Agreement Between The State of California and

The Professional Engineers in California Government
(PECG)
covering
BARGAINING UNIT 9
PROFESSIONAL ENGINEERS
Effective July 1, 2025 through June 30, 2028

3.4	Bilingual Differential
4.3	NDI
4.4	Enhanced NDI
4.12	Rural Subsidy Program
7.1	Business and Travel Expense
7.2	Commute Program
7.6	Overtime Meals

1. All steps in each salary range shall be increased by the same percentage. The salary for intermediate classifications in ranges between the Entry and Supervisory levels shall be based on prorating or interpolating the salaries.
2. All salary increases shall be rounded to the nearest dollar. In no event shall salaries be reduced as a result of this provision. CalHR and PECG may negotiate salaries above the minimum level on any general, regional, specialty, classification, department, or other basis they choose to agree upon.
3. Salaries for Unit 9 employees shall be increased as appropriate to correspond to the timing of the salaries received by local agency employees included in the survey.

1. Unit 9 employees shall receive annual merit salary adjustments in accordance with Government Code Section 19832 and applicable CalHR rules.
2. Notwithstanding 2 Cal. Code Reg. § 599.684, an employee whose merit salary adjustment is denied may appeal pursuant to Article 12 (Grievance and Arbitration) of this agreement.

1. Licensing Examinations – Fees and Time Off
1. Upon successful completion of any portion of the examination for the licenses listed below, the State shall reimburse Unit 9 employees for all fees and charges required to apply for and participate in the examination for the following professional licenses and certificates: Engineer, Architect, Landscape Architect, Land Surveyor, Engineer-in-Training, LSIT, Geologist-in-Training, Engineering Geologist, Geologist, and Geophysicist. The State shall also reimburse Unit 9 employees for their renewal fees for the above licenses provided, however, the State shall not reimburse employees for late fees (or penalties) due to untimely renewal.
2. Unit 9 employees shall accrue eight (8) hours of compensating time off upon successful completion of the examination needed to obtain one of the licenses or certificates listed in 1. above.
3. If an employee is scheduled to take an examination for one of the licenses or certificates listed in 1. above during his/her work day, the employee will be granted paid State release time to take the examination upon presentation of proof that the employee is scheduled for the examination. Such release time is limited to the time required for the exam and includes reasonable travel time to and from the nearest examination site, not to exceed the normal work shift on the exam day.
2. Professional Society and Organization Dues
   
   Unit 9 employees shall be reimbursed for dues paid to one or more job-related professional societies or organizations. Said reimbursement shall not exceed two hundred and fifty dollars ($250) per fiscal year provided, however, the State shall not reimburse employees for late fees or penalties due to untimely renewal of their membership.

1. Definition of bilingual positions for Bilingual Differential Pay
1. A bilingual position for salary differential purposes requires the use of a bilingual skill on a continuing basis averaging ten percent (10%) of the time. Anyone using their bilingual skills ten percent (10%) or more of the time will be eligible whether they are using them in a conversational, interpretation, or translation setting. In order to receive bilingual differential pay, the position/employee must be certified by the using department and approved by the Department of Human Resources. (Time should be an average of the time spent on bilingual activities during a given fiscal year.)
2. The position must be in a work setting that requires the use of bilingual skills to meet the needs of the public in either:
1. A direct public contact position;
2. A hospital or institutional setting dealing with patient or inmate needs;
3. A position utilized to perform interpretation, translation, or specialized bilingual activities for the department and its clients.
3. Position(s) must be in a setting where there is a demonstrated client or correspondence flow where bilingual skills are clearly needed.
4. Where organizationally feasible, departments should ensure that positions clearly meet the standards by centralizing the bilingual responsibility in as few positions as possible.
5. Actual time spent conversing or interpreting in a second language and closely related activities performed directly in conjunction with the specific bilingual transaction will count toward the ten percent (10%) standard.
2. Rate
1. An employee meeting the bilingual differential pay criteria during the entire monthly pay period would receive a maximum $200.00 per monthly pay period, including holidays.
2. A monthly employee meeting the bilingual differential pay criteria less than the entire pay period would receive the differential on a pro rata basis.
3. A fractional month employee meeting the bilingual differential pay criteria would receive the differential on a pro rata basis.
4. An employee paid by the hour meeting the bilingual differential pay criteria would receive a differential of $1.15 per hour.
5. An employee paid by the day meeting the bilingual differential pay criteria would receive a differential of $9.22 per day.
3. Employees, regardless of the time base or tenure, who use their bilingual skills more than ten percent (10%) of the time on a continuing basis and are approved by the Department of Human Resources will receive the bilingual differential pay on a regular basis.
4. Bilingual differential payments will become earnings and subject to contributions to the State Retirement System, OASDI, levies, garnishments, Federal and State taxes.
5. Employees working in positions which qualify for regular bilingual differential pay as authorized by the Department of Human Resources may receive the appropriate pay during periods of paid time off and absences (e.g., sick leave, vacation, holidays, etc.).
6. Employees will be eligible to receive the bilingual differential payments on the date the Department of Human Resources approves the departmental pay request. The effective date shall be retroactive to the date of appointment, not to exceed one (1) year, and may be retroactive up to two (2) years, to a position requiring bilingual skills when the appointment documentation has been delayed. The effective date for bilingual pay differential shall coincide with the date qualified employees begin using their bilingual skills on a continuing basis averaging ten percent (10%) of the time, consistent with the other provisions of this section.
7. Bilingual differential payments will be included in the calculation of lump sum vacation, sick leave and extra hour payments to employees terminating their State service appointment while on bilingual status.
8. Effective October 31, 2002, qualifying employees in Work Week Group 2 shall receive bilingual compensation for overtime hours worked.
9. Employees receiving regular bilingual differential pay will have their transfer rights determined from the maximum step of the salary range for their class. Incumbents receiving bilingual pay will have the same transfer opportunities that other class incumbents are provided.
10. The bilingual differential pay shall be included in the rate used to calculate temporary disability; industrial disability and non-industrial disability leave benefits.

1. When a permanent full-time or probationary employee receives no pay warrant on payday, the State agrees to issue a salary advance, consistent with departmental policy and under the following conditions:
1. When there are errors or delays in processing the payroll documents and the delay is through no fault of the employee, a salary advance will normally be issued within two (2) work days after payday for an amount close to the actual net pay (gross salary less deductions) in accordance with departmental policy.
2. When a regular paycheck is late for reasons other than (1) above (e.g., AWOL, late dock), a salary advance of no less than 50% of the employee’s actual net pay will normally be issued within five work days after payday except as otherwise provided in Section 3.12 entitled Late Docks. No more than two salary advances per calendar year may be issued under these circumstances.
3. The difference between the employee’s net pay and the salary advance shall not be paid until after receipt of the Controller’s warrant for the pay period.
4. The circumstances listed in (1), (2), and (3) are not applicable in remote areas where difficulties in the payroll process would not allow these timelines to be met. In these areas the State agrees to attempt to expeditiously correct payroll errors and issue salary advances.
2. It will be the responsibility of the employee to make sure voluntary deductions (e.g., credit union deductions, union dues, etc.) are paid.
3. This provision does not apply to those employees who have direct deposit. This provision does not preclude advances if they are provided for under any other rules or policies where direct deposit is involved.
4. For overtime checks, an advance for an amount close to the actual net pay shall be issued by the end of the pay period following the actual month for which the overtime is submitted if the overtime check is not available at that time.

1. This section applies to Caltrans employees who otherwise qualify for long term per diem pursuant to Section 7.1, Business and Travel Expenses. Employees receiving the differential provided for in this section shall not receive long term per diem.
2. Caltrans employees who are assigned in writing to Long Term Assignments (LTA) for more than one year (365 days) at the outset of their assignment letter and who otherwise qualify for long term per diem shall receive a monthly pay differential in lieu of long term per diem for meals and receipted lodging.
3. To qualify for the LTA monthly differential, affected employees shall be required to submit receipts as proof that actual lodging expenses were incurred.
4. The LTA monthly differential will be paid for a period starting the first day of the actual assignment and will end the last day of the assignment. The monthly differential shall be pro-rated for months in which the LTA begins or ends in the middle of the month.
5. The LTA monthly differential shall be $3,000.00. Effective the first day of the pay period following ratification by both parties, this rate shall be the same for employees who maintain (and employees who do not maintain) a separate permanent residence at their headquarters location as otherwise described for purposes of long term travel reimbursement in subsection 7.1 of this agreement.
6. Long Term Differential Pay shall not be added to base pay for purposes of calculating such things as overtime.
7. Long Term Differential Pay shall not be considered compensation for purposes of retirement contributions.
8. Departments other than Caltrans may provide the Long Term Assignments differential provided in this section at the department’s discretion.

1. Effective July 1, 2018, Unit 9 employees who are employed by the Department of Corrections and Rehabilitation at Avenal, Ironwood, Calipatria, Centinella, Chuckawalla Valley, Pelican Bay, California Correctional Centers, or High Desert State Prisons, for twelve (12) consecutive qualifying pay periods, shall be eligible for a recruitment and retention bonus of $2,600, payable thirty (30) days following the completion of the twelve (12) consecutive qualifying pay periods.
2. If an employee voluntarily terminates, transfers, or is discharged prior to completing twelve (12) consecutive pay periods at one or more of the State Prisons listed in a. above, there will be no pro rata payment for those months at either facility.
3. If an employee is mandatorily transferred by the Department, they shall be eligible for a pro rata share for those months served.
4. If an employee promotes to a different facility, or department other than the State Prisons listed in a. above prior to completion of the twelve (12) consecutive qualifying pay periods, there shall be no pro rata of this recruitment and retention bonus. After completing the twelve (12) consecutive qualifying pay periods, an employee who promotes within the Department will be entitled to a pro rata share of the existing retention bonus.
5. Part-time and intermittent employees shall receive a pro rata share of the annual recruitment and retention differential based on the total number of hours worked excluding overtime during the twelve (12) consecutive qualifying pay periods.
6. Annual recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.
7. Employees on IDL shall continue to receive this stipend.
8. If an employee is granted a leave of absence, the employee will not accrue time towards the twelve (12) qualifying pay periods, but the employee shall not be required to start the calculation of the twelve (12) qualifying pay periods all over. For example, if an employee has worked four (4) months at a qualifying institution and then takes six (6) months maternity leave, the employee will have only eight (8) additional qualifying pay periods before receiving the initial payment of $2,600.

1. Employees shall qualify for the first night shift pay differential of one dollar and eighty cents (1.80) per hour where four (4) or more hours of the regularly scheduled work shift falls between 6 p.m. and 12 midnight.
2. Employees shall qualify for the second night shift pay differential of two dollars per hour where four (4) or more hours of the regularly scheduled work shift falls between 12 midnight and 6 a.m.

1. Incumbents in classifications currently eligible to receive diving pay shall continue to receive the differential at the rate of $25.00 per diving hour.
2. Upon Department of Human Resources approval, new classes may be added to the eligible list and employees meeting these diving pay criteria will be so compensated.

1. Employees shall receive upon movement to an alternate range the salary and MSA provided in the Alternate Range Criteria for the class. If there are no specific salary regulations provided in the Alternate Range Criteria, the employee shall receive the salary and MSA as provided in CalHR Rule 599.681.
2. Employees, at their discretion, who are eligible for a range change may defer their range change up to six (6) qualifying pay periods in order to coincide the range change with the effective date of their MSA. Said requests by employees shall be in writing and submitted no less than 30-days prior to the employee’s anniversary date for purposes of the range change.

1. Whenever an employee is charged with a “late dock” as defined by the State Controller’s Office (SCO) for the purpose of issuing salary through the negative payroll system, departments may issue the employee’s paycheck for that period as if no late dock occurred. This means that:
1. The employee will receive a regular pay warrant on pay day (unless it would have been withheld for purposes other than the late dock);
2. The employee will be overpaid, since the dock time will not have been deducted from the employee’s pay check; and,
3. The employee’s pay will be adjusted for any dock time occurring before the SCO cutoff date, since late docks occur on or after the cutoff date established by SCO.
2. Employees who are overpaid because of paragraph a. above, will repay the State for their overpayment by an automatic payroll deduction of the total amount from their next month’s pay check/warrant (or successive warrants where needed to satisfy the debt). Departments shall notify employees about the overpayment and the automatic payroll deduction in writing. The absence of said notification before the overpayment is made will not preclude the department from automatically deducting overpayments as otherwise permitted by this section.
3. Departments that elect to proceed under this section may do so on an employee- by-employee basis thereby reserving the right to issue salary advances in lieu of a regular paycheck in order to avoid an overpayment due to a late dock under such circumstances as when an employee has previous “late dock” situations or if there is reason to expect the employee to leave state service prior to the end of the next pay period.
4. If an employee separates or retires from State service before satisfying late dock overpayments as a result of this section, the State shall deduct the total amount due from any other pay owing the employee at the time of their separation or retirement.

Construction Inspector II

Construction Supervisor I

Construction Supervisor II

Junior Safety Engineer

Assistant Safety Engineer

Associate Safety Engineer

Associate Safety Engineer (Amusement Rides)

Associate Safety Engineer (Elevators)

Associate Safety Engineer (M/T)

Associate Safety Engineer (Pressure Vessels)

Senior Safety Engineer (Construction)

Senior Safety Engineer (Electrical)

Senior Safety Engineer (Industrial)

1. Air Resources Board
   
   Air Resources Board (ARB) employees who are required to climb to the sampling points of (including, but not limited to) smoke stacks, structures, vessels, vehicles, or storage tanks at a height of 30 feet or more shall receive an hourly differential of $10.00 per actual climbing hour. Said employees may be required to successfully complete training prescribed by ARB as a condition of employment in positions requiring climbing. Effective July 1, 2022, “climbing” smoke stacks and storage tanks requires the use of hands and feet for thirty (30) feet upward to sampling points. “Climbing” does not include such things as taking an elevator or climbing the stairs.
2. Caltrans and Water Resources
   
   Caltrans and Department of Water Resources employees who are required to climb using climbing equipment, and employees of the same departments who are required to hold backup safety lines for climbers, shall receive an hourly differential of $10.00 per actual climbing hour using climbing equipment or holding backup safety lines. Said employees may be required to successfully complete training prescribed by their respective departments as a condition of employment in positions requiring climbing or securing backup safety lines.
3. Department of Industrial Relations
   
   Effective April 1, 2002, Department of Industrial Relations (DIR) employees who are required to climb a tower crane, or any other structure in which the employee is required to use climbing equipment, to a height of thirty (30) feet or more for the purpose of conducting an inspection or investigation shall receive an hourly differential of ten dollars ($10) per actual climbing hour. Said employee may be required to successfully complete training prescribed by the Division of Occupational Safety and Health as a condition of employment in positions necessitating climbing.
4. Department of General Services and California Governor’s Office of Emergency Services
   
   Department of General Services (DGS) and California Governor’s Office of Emergency Services (CalOES) employees who are required to climb Telecommunications tower antenna structures and employees of the same departments who are required to hold backup safety lines for climbers at a height of thirty feet or more, shall receive an hourly differential of ten dollars ($10) per actual climbing hour using climbing equipment or holding backup safety lines. Climbing requires the use of hands and feet and shall not include such things as taking an elevator or climbing stairs contained in a building upon which a tower antenna structure is located. Employees are required to complete training prescribed by DGS or CalOES in positions requiring climbing.
5. Compensation Terms
   
   Effective April 1, 2002, employees who “climb” pursuant to A., B., C., and D. will receive a minimum of one hour of climbing pay for any amount of climbing during the first hour of each day. Additional times spent climbing after the first hour during the same day will be rounded to the nearest quarter hour.

1. Effective April 1, 2002, the State shall provide a Recruitment and Retention Pay Differential of three hundred dollars ($300) per month to all employees in the classes listed below:
   
   

   Class Code	Schem Code	Classification
   3345	GV80	Structural Engineering Associate
   3336	GV50	Senior Structural Engineer
   3359	GW10	Lead Senior Structural Engineer – Emergency
   3362	GW20	Senior Structural Engineer – Emergency
   3163	GK20	Senior Transportation Electrical Engineer (Specialist)
   3166	GK30	Associate Transportation Electrical Engineer (Specialist)
   3600	HJ30	Senior Electrical Engineer
   3603	HJ40	Associate Electrical Engineer
   3000	GM15	Associate Electrical Engineer, Caltrans
   3611	HK10	Associate Electrical Engineer Hydraulic Structures
   3613	HJ55	Electrical Engineer
   3825	HY70	Associate Sanitary Engineer
   3848	HY90	Sanitary Engineer (Range D)
   3640	HK85	Associate Telecommunications Engineer
   2177	GM30	Senior Electrical Engineer, Caltrans (Specialist)
   3377	GX60	Associate Electronics Engineer
   3609	HJ54	Transportation Engineer (Elect)
   4847	BI26	Elect Gen Systems Program Specialist I
   4848	BI23	Elect Gen Systems Program Specialist II
   4860	BI36	Elect Transmission Systems Program Specialist I
   4861	BI33	Elect Transmission Systems Program Specialist II

2. 
   
1. Effective April 1, 2002, the State shall provide a Recruitment and Retention Pay Differential of $200 per month to all employees in the classes listed below:
   
   

   Class Code	Schem Code	Classification
   3406	GZ30	Assistant Chemical Testing Engineer
   3607	HJ70	Assistant Engineering Specialist – Electrical
   3899	IF55	Assistant Safety Engineer
   3643	HK95	Assistant Telecommunications Engineer
   3649	HN25	Automotive Equipment Standards Engineer
   3409	GZ40	Junior Chemical Testing Engineer
   3132	GH60	Junior Civil Engineer
   3890	IF35	Junior Safety Engineer
   3848	HY90	Sanitary Engineer (Ranges A, B, and C)

2. The above Recruitment and Retention differential payments shall not be considered as compensation for purposes of retirement contributions.
3. If an employee transfers to an ineligible classification, CalHR may rescind the differential.
3. 
   
1. Effective the first day of the pay period following ratification by both parties, the State shall provide a Recruitment and Retention Pay Differential of three hundred dollars ($300) per month to all employees in the classes listed below:
   
   

   Class Code	Schem Code	Classification
   3029	GA20	Transportation Surveyor (Caltrans)

2. The above Recruitment and Retention differential payments shall not be considered as compensation for purposes of retirement contributions.
3. If an employee transfers to an ineligible classification, CalHR may rescind the differential.
4. 
   
1. Effective April 1, 2002, upon approval by the Department of Human Resources and PECG, departments may provide Unit 9 employees a recruitment and retention differential for specific positions, classifications, facilities, or geographic locations.
2. Less than full-time permanent employees shall receive the recruitment and retention differential on a pro rata basis.
3. Permanent intermittent employees shall receive a pro rated recruitment and retention differential based on the hours worked in the pay period.
4. Recruitment and retention payments shall not be considered as compensation for purposes of retirement contributions.
5. The department may withdraw any recruitment and retention differential established pursuant to this section for a specific position(s), classifications, facilities, geographic locations for new hires with a thirty (30) day notice to PECG.
6. It is understood by PECG that the decision to implement or not implement recruitment and retention payments established pursuant to this section, or to withdraw authorization for such payments or differential, and the amount of such payments or differentials rest solely with the State and that such decision is not grievable or arbitrable.

1. Effective October 31, 2002, Transportation Surveyors (Class code 3029) employed by Caltrans who are designated as Lead persons in writing over a field survey party shall receive a lead person differential of $253.00 per month.
2. Employees who receive the differential waive the right to seek out-of-class compensation based on, or as consideration for, lead person duties.
3. This differential shall be considered compensation for purposes of calculating retirement. The differential shall also be considered part of the base for purposes of calculating overtime.

1. This section applies to Unit 9 employees who are required to be on State business more than 50 miles from their home and headquarters and incur personal, non- receipted expenses as the result of said travel which are not reimbursed under statutes, regulations, policies or MOU provisions pertaining to business and travel expenses.
2. Employees receiving reimbursement for business and travel expenses by other means (e.g., statutes, rules or MOU provisions such as the Long Term Differential in Section 3.7 or Business and Travel Expenses in Section 7.1) shall not be eligible for the personal expense differential.
3. Eligible employees may request (and shall thereafter receive) a personal expense differential rate of:
1. $67 for personal, non-receipted expenses associated with travel of 12 to 24 hours if expenses are incurred; and,
2. $33 for personal, non-receipted expenses associated with travel of less than 12 hours if expenses are not incurred.
4. The personal expense differential may only be requested (and shall only be approved) when the employee used facilities such as, but not limited to, house trailers and camping equipment. Staying with friends, relative or at one’s own second residence is not qualifying.
5. Departments may adopt differing procedures for purposes of implementing this section (e.g., the form used to request the differential, cutoff dates for submission of the form). Advances will not be approved.
6. The personal expense differential shall not be considered compensation for purposes of calculating overtime.
7. The personal expense differential shall not be considered compensation for purposes of retirement contributions.

