Employees designated as titles of direction, supervision, confidentiality or other excluded designations are not covered by collective agreements. CalHR is responsible for defining the wages, hours of work and terms and conditions of employment of these employees. The button above leads to a list of the 21 bargaining units. Click on any unit to get a brief description of the type of work done by the members of that unit. Below the description, you will find the contract, also known as a Memorandum of Understanding (MOU), between the Crown and the bargaining unit. Ordinary government employees are divided into 21 bargaining units. Each collective bargaining unit is represented by a union; in some cases, the same union represents several units. These “exclusive representatives” negotiate directly with the state employer, represented by the California Department of Human Resources. Since 1982, ordinary public sector employees of the California State Government have been covered by collective bargaining, a process of negotiating wages, hours, and other terms and conditions of employment. This collective bargaining process is governed by the Ralph C.

Dills Act (sections 3512 to 3524 of the Government Code). The Employment Public Relations Board administers and enforces the Dill Act. Collective agreements, also known as memoranda of understanding (MOUs), between workers` organizations (unions) and the state define the wages, hours of work, and terms and conditions of employment that affect workers assigned to one of the state`s 21 bargaining units. Representation of ordinary employees during negotiations CalHR is entitled to adjust the compensation of employees who are not covered by collective bargaining. The Administration is in the process of developing the compensation plan for excluded employees for the 2020-21 fiscal year. This information is published after the budget has been signed. A new Memorandum of Understanding will be implemented after it has been ratified by the union, approved by the legislature and signed by the Governor. Cover letters, which are amendments to an existing letter of intent, may come into effect earlier. CalHR does not disclose information about new employment contracts or changes until the legislator has been officially informed. As soon as the legislator is informed, CalHR publishes information on its website. More information on the bargaining process is available on the Collective Bargaining/Contracts website.

The objective of negotiations between CalHR and each bargaining unit is to reach an agreement on a contract that covers a certain period of time. The contract, also known as a Memorandum of Understanding or Memorandum of Understanding, sets out the terms and conditions of employment of that particular entity, including any salary or benefit increases. Another category of workers excluded from collective bargaining is called “exempt” workers. This category includes appointees who are exempt from the public service. The actual negotiations take place at meetings limited to state negotiators and bargaining unit negotiators. CalHR leads the management`s bargaining team, which includes industrial relations staff from other departments. Once calHR and the union have agreed on a new contract – called a “provisional agreement” until it is ratified – the legislature must vote on its economic provisions and any legislative changes it needs to implement it. Once the legislature has given its approval, the agreement is submitted to the Governor for signature. The union also submits the agreement to its members in the collective bargaining unit for ratification.

The new treaty will be implemented after it has been ratified by the union, approved by the legislature and signed by the governor. The State Constitution and the Code of Government establish procedures for the civil service. The California Department of Human Resources (CalHR) issues regulations based on these constitutional and legal approvals. In addition, the guidelines are set out in collective agreements. Excluded workers are employees who do not have the right to collective bargaining under the Ralph C. Dills Act (Dills Act). In general, we call these employees senior, confidential and managerial employees. Vote on the ratification of basic collective agreements CalHR manages non-meritorious aspects of the state personnel system such as collective bargaining, industrial relations, wage and benefits management, working hours and conditions, training, performance evaluations, dismissals and complaints. As a result of recent collective bargaining, a number of existing agreements between the State and the workers` organizations represented have been amended by ancillary agreements. New agreements have also been concluded for tariff units whose contracts are about to expire. In general, these Memoranda of Understanding (MOUs) and/or cover letters provide the necessary budget savings through reductions in employee compensation. Links to these memoranda of understanding and cover letters are listed below.

Departments should contact their industrial relations office. The ministry`s labour relations officers can direct specific questions to LR.info@calhr.ca.gov. Each unit consists of employees who perform similar or related tasks with a community of interest in wages, hours of work and working conditions. Bargaining units elect a workers` organization that has the exclusive right to represent the workers of that unit in negotiations with the state or in an adverse measure. Senior managers, supervisors and trusted employees are excluded from collective bargaining under the Dills Act. Instead, the Bill of Rights of Excluded Employees, passed in 1990, requires CalHR to meet with and consult with organizations representing these “excluded” employees about their wages, hours and working conditions. While CalHR receives feedback from these organizations, it does not negotiate employment contracts with them or enter into formal agreements. Before negotiating a new contract, CalHR and the union representing the bargaining unit publish the initial bargaining proposals at a public meeting called the Sunshine meeting. The Dills Act requires that these meetings provide an opportunity for the public to familiarize themselves with and comment on the proposals. The State of California adheres to a number of laws and guidelines, summarized below, designed to promote a safe, comfortable, and professional work environment for all employees. For more details on these laws and policies, please contact your human resources office. The State is an equal opportunity employer.

The state`s policy is that its workforce must be representative of California`s diverse population. All efforts to ensure a representative workforce are in accordance with the principles and regulations of the civil service and the state performance system. The executive branch is made up of agencies, departments, councils, and commissions that serve the people of the state of California. The administration of this directorate is headed by elected representatives: the Governor, the Lieutenant Governor, the Secretary of State, the Comptroller, the Treasurer, the Superintendent of Public Instruction, the Attorney General, the Commissioner of Insurance and the Chair of the Equalization Equalization Board. The Federal Americans with Disabilities Act (ADA) permanently protects employees and applicants with disabilities from discrimination based on their disability. If you think you have been harassed or feel threatened, you should seek help from your supervisor or equal opportunity officer/advisor. Following the approval of the Budget 2020 Act, CalHR will issue a series of salary letters and other communications detailing the adjustments for the employees represented below, as well as the approved excluded compensation plan. .