Unit 20 2008/2009 Bargaining Summary
Following is a summary of BU 20 agreements and specific issues
changed in the new tentative agreement. Anything that is unit specific
and not addressed in this summary remains the same. In all the Unit 20
BUNC team has addressed over 100 issues at the Unit 20 negotiation
table.
8.3.20 Bereavement Leave
Full-time permanent State employees shall be authorized three (3) eight
(8) hour days (24 hours) of the employee per occurrence. Probationary
employees are now eligible for the same bereavement leave provision
that permanent full-time State employees. There are no changes to the
list of eligible relatives in paragraph A.
Unit 20 employees are now eligible for up to three (3) eight (8)
hour works days per fiscal year for bereavement leave for the
following: aunt, uncle, niece, nephew, domestic partner (as defined in
accordance with Family Code Section 297), or immediate family members
of domestic partners (mother, father, brother, sister, or child).
Employees may utilize their annual leave, vacation, CTO, or any
other earned leave credits for additional time required in excess of
the time allowed in paragraph A or B. Sick leave may be utilized for
Bereavement Leave in accordance with the sick leave provision of the
Contract.
8.17 Mentoring Leave
This will change past title of the California Mentor Program Directory,
under the guidance of the California Department of Alcohol and Drug
Programs. The title will be the Governor’s Mentoring Partnership.
8.27.20 Dependent Care Leave
A permanent employee may request unpaid leave of absence for the
purposes of providing personal medical care for the employee’s ill or
injured sister-in-law, domestic parent, and immediate family of
domestic partner, father, mother, child, brother, and sister. This is
in addition to those relatives already eligible including: parent,
spouse, stepparent, child, stepchild, grandchild, grandparent, brother,
sister, mother-in-law, father-in-law, daughter-in-law, son-in-law,
brother-in-law, and anyone living in the employee’s household. This is
an expansion of the relatives eligible for this leave.
8.28.20 Continuing Education Leave
The hours of education leave for Licensed Vocational Nurse,
Correctional Facility is now reflected in the chart. In addition, if an
employee’s request for Educational Leave has been denied twice in a
fiscal year due to unanticipated operational needs, their paid
Educational Leave shall be granted the third time, if verification of
requirement of the CEU’s for license renewal is provided.
10.5.20 Safety Orientation
The State shall endeavor to provide Unit 20 employees in twenty-four
(24) facilities with an orientation which includes: safety policies,
procedures, CPR and the use of safety devices within two (2) months of
hire, (this is a change from three (3) months), and will provide this
orientation no later than five (5) months from date of hire, (a change
from six (6) months).
10.11 Hazardous Materials
An employee will receive training in the use of hazardous substances
where the following conditions exist: 1. The manufacturer is required
under Labor Code section 6390 to provide MSDS; 2. The employee is
required to use/handle the substance; or 3. It is necessary to update
or otherwise train an employee in its use.
10.25 Infectious Disease Control
Changes this provision in paragraph B to: When an outbreak of
infectious, contagious, or communicable disease/conditions is known at
the worksite, the State shall endeavor to notify potentially exposed
employees.
11.5.20 Release of Paychecks
The department shall make arrangements so that employees may pick up
their paychecks during their assigned work shift on the authorized pay
day. This section used to only apply to NOC or First Watch employees.
11.20.20 Recruitment and Retention –Avenal, Ironwood, Calipatria, Chuckawalla Valley and Centinela State Prisons
Unit 20 employees, with the exception of those classifications that
have received a salary increase under the Receiver’s authority, shall
continue to receive this R&R at these institutions.
11.59.20 Licensed Vocational Nurse Recruitment and Retention, CDVA
This provision was deleted. The Recruitment and Retention was rolled into the base salary with the Pay Parity agreement.
11.60.20 Licensed Vocational Nurse Recruitment and Retention
Changes this provision to Unit 20 Licensed Vocational Nurses not
currently receiving a Recruitment and Retention differential, with
exception of those LVN’s who are affected by the Plata Equity Agreement
reached with SEIU Local 1000 December 20, 2007 and those
classifications who are under the receiver’s authority, shall continue
to receive this R&R.
11.62.20 Dental Assistant Registration Differential
Adds the following language to this provision, “The parties acknowledge
there has been a dispute over the application of this provision to the
Perez/Perez Equity Adjustments reached in 2007. The parties agree to
submit this dispute to arbitration and will abide by that decision as
it applies to this language.
12.11.20 Uniform Replacement Allowance
Uniform Replacement Allowance claims for such reimbursement shall be
paid in full to the employee within ninety (90) days of the submission
of the receipt.
13.30.20 Orientation
Departments shall endeavor to provide an on-the-job orientation for all
Unit 20 employees within two (2) months of being hired, a change from
three (3) months, but no later five (5) months of being hired, a change
from six (6) months.
14.22.20 New Special Labor/Management Committee on Salary and Compensation Issues
This provision was deleted. Language was not utilized.
19.9 Exchange of Time Off-Multi Shift Operations
Exchanges of time off must now occur within thirty (30) days from the
initial exchange, a change from the prior requirement that they had to
take place during the same workweek. Double shifts will be permitted,
consistent with departmental policies/procedures; a change from no
exchange shall result in an employee working double shifts.
19.13.20 Overtime Scheduling
This provision remains unchanged, except for in California Department
of Corrections and Rehabilitation (CDCR). In CDCR it is understood that
the federal court order dated February 14, 2006 appointing the
Receiver, that the Receiver is empowered to renegotiate this provision,
in the event that such action is necessary to fulfill his duties under
the Order. The determination whether such action is necessary rests
solely with the Court pursuant to Paragraph D of the Order.
20.10.20 Post and Bid Procedure for Vacant LVN Positions
The language of this provision remains unchanged with an understanding
that this provision does apply to all departments with LVN’s, including
CDCR. In CDCR it is also understood that the federal court order dated
February 14, 2006 appointing the Receiver, that the Receiver is
empowered to renegotiate this provision, in the event that such action
is necessary to fulfill his duties under the Order. The determination
whether such action is necessary rests solely with the Court pursuant
to Paragraph D of the Order.
21.20.20 Licensure/Certification
This is a new provision for Unit 20
The State and the Union recognize there are various licenses and
certification held by the employees. Accordingly, the parties agree
that employees, shall not practice, nor shall they be required to
practice, in any manner which places their license/certification in
jeopardy.
This section is not arbitrable, but it may be grieved to the third (DPA) level.
Side Letter 7.20 Overtime Distribution at the California School for the Deaf, Riverside
Employees at the School for the Deaf, Riverside may now submit an
Overtime Preference Survey form five times per school year (September
15, November 15, January 15, March 15, and May 15). Any disputes
involving the overtime distribution at the California School for the
Deaf, Riverside may be addressed at a Labor/Management Committee
(Riverside).