• Effective July 1, 2025: 3%

1. The Department of Water Resources has established a compensated time off (CTO) bonus as an incentive for Unit 9 permanent full-time employees to improve the operational availability of generating and pumping plants in the State Water Project.
1. By March 15 of each year DWR will establish the operational availability goals (Benchmarks) for the Division of Operations and Maintenance to be achieved by December 15 of that year.
2. In the event of a major forced outage lasting more than two (2) weeks and involving half of a plant or more. DWR will notice PECG of the possible adjustment to the operational availability goals. At that time PECG may consult with DWR Management on the adjusted goals.
2. Employee Eligibility
1. Must be an employee in a Bargaining Unit 9 classification utilized by the Division of Operations and Maintenance;
2. And, the Division of Operations and Maintenance meets its Operational Availability goal by December 15 of each year;
3. And, the employee has been assigned to that organizational unit during the calendar year performing onsite work that contributes to the operational availability which qualifies to receive the CTO bonus;
4. And, the employee is assigned to the Division of Operations and Maintenance either in a field division or headquarters position on December 15;
5. And, the employee has worked in such assignment at least one full calendar month.
3. The Operational Goals may be set at two levels, Initial Operational Availability Goal, and Second Operational Availability Goal.
1. From January 1 each year through December 15 of that year, every eligible employee shall be awarded forty (40) straight time hours of CTO bonus if the Initial Operational Availability Goal is met as of December 15.
2. From January 1 each year through December 15 of that year, every eligible employee shall be awarded an additional forty (40) straight time hours of CTO bonus if the Second Operational Availability Goal is met.
3. Eligible employees shall not receive more than eighty (80) hours of Operational Availability Incentive bonus per calendar year.
4. DWR will make every effort to allow usage of the CTO bonus hours received by employees. Usage of CTO shall be requested and used by the employee in the same manner as vacation/annual leave.
5. At the employer’s option, unused Operational Availability Incentive Bonus CTO hours on the books may be cashed out on June 30 of every fiscal year.
6. Disputes under this Operational Availability Incentive Program are grievable only to the fourth level and are not arbitrable under Article 12 – Grievance Procedure.
7. As soon as the information is available, but no later than March 15, the State shall provide the Union written notice of whether or not the Operational Availability Incentive Bonus will be awarded for the previous calendar year, pursuant to this Article.

1. Effective the first day of the pay period following ratification by both parties, all BU 9 employees with 17 years of state service will be eligible to receive two (2) percent of base salary. This amount shall be subject to retirement contributions.
2. Effective the first day of the pay period following ratification by both parties, all BU 9 employees with 18 years of state service will be eligible to receive three (3) percent of base salary. This amount shall be subject to retirement contributions.
3. Effective the first day of the pay period following ratification by both parties, all BU 9 employees with 19 years of state service will be eligible to receive four (4) percent of base salary. This amount shall be subject to retirement contributions.
4. Effective the first day of the pay period following ratification by both parties, all BU 9 employees with 20 or more years of state service will be eligible to receive five and one half (5.5) percent of base salary. This amount shall be subject to retirement contributions.
5. The above percentages are non-cumulative; i.e. an employee who has 19 years of state service is only eligible for four (4) percent, not the cumulative total of 17, 18 and 19 years.

1. Effective July 1, 2018, all BU 9 employees whose worksite is located in Alameda, Marin, San Mateo, Santa Clara or San Francisco counties shall receive a differential of $250 per month. This differential shall not be considered as compensation for purposes of retirement contributions. Employees on IDL shall continue this differential.
2. Effective the first day of the pay period following ratification by both parties all BU 9 employees whose worksite is located in Contra Costa County shall receive a differential of $250 per month. This differential shall not be considered as compensation for purposes of retirement contributions. Employees on IDL shall continue this differential.

1. Health Contribution Amounts
1. The State will continue to pay the following employer health contribution rates established on January 1, 2025. To be eligible for this contribution, an employee must positively enroll in a health plan administered or approved by CalPERS.
1. The State shall pay up to $860 per month for coverage of an eligible employee (party code one).
2. The State shall pay up to $1,666 per month for coverage of an eligible employee plus one dependent (party code two).
3. The State shall pay up to $2,148 per month for coverage of an employee plus two or more dependents (party code three).
2. The employer health benefits contribution for each employee shall be an amount equal to eighty-five (85) percent of the weighted average of the Basic health benefit plan premiums for a State active civil service employee enrolled for self-alone, during the benefit year to which the formula is applied, for the four Basic health benefit plans that had the largest State active civil service enrollment, excluding family members, during the previous benefit year. For each employee with enrolled family members, the employer shall contribute an additional eighty (80) percent of the weighted average of the additional premiums required for enrollment of those family members, during the benefit year to which the formula is applied, in the four Basic health benefit plans that had the largest State active civil service enrollment, excluding family members, during the previous benefit year.
3. The parties agree to work cooperatively with CalPERS and the health plans to control premium increases.
2. Dental Benefits Plans
1. Contribution Amounts
1. The State agrees to continue to pay the following contributions that went into effect January 1, 2025 for dental benefits. To be eligible for this contribution, an employee must positively enroll in a dental plan administered by the Department of Human Resources.
1. The State shall pay up to $36.98 per month for coverage of an eligible employee.
2. The State shall pay up to $64.58 per month for coverage of an eligible employee plus one dependent.
3. The State shall pay up to $93.33 per month for coverage of an eligible employee plus two or more dependents.
2. The employee will pay any premium amount for the dental plan in excess of the State’s contribution, except that the employee’s share of the cost shall not exceed twenty-five percent (25%) of the total premium.
2. Coverage During First 24 Months of Employment
   
   Employees appointed into State service who meet the above eligibility criteria, will not be eligible for enrollment in the State-sponsored indemnity or preferred provider option plan until they have completed twenty-four (24) months of employment without a permanent break in service, during the twenty-four (24) month qualifying period. However, if no alternative plan or prepaid plan is available within a fifty (50) mile radius of the employee’s residence, the employee will be allowed to enroll in the indemnity or preferred provider option plan.
3. Vision Benefit Plan Program Description
   
   The employer agrees to provide a vision benefit to eligible employees and dependents. The vision benefit provided by the State shall have an employee co-payment of ten dollars ($10) for the comprehensive annual eye examination and twenty-five dollars ($25) for materials.

1. Health Benefits Eligibility
1. Employee Eligibility
   
   For purposes of this section, “eligible employee” shall be defined by the Public Employees’ Medical and Hospital Care Act.
2. Permanent Intermittent (PI) Employees
1. Initial Eligibility
   
   A permanent intermittent employee will be eligible to enroll in health benefits during each calendar year if the employee has been credited with a minimum of 480 paid hours in one of two PI control periods. For purposes of this section, the control periods are January 1 through June 30 and July 1 through December 31 of each calendar year. An eligible permanent intermittent employee must enroll in a health benefit plan within sixty (60) calendar days from the end of the qualifying control period.
2. Continuing Eligibility
   
   To continue health benefits, a permanent intermittent employee must be credited with a minimum of 480 paid hours in a control period or nine hundred sixty (960) paid hours in two consecutive control periods.
3. Family Member Eligibility
   
   For purposes of this section, “eligible family member” shall be defined by the Public Employees’ Medical and Hospital Care Act.
2. Dental Benefits
1. Employee Eligibility
   
   Employee eligibility for dental benefits is the same as that prescribed for health benefits under Section 4.2 A.1. and 2. of this agreement.
2. Family Member Eligibility
   
   Family member eligibility for dental benefits is the same as that prescribed for health benefits under Section 4.2 A.3. of this agreement.
3. Vision Benefits
1. Employee Eligibility
   
   Employee eligibility for vision benefits is the same as that prescribed for health benefits under Section 4.2 A.1. and 2. of this agreement.
2. Family Member Eligibility
   
   Family member eligibility for vision benefits is the same as that prescribed for health benefits under Section 4.2. A.3. of this agreement.
4. Enhanced Vision Plan Option
   
   Employees may elect to participate in the Premier Plan during an open enrollment period or through a permitting event. Participation in the Premier Plan is at the employee’s cost.

1. Non-Industrial Disability Insurance (NDI) is a program for State employees who become disabled due to non-work related disabilities as defined by Section 2626 of the Unemployment Insurance Code.
2. For periods of disability commencing on or after October 1, 1984, eligible employees shall receive NDI payments at 60% of their full pay, not to exceed $135 per week, payable monthly for a period not exceeding 26 weeks for any one disability benefit period. An employee is not eligible for a second disability benefit due to the same or related cause or condition unless they have returned to their regular time base, and work for at least ten (10) consecutive work days. Paid leave shall not be used to cover the ten (10) work days.
3. The employee shall serve a ten (10) consecutive calendar day waiting period before NDI payments commence for each disability. Accrued vacation or sick leave balances may be used to cover this waiting period. The waiting period may be waived commencing with the first full day of confinement in a hospital or nursing home for at least one full day. A full day is defined as a 24-hour period starting at midnight.
4. If the employee elects to use vacation, annual leave, personal leave or sick leave credits prior to receiving NDI payments, they are not required to exhaust the accrued leave balance.
5. Following the start of NDI payments, an employee may, at any time, switch from NDI to sick leave, vacation leave, annual leave, personal leave, or catastrophic leave but may not return to NDI until that leave is exhausted.
6. In accordance with the State’s “return to work” policy, an employee who is eligible to receive NDI benefits and who is medically certified as unable to return to full-time work during the period of their disability, may upon the discretion of their appointing power work those hours (in hour increments) which, when combined with the NDI benefit, will not exceed 100% of their regular “full pay.” This does not qualify the employee for a new disability period under subsection B. of this section. The appointing power may require an employee to submit to a medical examination by a physician or physicians designated by the Director of the Employment Development Department for the purpose of evaluating the capacity of the employee to perform the work of their position.
7. If an employee refuses to return to work in a position offered by the employer under the State’s Injured State Worker Assistance Program, NDI benefits will be terminated effective the date of the offer.
8. Where employment is intermittent or irregular, the payments shall be determined on the basis of the proportionate part of a monthly rate established by the total hours actually employed in the 18 monthly pay periods immediately preceding the pay period in which the disability begins as compared to the regular rate for a full-time employee in the same group or class. An employee will be eligible for NDI payments on the first day of the monthly pay period following completion of 960 hours of compensated work.
9. All other applicable Department of Human Resources laws and regulations not superseded by these provisions will remain in effect.
10. Upon approval of NDI benefits, the State may issue an employee a salary advance if the employee so requests.
11. All appeals of a denial of an employee’s NDI benefits shall only follow the procedures in the Unemployment Insurance Code and Title 22. All disputes relating to an employee’s denial of benefits are not grievable or arbitrable. This does not change either party’s contractual rights which are not related to the denial of an individual’s benefits.

1. This ENDI provision is only applicable to employees participating in the annual leave program referenced in section 5.12.
2. Enhanced Non-Industrial Disability Insurance (ENDI) is a program for State employees who become disabled due to non-work related disabilities as defined by Section 2626 of the Unemployment Insurance Code.
3. For periods of disability commencing on or after January 1, 1989, eligible employees shall receive ENDI payments at 50% of their gross salary, payable monthly for a period not exceeding 26 weeks for any one disability benefit period. An employee is not eligible for a second disability benefit due to the same or related cause or condition unless they have returned to their regular time base, and work for at least ten (10) consecutive work days. Paid leave shall not be used to cover the ten (10) work days. Disability payments may be supplemented with annual leave, sick leave or partial payment to provide for up to 100% income replacement. At the time of an ENDI claim, an employee may elect either the 50% ENDI benefit rate or a supplementation level of 75% or 100% at gross pay. Once a claim for ENDI has been filed and the employee has determined the rate of supplementation, the supplemental rate shall be maintained throughout the disability period.
4. The employee shall serve a seven (7) consecutive calendar day waiting period before ENDI payments commence for each disability. Accrued paid leave or CTO leave balances may be used to cover this waiting period. The waiting period may be waived commencing with the first full day of confinement in a hospital, nursing home, or emergency clinic for at least one full day. A full day is defined as a 24- hour period starting at midnight.
5. If the employee elects to use annual leave or sick leave credits prior to receiving ENDI payments, they are not required to exhaust the accrued leave balance.
6. Following the start of ENDI payments, an employee may at any time switch from ENDI to sick leave or annual leave, but may not return to ENDI until that leave is exhausted.
7. In accordance with the State’s “return to work” policy, an employee who is eligible to receive ENDI benefits and who is medically certified as unable to return to their full-time work during the period of their disability, may upon the discretion of their appointing power, work those hours (in hour increments) which when combined with the ENDI benefit will not exceed 100% of their regular “full pay.” This does not qualify the employee for a new disability period under C. of this section. The appointing power may require an employee to submit to a medical examination by a physician or physicians designated by the Director of the Employment Development Department for the purpose of evaluating the capacity of the employee to perform the work of their position.
8. If an employee refuses to return to work in a position offered by the employer under the State’s Injured State Worker Assistance Program, ENDI benefits will be terminated effective the date of the offer.
9. Where employment is intermittent or irregular, the payments shall be determined on the basis of the proportionate part of a monthly rate established by the total hours actually employed in the 18 monthly pay periods immediately preceding the pay period in which the disability begins as compared to the regular rate for a full-time employee in the same group or class. An employee will be eligible for ENDI payments on the first day of the monthly pay period following completion of 960 hours of compensated work.
10. All other applicable Department of Human Resources laws and regulations not superseded by these provisions will remain in effect.
11. Upon approval of ENDI benefits, the State may issue an employee a salary advance if the employee so requests.
12. All appeals of an employee’s denial of ENDI benefits shall only follow the procedures in the Unemployment Insurance Code and Title 22. All disputes relating to an employee’s denial of benefits are not grievable or arbitrable. This does not change either party’s contractual rights which are not related to an individual’s denial of benefits.
13. Employees who become covered in the annual leave program while on an NDI claim shall continue to receive NDI pay at the old rate for the duration of the claim.
14. Employees who do not elect the annual leave program will receive NDI benefits in accordance with the current program in section 4.3 and such benefits are limited to $135.00 per week.

1. The State recognizes that life circumstances may adversely affect job performance. As a means of supporting employees, the State may offer voluntary, confidential referral services such as alcohol use and misuse, drug use and misuse, marital and family issues, emotional, personal, and stress concerns, financial, legal or other problems.
2. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. The employee voluntarily participating in services may do so through the use of approved accrued sick leave, compensating time off credits and vacation leave credits for such a purpose. Leaves of absence without pay may be granted by the department head or designee if all sick leave, vacation and compensating time off have been exhausted and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance.
3. Medical records concerning an employee’s treatment for alcoholism, drug or stress-related problems shall remain confidential and shall remain separate from other personnel materials.

1. Program Description
1. The State agrees to provide a flexible benefits program (FlexElect) under Internal Revenue Code Section 125 and related Sections 105(b), 129, and 213(d). All participants in the FlexElect Program shall be subjected to all applicable Federal statutes and related administrative provisions adopted by CalHR. The administrative fee paid by the participants will be determined each year by the Director of the Department of Human Resources.
2. Employees who meet the eligibility criteria stated in Section 4.7 B.1. will be eligible to enroll into a Cash Option Program (a monthly cash payment) in lieu of health and/or dental coverage under the FlexElect Program.
3. Employees who meet the eligibility criteria stated in Section 4.7 B.1. will be eligible to enroll into a Medical Reimbursement Account and/or a Dependent Care Reimbursement Account.
2. Employee Eligibility
1. All eligible employees must have a permanent appointment with a time- base of half time or more and have permanent status, or if a limited term or a temporary authorized (TAU) position, must have mandatory return rights to a permanent position.
2. Permanent Intermittent (PI) employees shall only participate in the Cash Option and will be eligible to receive a six month cash payment for the first control period of each plan year. PIs choosing the Cash Option will qualify for the cash if they meet all of the following criteria:
1. Must be eligible to enroll in health and/or dental coverage as of January 1 of the Plan Year for which they are enrolling; and,
2. Must have a PI appointment which is effective from January 1 through June 30 of the Plan Year for which they are enrolling; and,
3. Must be paid for at least four hundred eighty (480) hours during the January through June control period for the Plan Year in which they are enrolling; and,
4. Must have completed an enrollment authorization during the FlexElect Open Enrollment Period or as newly eligible.
3. Section 4.7 B.2. is not grievable or arbitrable.

1. Employees in this unit who are members of the Public Employees’ Retirement System (PERS) will be covered under the Fifth Level of the 1959 Survivors’ Benefit, which provides a death benefit in the form of a monthly allowance to the eligible survivor in the event of death before retirement. This benefit will be payable to eligible survivors of current employees who are not covered by Social Security and whose death occurs on or after the effective date of the Memorandum of Understanding for this section.
2. As stated in Government Code Section 21581(c), the contribution for employees covered under the fifth level of benefits is two dollars ($2) per month as long as the combined employee and employer cost for this program is $4 per month or less per covered member. If the total cost of this program exceeds $4 per month per member, the employee and employer shall share equally the cost of the program. The rate of contribution for the State will be determined by the PERS board.
3. The survivors’ benefits are detailed in the following schedule:
1. A spouse who has care of two or more eligible children, or three or more eligible children not in the care of spouse — $1,800
2. A spouse with one eligible child, or two eligible children not in the care of the spouse — $1,500
3. One eligible child not in the care of the spouse; or the spouse, who had no eligible children at the time of the employee’s death, upon reaching age 62 — $750.

1. CalHR Rule 599.745 (a) through (d) regarding the definition of “sick leave” is superseded by the following:
   
   As used in this Section, “sick leave” means the necessary absence from duty of an employee because of:
1. Illness or injury, including illness or injury relating to pregnancy.
2. Exposure to a contagious disease.
3. Dental, eye, and other physical or medical examination or treatment by a licensed practitioner.
4. Absence from duty for attendance upon the employee’s ill or injured parent, spouse, (effective April 1, 2002, domestic partner as certified with the Secretary of State’s Office in accordance with AB 26 (Chapter 588, Statutes of 1999)), child, brother, sister, grandparent, mother-in-law, father-in-law, grandchild, foster parent, foster child, guardian, daughter-in-law, son-in- law, brother-in-law, sister-in-law, stepchild, adopted child, or any person residing in the immediate household, or to transport any of the above for the purpose listed in 3. above. Such absence shall not exceed eight (8) days per year.
2. A full-time employee who has eleven (11) or more working days of service in a monthly pay period shall accrue eight (8) hours of sick leave credit, except that when an absence from State service resulting from a temporary or permanent separation for more than eleven consecutive working days falls into two consecutive qualifying pay period, the second pay period shall be disqualified.
3. A full-time employee whose continuity of employment is broken by a permanent separation of six (6) months or longer and is subsequently reemployed cannot be credited with any unused sick leave accumulated prior to the employee’s separation and the full-time employee must complete one month of continuous service before being granted one day of sick leave credit. In addition, when an employee has a break in the continuity of employment because of a permanent separation of less than six (6) months or because of a temporary separation, the employee’s prior unused sick leave balance is restored.
4. CalHR Rule 599.749 regarding sick leave usage is superseded by the following:
1. The department head or designee may require the employee to submit a physician’s or licensed practitioner’s certificate if:
1. The employee is absent on sick leave for more than two consecutive work days; or
2. The supervisor has good cause to believe the employee’s use of sick leave is improper and the employee is notified in advance (at the beginning of the work day for which sick leave is requested or sooner) that the physician’s or licensed practitioner’s certificate may be required.
2. The department head or designee may deny sick leave if the certificate is not provided or sick leave was taken under false pretenses.

1. Unpaid Bereavement Leave
   
   Permanent or probationary employees, and non-permanent employees who have been employed for at least 30 days, may take up to five (5) workdays of unpaid bereavement leave per occurrence for the death of a spouse/domestic partner, child, parent, stepparent, sibling, grandparent, grandchild, parent-in-law, or any person residing in the immediate household.
   
