Tier 1 or Tier 2 based on that. Tier 1 dues are $87.00 per month, and Tier 2 dues are $76.00 per month. The dues increase was voted on and approved by the Chapter Presidents at our General Session in April. The formula-driven dues increase is further explained below:
Tier 1 – 0.92% of Correctional Sergeant’s highest salary, $87/month now that the General Salary Increases have been applied, will increase all members whose highest gross income in their respective classification is $9188 or more per month. Increases will accrue when the respective tiers receive a raise.
Tier 2 – 0.93% of Staff Services Manager I highest salary, $76/month now that the General Salary Increases have been applied, will increase all members whose highest gross income in their respective classification is less than $9188 per month. Increases will accrue when the respective tiers receive a raise.
PAY LETTER:
Effective July 1, 2022, CalHR approved a 2.5% General Salary increase for all employees designated M01*, M03, M06, M14, M17*, M19, M21, M99, S01, S03, S04, S06, S11, S14, S15, S17, S19, S20, S21, E97*, E98*, E99*, including employees who separated from state service before July 1, 2022, and have lump sum payments that extend beyond July 1, 2022. The lump sum payments shall be adjusted to reflect the above salary increase.
Those units who were approved for General Salary increases will see the increase in the July pay warrant. This includes the SRNIIs, who received a 3% increase. Units 2, 8, 9, 10, and 18 are not currently scheduled to receive an increase. However, Unit 13 has reached a tentative agreement that is pending ratification.
CLOSURE UPDATE:
Governor Newsom signed AB200, a trailer bill to the state budget that throws out existing criteria for prison closures, and declares June 30, 2023, as a closure date for CCC. The state budget approved by the Assembly and Senate reads that the “Department of Corrections and Rehabilitation shall remove all incarcerated persons from, cease operations of, and close, the California Correctional Center located in the town of Susanville, no later than June 30, 2023.”
CCSO is also aware that the Governor has proposed for California to close three more prisons by the end of the fiscal year in June 2025. The State has not identified which prisons are being considered for closure in the future. CCSO opposes any further closures, and we will convey our objections to the Department and the Governor’s Office.
LAC STRIKE TEAM:
Due to multiple vacancies, specifically in the classification of Sergeant (SGT) at California State Prison, Los Angeles County (LAC), it has become necessary to form an SGT Strike Team to assist LAC with filling these vacancies. After careful consideration, the LAC SGT Strike Team will be formed by voluntary and involuntary Sergeants from six area institutions: California City Correctional Facility (CAC), Calipatria State Prison (CAL), Centinela State Prison (CEN), Chuckawalla Valley State Prison (CVSP), Ironwood State Prison (ISP), and California Rehabilitation Center (CRC). It is anticipated that each institution listed will send two (2) Sergeants each, first voluntary, then involuntary, for a total of 12 LAC SGT Strike Team participants.
CCSO disagrees with the utilization of involuntary Sgts for this purpose and will be filing a complaint/grievance with the Department. If we receive any further updates, we will share.
DIVISION OF JUVENILE JUSTICE CLOSURE:
CCSO has been involved in the closure process of the Division of Juvenile Justice statewide. The closure takes effect on June 2023. Lieutenant Santos, CCSO Chapter President, and Lieutenant Gray attended the last meet and confer, where many of their questions were answered. CCSO Labor Manager Gilbert Valenzuela and CCSO State President Art Gonzales attended the bid placement process for sergeants and lieutenants.
CCSO ATTORNEY VICTORY:
Another victory for CCSO and its membership! The CDCR terminated a sergeant for allegedly having inappropriate relations during work hours with another employee, misuse of state email, dishonesty, inexcusable neglect, other failures of good behavior, and willful disobedience. In short, the Notice of Adverse Action had hundreds of incriminating emails and willing witnesses. Notwithstanding, through some great lawyering, Brad made moves to limit the possible admissibility and relevance of certain incriminating evidence. Facing this possibility, the Department became willing to enter negotiations to resolve the matter. The case was set to go to trial without any settlement in hand, and Brad was ready to try the case. However, on the eve of trial, Brad, unfortunately, came down with Covid, and the case was continued to August. Relentless in his determination, while at home sick, Brad still worked the case and eventually convinced the Department to settle the case. (Fortunately, Brad came through Covid relatively unscathed.) The Department agreed to modify the penalty from termination to a six-month suspension and demotion. Considering the risk, the sergeant was extremely happy with the resolution as he still needed time in the Department to receive his full retirement. He plans to promote once again if able. Meanwhile, the sergeant agreed to join SELS.
Disclaimer: This newsletter is for CCSO members only and may contain confidential and/or sensitive information. Please do not disseminate through CDCR email. Contact the CCSO office with any questions or concerns.