   Of these five (5) unpaid workdays, three (3) days may qualify for pay, based upon the language in Sections B and C below. The employee may elect to use their accrued annual leave, vacation, sick, CTO, or any other earned leave credits for any unpaid days of leave which do not qualify with pay pursuant to subsections B and C below.
   
   The bereavement leave days outlined in Sections A. B and C, do not need to be taken consecutively, but must be requested within three (3) months of the date of death.
2. Paid Bereavement Leave, Immediate Family
   
   A department head or designee shall authorize bereavement leave with pay for a permanent or probationary full-time State employee due to the death of their parent, stepparent, spouse, domestic partner (as defined in Family Code Section 297), child, stepchild, brother, sister, or death of any person residing in the immediate household of the employee at the time of death. An intervening period of absence for medical reasons shall not be disqualifying when, immediately prior to the absence, the person resided in the household of the employee. Such bereavement leave shall be authorized for up to three (3) eight-hour days (24 hours) per occurrence. The employee shall give notice to their immediate supervisor as soon as possible and shall, if requested by the employee’s supervisor within 30 days of the first day of leave, provide documentation of the death of the family member, such as a death certificate; published obituary; written verification of death, burial, or memorial from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency, to support the request upon the employee’s return to work.
3. Paid Bereavement Leave, Extended Family
   
   A department head or designee shall authorize bereavement leave with pay for a permanent full-time or probationary employee due to the death of a grandchild, grandparent, aunt, uncle, niece, nephew, mother-in-law, father-in-law, daughter- in-law, son-in-law, sister-in-law, or brother-in-law. Such bereavement leave shall be authorized for up to three (3) eight-hour days (24 hours) in a fiscal year. The employee shall give notice to their immediate supervisor as soon as possible and shall, if requested by the employee’s supervisor within 30 days of the first day of leave, provide documentation of the death of the family member, such as a death certificate; published obituary; written verification of death, burial. or memorial from a mortuary, funeral home. burial society, crematorium, religious institution, or governmental agency, to support the request upon the employee’s return to work.
4. If the death of a person as described above requires the employee to travel over four hundred (400) miles one way from his/her home, additional time off with pay shall be granted for two (2) additional days which shall be deducted from accrued leave. Should additional leave be necessary, the department head or designee may authorize the use of other existing leave credits or authorized leave without pay.
5. Employees may utilize their annual leave, vacation, CTO, or any other earned leave credits for additional time required in excess of time allowed in A. or B. above. Sick leave may be utilized for Bereavement Leave in accordance with the Sick Leave provision of this agreement.
6. Fractional time base (part-time) employees will be eligible for bereavement leave on pro rata basis, based on the employees’ fractional time base.

1. When the receiving employee faces financial hardship due to injury or the prolonged illness of the employee, employee’s spouse, child, parent, domestic partner (as defined in accordance with Family Code section 297), spouse’s or domestic partner’s parent, brother, sister, or other person residing in the immediate household.
2. The receiving employee has exhausted all leave credits.
3. The donations must be in whole-hour increments and credited as vacation or annual leave.
4. Transfer of CTO, personal leave, annual leave, vacation, personal day, and/or holiday credit shall be allowed across departmental lines in accordance with the policies of the receiving department.
5. Personal holidays must be transferred in one (1) day increments. (Personal holiday donations shall be made pursuant to the donating employee’s time base.)
6. The total leave credits received by the employee shall normally not exceed three months; however, if approved by the appointing authority, the total leave credits received may be six months.
7. Donations shall be made on a form to be developed by the State and signed by the donating employee and verified by the donating department. These donations are irrevocable.
8. This section is not subject to the grievance and arbitration article of this Contract.

1. Employees shall not be entitled to vacation leave credit for the first six (6) months of service. On the first day of the monthly pay period following completion of six (6) qualifying monthly pay periods of continuous service, all full-time employees covered by this Section shall receive a one-time vacation bonus of 42 hours of vacation credit. Thereafter, for each additional qualifying monthly pay period, the employee shall be allowed credit for vacation with pay on the first day of the following monthly pay period as follows:
   

   7 months to 3 years	7 hours per month
   37 months to 10 years	10 hours per month
   121 months to 15 years	12 hours per month
   181 months to 20 years	13 hours per month
   20 years and over	14 hours per month

   An employee who returns to State service after an absence of six (6) months or longer, caused by a permanent separation, shall receive a one-time vacation bonus on the first monthly pay period following completion of six (6) qualifying pay periods of continuous service in accordance with the employee’s total State service before and after the absence.
2. A full-time employee who has eleven (11) or more working days of service in a monthly pay period shall earn vacation credits as set forth under Subsection A., above. Temporary or permanent separation for more than eleven (11) consecutive working days which fall into two consecutive qualifying pay periods shall disqualify the second pay period.
3. Employees working less than full-time accrue vacation in accordance with the following schedule.
   
   
   CHART FOR COMPUTING VACATION, SICK LEAVE, AND HOLIDAY CREDITS
   FOR ALL FRACTIONAL TIME BASE EMPLOYEES.
   SUPERCEDES ACCRUAL RATES IN MANAGEMENT MEMORANDUM 84-20-1
   
   

   HOURS OF MONTHLY VACATION CREDIT PER VACATION GROUP

   *SL/HOL

   TIME BASE	7	10	11	12	13	14	15	8
   1/5	1.40	2.00	2.20	2.40	2.60	2.80	3.00	1.60
   2/5	2.80	4.00	4.40	4.80	5.20	5.60	6.00	3.20
   3/5	4.20	6.00	6.60	7.20	7.80	8.40	9.00	4.80
   4/5	5.60	8.00	8.80	9.60	10.40	11.20	12.00	6.40
   1/8	0.88	1.25	1.38	1.50	1.63	1.75	1.88	1.00
   1/4	1.75	2.50	2.75	3.00	3.25	3.50	3.75	2.00
   3/8	2.63	3.75	4.13	4.50	4.88	5.25	5.63	3.00
   1/2	3.50	5.00	5.50	6.00	6.50	7.00	7.50	4.00
   5/8	4.38	6.25	6.88	7.50	8.13	8.75	9.38	5.00
   3/4	5.25	7.50	8.25	9.00	9.75	10.50	11.25	6.00
   7/8	6.13	8.75	9.63	10.50	11.38	12.25	13.13	7.00
   1/10	0.70	1.00	1.10	1.20	1.30	1.40	1.50	0.80
   3/10	2.10	3.00	3.30	3.60	3.90	4.20	4.50	2.40
   7/10	4.90	7.00	7.70	8.40	9.10	9.80	10.50	5.60
   9/10	6.30	9.00	9.90	10.80	11.70	12.60	13.50	7.20

4. If an employee does not use all of the vacation that the employee has accrued in a calendar year, the employee may carry over their accrued vacation credits to the following calendar year to a maximum of 640 hours. A department head or designee may permit an employee to carry over more than 640 hours of accrued vacation leave hours if an employee was unable to reduce their accrued hours because the employee:
   
   

   1.	Was required to work as a result of fire, flood, or other extensive emergency;
   2.	Was assigned work of a priority or critical nature over an extended period of time;
   3.	Was absent on full salary for compensable injury;
   4.	Was prevented by department regulations from taking vacation until December 31 because of sick leave; or
   5.	Was on jury duty; or,
   6.	Was prevented by the department head or designee from utilizing accrued vacation.

   It is the employee’s responsibility to utilize all vacation hours in excess of the 640 hour cap unless otherwise prevented from doing so as enumerated in paragraph D(1-6) above. If on January 1 of each year an employee’s vacation leave bank exceeds the cap in this subsection, the department head or designee has the right to order the employee to submit a vacation request which will demonstrate how and when the employee plans to use any hours which will exceed the cap by the end of the calendar year. If the employee does not submit a plan or fails to use the time as planned for reasons other than those listed above, the department head or designee may then order the employee to take excess time at the convenience of the department.
   
   The 640 hour cap shall be phased in according to the following schedule:
   
   

   ·	Effective July 1, 2025, a maximum of 832 hours may carry over to the following calendar year.
   ·	Effective January 1, 2026, a maximum of 768 hours may carry over to the following calendar.
   ·	Effective January 1, 2027, a maximum of 704 hours may carry over to the following calendar year.
   ·	Effective January 1, 2028, a maximum of 640 hours may carry over to the following calendar year.

5. Upon termination from State employment, the employee shall be paid for accrued vacation credits for all accrued vacation time.
6. Employees shall request to take vacation. The department head or designee shall approve the request unless there is an operational need to deny the request.
7. Vacation requests must be submitted in accordance with departmental policies on this subject. When two or more employees ask for the same vacation time and the department head or designee cannot approve all the employees’ requests, approval shall be granted in chronological order of legitimate request, consistent with equity for all affected bargaining unit employees.
8. Each department head or designee will make every effort to act on vacation requests in a timely manner.
9. Vacations will be canceled only when operational needs require it.
10. Unit 9 employees are authorized to use existing fractional vacation hours that may have been accumulated.
11. Vacation leave credits may be used in thirty (30) (effective October 31, 2002, fifteen (15)) minute increments.

1. A pregnant permanent employee shall be entitled, upon request, to an unpaid leave of absence for purposes of pregnancy, child birth, recovery therefrom or care for the newborn child for a period not to exceed one (1) year, including any leave granted under the FMLA. The employee shall provide medical substantiation to support their request for pregnancy leave. The request must include the beginning and ending dates of the leave and must be requested no later than 30 calendar days after the birth of the child. Any changes to the leave, once approved, are permissive and subject to approval of the department head or designee.
   
   If the initial request for parental leave is less than the maximum period allowed, subsequent requests to extend the leave to the maximum one-year time frame are permissive and may be considered by the department head or designee. If the request for parental leave is made more than 30 calendar days after the birth of the child, a permissive unpaid leave of absence may be considered by the department head or designee, in accordance with existing laws and rules.
2. The spouse, co-parent, or effective April 1, 2002, domestic partner as defined and certified with the Secretary of State’s office in accordance with Family Code Section 297, who is a permanent employee, shall be entitled, upon request, to an unpaid leave of absence for a period not to exceed one (1) year to care for their newborn child. The employee shall provide medical substantiation to support their request for parental leave. The request must include the beginning and ending dates of the leave and must be requested no later than 30 calendar days after the birth of the child. Any changes to the leave, once approved, are permissive and subject to approval of the department head or designee.
   
   If the initial request for parental leave is less than the maximum period allowed, subsequent requests to extend the leave to the maximum one year time frame are permissive and may be considered by the department head or designee.
   
   If the request for parental leave is made more than thirty (30) days after the birth of the child, a permissive unpaid leave of absence may be considered by the department head or designee in accordance with existing laws and rules.
3. During the period of time an employee is on parental leave, they shall be allowed to continue their health, dental, and vision benefits. Except as provided under the FMLA, the cost of these benefits shall be paid by the employee and the rate that the employee will pay will be the group rate.

1. An employee shall be allowed such time off without loss of compensation as is required in connection with mandatory jury duty. If payment is made for such time off, the employee is required to remit to the State jury fees received. When night jury service is required of an employee, the employee shall be allowed time off without loss of compensation for such portion of the required time that coincides with the employee’s normal work schedule. This includes any necessary travel time.
2. An employee shall notify their supervisor immediately upon receiving notice of jury duty.
3. If an employee elects to use accrued vacation leave or compensating time off while on jury duty, the employee is not required to remit jury fees.
4. For purposes of this Section, “jury fees” means fees received for jury duty excluding payment for mileage, parking, meals or other out-of-pocket expenses.
5. For an employee summoned to jury duty during hours other than the employee’s regular and customary shift, management will endeavor to temporarily reassign the employee to a work shift that more closely coincides with the hours the employee is required to serve on jury duty, including any necessary travel time, subject to the operational needs of the department permitting such a reassignment.
6. An employee may be allowed time off without loss of compensation if approved by the department head or designee for voluntary jury duty such as county grand jury. If approved by the department, paragraphs C. and D. apply.
7. Whenever an employee is served with a subpoena which compels their presence, unless they are party to an action unrelated to their employment, such employee shall be allowed the required time off without loss of compensation if the employee remits to the employer witness fees received.

1. Sick leave credits cannot be transferred.
2. When the receiving employee faces financial hardship due to the effect of a natural disaster on the employee’s principal residence.
3. The receiving employee has exhausted all vacation, annual leave, and CTO credits and resides in one of the counties where a State of Emergency exists as declared by the Governor.
4. The donations must be a minimum of one (1) hour and thereafter, in whole hour increments and credited as vacation.
5. Personal holiday must be transferred in one (1) day increments. (Personal holiday donations shall be made pursuant to the donating employee’s time base.)
6. Transfer of annual leave, vacation, personal leave, CTO, personal day, and holiday credits shall be allowed to cross departmental lines in accordance with the policies of the receiving department.
7. The total leave credits received by the employee shall normally not exceed three (3) months; however, if approved by the appointing authority, the total leave credits received may be six (6) months.
8. Donations shall be made on a form to be supplied by the State, signed by the donating employee, and verified by the donating department. These donations are irrevocable.
9. This section is not subject to the grievance, arbitration and AWOL procedures article of this contract.

1. Each full-time employee subject to paragraph b. shall be credited with eight (8) hours of Personal Leave on the first day of the following monthly pay period for each month in the Personal Leave Program (PLP).
2. Salary ranges and rates shall be changed to reflect the July 1, 2003 general salary increase; however, each full-time employee shall continue to work their assigned work schedule and shall have a reduction in pay equal to 5%. In exchange 8 hours of leave will be credited to the employee’s PLP monthly.
3. Personal leave shall be requested and used by the employee in the same manner as vacation or annual leave. Requests to use personal leave must be submitted in accordance with departmental policies on vacation and annual leave balances pursuant to Article 5 (Leaves) and Sections 5.4 (Vacation Leave) and 5.12 (Annual Leave).
4. At the discretion of the State, all or a portion of unused personal leave credits may be cashed out at the employee’s salary rate at the time the personal leave payment is made. It is understood by both parties that the application of this cash out provision may differ from department to department and from employee to employee. Upon termination from State employment, the employee shall be paid for unused personal leave credits in the same manner as vacation or annual leave. Cash out or lump sum payment for any Personal Leave credits shall not be considered as “compensation” for purposes of retirement. If funds become available, as determined by the Department of Finance, for the Personal Leave program, departments will offer employees the opportunity to cash out accrued personal leave. Upon retirement/separation, the cash value of the employees personal leave balance may be transferred into a State of California, Department of Human Resources Defined Contribution plans as permitted.
5. An employee may not use any kind of paid leave such as sick leave, vacation, or holiday time to avoid a reduction in pay resulting from the Personal Leave Program.
6. A State employee in the Personal Leave Program shall be entitled to the same level of State employer contributions for health, vision, dental, flex-elect cash option, and enhanced survivor’s benefits they would have received had the Personal Leave program not occurred.
7. The Personal Leave Program shall not cause a break in State service, a reduction in the employee’s accumulation of service credit for the purposes of seniority and retirement, leave accumulation, or a merit salary adjustment.
8. The Personal Leave Program shall neither affect the employee’s final compensation used in calculating State retirement benefits nor reduce the level of State death or disability benefits the employee would otherwise receive or be entitled to receive nor shall it affect the employee’s ability to supplement those benefits with paid leave.
9. Part-time employees shall be subject to the same conditions as stated above, on a prorated basis.
10. The Personal Leave Program for intermittent employees shall be prorated based upon the number of hours worked in the monthly pay period.
11. The Personal Leave Program shall be administered consistent with the existing payroll system and the policies and practices of the State Controller’s Office.
12. Employees on EIDL, NDI, IDL, or Worker’s Compensation for the entire monthly pay period shall be excluded from the Personal Leave Program for that month.

1. For periods of disability commencing on or after January 1, 1993, subject to Government Code Section 19875, eligible employees shall receive IDL payments equivalent to full net pay for the first 22 work days after the date of the reported injury.
2. In the event that the disability exceeds 22 work days, the employee will receive 66 and 2/3% of gross pay from the 23rd work day of disability until the end of the 52nd week of disability. No IDL or payments shall be allowed after two years from the first day (i.e., date) of disability.
3. The employee may elect to supplement payment from the 23rd work day with accrued leave credits including annual leave, vacation, sick leave, or compensating time off (CTO) in the amount necessary to approximate the employee’s full net pay. Partial supplementation will be allowed, but fractions of less than one hour will not be permitted. Once the level of supplementation is selected, it may be decreased to accommodate a declining leave balance but it may not be increased. Reductions to supplementation amounts will be made on a prospective basis only.
4. Temporary Disability (TD) with supplementation, as provided for in Government Code Section 19863, will no longer be available to any State employee who is a member of either the PERS or STRS retirement system during the first 52 weeks, after the first date of disability, within a two-year period. Any employee who is already receiving disability payments on the effective date of this provision will be notified and given 30 days to make a voluntary, but irrevocable, change to the new benefit for the remainder of their eligibility for IDL
5. .If the employee remains disabled after the IDL benefit is exhausted, then the employee will be eligible to receive Temporary Disability benefits as provided for in Government Code Section 19863.
6. All appeals of an employee’s denial of IDL benefits shall only follow the procedures in the Government Code and Title 2. All disputes relating to an employee’s denial of benefits are not grievable or arbitrable. This does not change either party’s contractual rights which are not related to an individual’s denial of benefits.

1. Eligible Unit 9 employees may receive up to forty (40) hours of “mentoring leave” per calendar year to participate in mentoring activities if they use an equal amount of their personal time for these activities. “Mentoring leave” is paid leave time which may only be used by an employee to mentor. This leave does not count as time worked for purposes of overtime. “Mentoring leave” may not be used for travel to and from the mentoring location.
2. An employee must use an equal number of hours of their personal time (approved annual leave, vacation, personal leave, personal holiday, or CTO during the work day and/or personal time during non-working hours) to receive “mentoring leave.” For example, if an employee requests two (2) hours of “mentoring leave,” they must use two (2) verified hours of their personal time to receive “mentoring leave.” “Mentoring leave” does not have to be requested in the same week or month as the personal time but must be used in the same calendar year.
3. Prior to requesting mentoring leave, an employee shall provide their supervisor with verification of personal time spent mentoring or a plan to provide personal time.
4. Requests for approval of vacation, CTO, and/or annual leave for mentoring activities are subject to approval requirements in this agreement. Requests for approval of mentoring leave are subject to operational needs of the State, budgetary limits, and any limitations imposed by law.
5. In order to be eligible for “mentoring leave,” an employee must:
1. Have a permanent appointment;
2. Have successfully completed their initial probationary period; and
3. Have committed to mentor a child, youth, or group with an approved mentoring activity.
6. An employee is not eligible to receive “mentoring leave” if:
1. They are assigned to a “post” position in the Department of Corrections and Rehabilitation, Division of Juvenile Justice, or,
2. They work in a level of care position in the Departments of Developmental Services, State Hospitals, Education, and Veterans’ Affairs.
7. Permanent part-time and permanent intermittent employees may receive a prorated amount of mentoring leave based upon their timebase. For example, a halftime employee is eligible for twenty (20) hours of “mentoring leave” per calendar year, whereas an intermittent employee must work a monthly equivalent of 160 hours to earn 3.33 hours of mentoring leave.
8. CalHR shall authorize mentoring leave in support of Habitat for Humanity, statewide and regional Science and Engineering Fairs, the California Academic Decathlon, the California Bridge Building Competition, and the Promoting Readiness for Engineering Professions Foundation as approved programs under this Section. CalHR or Departments may authorize additional mentoring activities.
9. Any appeals and/or disputes regarding this section shall be handled in accordance with the grievance procedure specified in Section 12 of this Contract but shall not be subject to arbitration.

1. Employees may elect to enroll in the annual leave program to receive annual leave credit in lieu of vacation and sick leave credits. Employees enrolled in the annual leave program may elect to enroll in the vacation and sick leave program at any time except that once an employee elects to enroll in either the annual leave program or vacation and sick leave program, the employee may not elect to enroll in the other program until 24 months has elapsed from date of enrollment.
2. Each full-time employee shall receive credit for annual leave in lieu of the vacation and sick leave credits of this agreement in accordance with the following schedule:
   

   1 months to 3 years	11 hours per month
   37 months to 10 years	14 hours per month
   121 months to 15 years	16 hours per month
   181 months to 20 years	17 hours per month
   241 months and over	18 hours per month

3. Part-time and hourly employees shall accrue proportional annual leave credits, in accordance with the applicable full time accrual charts. Employees shall have the continued use of any sick leave accrued as of the effective date of this Agreement, in accordance with applicable laws, rules, or Memorandum of Understanding.
   

   Time Base	1 months to 3 years	37 months to 10 years	121 months to 15 years	181 months to 20 years	241 months and over
   1/10	1.10	1.40	1.60	1.70	1.80
   1/8	1.38	1.75	2.00	2.13	2.25
   1/5	2.20	2.80	3.20	3.40	3.60
   1/4	2.75	3.50	4.00	4.25	4.50
   3/10	3.30	4.20	4.80	5.10	5.40
   3/8	4.13	5.25	6.00	6.38	6.75
   2/5	4.40	5.60	6.40	6.80	7.20
   1/2	5.50	7.00	8.00	8.50	9.00
   3/5	6.60	8.40	9.60	10.20	10.80
   5/8	6.88	8.75	10.00	10.63	11.25
   7/10	7.70	9.80	11.20	11.90	12.60
   3/4	8.25	10.50	12.00	12.75	13.50
   4/5	8.80	11.20	12.80	13.60	14.40
   7/8	9.63	12.25	14.00	14.88	15.75
   9/10	9.90	12.60	14.40	15.30	16.20

   An hourly employee will be eligible for annual leave credit with pay in accordance with the applicable full-time accrual chart on the first day of the qualifying monthly pay period following completion of each period of one hundred sixty (160) hours of paid employment. The hours in excess of one hundred sixty (160) hours in a qualifying monthly pay period shall not be counted or accumulated.
4. All provisions necessary for the administration of this Section shall be provided by CalHR rule or Memorandum of Understanding.
5. A full-time employee who has 11 or more working days of service in a monthly pay period shall earn annual leave credits as set forth in CalHR Rules 599.608 and 599.609. Absences from State service resulting from a temporary or permanent separation for more than 11 consecutive days which fall into two consecutive qualifying pay periods shall disqualify the second pay period.
6. Employees who work in multiple positions may participate in annual leave, provided an election is made while employed in an eligible position subject to these provisions. Annual leave accrual for employees in multiple positions will be computed by combining all positions, as in vacation leave, provided the result does not exceed the amount earnable in full-time employment, and the rate of accrual shall be determined by the schedule which applies to the position or collective bargaining status under which the election was made.
7. If an employee does not use all of the annual leave that the employee has accrued in a calendar year, the employee may carry over their accrued annual leave credits to the following calendar year to a maximum of 640 hours. A department head or designee may permit an employee to carry over more than 640 hours of accrued hours because the employee: (1) was required to work as a result of fire, flood, or other extensive emergency; (2) was assigned work of a priority or critical nature over an extended period of time; (3) was absent on full salary for compensable injury; (4) was prevented by department regulations from taking annual leave until December 31 because of sick leave; or (5) was on jury duty.
   
   The 640 hour cap shall be phased in according to the following schedule:
   
   

   ·	Effective July 1, 2025, a maximum of 832 hours may carry over to the following calendar year.
   ·	Effective January 1, 2026, a maximum of 768 hours may carry over to the following calendar year.
   ·	Effective January 1, 2027, a maximum of 704 hours may carry over to the following calendar year.
   ·	Effective January 1, 2028, a maximum of 640 hours may carry over to the following calendar year.

8. Upon termination from State employment, the employee shall be paid for accrued annual leave credits for all accrued annual leave time.
9. The time when annual leave shall be taken by the employee shall be determined by the department head or designee. If on January 1 of each year an employee’s annual leave bank exceeds the cap in subsection (g), the department may order the employee to take annual leave.
10. Annual leave request must be submitted in accordance with departmental policies on this subject. However, when two or more employees on the same shift (if applicable) in a work unit (as defined by each department head or designee) request the same annual leave time and approval cannot be given to all employees requesting it, employees shall be granted their preferred annual leave period in order of State seniority.
11. Each department head or designee will make every effort to act on annual leave requests in a timely manner.
12. Annual leave that is used for purposes of sick leave is subject to the requirements set forth in section 5.1, Sick Leave, of this Agreement.
13. The Enhanced Non-Industrial Disability Insurance (ENDI) in Section 4.4, applies only to those in the annual leave program described above in this Section.
14. Employees who are currently subject to vacation and sick leave provisions may elect to enroll in the annual leave program at any time after 24 months has elapsed from date of last enrollment. The effective date of the election shall be the first day of the pay period in which the election is received by the appointing power. Once enrolled in annual leave, an employee shall become entitled to an enhanced NDI benefit (50 percent of gross salary).

1. 
   
1. The use of the PLP 2011 time is subject to supervisory approval, except that appointing powers shall ensure that all PLP 2011 time is scheduled and taken prior to separation from State service. PLP 2011 time shall be requested and used by the employee in the same manner as vacation/annual leave. Request for use of PLP 2011 time must be submitted in accordance with departmental policies on vacation/annual leave. Appointing powers may schedule employees to take PLP 2011 time off to meet the intent of this section. PLP 2011 time shall not be included in the calculation of vacation/ annual leave balances pursuant to Article 9 (Leaves).
2. Time during which an employee is excused from work because of PLP 2011 time shall not be considered as “time worked” for purposes of determining the number of hours worked in a work week.
3. PLP 2011 time shall have no cash value and may not be cashed out. Any unused PLP 2011 time shall be used prior to separation from State service. An employee may not use any kind of paid leave such as sick leave, vacation, or holiday time to avoid a reduction in pay resulting from the PLP 2011.
2. The PLP 2011 program shall not adversely affect an employee’s service anniversary date, create a break in service, or impact the accrual of vacation or any other leave credits, the payment of health, dental, or vision benefits, or the flex-elect cash option.
3. Compensation for purposes of retirement, death, and disability benefits shall not be affected by the PLP 2011 and shall be based on the unchanged salary rate.
4. Service calculation for purposes of retirement allowances for employees participating in the PLP 2011 program shall be based on the amount of service that would have been credited based on the unchanged salary rate.
5. The PLP 2011 reduction shall not affect transfer determinations between state civil service classifications.
6. Part time employees shall be subject to the same conditions as stated above, on a pro-rated basis consistent with their time base.
7. Disputes regarding the denial of the use of PLP 2011 time may be appealed using the grievance procedure. The decision by the Department of Human Resources shall be final and there may be no further appeals.
8. All Permanent Intermittent employees’ salary shall be subject to the proration of salary and PLP 2011 credits pursuant to the chart below:
   
   

   Hours Worked During Pay Period	Salary Reduction in Hours	PLP 2011 Credit
   0 – 10.9	0	0
   11 – 30.9	1	1
   31 – 50.9	2	2
   51 – 70.9	3	3
   71 – 90.9	4	4
   91 – 110.9	5	5
   111 – 130.9	6	6
   131 – 150.9	7	7
   151 or over	8	8

9. Employees on NDI, ENDI, IDL, EIDL, or Worker’s Compensation for the entire monthly pay period shall be excluded from the PLP 2011 Program for that month.

1. Each full time employee choosing to participate in the Voluntary Personal Leave Program (VPLP) shall continue to work his or her assigned work schedule and shall have a reduction in pay equal to 4.62% (one day) 9.24% (two days), or 13.85% (three days). In exchange that the corresponding credits of 8 hours, 16 hours, or 24 hours of leave will be credited to the employee’s VPLP balance.
2. An employee may accumulate no more than two hundred forty (240) hours of voluntary personal leave. When an employee reaches two hundred (240) hours of personal leave, they shall be removed from the Voluntary PLP.
3. When an employee is removed from the Voluntary PLP, they may not participate for a minimum of twelve (12) months and they are not eligible to re-enroll until their balance is reduced to a maximum of one hundred twenty (120) hours.
4. VPLP shall be requested and used by the employee in the same manner as vacation or annual leave. Requests to use personal leave must be submitted in accordance with departmental policies on vacation and annual leave balances pursuant to Article 5 (Leaves) and Sections 5.4 (Vacation Leave) and 5.12 (Annual Leave).
5. At the discretion of the State, all or a portion of unused personal leave credits may be cashed out at the employee’s salary rate at the time the personal leave payment is made. It is understood by both parties that the application of this cash out provision may differ from department to department and from employee to employee. Upon termination from State employment, the employee shall be paid for unused personal leave credits in the same manner as vacation or annual leave. Cash out or lump sum payment for any Personal Leave credits shall not be considered as “compensation” for purposes of retirement. If funds become available, as determined by the Department of Finance, for the Personal Leave program, departments will offer employees the opportunity to cash out accrued personal leave. Upon retirement/separation, the cash value of the employees personal leave balance may be transferred into a State of California, Department of Human Resources Defined Contribution plans as permitted.
6. An employee may not use any kind of paid leave such as sick leave, vacation, or holiday time to avoid a reduction in pay resulting from the Voluntary Personal Leave Program.
7. A State employee in the Voluntary Personal Leave Program shall be entitled to the same level of State employer contributions for health, vision, dental, flex-elect cash option, and enhanced survivor’s benefits he or she would have received had the Personal Leave program not occurred.
8. The Voluntary Personal Leave Program shall not cause a break in State service, a reduction in the employee’s accumulation of service credit for the purposes of seniority and retirement, leave accumulation, or a merit salary adjustment.
9. The Voluntary Personal Leave Program shall neither affect the employee’s final compensation used in calculating State retirement benefits nor reduce the level of State death or disability benefits the employee would otherwise receive or be entitled to receive nor shall it affect the employee’s ability to supplement those benefits with paid leave.
10. Part-time employees shall be subject to the same conditions as stated above, on a prorated basis.
11. The Voluntary Personal Leave Program for intermittent employees shall be prorated based upon the number of hours worked in the monthly pay period.
12. The Voluntary Personal Leave Program shall be administered consistent with the existing payroll system and the policies and practices of the State Controller’s Office.
13. Employees on EIDL, NDI, IDL, or Worker’s Compensation for the entire monthly pay period shall be excluded from the Voluntary Personal Leave Program for that month.

1. To care for the family member’s child, parent, spouse, domestic partner that has been defined and certified with the Secretary of State’s office in accordance with Family Code Section 297, brother, sister, or other person residing in the immediate household, who has a serious health condition, or a medical leave for the employee’s own serious health condition as defined by the Family Medical Leave Act (FMLA) or the California Family Rights Act (CFRA), or for a parental leave to care for a newborn or adopted child.
2. Sick leave credits cannot be transferred.
3. The receiving employee has exhausted all leave credits.
4. The donations must be a minimum of one (1) hour and in whole hour increments thereafter.
5. Personal holiday donations must be transferred in one day increments (Personal holiday donations shall be made pursuant to the donating employee’s time base).
6. Transfer of leave credits shall be allowed to cross departmental lines in accordance with the policies of the receiving department.
7. The donated hours may not exceed three (3) months. However, if approved by the appointing authority, the total leave credits received may be six (6) months.
8. Donations shall be made on a form to be developed by the State, signed by the donating employee, and verified by the donating department. Once transferred, donations will not be returned to the donor.
9. This section is not subject to the grievance and arbitration article of this Contract.

1. Employees who donate an organ(s) to another person shall be granted up to thirty (30) workdays of paid leave (Donor Leave) in any one year period. Employees who donate bone marrow to another personal shall be granted up to five (5) work days of paid leave (Donor Leave) in any one year period.
2. The one-year period is the twelve (12) month period measured forward from the date an employee’s first leave begins.
3. The one-year period for an organ donor is separate from the one-year period for bone marrow donation.
4. An employee must first exhaust all sick leave balance to qualify for Donor Leave.
5. Employees without a sick leave balance, including employees in the annual leave program, are immediately eligible for paid leave (Donor Leave).
6. Employees must provide written verification to the appointing power that a medical necessity exists for the donation.
7. Donor Leave taken for donations is not a break in continuous service, relative to salary adjustments, leave accrual, or seniority normally accrued on paid leave.
8. Employees wishing to become a donor may be required to undergo medical, psychological or other tests. Absences for such purposes must be requested in advance in the same manner as required to use sick, vacation or annual leave. The time an employees is approved to be absent for such purposes shall be deducted from the employee’s accrued leave balance.
9. If the donor employee is temporarily unable to return to work after exhausting Donor Leave, the employee may, subject to medical verification, use any paid or unpaid leave available to the employee until able to return to work. Such leave may include, but is not limited to, sick, vacation, annual, personal, CTO, Family Medical, catastrophic, SDI, and medical leave.
10. If the donor employee is permanently unable to return to work following the donation, the employee will be separated and paid for any leave balances including but not limited to vacation, annual leave and/or CTO current balances. The payment for such balances shall be computed by projecting the accumulated time on a calendar basis as though the employee were taking time off. If during the period of projection, the employee is able to return to work, the employee will have a mandatory right to be reinstated to their former position.

1. Each full-time employee shall continue to work their assigned work schedule and shall have a reduction in pay equal to 9.23%.
2. Each full-time employee shall be credited with 16 hours of PLP 2020 on the first day of each pay period for the duration of the PLP 2020 program.
3. Salary rates and salary ranges shall remain unchanged.
4. Employees will be given discretion to use PLP 2020 subject to operational considerations.
1. PLP 2020 time must be used before any other leave that may be cashed out upon separation with the exception of Sick Leave.
2. Employees may elect to use PLP 2020 in lieu of approved sick leave.
3. PLP 2020 shall be requested and used by the employee in the same manner as Vacation/Annual Leave.
4. Subject to the above, requests for use of PLP 2020 leave must be submitted in accordance with departmental policies on Vacation/Annual Leave.
5. All leave earned under PLP 2020 should be used prior to voluntary separation. Appointing powers may schedule employees to take PLP 2020 time off to meet the intent of this section. If an employee is unable to use this leave prior to an employee’s separation and the separation date cannot be extended, PLP 2020 shall be cashed out.
6. Time during which an employee is excused from work because of PLP 2020 leave shall not be considered as “time worked” for purposes of determining the number of hours worked in a work week.
7. A State employee shall be entitled to the same level of State employer contributions for health, vision, dental, flex-elect cash option, and enhanced survivor’s benefits they would have received had the PLP 2020 not occurred.
8. PLP 2020 shall not cause a break in State service, nor a reduction in the employee’s accumulation of service credit for the purposes of seniority and retirement. PLP 2020 does not affect other leave accumulations, or service towards a merit salary adjustment.
9. PLP 2020 shall neither affect the employee’s final compensation used in calculating State retirement benefits nor reduce the level of State death or disability benefits to supplement those benefits with paid leave.
10. The PLP 2020 reductions shall not affect transfer determinations between state civil service classifications.
11. Part-time employees shall be subject to the same conditions as stated above, on a pro-rated basis. Pro-ration shall be determined based on the employee’s time base in the same manner as Sick Leave.
12. PLP 2020 for permanent intermittent employees shall be pro-rated based upon the number of hours worked in the monthly pay period, pursuant to the chart in Section P below.
13. PLP 2020 shall be administered consistent with the existing payroll system and the policies and practices of the State Controller’s Office.
14. Employees on SDI, NDI, ENDI, IDL, EIDL, or Workers’ Compensation for the entire monthly pay period shall be excluded from PLP 2020 for that month.
15. Seasonal and temporary employees are not subject to PLP 2020.
16. All Permanent Intermittent employees shall be subject to the pro-ration of salary and PLP 2020 credits pursuant to the chart below:
    
    

    HOURS WORKED DURING CREDIT PAY PERIOD	PLPL 2020
    0 – 10.9	1
    11 – 30.9	2
    31 – 50.9	4
    51 – 70.9	6
    71 – 90.9	8
    91 – 110.9	10
    111 – 130.9	12
    131 – 150.9	14
    151 or over	16

17. Disputes regarding the denial of the use of PLP 2020 time may be appealed through the grievance procedure. The decision by the Department of Human Resources shall be final and there may be no further appeals.

1. Each full-time employee shall continue to work their assigned work schedule and shall have a reduction in pay equal to 3%.
2. Each full-time employee shall be credited with five (5) hours of PLP 2025 on the first day of each pay period for the duration of the PLP 2025 program.
3. Salary rates and salary ranges shall remain unchanged.
4. Employees will be given maximum discretion to use PLP 2025 subject to operational considerations.
1. PLP 2025 must be used before any other leave that may be cashed out upon separation with the exception of sick leave.
2. Employees may elect to use PLP 2025 in lieu of approved sick leave.
3. PLP 2025 shall be requested and used by the employee in the same manner as vacation/annual leave.
4. Subject to the above, requests for use of PLP 2025 leave must be submitted in accordance with departmental policies on Vacation/Annual Leave.
5. All leave earned under PLP 2025 should be used prior to voluntary separation. Appointing powers may schedule employees to take PLP 2025 time off to meet the intent of this section. If an employee is unable to use this leave prior to an employee’s separation and the separation date cannot be extended, PLP 2025 shall be cashed out.
6. Time during which an employee is excused from work because of PLP 2025 leave shall not be considered as “time worked” for purposes of determining the number of hours worked in a work week.
7. A State employee shall be entitled to the same level of State employer contributions for health, vision, dental, flex-elect cash option, and enhanced survivor’s benefits they would have received had the PLP 2025 not occurred. 
8. PLP 2025 shall not cause a break in State service, nor a reduction in the employee’s accumulation of service credit for the purposes of seniority and retirement. PLP 2025 does not affect other leave accumulations, or service towards a merit salary adjustment.
9. PLP 2025 shall neither affect the employee’s final compensation used in calculating State retirement benefits nor reduce the level of State death or disability benefits to supplement those benefits with paid leave.
10. The PLP 2025 reductions shall not affect transfer determinations between state civil service classifications.
11. Part-time employees shall be subject to the same conditions as stated above, on a pro-rated basis. Pursuant to the chart in Section P below.
12. PLP 2025 for permanent intermittent employees shall be pro-rated based upon the number of hours worked in the monthly pay period, pursuant to the chart in Section Q below.
13. PLP 2025 shall be administered consistent with the existing payroll system and the policies and practices of the State Controller’s Office.
14. Employees on SDI, NDI, ENDI, IDL, EIDL, or Workers’ Compensation for the entire monthly pay period shall be excluded from PLP 2025 for that month.
15. Seasonal and temporary employees are not subject to PLP 2025.
16. All part-time employees shall be subject to the pro-ration of salary and PLP 2025 credits pursuant to the chart below:
    
    

    HOURS WORKED DURING  CREDIT PAY PERIOD	PLP 2025 HOURS
    9/10	4.50
    7/8	4.38
    4/5	4.00
    3/4	3.75

17. All Permanent Intermittent employees shall be subject to the pro-ration of salary and PLP 2025 credits pursuant to the chart below:
    
    

    HOURS WORKED DURING CREDIT PAY PERIOD	PLP 2025 HOURS
    0 – 10.9	.50
    11 – 30.9	.63
    31 – 50.9	1.25
    51 – 70.9	1.88
    71 – 90.9	2.50
    91 – 110.9	3.13
    111 – 130.9	3.75
    131 – 150.9	4.38
    151 or over	5

18. Disputes regarding the denial of the use of PLP 2025 time may be appealed through the grievance procedure. The decision by the Department of Human Resources shall be final and there may be no further appeals.

1. If a department head or designee requires an employee in writing to work in a higher classification for more than 15 consecutive calendar days, the employee shall receive a pay differential of 5% over his/her normal daily rate of the class to which he/she is appointed for that period in excess of 15 calendar days. If a department head or designee requires an employee in writing to work in a higher classification for 30 consecutive calendar days or more, the employee shall receive a pay differential of 5% over his/her normal daily rate of the class to which he/she is appointed from the first day of the assignment. If the assignment to a higher classification is not terminated before it exceeds 120 consecutive calendar days, the employee shall be entitled to receive the difference between his/her salary and the salary of the higher class at the same step the employee would receive if the employee were to be promoted to that class, for that period in excess of 120 consecutive calendar days. The 5% differential shall not be considered as part of the base pay in computing the promotional step in the higher class. In accordance with the provisions of this subsection, no employee may be compensated for more than one (1) year of out-of-class work for any one assignment.
2. The State shall not rotate employees in and out of out-of-class assignments for the sole purpose of avoiding payment of an out-of-class differential.
3. It is not the State’s intent to select employees for out-of-class assignments based on favoritism. Furthermore, whenever possible, the appointing power shall choose employees for out-of-class appointment from the current hiring list for the particular job classification for which the employee is to be hired on an acting basis. If there is no appropriate current hiring list at the local facility or office complex, the State shall assign the out-of-class duty whenever possible only to those employees who are qualified to take the examination for entry into that classification.
4. If any dispute arises regarding out-of-class assignments and compensation, an employee may file a grievance. Prior to proceeding to Step 2 of the grievance process, the employee shall include a completed employee’s portion of CalHR Form 651 (Job Description Form). The decision reached at Step 4 (CalHR) of the grievance procedure shall be final. Approved out-of-class grievances may be compensated retroactively for a period no greater than one (1) year preceding the filing of the grievance.

1. When the Department of Human Resources (CalHR) or another department seeks (1) to establish a new classification and assigns it to Bargaining Unit 9, or (2) modifies an existing Bargaining Unit 9 classification, CalHR shall inform PECG of the proposal during the preparatory stages of the proposals. PECG may request to meet with CalHR regarding these classification proposals. Such meetings shall be for the purpose of informally discussing the classification proposal and for PECG to provide input. Upon request, CalHR shall furnish PECG with drafts of the proposed classification specifications.
2. The CalHR shall notify and submit to PECG the final classification proposal at least 20 work days prior to the date the SPB is scheduled to adopt it.
3. If PECG requests in writing within 10 workdays of receipt of the notice, CalHR shall meet with PECG to discuss the final proposal. If PECG does not respond to the notice, or if PECG does not meet with CalHR within five (5) workdays from their date of request, the classification proposal shall be deemed agreeable to PECG and be placed on SPB’s consent calendar.
4. The CalHR shall meet and confer, if requested in writing by PECG, within ten (10) working days from the date the SPB approved the classification change, regarding the compensation of the classification. To the extent that a classification change necessitates other change which falls within the scope of negotiations, the State shall notify PECG and the parties shall bargain the impact upon request by PECG.

• Allowable travel expenses are incurred in accordance with state policy, including any applicable travel services contracts, such as airline, rental car, or lodging contracts.
• The mode of travel to be reimbursed is in the best interest of the state.

1. Mass Transit
   
   Effective the first pay period following ratification by both parties, employees working in areas served by mass transit, including rail, bus, or other commercial transportation licensed for public conveyance shall be eligible for a one hundred percent (100%) discount on public transit passes sold by State agencies up to the current monthly exclusion amount provided by the Internal Revenue Service (IRS). Employees who purchase public transit passes on their own shall be eligible for a one hundred percent (100%) reimbursement up to the current monthly exclusion amount provided by the IRS. The combined maximum allowable monthly exclusion amount for employees who are eligible to claim both mass transit and vanpool shall not exceed the current combined IRS maximum monthly exclusion amount. This shall not be considered compensation for purpose of retirement contributions. The State may establish and implement procedures and eligibility criteria for the administration of this benefit including required receipts and certification of expenses.
2. Vanpool
   
   Effective the first pay period following ratification by both parties, employees riding in vanpools or driving vanpools shall be eligible for a one hundred percent (100%) reimbursement of the monthly fee up to the current monthly exclusion amount provided by the IRS. The combined maximum allowable monthly exclusion amount for employees who are eligible to claim both mass transit and vanpool shall not exceed the current combined IRS maximum monthly exclusion amount. This shall not be considered compensation for purposes of retirement. A vanpool must, at a minimum, meet the definition of a “commuter highway vehicle” in Internal Revenue Code section 132 (f), including seating capacity requirements. The State may establish and implement procedures and eligibility criteria for the administration of this benefit.
3. Mass Transit and Vanpool
   
   Effective the first pay period following ratification by both parties, employees headquartered out of State shall receive reimbursement for qualified public transportation and vanpool expenses for one hundred percent (100%) of the cost up to the current monthly exclusion amount provided by the IRS. The combined maximum allowable monthly exclusion amount for employees who are eligible to claim both mass transit and vanpool shall not exceed the current combined IRS maximum monthly exclusion amount. The appointing power may establish and implement procedures regarding the certification of expenses.

1. Unit 9 “field” employees assigned to “field positions” shall be responsible for purchasing safety footwear if required (and not provided) by the department for which they work. For the purposes of this section, “field employees” are defined as: full-time Unit 9 employees assigned to work outside of an office for an average of 25 percent of the time during the twelve month reimbursement period. “Field position” is defined as a position that encompasses work tasks that are performed outside of an office setting on more than an occasional basis. Typically, this includes on-site tasks such as reviewing a contractor’s operation, inspecting field conditions or work performed by contractors, field surveying, landscape review, materials testing, construction layout and staking, and maintenance.
2. For the purposes of this section, safety footwear is defined as steel-toed boots/ shoes, or a serviceable leather work shoe or boot that complies with the department’s written policy, if any, and which the department requires to be worn while carrying out the duties of the employee’s position.
3. The State shall reimburse full-time employees for the actual cost of safety footwear, including taxes and standard shipping costs, not to exceed $150.00 once every 12 months. Reimbursement will be made upon attainment of eligibility as defined above.
4. Receipts may be required to verify the actual cost of safety footwear.

1. Eligibility
   
   Each department will pay the cost of a permanent employee’s medical examination(s) and filing and license examination fees associated with obtaining the appropriate commercial driver’s license and endorsement(s) if the employee:
1. Is in a classification that requires the operation of equipment which requires either a Class A and/or Class B commercial driver’s license and any endorsement(s); or
2. Is in a classification designated by the department which requires the employee to upgrade their driver’s license to a Class A and/or Class B commercial driver’s license and any endorsement(s); or
3. Is in a classification where a Class A and/or Class B commercial driver’s license is an additional desirable qualification; or
4. Voluntarily and regularly drives, with authorization of the department, a vehicle for which either a Class A or Class B commercial driver’s license including required endorsement(s) is required, provided as follows.
2. Medical Examinations
1. When authorized by their supervisor, the State will pay the cost of an eligible employee’s (see subsection a. above) medical examination from a contractor physician or clinic or when specifically authorized in advance, a medical examination by the employee’s personal physician. The State will also pay the cost of a referral as determined necessary by the examining physician or clinic. The costs of the examination and the examination resulting from the referral will be considered as one.
2. The State will pay the cost of a second medical examination and necessary referral, not to exceed the cost of the first medical examination, provided that:
1. The employee fails the first medical examination, or the certification submitted is not accepted by the DMV; and
2. A second medical examination is authorized by the employee’s supervisor and conducted; and
3. The second medical certification is accepted by the DMV.
3. Class A and/or B Commercial Driver’s License
1. The State will pay the cost of an eligible employee’s (see subsection a. above) filing and examination fees associated with obtaining the appropriate Class A and/or Class B commercial driver’s license and endorsement(s) provided that:
1. The employee requests and is authorized at least 10 work days in advance by their supervisor to take the examination; and
2. The employee has a valid, current medical certification acceptable to the DMV; and
3. The employee successfully passes the required examination and is issued the license and appropriate endorsement(s).
2. The State will pay the cost of that portion of the commercial driver’s license fee (including the cost of endorsement(s) required by the appointing power) which exceeds the cost of the regular non-commercial Class C driver’s license, provided the employee applies for the required license and any required endorsement(s) simultaneously. If an employee fails to take all required extras simultaneously, the State will not be responsible for any costs which exceed the cost that would have been incurred had the tests been taken simultaneously.
3. The State will not pay for any costs associated with the renewal or reinstatement of a license due to any vehicle code violation incurred by the employee.
4. The State will not pay any additional costs incurred as a result of an employee’s failure to pass the written and/or performance test within the opportunities allowed by the original application fee.
4. Compensation
   
   Compensation paid toward medical examinations and filing and license examination fees associated with obtaining a Class A or Class B commercial driver’s license shall not be considered compensation for purposes of retirement.
5. Release Time for Commercial Driver’s License Examination
1. Upon ten (10) work days advance notice to the department head or designee, the department shall provide reasonable time off without loss of compensation for an eligible employee, in accordance with a. above, to take the Class A and/or Class B commercial driver’s license examination, provided:
1. The examination is scheduled during the employee’s scheduled work hours; and
2. The examination does not interfere with operational needs of the department; and
3. The employee has a valid current medical certification acceptable to DMV.
   
   If the DMV rejects the medical certification provided by a department designated contractor physician or clinic on the day the DMV commercial driver’s license examination is scheduled, the employee shall be granted reasonable release time for the subsequently scheduled DMV examination subject to the requirements specified above.
2. Upon thirty (30) calendar days notice, the department will allow the employee to use a State owned or leased vehicle or equipment appropriate for the license examination. It is understood by the parties that use of the equipment or vehicle may be delayed for operational reasons.

1. The anniversary date for the uniform replacement credit is February 1 of each year. All employees will receive their credit on that date based on qualifying pay periods in the uniformed classification and in accordance with existing State laws, rules and regulations. Permanent full-time employees shall receive a yearly uniform replacement credit not to exceed $700 in DPR and $700 in CDF. The uniform replacement credit for permanent part-time employees will be calculated annually based upon the previous year’s time base. The uniform replacement credit for permanent intermittent employees will be calculated annually based upon the number of hours worked in the previous year.
2. Employees newly appointed (new hire to State service, promotion, transfer, or demotion from a non-uniformed DPR or CDF class) to a uniformed classification shall be required to purchase the uniform as a condition of employment, and such purchase shall be through the single source vendor. Such employees will be eligible for a pro-rated uniform replacement credit on February 1 of the following year, and a uniform replacement credit on each subsequent February 1 in accordance with the above.

1. For the term of this agreement, the parties agree that the State may increase parking rates in existing owned or leased lots, in urban congested areas, no more than $20 per month above the current rate, charged to employees in specific locations where they park. Congested urban areas are areas such as Sacramento, San Francisco Bay, Fresno, Los Angeles, San Bernardino, Riverside, and San Diego areas. Every effort shall be made to provide employees sixty (60) days but no less than thirty (30) days notice of a parking rate increase. The State shall not increase rates for existing parking lots where employees do not currently pay parking fees. Rates at new lots administered or leased by the State will be set at a level comparable to rates charged for similar lots in the area of the new lot, e.g., rates for open lots shall be compared to rates for open lots, rates for covered parking shall be compared to rates for covered parking.
2. The State shall continue a system for employees where parking fees may be paid with pretax dollars.

1. Eligibility
   
   Effective October 1, 2021, for the October 2021 pay period and payable after the first day of the pay period following ratification, employees who have an approved telework agreement on file with the department shall receive a telework stipend as provided below:
1. Employees identified as Remote Centered with an approved telework agreement shall receive $50 per month.
2. Employees identified as Office Centered with an approved telework agreement shall receive $25 dollars per month.
3. Incidental telework does not qualify for this stipend. The approved telework agreement must designate the employee’s telework status as either Remote Centered or Office Centered.
2. Payment Process
1. This stipend shall be paid for each eligible pay period, payable the following pay period.
2. The employee’s approved telework status as of the first day of the pay period shall determine the payment amount for the entire pay period. However, if the employee’s approved telework status changes during the month from Office Centered to Remote Centered, then the employee shall receive the amount for Remote Centered status only.
3. This payment is not subject to a qualifying pay period.
4. For approved telework agreements that are effective other than the first of the pay period, the stipend is payable upon a fully executed telework agreement.
5. Employees on leave (paid or unpaid) for the entire pay period are not eligible for this payment.
6. Employees paid bi-monthly/semi-monthly shall receive one payment for the entire telework calendar month.
7. No receipts shall be required for the payment of this stipend.
8. Effective the first day of the pay period following ratification, no reimbursement claims will be authorized for utilities, phone, cable/internet, or other telework incurred costs. Except for approved office supplies such as paper, pens, and printer cartridges, claims shall be submitted in accordance with the MOU and departmental policy.
9. Any change to the employee’s telework status which affects the eligibility of this stipend shall be administered in accordance with the provisions of this side letter and the terms of the MOU.
3. The Telework Stipend Program is grievable through the CalHR level. This program shall not be subject to arbitration. Any decision reached at the CalHR level shall be final.
4. If other Bargaining Units receive increased or higher telework stipends than outlined in this side letter, the same increases shall be provided concurrently to Unit 9 employees.
5. The Telework Stipend will sunset on June 30, 2025.

1. All State laws and CalHR regulations regarding overtime not modified by this agreement shall remain in effect.
2. Travel Time
   
   Notwithstanding any other contract provision, departmental policy or practice, the travel time of employees who are covered by FLSA shall only be considered as time worked if it meets the definitions and requirements of travel time in Sections 785.34 through 785.41 of Title 29 of the Code of Federal Regulations.
3. Paid Leave Counted As Time Worked – WWG 2
   
   Time during which a Unit 9 employee assigned to Work Week Group (WWG) 2 is excused from work on paid leave (e.g., sick leave, vacation or annual leave) shall not be counted as hours worked within the workweek for purposes of determining if overtime has been earned. This language is consistent with GC 19844.1.
4. Overtime Compensation – WWG 2
1. Employees in classes assigned to Work Week Group 2 shall be compensated in cash or compensating time off at time and one-half at the discretion of each department head or their designee for ordered/authorized overtime of at least one-quarter hour at any one time.
2. Employees shall obtain authorization to work overtime. Employees will only be compensated for overtime ordered or authorized by a supervisor.
3. The employees preference will be considered when determining whether overtime will be compensated by cash or CTO except as otherwise provided by this agreement.
4. Overtime will be credited on a one-quarter hour basis with a full quarter of an hour credit granted if five (5) minutes or more of the period is worked. Smaller fractional units will not be accumulated.
5. Callback Compensation – WWG 2
   
   Employees assigned to Work Week Group 2 shall be credited with a minimum of four hours work time as provided in 2 Cal. Code Regs. § 599.708.
6. Overtime Scheduling – WWG 2
   
   When routine overtime is scheduled at least 48-hours in advance, departments shall request volunteers from within the work area or unit who may thereafter be selected to perform the overtime work, except as provided herein. Nothing in this section shall be construed to (a) require management to seek volunteers during an emergency; (b) require selection of an employee who does not possess the requisite skills to perform the job; (c) requires solicitation of volunteers when a specific expertise or project familiarity is required; (d) require solicitation of volunteers who it reasonably believes are not available to respond in the time required; or, (e) limit management’s ability to require an employee to work overtime.

1. Work Week Group “2”
   
   Work Week Group “2” applies to those classifications in State service subject to the provisions of the Fair Labor Standards Act (FLSA). Overtime for employees subject to the provisions of the FLSA is defined as all hours worked in excess of 40 hours in a period of 168 hours or seven consecutive 24-hour periods. Employees in Work Week Group 2 may accrue up to 240 hours of compensating time off. All hours in excess of the 240 hour maximum accrual will be compensated in cash.
2. Work Week Group “E”
1. Work Week Group “E” includes classes that are exempted from coverage under the FLSA because of the “white-collar” (administrative, executive, professional) exemptions. To be eligible for this exemption a position must meet both the “salary basis” and the “duties” test.
2. Exempt (WWG E) employees are paid on a “salaried” basis and the regular rate of pay is full compensation for all hours worked to perform assigned duties. However, these employees shall receive up to 8 hours holiday credit when ordered to work on a holiday. Work Week Group E employee shall not receive any form of additional compensation, whether formal or informal, unless otherwise provided by this agreement.
3. All Unit 9 employees/classifications presently assigned to Work Weeks Group 4A and 4C shall be moved to Work Week Group E.
4. The following shall apply to employees/classifications assigned to Work Week Group E.
1. Employees are expected to work the hours necessary to accomplish their assignments and fulfill their responsibilities. Employee workload will normally require 40 hours per week to accomplish; however, inherent in their job is the responsibility and expectation that work weeks of a longer duration may be necessary.
2. Management may require employees to work specified hours; however, subject to operational needs as determined by the department, management may permit altered or flexible work schedules when requested by employees. Employees who alter their daily or weekly work schedules shall comply with reasonable procedures established by their department.
3. Employees are responsible for keeping management apprised of their schedule and whereabouts; and, must respond to directions from management to complete work assignments by specific deadlines.
4. Employees shall not:
1. Be charged any paid leave for absences in less than the number of hours scheduled for the day when they are absent for a whole day.
2. Be docked or have their salary reduced for absences of less than an entire day.
3. Be suspended in increments of less than one complete work week (i.e., one week, two weeks, three weeks, etc.)
4. Have their pay reduced as a result of a disciplinary (adverse) action pursuant to Government Code section 19572.
5. Have absences of less than one day recorded for attendance record keeping or compensation purposes. Employees may, however, be required to record time for other purposes (e.g., budgeting, project tracking, etc.).

1. Unless otherwise specified herein, the regular work week of full-time Unit 9 employees shall be forty (40) hours. The regular number of hours in an employee’s workday will be worked unless the employee takes approved leave.
2. Varying work shifts (swing shift, night shift or any work shift other than a traditional day shift) may be established by the employer in order to meet the needs of the State agencies.
3. Employees’ work shifts shall not be permanently changed by the State without adequate prior notice. The State shall endeavor to give thirty (30) calendar days but in no case less than fifteen (15) calendar days notice.
4. The state agrees to refrain from splitting shifts. A split shift is defined as a work shift which is interrupted by a non-paid working period other than a regular meal period.

1. Telecommuting is defined as performing work one (1) or more days per pay period away from the work site to which the employee is normally assigned. Such locations must be within a preapproved work space during preapproved work hours inside the telecommuter’s residence, telecommuting centers, or other offices of the State, as approved pursuant to the department’s telecommuting policy and guidelines.
2. Where operational consideration permit, a department shall establish a telecommute program. If the telecommute arrangement conforms to telecommute criteria established in the department’s telecommute policy and guidelines, no employee’s request for telecommute shall be unreasonably denied. Upon request by the employee, the denial and the reason for the denial shall be in writing.
3. Formal written telework or telecommuting policies and programs already adopted by the departments before the date of this MOU will remain in effect during the term of this MOU.
4. Departments that desire to establish a telework or telecommuting policy and/or program or departments desiring to change an existing policy and/or program shall first notify PECG. Within thirty (30) calendar days of the date of such notification, PECG may request to meet and confer over the impact of the telework or telecommuting policy and/or program or change in an existing telework or telecommuting policy and/or program.
5. With the exception of CalEPA’s Telework Agreement, disputes pertaining to this section will follow the grievance procedures as outlined in Article 12 of this contract. This section is not subject to arbitration.

1. Alternate work schedules include, but are not limited to, 9-8-80 and 4-10-40 schedules.
2. An individual may request an alternate work schedule. If a decision must be made between individuals seeking an alternate work schedule, priority should be given based on state service seniority.
3. The person with the authority to respond will endeavor within fifteen (15) calendar days of the initial request to approve or deny in writing the response to an alternate work schedule request. Where it is not possible to respond within fifteen (15) calendar days, the response in writing will be given no later than thirty (30) calendar days of the request.
1. Requests for alternate work schedules shall not be unreasonably denied or cancelled.
2. Cancellation of alternate work schedules will be based on operational needs and the reason for the cancellation will be provided in writing within thirty (30) calendar days.
4. Work Week Group E (WWG E) and SE (WWG SE) employees working a non- standard work schedule (e.g., 4/10/40, 9/8/80) will be charged the number of hours scheduled for the day when they are absent for a whole day.

1. All full-time and part-time employees shall be entitled to such observed holidays with pay as provided below, in addition to any official State holidays declared by the Governor.
2. Observed holidays shall include January 1, the third Monday in January, the third Monday in February, March 31, the last Monday in May, July 4, the first Monday in September, November 11, Thanksgiving Day, the day after Thanksgiving, and December 25. The holidays are observed on the actual day they occur with the following exceptions:
1. When November 11 falls on a Saturday, full-time and part-time employees shall be entitled to the preceding Friday as a holiday with pay.
2. When a holiday falls on Sunday, full-time and part-time employees shall be entitled to the following Monday as a holiday with pay.
3. For those employees who work schedules other than Monday through Friday, those holidays listed in Subsection B. above shall be observed on the day on which the holiday occurs. An employee shall receive compensation for only the observed or actual holiday, not both.
3. Every full-time and part-time employee, upon completion of six (6) months of his/her initial probationary period in State service, shall be entitled to one (1) personal holiday per fiscal year. The personal holiday shall be credited to each full-time and part-time employee on the first day of July.
4. The department head or designee may require five (5) days advance notice before a personal holiday is taken and may deny use subject to operational needs. When an employee is denied use of a personal holiday, the department head or designee may allow the employee to reschedule the personal holiday or shall, at the department’s discretion allow the employee to either carry the personal holiday to the next fiscal year, or, cash out the holiday on a straight time (hour- for-hour) basis.
5. The department head or designee shall make a reasonable effort to grant an employee use of his/her personal holiday on the day of his/her desire subject to operational needs.
6. When an observed holiday falls on an employee’s regularly scheduled day off, full-time employees shall accrue eight (8) hours of holiday credit per said holiday. If the employee is required to work on the observed holiday, the employee shall be compensated in accordance with paragraph G. or I. below. An employee shall receive compensation for only the observed or actual holiday, not both.
7. When a full-time employee in Work Week Group 2 is required to work on an observed holiday, such employee shall be paid in accordance with Government Code Section 19853 (paid straight time, hour for hour, basis). Employees who are required to work one of the following premium holidays will be paid one and one-half (1½) the hourly rate for all hours worked: January 1, last Monday in May, July 4, 1st Monday in September, Thanksgiving day, and December 25th. The method of compensation shall be at the State’s discretion. If a full- time employee works eight hours on the premium holiday, the employees shall receive no more than 20 hours of total compensation (combination of holiday credit, CTO, and cash) for each holiday worked.
8. For the purpose of computing the number of hours worked, time during which an employee is excused from work because of a holiday shall not be considered as time worked by the employee.
9. Work Week Group E or SE Employees: When a permanent full-time employee is required to work on an observed holiday and the observed holiday falls on the employee’s regularly scheduled day off, the employee shall receive up to eight hours of holiday credit and four hours Informal Time Off (ITO). If an observed holiday falls on an employee’s normal day off, and the employee does not work, the employee shall receive no more than eight hours of holiday credit.
10. Part-time employees in Work Week Group 2 who are required to work on an observed holiday shall be paid in accordance with Government Code Section 19853 (paid straight time, hour for hour, basis). Employees who are required to work one of the following premium holidays will be paid one and one-half (1½) hourly rate for all hours worked: January 1, last Monday in May, July 4, 1st Monday in September, Thanksgiving day, and December 25th, compensable by cash or holiday credit. The method of compensation shall be at the State’s discretion.
11. Part-time employees shall receive holidays in accordance with the following:
    
    CHART FOR COMPUTING VACATION, SICK LEAVE, AND HOLIDAY
    CREDITS FOR ALL FRACTIONAL TIME BASE EMPLOYEES
    SUPERSEDES ACCRUAL RATES IN MANAGEMENT MEMORANDUM
    84-20-1

    TIME BASE

    HOURS OF MONTHLY VACATION CREDIT PER VACATION GROUP

    * SL/ HOL

    	7	10	11	12	13	14	15	8
    1/5	1.40	2.00	2.20	2.40	2.60	2.80	3.00	1.60
    2/5	2.80	4.00	4.40	4.80	5.20	5.60	6.00	3.20
    3/5	4.20	6.00	6.60	7.20	7.80	8.40	9.00	4.80
    4/5	5.60	8.00	8.80	9.60	10.40	11.20	12.00	6.40
    1/8	0.88	1.25	1.38	1.50	1.63	1.75	1.88	1.00
    1/4	1.75	2.50	2.75	3.00	3.25	3.50	3.75	2.00
    3/8	2.63	3.75	4.13	4.50	4.88	5.25	5.63	3.00
    1/2	3.50	5.00	5.50	6.00	6.50	7.00	7.50	4.00
    5/8	4.38	6.25	6.88	7.50	8.13	8.75	9.38	5.00
    3/4	5.25	7.50	8.25	9.00	9.75	10.50	11.25	6.00
    7/8	6.13	8.75	9.63	10.50	11.38	12.25	13.13	7.00
    1/10	0.70	1.00	1.10	1.20	1.30	1.40	1.50	0.80
    3/10	2.10	3.00	3.30	3.60	3.90	4.20	4.50	2.40
    7/10	4.90	7.00	7.70	8.40	9.10	9.80	10.50	5.60
    9/10	6.30	9.00	9.90	10.80	11.70	12.60	13.50	7.20

    * HOURS OF MONTHLY SICK LEAVE AND HOLIDAY CREDIT
    
    A part-time employee can only earn up to a maximum of eight (8) hours holiday credit per holiday, regardless of the number of positions the employee holds within State service.
12. Work Week Group 2 employees may request and take Holiday Credit in fifteen (15) minute increments.
13. An employee shall be allowed to carry over unused holiday credits or be paid for the unused holiday credits, at the discretion of the department head or designee.
14. Upon termination from State employment, an employee shall be paid for unused holiday credit.

1. In addition to the benefit amounts provided by Labor Code Section 4701 and 4702, and the approximate $15,000 State death benefit provided Unit 9 employees, Caltrans agrees to provide a $50,000 death benefit effective November 1, 1987, payable to the designated beneficiary, as specified on PERS Form 241, of any Caltrans Unit 9 employee who is killed while performing assigned State duties provided:
1. The employee was hit by a motor vehicle, by any part of the vehicle, any object carried in or on the vehicle, or any object dislodged from or by the movement of any vehicle being operated in the State highway right-of-way or public street; and
2. Payment of the Workers’ Compensation job-related death benefit is not denied because of an affirmative defense by the employer as specified in Labor Code Section 5705.
3. The insurance carrier determines if it is a covered accident.
2. Caltrans will investigate each work-related death and determine if the qualifying conditions were satisfied before paying the $50,000 to the deceased employee’s designated beneficiary. Payment shall only be made if all of the qualifying criteria contained in this section are satisfied. In accordance with existing law, a copy of the investigation report will be provided to PECG upon request.
3. In the event of a dispute regarding appropriate designated beneficiaries, the Caltrans Unit 9 insurance benefit will not be paid until the disputants legally verify that they have settled their dispute or a court of competent jurisdiction resolves the matter for them.

1. In addition to the benefit provisions of Labor Code Section 4702, and the approximate $15,000 State death benefit provided Unit 9 employees, the State agrees to provide at least $50,000 air travel insurance for Unit 9 employees. The benefit is payable to the employee, employee estate or his/her designated beneficiary in the case of accidental death or dismemberment, provided the employee is required to fly as a passenger in other than regularly scheduled passenger aircraft to fulfill his/her work requirement.
2. In the event of a dispute regarding appropriate designated beneficiaries, the life insurance benefit will not be paid until the disputants legally verify that they have settled their dispute or a court of competent jurisdiction resolves the matter for them.

1. Effective October 31, 2002, to the extent permitted by federal and state law, employees who separate from State service who are otherwise eligible to cash out their leave balances, may ask the State to transfer a designated amount from their cash payment into their existing 457(b) and/or 401(k) plan offered through the State’s Savings Plus Program (SPP).
2. If an employee does not have an existing 457(b) and/or 401(k) plan account, he/ she must enroll in the SPP and become a participant in one or both plans no less than 60 days prior to his/her date of separation.
3. Such transfers are subject to and contingent upon all statutes, laws, rules and regulations authorizing such transfers including those governing the amount of annual deferrals.
4. Employees electing to make such a transfer shall bear full tax liability, if any, for the leave transferred that exceeds the annual deferral limits (e.g., “over-defers”).
5. Implementation, continuation and administration of this section is expressly subject to and contingent upon compliance with the SPP’s governing Plan document (which may at the State’s discretion be amended from time to time), and applicable federal and state laws, rules and regulations.

1. State Safety retirement members first employed by the State prior to January 15, 2011 are subject to the State Safety A retirement formula.
2. State Safety retirement members first employed by the State on or after January 15, 2011 and prior to January 1, 2013 and qualify for CalPERS membership are subject to the State Safety B Retirement Formulas. The State Safety B Retirement Formula does not apply to:
1. Former state employees who return to state employment on or after January 15, 2011.
2. State employees hired prior to January 15, 2011 who were subject to the Alternate Retirement Program (ARP).
3. State employees on approved leave of absence prior to January 15, 2011 who return to active employment on or after January 15, 2011.
4. Persons who are already members or annuitants of the California Public Employees Retirement System as state employees prior to January 15, 2011.
   
   The above categories are subject to the State Safety A Retirement formula.
3. Employees who are brought into CalPERS membership for the first time on or after January 1, 2013 and who are not eligible for reciprocity with another California public employer as provided in Government Code Section 7522.02(c) shall be subject to the “PEPRA Retirement Formula.” As such the PEPRA changes to retirement formulas and pensionable compensation caps apply only to new CalPERS members subject to PEPRA as defined under PEPRA.
4. The table below lists State Safety age/benefit factors for State Safety A, State Safety B, and PEPRA State Safety retirement formulas.
   
   

   Age at Retirement	State Safety A  Formula (2.5% at age 55) G.C. 21369.1	State Safety B  Formula (2% at age 55) G.C. 21369	PEPRA State Safety Formula  (2% at age 57) G.C. 7522.25 (b)
   	Employees hired prior to January 15, 2011	Employees first hired on and after January 15, 2011 and prior to January 1, 2013	Employees eligible for CalPERS Membership for the first time on and after January 1, 2013
   50	1.700	1.426	1.426
   51	1.800	1.522	1.508
   52	1.900	1.628	1.590
   53	2.000	1.742	1.672
   54	2.250	1.866	1.754
   55 and over	2.500	2.000	1.836
   56	N/A	N/A	1.918
   57 and over	N/A	N/A	2.000

5. Employee Retirement Contribution
1. As stated in Government Code Section 20683.2, State Safety members shall contribute an additional one percent (1%) retirement contribution. Effective July 1, 2013, State Safety members shall contribute ten percent (10%) of monthly pensionable compensation in excess of $317 for retirement.
2. Effective July 1, 2014, State Safety members shall contribute an additional one percent (1%) retirement contribution. State Safety members shall contribute eleven percent (11%) of pensionable compensation in excess of $317 for retirement.
3. On July 1, 2019, the employee contribution rates described in 11.6(E)(2) for State Safety A, State Safety B, and PEPRA State Safety retirement formulas shall remain in effect unless CalPERS determines that (a) the total normal cost rate for the 2016-17 fiscal year has increased by 1 percent, and (b) 50 percent of that normal cost rate, rounded to the nearest quarter of 1 percent, is greater than the employee contribution rate described in 11.6(E) (2). If CalPERS determines (a) and (b) above have been met, the employee contribution rate for State Safety A and B members shall be adjusted to 50 percent of the normal cost rate rounded to the nearest quarter of one percent. The increase to the employee contribution shall not exceed 0.5 percent. After June 30, 2020, the employee contribution shall return to ten percent (10%) for E(1) and eleven percent (11%) for E(2). Upon receipt of the next General Salary Increase (GSI) provided for in Article 3.26 of this agreement, the Unit 9 employee contribution rate shall return to the level established by this Section for the 2019-20 fiscal year for a period of one year from the effective date of the GSI.
6. Final Compensation
   
   Final Compensation for an employee who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment.
   
   Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

1. First Tier Miscellaneous/Industrial retirement members first employed by the State prior to January 15, 2011 are subject to the First Tier A retirement formula.
2. First Tier Miscellaneous/Industrial retirement members first employed by the State on or after January 15, 2011 and prior to January 1, 2013 and qualify for CalPERS membership are subject to the First Tier B Retirement Formulas. The First Tier B Retirement Formula does not apply to:
1. Former state employees who return to state employment on or after January 15, 2011.
2. State employees hired prior to January 15, 2011 who were subject to the Alternate Retirement Program (ARP).
3. State employees on approved leave of absence prior to January 15, 2011 who return to active employment on or after January 15, 2011.
4. Persons who are already members or annuitants of the California Public Employees Retirement System as state employees prior to January 15, 2011.
5. The above categories are subject to the First Tier A retirement formula.
3. Employees who are brought into CalPERS membership for the first time on or after January 1, 2013 and who are not eligible for reciprocity with another California public employer as provided in Government Code Section 7522.02(c) shall be subject to the “PEPRA Retirement Formula.” As such, the PEPRA changes to retirement formulas and pensionable compensation caps apply only to new CalPERS members subject to PEPRA as defined under PEPRA.
4. The table below lists the First Tier age/benefit factors for First Tier A, First Tier B, and PEPRA First Tier retirement formulas.
   
   

   Age at Retirement	First Tier A Formula  (2% at age 55)	First Tier B Formula  (2% at age 60)	PEPRA Formula (2% at age 52)
   	Employees hired prior to January 15, 2011	Employees first hired on and after January 15, 2011  and prior to January 1, 2013	Employees eligible for CalPERS Membership for the first time on and after January 1, 2013
   50	1.100	1.092	N/A
   51	1.280	1.156	N/A
   52	1.460	1.224	1.000
   53	1.640	1.296	1.100
   54	1.820	1.376	1.200
   55	2.000	1.460	1.300
   56	2.064	1.552	1.400
   57	2.126	1.650	1.500
   58	2.188	1.758	1.600
   59	2.250	1.874	1.700
   60	2.314	2.000	1.800
   61	2.376	2.134	1.900
   62	2.438	2.272	2.000
   63	2.500	2.418	2.100
   64	2.500	2.418	2.200
   65	2.500	2.418	2.300
   66	2.500	2.418	2.400
   67	2.500	2.418	2.500

5. Employee Retirement Contribution
1. As stated in Government Code Section 20682, effective May 16, 2011, miscellaneous and industrial members in the First Tier retirement or the Alternate Retirement Plan (ARP) subject to social security shall contribute eight percent (8%) of monthly compensation in excess of $513 for retirement.
2. As stated in Government Code Section 20682, effective May 16, 2011, miscellaneous and industrial members in the First Tier retirement or the ARP not subject to social security shall contribute nine percent (9%) of monthly compensation in excess of $317 for retirement.
3. As stated in Government Code Section 20683.2, industrial members shall pay an additional one percent (1%) employee retirement contribution to retirement. Effective July 1, 2013, industrial members subject to social security shall contribute nine percent (9%) of pensionable compensation in excess of $513 to retirement. Industrial members not subject to social security shall contribute ten percent (10%) of pensionable compensation in excess of $317 to retirement.
4. On July 1, 2019, the employee contribution rates described in 11.7(E)(1), 11.7(E)(2), and 11.7(E)(3) for First Tier A, First Tier B, and PEPRA First Tier retirement formulas shall remain in effect unless CalPERS determines that (a) the total normal cost rate for the 2016-17 fiscal year has increased by 1 percent, and (b) 50 percent of that normal cost rate, rounded to the nearest quarter of 1 percent, is greater than the employee contribution rate described in 11.7(E)(1), 11.7(E)(2), or 11.7(E)(3), respectively. If CalPERS determines (a) and (b) above have been met, the employee contribution rate for miscellaneous or industrial members shall be adjusted to 50 percent of the normal cost rate rounded to the nearest quarter of one percent. The increase to the employee contribution shall not exceed 0.5 (five) percent. After June 30, 2020, the employee contribution shall return to 11.7(E)1 (8%), 11.7(E)2 (9%), and 11.7(E)3 (9%) and (10%) respectively. Upon receipt of the next General Salary Increase (GSI) provided for in Article 3.26 of this agreement, the Unit 9 employee contribution rate shall return to the level established by this Section for the 2019-20 fiscal year for a period of one year from the effective date of the GSI.
6. Final Compensation
   
   Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment.
   
   Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

1. Second Tier members first employed by the State and subject to CalPERS membership prior to January 1, 2013 are subject to the Pre-PEPRA Second Tier retirement formula.
2. Employees who are brought into CalPERS membership for the first time on or after January 1, 2013 and who are not eligible for reciprocity with another California public employer as provided in Government Code Section 7522.02(c) shall be subject to the “PEPRA Retirement Formula.” As such, the PEPRA changes to retirement formulas and pensionable compensation caps apply only to new CalPERS members subject to PEPRA as defined under PEPRA.
3. The table below lists the Second Tier age/benefit factors for the Pre-PEPRA and PEPRA retirement formulas.
   
   

   Age at Retirement	Pre-PEPRA Formula (1.25% at age 65)	PEPRA Formula (1.25% at age 67)
   	Employees hired and subject to CalPERS Membership prior to January 1, 2013	Employees eligible for CalPERS Membership for the first time on and after January 1, 2013
   50	0.500	N/A
   51	0.550	N/A
   52	0.600	0.650
   53	0.650	0.690
   54	0.700	0.730
   55	0.750	0.770
   56	0.800	0.810
   57	0.850	0.850
   58	0.900	0.890
   59	0.950	0.930
   60	1.000	0.970
   61	1.050	1.010
   62	1.100	1.050
   63	1.150	1.090
   64	1.200	1.130
   65	1.250	1.130
   66	1.250	1.210
   67	1.250	1.250

4. Employee Retirement Contribution
   
   As stated in Government Code Section 20683.2, effective July 1, 2013, Second Tier members, including ARP members, shall contribute one and one-half percent (1.5%) of monthly pensionable compensation for retirement, and will increase by 1.5% points annually. The final annual increase in the contribution rate shall be adjusted as appropriate to reach fifty percent (50%) of normal cost.
5. Final Compensation
   
   Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS prior to January 15, 2011, is based on the highest average monthly pay rate during twelve (12) consecutive months of employment.
   
   Final Compensation for an employee, who is employed by the State for the first time and becomes a member of CalPERS on or after January 15, 2011, is based on the highest average monthly pay rate during thirty-six (36) consecutive months of employment.

1. PEPRA Definition of “Pensionable Compensation”
   
   Retirement benefit for employees subject to PEPRA are based upon the highest average pensionable compensation during a thirty-six (36) month period. Pensionable compensation shall not exceed the applicable percentage of the contribution and benefit base specified in Title 42 of the United State Code Section 430 (b). The limit shall be adjusted annually based on changes to the Consumer Price Index for all Urban Consumers.
2. Alternate Retirement Program – New Employees
   
   Employees first hired on or after July 1, 2013 shall not be subject to the Alternate Retirement Program (ARP). Existing ARP members are required to complete the twenty-four (24) month enrollment period. Upon completion of the twenty- four (24) month period, the employee shall make contributions to CalPERS. ARP members shall continue to be eligible for payout options beginning the first day of the 47th month of employment and ending on the last day of the 49th month of employment following his or her initial ARP hire date.

1. This grievance procedure shall be used to process and resolve grievances arising under this Agreement and employment-related complaints.
2. The purposes of this procedure are:
1. To resolve grievances informally at the lowest possible level;
2. To provide an orderly procedure for reviewing and resolving grievances and complaints promptly.

1. A grievance is a dispute of one or more employees, or a dispute between the State and PECG, involving the interpretation, application, or enforcement of the express terms of this Agreement.
2. A complaint is a dispute of one or more employees or PECG involving the application or interpretation of a written rule or policy not covered by this Agreement and not under the jurisdiction of the SPB. Complaints shall only be processed as far as the department head or designee.
3. As used in this procedure, the term “immediate supervisor” means the individual identified by the department head.
4. As used in this procedure, the term “party” means PECG or employee, or the State.
5. A “PECG representative” refers to an employee designated as a PECG steward or a paid staff representative.

1. If an informal grievance is not resolved to the satisfaction of the grievant, a formal grievance may be filed no later than:
1. Twenty-one (21) calendar days after the employee can reasonably be expected to have known of the event occasioning the grievance;
2. Within fourteen (14) calendar days after receipt of the decision rendered in the informal grievance procedure.
2. However, if the informal grievance procedure is not initiated within the period specified in Item (1) above, the period in which to bring the grievance shall not be extended by Item (2) above.
3. A formal grievance shall be initiated in writing on a form provided by the State and shall be filed with a designated supervisor or manager identified by each department head as the first level of appeal.
4. Within fourteen (14) calendar days after receipt of the formal grievance, the person designated by the department head as the first level of appeal shall respond in writing to the grievance.
5. No contract interpretation or grievance settlement made at this stage of the grievance procedure shall be considered precedential.

1. If the grievant is not satisfied with the decision rendered pursuant to Step 1, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the second level of appeal. If the department head or designee is the first level of appeal, the grievant may bypass Step 2.
2. Within twenty-one (21) calendar days after receipt of the appealed grievance, the person designated by the department head as the second level of appeal shall respond in writing to the grievance.
3. No contract interpretation or grievance settlement made at this stage of the grievance procedure shall be considered precedential.

1. If the grievant is not satisfied with the decision rendered pursuant to Step 2, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the third level of appeal. If the department head or designee is the second level of appeal, the grievant may bypass Step 3.
2. Within twenty-one (21) calendar days after receipt of the appealed grievance, the person designated by the department head as the third level of appeal shall respond in writing to the grievance.

1. If the grievant is not satisfied with the decision rendered at Step 3, the grievant may appeal the decision within fourteen (14) calendar days after receipt to the Director of the Department of Human Resources or designee.
2. Within thirty (30) calendar days after receipt of the appealed grievance, the Director of the Department of Human Resources or designee shall respond in writing to the grievance.
3. Grievances should be submitted to grievances@calhr.ca.gov in one complete PDF package including the grievance form, prior responses, and all related materials in the order in which they should be reviewed. If grievance submissions are too large to send in one package, then the submission can be broken up into multiple PDF files and numbered (e.g., 1 of 2, 2 of 2, etc.).

1. If the grievance is not resolved at Step 4, within thirty (30) calendar days after the 4th-level response, PECG shall have the right to submit the grievance to arbitration.
2. Within fourteen (14) calendar days after the notice requesting arbitration has been served on the State or at a date mutually agreed to by the parties, the parties shall meet to select an arbitrator. If no agreement is reached on the selection of an arbitrator the parties shall, immediately and jointly, request the State Mediation and Conciliation Service or the American Arbitration Association to submit to them a panel of nine (9) arbitrators from which the State and PECG shall alternately strike names until one name remains and this person shall be the arbitrator. If the parties cannot agree from which service to obtain the list of arbitrators, the party requesting arbitration shall pay all costs, if any, of obtaining the list of arbitrators.
3. The arbitration hearing, itself, shall be conducted in accordance with the Voluntary Labor Arbitration Rules of the American Arbitration Association. The cost of arbitration shall be borne equally between the parties.
4. An arbitrator may, upon request of PECG and the State, issue their decision, opinion, or award orally upon submission of the arbitration. Either party may request that the arbitrator put their decision, opinion, or award in writing and that a copy be provided.
5. The arbitrator shall not have the power to add to, subtract from, or modify this contract. Only grievances as defined in subsection 12.2 A. of this Article shall be subject to arbitration. In all arbitration cases, the award of the arbitrator shall be final and binding upon the parties.

1. Application
   
   Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/ or probationary employees (hereinafter known as “employees”) in any State agency, the State may lay off employees pursuant to this Section.
2. Order of Layoff
   
   Employees shall be laid off in order of seniority pursuant to Government Code Sections 19997.2 through 19997.7 and applicable State Personnel Board and Department of Human Resources rules.
3. Notice
   
   Employees compensated on a monthly basis shall be notified 30 calendar days in advance of the effective date of layoff. Where notices are mailed, the 30-calendar-day time period will begin to run on date of mailing of the notice. The State agrees to notify PECG no later than 30 calendar days prior to the actual date of layoff.
4. Transfer or Demotion in Lieu of Layoff
   
   The State may offer affected employees a transfer or a demotion in lieu of layoff pursuant to Government Code Sections 19997.8 through 19997.10 and applicable Department of Human Resources rules. If an employee refuses a transfer or demotion, the employee shall be laid off.
5. Reemployment
   
   In accordance with Government Code Sections 19997.11 and 19997.12, the State shall establish a reemployment list by class for all employees who are laid off. Such lists shall take precedence over all other types of employment lists for the classes in which employees were laid off. Employees shall be certified from department or subdivisional reemployment lists in accordance with Section 19056 of the Government Code.
6. State Service Credit for Layoff Purposes
   
   In determining seniority scores, one point shall be allowed for each qualifying monthly pay period of full-time State service regardless of when such service occurred. A pay period in which a full-time employee works eleven or more days will be considered a qualifying pay period except that when an absence from State service resulting from a temporary or permanent separation for more than eleven consecutive working days falls into two consecutive qualifying pay periods, the second pay period shall be disqualified.
7. Departments filling vacancies shall offer positions to employees facing layoff, demotion in lieu of layoff or mandatory geographic transfer who meet the minimum qualifications for the vacancy being filled, provided that the vacancy is equivalent in salary and responsibility and in the same geographic area and bargaining unit.
8. Any dispute regarding the interpretation or application of any portion of this layoff provision shall be resolved solely through the procedures established in Government Code section 19997.14. The hearing officer’s decision shall be final and upon its issuance the Department of Human Resources (CalHR) shall adopt the hearing officer’s decision as its own. In the event that either the employee(s) or appointing power seeks judicial review of the decision pursuant to Government Code section 19815.8, CalHR, in responding thereto, shall not be precluded from making arguments of fact or law that are contrary to those set forth in the decision.

1. Home Addresses – Generally
   
   Consistent with PERB regulations and State law, the State shall continue to provide PECG with home addresses on a monthly basis for all non-law enforcement related employees covered by this contract until it expires.
   
   Notwithstanding any other provision of this agreement, any employee may have their home address withheld from PECG at any time by submitting a written request to their appointing power on a form provided by the State.
2. Home Address Withholding By Non-Law Enforcement Related Employees
   
   Effective one-month following ratification of this agreement by both parties, the State will no longer use an Employee Action Request form that provides Unit 9 employees who perform non-law enforcement related functions with the option of having their home address withheld from PECG. Instead, employees who perform non-law enforcement related functions will, upon request on their own initiative, be given a separate form by their appointing power that permits two choices: (1) withhold their address from PECG, or (2) to cancel a previous withhold request thereby permitting release of their home address to PECG.
3. Home Address Withhold Notification to Non-Law Enforcement Related Employees
   
   Within one month following ratification of this agreement by both parties, the State will send a letter to all existing Unit 9 employees who perform non-law enforcement related functions that have previously requested their home address remain confidential. The letter will provide said employees with the option of canceling their previous withhold request thereby permitting release of their home address to PECG.
4. Release and Use of Addresses
   
   The State Controller’s Office will send PECG a list of all Unit 9 employees who, pursuant to subsection c. above, either did not respond or responded by indicating they wanted to continue withholding their home address from PECG. The State Controller’s Office will also send PECG a list of all Unit 9 employees who perform law enforcement-related functions (if any). Said list(s) will contain the employees’ name, agency and reporting unit.
5. Home Address Mailings By The State
   
   The State will mail PECG information once per year to the home address of law enforcement-related employees, and non-law enforcement employees who have requested their home address be withheld from PECG. Said material shall be provided by PECG. The cost of this mailing shall be paid for by PECG. PECG agrees to hold the State harmless for any annual mail that does not reach Unit 9 employees.
6. Address Confidentiality
   
   Employee work and home addresses shall be maintained as confidential by PECG. PECG shall take all reasonable steps to ensure the security of work and home addresses, and shall not disclose or otherwise make them available to any person, entity or organization. Employee addresses shall only be used by PECG for representational purposes.
7. Nature of Material
   
   PECG agrees that any of its literature mailed to employees by the State will not be libelous, obscene, defamatory or of a partisan political nature or constitute a solicitation of any product or service unrelated to representation by PECG.
8. Costs Reimbursable
   
   PECG agrees to pay necessary and reasonable costs incurred by the State Controller’s Office to produce the necessary name/home/work address tape file on a monthly basis.
9. Hold Harmless and Indemnification
   
   Notwithstanding any other provision of this agreement, PECG agrees to jointly defend this section and to hold the State of California, its subdivisions, and agents harmless in defending challenges of any nature arising as a result of this section of the agreement.

1. The State shall make reasonable efforts to avoid involuntary transfers.
2. The State shall provide a minimum of sixty (60) days written notice for an involuntary transfer which reasonably requires an employee to change their residence.
3. An involuntary transfer which reasonably requires an employee to change their residence may be grieved under Section 12.2 A. only if the employee believes it was made for the purpose of harassing or disciplining the employee. If the appointing authority or the Department of Human Resources disapproves the transfer, the employee shall be returned to their former position; shall be paid the regular travel allowance for the period of time they were away from their original headquarters; and their moving costs both from and back to the original headquarters shall be paid in accordance with the Department of Human Resources law and rules.
4. An appeal of an involuntary transfer which does not reasonably require an employee to change their residence shall not be subject to the grievance and arbitration procedure. It shall be subject to the complaint procedure if the employee believes it was made for the purpose of harassing or disciplining the employee

1. The amount of dues deducted from PECG members’ pay warrants shall be set by PECG and changed by the State upon written request of PECG.
2. Pursuant to Government Code sections 3513(i) and 3515, a written authorization for PECG membership dues deductions in effect on the effective date of this Agreement or thereafter submitted shall continue in full force and effect during the term of this Agreement; provided, however, that any employee may withdraw from PECG membership by sending a signed withdrawal letter to PECG and a copy to the Controller’s Office within thirty (30) calendar days prior to the expiration of the Agreement.
3. PECG agrees to indemnify, defend and hold the State and its agents harmless against any claims made of any nature and against any suit instituted against the State rising from this Article and the deductions arising therefrom.
4. No provisions of this section nor any disputes arising thereunder shall be subject to the grievance and arbitration procedure contained in this Agreement.

1. It is the intent of this Section to provide for payroll deductions, except for deductions defined in Section 18.9, Organizational Security, of PECG members to be deducted from their warrants insofar as permitted by law. The State agrees to deduct and transmit to PECG all authorized deductions from all PECG members who have signed an approved authorization card for such deductions on a form provided by PECG, less necessary administrative costs incurred by the State Controller.
2. PECG agrees to indemnify, defend and hold the State harmless against any claims made of any nature and against any suit instituted against the State arising from its check off for PECG deductions.

1. This MOU sets forth the full and entire understanding of the parties regarding the matters contained herein, and any other prior or existing understanding or MOU by the parties, whether formal or informal, regarding any such matters are hereby superseded. Except as provided in this MOU, it is agreed and understood that each party to this MOU voluntarily waives its right to negotiate with respect to any matter raised in negotiations or covered in this MOU, for the duration of the MOU.
   
   With respect to other matters within the scope of negotiations, negotiations may be required during the term of this MOU as provided in Subsection B. below.
2. The parties agree that the provisions of this Subsection shall apply only to matters which are not covered in this MOU.
   
   The parties recognize that during the term of this MOU, it may be necessary for the State to make changes in areas within the scope of negotiations. Where the State finds it necessary to make such changes, the State shall notify PECG of the proposed change 30 days prior to its proposed implementation.
   
   The parties shall undertake negotiations regarding the impact of such changes on the employees in Unit 9, when all three of the following exist:
   
   

   1.	Where such changes would have an impact on working conditions of a significant number of employees in Unit 9;
   2.	Where the subject matter of the change is within the scope of representation pursuant to the Dills Act;
   3.	Where PECG requests to negotiate with the State.

   Any agreement resulting from such negotiations shall be executed in writing and shall become an addendum to this MOU. If the parties are in disagreement as to whether a proposed change is subject to this Subsection, such disagreement may be submitted to the arbitration procedure for resolution. The arbitrator’s decision shall be binding. In the event negotiations on the proposed change are undertaken, any impasse which arises may be submitted to mediation pursuant to Section 3518 of the Dills Act.

The following Government Code Sections and all CalHR regulations and/or rules related thereto are hereby incorporated into this MOU. However, if any other provision of this MOU is in conflict with any of the Government Code Sections listed below or the regulations related thereto, such MOU provision shall be controlling. The Government Code Sections listed below are cited in Section 3517.6 of the Dills Act.

1. Government Code Sections

1. General
   

   19824	Establishes monthly pay periods.
   19839	Provides lump-sum payment for unused vacation accrued or compensating time off upon separation.
   19888	Specifies that service during an emergency is to be credited for vacation, sick leave and MSA.

2. Step Increases
   

   19829	Requires CalHR to establish minimum and maximum salaries with intermediate steps.
   19832	Establishes annual merit salary adjustments (MSA's) for employees who meet standards of efficiency.
   19834	Requires MSA payments to qualifying employees when funds are available.
   19835	Provides employees with the right to cumulative adjustments for a period not to exceed two years when MSA's are denied due to lack of funds.
   19836	Provides for hiring at above the minimum salary limit in specified instances.
   19837	Authorizes rates above the maximum of the salary range when a person's position is downgraded (Red Circle Rates.)

3. Holidays
   

   19853	Establishes legal holidays.
   19854	Provides for personal holiday.

4. Vacations
   

   19858.1	Defines amount earned and methods of accrual by full-time employees.
   19856	Requires CalHR to establish rules regulating vacation accrual for part-time employees and those transferring from one State agency to another.
   19856.1	Requires CalHR to define the effect of absence of 10 days or less on vacation accrual.
   19863	Allows vacation use while on temporary disability (due to work-incurred injury) to augment paycheck.
   19143	Requires CalHR to establish rules regarding vacation credit when employees have a break in state service over six months.
   19991.4	Provides that absence of an employee for a work-incurred compensable injury or disease is considered continuous service for the purpose of the right to vacation.

5. Sick Leave
   

   19859	Defines amount earned and methods of accrual for full-time and part-time employees.
   19861	Allows CalHR to define the effect on sick-leave credits of absences of 10 days or less in any calendar month.
   19862	Permits sick leave to be accumulated.
   19863	Allows sick leave use while on temporary disability (due to work-incurred injury) to augment paycheck.
   19863.1	Provides sick leave credit while employee is on industrial disability leave and prescribes how it may be used.
   19864	Allows the CalHR to provide by rule for sick leave without pay for employees who have used up their sick leave with pay.
   19866	Provides sick leave accumulation for non-civil service employees.
   19991.4	Provides that absence of an employee for a work-incurred compensable injury or disease is considered continuous service for the purpose of the right to sick leave.

6. Paid Leaves of Absence
   

   19991.3	Jury duty.
   19991.5	30-day educational leave for the medical staff and medical technicians of the Veterans' Home.
   19991.7	Teachers' educational leave and earned credits subject to CalHR rule.

7. Uniforms, Work Clothes and Safety Equipment
   

   19850	Definitions.
   19850.1	Provides for uniform allowances.
   19850.3	Requires CalHR to establish procedures to determine need for uniforms and the amount and frequency of uniform allowances.
   19850.4	Provides for work clothes for purposes of sanitation or cleanliness to be maintained and owned by the State.
   19850.5	Provides for initial issuance of required safety equipment at State expense.

8. Industrial Disability Leave (IDL)
   

   19869	Defines who is covered.
   19870	Defines "IDL" and "full pay."
   19871	Provides terms of IDL coverage in lieu of workers' compensation temporary disability payment.
   19871.1	Provides for continued benefits while on IDL.
   19872	Prohibits payment of temporary disability or sick leave pay to employees on IDL.
   19873	Inapplicability of retraining and rehabilitation provisions of Labor Code to employees covered by IDL.
   19874	Allows employees to receive Workers' Compensation benefits after exhaustion of IDL benefits.
   19875	Requires three-day waiting period, unless hospitalized or disability more than 14 days.
   19876	Payments contingent on medical certification and vocational rehabilitation.
   19877	Authorizes CalHR to adopt rules governing IDL.
   19877.1	Sets effective date.

9. Non-Industrial Disability Insurance (NDI)
   

   19878	Definitions.
   19879	Sets the amount of benefits and duration of payment.
   19880	Sets standards and procedures.
   19880.1	Allows employee option to exhaust vacation prior to NDI.
   19881	Bans NDI coverage if employee is receiving unemployment compensation.
   19882	Bans NDI coverage if employee is receiving other cash payment benefits.
   19883	Provides for discretionary deductions from benefit check, including employer contributions; employee does not accrue sick leave or vacation credits or service credits for any other purpose.
   19884	Filing procedures; determination and payment of benefits.
   19885	Authorizes CalHR to establish rules governing NDI.

10. Life Insurance
    

    21600	Establishes group term life insurance benefits.
    21604	Provides for Death Benefit from PERS.
    21605	Sets Death Benefit at $5,000 plus 50 percent of one year's salary.

11. Health Insurance
    

    22808	Provides for continuation of health plan coverage during leave of absence without pay.
    22871	Provides for employee and employer contribution.
    22871.3	Provides for employee and employer contribution.
    22871.6	Sets employer contribution.

12. Workweek
    

    19851	Sets 40-hour workweek and 8-hour day.
    19843	Directs the CalHR to establish and adjust workweek groups.

13. Overtime
    

    19844	Directs CalHR to establish rules regarding cash compensation and compensating time off.
    19848	Permits the granting of compensating time off in lieu of cash compensation within 12 calendar months after overtime worked.
    19849	Requires CalHR to adopt rules governing overtime and the appointing power to administer and enforce them.
    19863	Allows use of accumulated compensable overtime while on temporary disability (due to work-incurred injury) to augment paycheck.

14. Callback Time
    

    19849.1

    Allows CalHR to set rules and standards for callback time based on prevailing practices and the needs of State service.

15. Defined Contribution
    

    19993	Allows employees to deduct a portion of their salary to participate in a 457(b) defined contribution plan.
    19999.5	Allows employees to deduct a portion of their salary to participate in a 401 (k) thrift plan.

16. Relocation Expenses
    

    19841

    Provides relocation expenses for involuntary transfer or promotion requiring a change in residence.

17. Travel Expenses
    

    19820	Provides reimbursement of travel expenses for officers and employees of the State on State business.
    19822	Provides reimbursement to State for housing, maintenance and other services provided to employees.

18. Unpaid Leaves of Absence
    

    19991.1	Allows the appointing power to grant a one-year leave of absence; assures the employee a right of return.
    19991.2	Allows the appointing power to grant a two-year leave for service in a technical cooperation program.
    19991.4	Provides that absence of an employee for work-incurred compensable injury or disease is considered as continuous service for purposes of salary adjustments, sick leave, vacation or seniority.
    19991.6	Provides one year of pregnancy leave or less as required by a permanent female employee.

    
    
19. Performance Reports
    

    19992	Provides for establishment of performance standards by State agencies.
    19992.1	Provides for a system of performance reports and allows CalHR to enforce adherence to appropriate standards.
    19992.2	Requires the appointing power to prepare performance reports and show them to the employee.
    19992.3	Requires performance reports to be considered in salary increases and decreases, layoffs, transfers, demotions, dismissals and promotional examinations as prescribed by CalHR rule.
    19992.4	Allows CalHR to establish rules leading to reduction in class and compensation or dismissal for unsatisfactory service.

20. Involuntary Transfers
    

    19841	Provides relocation expenses for involuntary transfer or promotion requiring a change in residence.
    19994.1	Authorizes involuntary transfers. Requires 60-day prior written notice when transfer requires change in residence.
    19994.2	Allows seniority to be considered when two or more employees are in a class affected by involuntary transfers which require a change in residence.

21. Demotion and Layoff
    

    19997.2	Provides for subdivisional layoffs in a State agency subject to CalHR approval. Subdivisional re-employment lists take priority over others.
    19997.3	Requires layoffs according to seniority in a class, except for certain classes in which employee efficiency is combined with seniority to determine order of layoff.
    19997.8	Allows demotion in lieu of layoff.
    19997.9	Provides for salary at maximum step on displacement by another employee's demotion, provided such salary does not exceed salary received when demoted.
    19997.10	An employee displaced by an employee with return rights may demote in lieu of layoff.
    19997.11	Establishes re-employment lists for laid-off or demoted employees.
    19997.12	Guarantees same step of salary range upon recertification after layoff or demotion.
    19997.13	Requires 30-day written notice prior to layoff and not more than 60-days after seniority computed.
    19998	Employees affected by layoff due to management-initiated changes should receive assistance in finding other placement in State service.

22. Incompatible Activities
    

    19990

    Requires each appointing power to determine activities which are incompatible, in conflict with, or inimical to their employees' duties; provides for identification of and prohibits such activities.

23. Use of State Time
    

    19991

    Provides State time for taking civil service examinations including employment interviews for eligible on employment lists, or attending a meeting of CalHR or SPB on certain matters.

24. Training
    

    19995.2	Provides for counseling and training programs for employees whose positions are to be eliminated by automation, technological or management-initiated changes.
    19995.3	Provides for Department of Rehabilitation to retrain and refer disable State employees to positions in State service.

    
    

B.  Applicable Education Codes 

Part 43, Section 70000, et al. 

Part 32, Section 59000, et al.

1. During the term of this Agreement, neither PECG nor its agents nor any Bargaining Unit 9 employee, for any reason, will authorize, institute, aid, condone or engage in a work slowdown, work stoppage, strike, or any other interference with the work and statutory functions or obligations of the State.
2. PECG agrees to notify all of its officers, stewards, representatives, agents, and staff of their obligation and responsibility for maintaining compliance with this Section, including the responsibility to remain at work during any interference which may be caused or initiated by others and to encourage employees violating this Section to return to work.

1. Rent
   
   Effective July 1, 1989, and annually thereafter for the duration of this contract, current rental rates for all types of State-owned employee housing, including trailers and/or trailer pads, may with 60-day notice be increased by the State as follows:
1. Where employees are currently occupying State-owned housing, the State may raise such rates paid by employees up to 25 percent each year, not to exceed Fair Market value.
2. During the term of this contract, where no rent is being charged, the State may raise rents up to $75 per month or when an employee vacates State-owned housing, including trailers and/or trailer pads, the State may raise rents for such housing up to the Fair Market value.
3. Employee rental of State housing shall not ordinarily be a condition of employment. In any instance after July 1, 1989 and annually thereafter, when the rental of State housing is made a condition of employment, the State may charge the employee 10 percent less than the regular rate of rent.
4. Employees renting State-owned housing occupy them at the discretion of the State employer. If the State decides to vacate a State-owned housing unit currently occupied by a State employee, it shall give the employee a minimum of 30 days’ advance notice.
2. Utilities
   
   Effective July 1, 1989 and annually thereafter, current utility charges for all types of State-owned employee housing, including trailers and/or trailer pads, may be increased by the State as follows:
1. Where employees are currently paying utility rates to the State, the State may raise such rates up to 8 percent each year.
2. Where no utilities are being charged, the State may impose such charges consistent with its costs.
3. Where utilities are individually metered to State-owned housing units, the employee shall assume all responsibility for payment of such utility rates, and any increases imposed by the utility company.

1. The employee must be readily accessible by phone or pager, and
2. The employee is obligated to return to work in a fit and able condition to assume their duties.

HOURS ON-CALL/STANDBY	HOURS PAID
1	.25
2	.50
3	.75
4	1.00
5	1.25
6	1.50
7	1.75
8	2.00

1. Beginning July 1, 2017, the State and Bargaining Unit 9 will prefund retiree healthcare, with the goal of reaching a 50 percent cost sharing of actuarially determined total normal costs for both employer and employees by July 1, 2019. The amount of employee and matching employer contributions required to prefund retiree healthcare shall increase by the following percentages of pensionable compensation:
1. July 1, 2017: by 0.5 percent.
2. July 1, 2018: by 0.5 percent, for a total of 1.0 percent.
3. July 1, 2019: by 1.0 percent, for a total of 2.0 percent.
2. Notwithstanding Government Code Sections 22940, 22942, 22943, 22944, 22944.2, 22944.3, and 22944.5, the employees’ monthly contribution for prefunding other post-employment benefits for the 2020-21 and 2021-22 fiscal years, as described in paragraph A, is suspended and shall not be withheld from employees’ salaries beginning on the first day of the pay period following ratification, and ending on June 30, 2022. The employer’s monthly contribution for prefunding other post-employment benefits will continue in the 2020-21 and 2021-22 fiscal years, as described in paragraph A.
3. Notwithstanding Government Code Sections 22940, 22942, 22943, 22944, 22944.2, 22944.3, and 22944.5. the employees’ and employer’s monthly contribution of prefunding other postemployment benefits for the 2025-26 and 2026-27 fiscal years. as described in paragraph A, is suspended and shall not be withheld from employees’ salaries or contributed by the employer beginning on July 1, 2025, and ending on June 30, 2027.
4. Employees Subject to Other Post Employment Benefit (OPEB) Prefunding
   
   All bargaining unit members who are eligible for health benefits must contribute, including permanent intermittent employees. Bargaining unit members whose appointment tenure and/or time base make them ineligible for health benefits, such as: seasonal, temporary, and employees whose time base is less than half-time, do not contribute. Bargaining unit members not subject to OPEB prefunding shall begin contributing upon attaining eligibly for health benefits. New hires and employees transferring into Bargaining Unit 9 shall begin contributing immediately, unless they are not subject, as set forth above.
5. Withholding of Contributions
   
   Contributions shall be withheld from employee salary on a pre-tax basis, except for employees receiving disability benefits that require contributions to be withheld post-tax as determined by the State Controller’s Office.
   
   Contributions will be deposited in a designated state subaccount for BU 9 of the Annuitant’s Health Care Coverage Fund for the purpose of providing retiree health and dental benefits to state annuitants and dependents associated with BU 9. As defined in Government Code Section 22940, a designated state subaccount is a “separate account maintained within the fund to identify prefunding contributions and assets attributable to a specified state collective bargaining unit or other state entity for the purpose of providing benefits to state annuitants and dependents associated with a specified collective bargaining unit or other state entity.”
6. Contributions paid pursuant to this agreement shall not be recoverable under any circumstances to an employee or his/her beneficiary or survivor.
7. The costs of administering payroll deductions and asset management shall be deducted from the contributions and/or account balance.
8. The parties agree to support any legislation necessary to facilitate and implement prefunding of retiree health care obligations.

1. The following vesting schedule for post-retirement dental benefits shall apply to state employees in Bargaining Unit 9 first employed by the State on or after January 1, 2019, as established in the PECG 2018-20 MOU.
2. The following vesting schedule for post-retirement health benefits shall apply to state employees in Bargaining Unit 9 first employed by the State on or after January 1, 2016, as established in the PECG 2015-18 MOU.
3. The portion of the employer contribution toward post-retirement health and dental benefits will be based on credited years of service at retirement per the following chart entitled “Health and Dental Benefits Vesting”. The minimum number of years of State service at retirement to establish eligibility for any portion of the employee contribution will be 15 years. This section will apply only to State employees who were under a service retirement.
4. State employees, who become BU 9 employees on or after the applicable dates outlined in A and B above shall not receive any portion of the employer’s contribution payable for post-retirement health and dental benefits unless those employees are credited with 15 years of State service as defined by law.
5. The percentage of employer contribution payable for post-retirement health and dental benefits for an employee subject to this section is based on the member’s completed years of credited State service at retirement as shown in the following table:
   
   

   Health and Dental Benefits Vesting

   CREDITED YEARS OF SERVICE	PERCENT OF EMPLOYER CONTRIBUTION
   15	50
   16	55
   17	60
   18	65
   19	70
   20	75
   21	80
   22	85
   23	90
   24	95
   25 or more	100

6. This section shall apply only to State employees who retire for service.
7. Benefits provided an employee by this section shall be applicable to all future State service.
8. For the purposes of this section, State service shall mean service rendered as an employee or officer (employed, appointed or elected) of the State for compensation.

1. The employer contribution for each annuitant enrolled in a basic plan shall not exceed 80 percent of the weighted average of the Basic health benefit plan premiums for an employee or annuitant enrolled for self-alone, during the benefit year to which the formula is applied. For each employee or annuitant with enrolled family members, the employer contribution shall not exceed 80 percent of the weighted average of the additional premiums required for enrollment of those family members, during the benefit year to which the formula is applied.
1. “Weighted average of the health benefit plan premiums” as used in this section shall consist of the four Basic health benefit plans that had the largest enrollment of active state employees, excluding family members, during the previous benefit year.
2. This section shall apply to all employees and annuitants first hired on or after January 1, 2016.
2. The employer contribution for an annuitant enrolled in a Medicare Supplemental Plan in accordance with Government Code section 22844 shall not exceed 80 percent of the weighted average of the health benefit plan premiums for an annuitant enrolled in Medicare Supplemental Plan for self-alone, during the benefit year to which the formula is applied. For each employee or annuitant with enrolled family members, the employer contribution shall not exceed 80 percent of the weighted average of the additional premiums required for enrollment of those family members, during the benefit year to which the formula is applied.
1. “Weighted average of the health benefit plan premiums” as used in this section shall consist of the four Medicare Supplemental Plans that had the largest enrollment of state annuitants, excluding family members, during the previous benefit year.
2. The employer contribution shall not exceed the amount calculated under this section if the employee or annuitant is eligible for Medicare Part A, with or without cost, and Medicare Part B, regardless of whether the employee or annuitant is actually enrolled in Medicare Part A or Part B.
3. This section shall apply to all employees and annuitants first hired on or after January 1, 2016.
3. State employees and annuitants in BU 9 hired on or after January 1, 2016 shall be ineligible to receive any portion of the employer’s contribution for annuitants towards Medicare Part B premiums, as defined in Government Code section 22879.
4. This section does not apply to:
1. State employees previously employed before January 1, 2016, who return to state employment on or after January 1, 2016; and
2. State employees on an approved leave of absence employed before January 1, 2016, who return to active employment on or after January 1, 2016.

1. DEFINITIONS
1. Unless the context otherwise requires, the definitions in this Article govern the construction of this Article.
2. “Employees.” The term “employees” shall mean those employees of the State of California in Bargaining Unit 9 who make employee contributions to the PERS retirement system.
3. “Employee Contributions.” The term “employee contributions” shall mean those contributions to the PERS retirement system which are deducted from the salary of employees and credited to individual employees’ accounts.
4. “Employer.” The term “employer” shall mean the State of California.
5. “Gross Income.” The term “gross income” shall mean the total compensation paid to employees in Bargaining Unit 9 by the State of California as defined in the Internal Revenue Code and rules and regulations established by the Internal Revenue Code and rules and regulations established by the Internal Revenue Service.
6. “Retirement System.” The term “retirement system” shall mean the PERS retirement system as made applicable to the State of California under the provisions of the Public Employees’ Retirement Law (California Government Code Section 20000, et seq.).
7. “Wages.” The term “wages” shall mean the compensation prescribed in this Agreement.
2. PICK UP OF EMPLOYEE CONTRIBUTIONS
1. Pursuant to the provisions of this Agreement, the employer shall make employee contributions on behalf of employees, and such contributions shall be treated as employer contributions in determining tax treatment under the Internal Revenue Code of the United States. Such contributions are being made by the employer in lieu of employee contributions.
2. Employee contributions made under Paragraph A of this Article shall be paid from the same source of funds as used in paying the wages to affected employees.
3. Employee contributions made by the employer under Paragraph A of this Article shall be treated for all purposes other than taxation in the same manner and to the same extent as employee contributions made prior to the effective date of this Agreement.
4. “The employee does not have the option to receive the employer contributed amounts paid pursuant to this Agreement directly instead of having them paid to the retirement system.”
3. WAGE ADJUSTMENT
   
   Notwithstanding any provision in this Agreement on the contrary, the wages of employees shall be reduced by the amount of employee contributions made by the employer pursuant to the provisions hereof.
4. LIMITATIONS TO OPERABILITY
   
   This Article shall be operative only as long as the State of California pick up of employee retirement contributions continues to be excludable from gross income of the employee under the provisions of the Internal Revenue Code.
5. NON-ARBITRABILITY
   
   The parties agree that no provisions of this Article shall be deemed to be arbitrable under the grievance and arbitration procedure contained in this Agreement.

1. Telework Policy
   
   The CalEPA Telework Policy shall be implemented and available to all Unit 9 employees throughout the State employed by the CalEPA.
2. Commute Mitigation
1. Alternate Transportation Support – The State and PECG agree that the State shall encourage employees to use alternate means of transportation to commute to and from work in order to reduce traffic congestion and improve air quality.
2. Incidental Use Parking – CalEPA shall develop an “Incidental Use Parking Program” for employees who use alternate means of transportation to commute to and from work. Upon 24 hours notice, employees who self- certify that they are using alternate transportation to commute to and from work at least three times per week, shall be eligible to park for up to two days per pay period in a CalEPA parking space set aside for this purpose.
3. Guaranteed Ride Home Program – This program exists through the Sacramento Transportation Management Association. This program allows employees who use alternative transportation at least three times per week to obtain transportation in the case of emergency or unanticipated approved overtime that precludes the use of their regular ride home. Eligible employees may use the program up to six times in a 12-month period. All CalEPA boards, departments and offices will maintain membership in this organization in order to provide this benefit to all qualifying employees.
3. Parking
1. Parking Lot Waiting List – For purposes of allocating available parking spaces to CalEPA employees who were not assigned a lottery number on August 3, 2000, the following priority order shall be used after September 1, 2000: 1) persons with disabilities, 2) car/van pools and shared permits with at least two CalEPA employees, and 3) all others, on a first come first served basis, without exceptions.
2. Waiting List Status Reports – Upon request of the exclusive representative for any of its affected Bargaining Units, CalEPA shall provide reports describing: 1) the number of parking permits available by lots, 2) the number of permits issued, and 3) the number of employees on the waiting list of each lot.
3. Parking – It is understood that the State will not subsidize employee parking.
4. Bicycle Transportation
1. Bicycle Storage Fee Reimbursement – Employees charged a bicycle storage fee shall be eligible for reimbursement of $15.00 per month from when the employee relocates to the CalEPA building. This shall not be considered compensation for purposes of retirement contributions. The State may establish and implement procedures for the administration of this benefit.
2. Bicycle Storage Assignments – Bicycle storage shall be assigned based on commute days, by lottery numbers, and in accordance with the following priority: 1) five days per week, 2) four days per week, 3) three days per week. CalEPA shall notify each bicyclist of storage arrangement beginning October 1, 2000. Advance acceptance of the storage assignment may be submitted to appropriate administrative officials. After assignments are final at each bicycle storage area, each employee may then request to be placed on a waiting list for specific bicycle storage areas. Placement on a waiting list shall be based on a first come, first served basis. Upon satisfactory proof of the need for such accommodation, bicycle commuters who require special needs accommodations shall have priority over all others commuting the same number of days per week.
   
   The CalEPA Bicycle Storage Area is not scheduled to be available for parking until December 2000. Employees with permits may either park bicycles in general work areas of a CalEPA sponsored Pilot Project, or use available bicycle storage facilities located at 901 P Street, or any other state building.
3. City Storage Fee Reimbursement – Employees who commute to and from work by bicycle at least three days per week shall be eligible for reimbursement of the fee charged by the City for bicycle parking until the bicycle storage facilities in the new building are available for use, and afterwards, if the facilities in the new building are fully utilized.
5. Clothing Lockers
   
   Priority assignment shall be given to employees who commute by bicycle or on foot by lottery number and in accordance with the following priority: 1) five days per week, 2) four days per week, 3) three days per week. Employees who commute to and from work by bicycle or on foot who were not assigned a lottery number, shall be assigned available clothing lockers in accordance with the same priority and on a first come, first served basis. Employees requiring a clothes locker to meet special needs accommodations shall be assigned a clothes locker upon satisfactory proof of the need for such accommodation. All other clothing lockers shall be utilized on a first come, first served basis.
6. Safety Committee
   
   CalEPA agrees to establish a Safety Committee to review and discuss safety issues and concerns applicable to the employees of CalEPA and its Boards, Departments and Offices (BDO) located at the new CalEPA Headquarters building at 1001 I Street in Sacramento. The Committee shall meet quarterly and participants shall include the safety officer from each BDO and one representative from each Bargaining Unit willing to participate. The Committee shall establish Bylaws that may or may not be based on any such existing committees, so long as they are not in conflict with the Memoranda of Understanding for each participating Bargaining Unit.
7. Building Card Key Costs
   
   Employees are responsible for their building card keys. Except in cases of loss and/or damage due to negligence, building card keys will be replaced at no cost to employees up to two times per year.
8. Implementation
   
   Where necessary, CalEPA shall develop procedures to implement any of the above programs.

1. Within thirty (30) days of hire and every one hundred twenty (120) days thereafter, departments shall provide a bargaining unit list of all employees that includes employees’ work, home, and personal cellular telephone numbers; home and personal email address(es) on file with the employer.
2. In accordance with Government Code Section 6254.3(c), an employee may request that their home address, home telephone number, personal cellular telephone number, and personal email address(es) not be provided to PECG. The State shall not in any manner solicit new or current employees to request non-disclosure of this information. The State shall not provide a form to request non-disclosure of this information unless an employee personally requests it. It shall not be deemed a solicitation should the State receive a written or verbal inquiry on how to request non-disclosure and advises the employee of the option to request a form for non-disclosure.
3. Employee home address, home telephone number, personal cellular telephone number, and personal email address(es) shall be maintained as confidential by the Union. The Union shall take all reasonable steps to ensure the security of home address, home telephone number, personal cellular telephone number, and personal email address(es), and shall not disclose or otherwise make them available to any person, entity, or organization external to PECG and its affiliated organizations.
4. The State shall not provide the home address, personal cellular telephone number and personal email address(es) for employees protected as a victim of domestic violence, sexual assault, or stalking as set forth in Government Code Section 6206.7.
5. The information under this section shall not be deemed to be public records and shall not be open to public inspection except as set forth in Government Code Section 6254.3.

1. Super SROA Status
   
   Impacted Employees are entitled to Super SROA hiring rights per the BU 9 MOU, section 13.1 (g), and shall receive the benefits of those rights effective March 1, 2021.
   
   CalHR and CARB (“State”) agree that the surplus letters that were sent to Impacted Employees on or about December 1, 2020 will be modified and re-issued to Impacted Employees to clarify that Impacted Employees have Section 13.1 (g) Super SROA hiring rights effective March 1, 2021. Those rights shall continue for 60 calendar days after the official opening of the CARB Riverside Headquarters or April 15, 2021, whichever date is later. CARB agrees to issues the Super SROA letters prior to March 1, 2021.
   
   CARB and CalHR agree to initiate and take all administrative steps necessary to ensure that the Impacted Employees’ Super SROA rights are effective no later than the beginning of business, March 1, 2021.
2. Relocation Reimbursements Commitments
   
   Impacted Employees are eligible for reimbursement if they moved their primary Residence for the purpose of working at CARB’s new location in Riverside, and otherwise meet the criteria specified in Section 7.8 of the BU9 MOU.
   
   The State shall reimburse Eligible Impacted Employees for approved items in Accordance with the lodging, meal and incidental rates and time frames found in Section 7.1 (Business and Travel Expenses) of the BU9 MOU.
   
   Impacted Employees are eligible to submit for reimbursement of the above expenses beginning April 1, 2021 and shall endeavor to submit all requests for reimbursement no later than March 31, 2022 (hereinafter the “Reimbursement Period”).
   
   Employees who are reimbursed pursuant to this section and utilize the Super SROA process to leave CARB for employment at another state agency, must work two years or more at CARB to retain such reimbursements. However, if an employee utilizes the Super SROA process to discontinue employment with CARB (with limited exceptions) within two years from April 1, 2021, the employee shall repay CARB based upon the following percentages:
   
   100 percent if employed by CARB less than 6 months.
   
   75 percent if employed by CARB 6 months but less than 12 months.
   
   50 percent if employed by CARB 12 months but less than 18 months.
   
   25 percent if employed by CARB 18 months but less than 2 years.
   
   Exceptions: Employees who utilize the Super SROA process to leave CARB for another state agency are not subject to the above repayment schedule if their discontinuance of employment with CARB was the result of death, prolonged illness, disability, retirement due to death, illness or disability, unacceptability of the employee to the Department (ex: Dismissal, Rejection During Probation, etc.), retirement, or similar eventualities beyond the control of the employee as determined by the appointing power. This side letter will be incorporated into the 2020 – 2022 MOU.

Effective the first day of the pay period following ratification by both parties, the PLP 2020 reductions in pay agreed to in Article 5.22 PLP 2020 shall cease. This means the PLP 2020 monthly reduction in pay equal to 9.23% shall no longer occur and employees shall no longer be credited with PLP 2020 hours on the first day of the pay period. Provisions related to the use and compensability of PLP 2020 leave credits will remain unchanged.

Due to improvement of the state’s fiscal status resulting in revenue becoming sufficient to fully fund existing statutory and constitutional obligations, existing fiscal policy, and the cost of providing the various pay items that had been suspended or reduced as a result of the COVID-19 Recession, the following pay items shall be established:

• Effective the first day of the pay period following ratification by both parties, employees shall receive a 5.58 percent General Salary Increase (GSI). This salary increase includes 0.08 percent to account for the compounding of the following two negotiated increases:
• The 3 percent GSI identified in Article 3.26 originally negotiated with an effective July 1, 2022 shall be accelerated to be effective the first day of the pay period following ratification of this Side Letter by both parties*; and
• A new 2.50 percent GSI to be established the first day of the pay period following ratification.

*Pursuant to Article 11.6 and 11.7, BU 9 employee retirement contributions rates shall increase an additional 0.5 percent for a period of one year from the effective date of the GSI identified in Article 3.26 after which time it will revert back to the contribution rates in effect prior to that increase.

Notwithstanding Government Code Sections 22940, 22942, 22943, 22944, 22944.2, 22944.3, and 22944.5, the employees’ monthly contribution of two percent (2%) for prefunding other post-employment benefits, as described in BU 9, Article 28.1, paragraph B, is reinstated and shall be withheld from employees’ salaries beginning the first day of the pay period following ratification by both parties. The employer’s monthly contribution for prefunding other post- employment benefits shall continue as described in BU 9, Article 28.1, paragraph B.

The parties agree that when federal and state guidelines are released regarding essential worker premium pay, the state will meet and confer with Bargaining Unit 9 to determine the impact on BU 9 members.