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AB-1677 Public employment: salary classification: state scientist.(2023-2024)

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Date Published: 09/14/2023 09:00 PM
AB1677:v96#DOCUMENT

Enrolled  September 14, 2023
Passed  IN  Senate  September 07, 2023
Passed  IN  Assembly  September 12, 2023
Amended  IN  Senate  June 22, 2023
Amended  IN  Assembly  April 18, 2023

CALIFORNIA LEGISLATURE— 2023–2024 REGULAR SESSION

Assembly Bill
No. 1677

Introduced by Assembly Member McKinnor
(Coauthor: Assembly Member Haney)

February 17, 2023

An act to add Section 19827.4 to the Government Code, relating to public employment.


LEGISLATIVE COUNSEL'S DIGEST


AB 1677, McKinnor. Public employment: salary classification: state scientist.
Existing law requires the Department of Human Resources to establish and adjust salary ranges for each class of position in the state civil service. Existing law requires the department, with respect to the collective bargaining process for specified bargaining units, to submit to the parties meeting and conferring and to the Legislature a report containing the department’s findings relating to the salaries of employees in comparable occupations in private industry and other governmental agencies, in accordance with certain timeframes. Existing law requires the state, in order to recruit and retain the highest qualified employees in specified classifications, to consider the estimated average total compensation paid to employees in comparable occupations.
This bill would require the University of California, Berkeley, Labor Center (Center), in recognition of the need to retain skilled state scientists, to undertake a study of existing salary structure and issues currently impacting horizontal and vertical salary relationships as compared to historical relationships, and to provide recommendations, if applicable, for alternative salary models for State Bargaining Unit 10 (Professional Scientific) rank-and-file employees. The bill would require the Center to consult with the Department of Human Resources and the scientists’ exclusive bargaining representative to identify the study’s parameters and objectives.
The bill would require, by April 30, 2024, the Center to report to the Director of Finance, the Chairperson of the Joint Legislative Budget Committee, and the chairpersons of relevant legislative policy and budget committees the study’s findings, as specified. The bill would require the Center’s report to include information regarding advantages of any alternative salary model included in the recommendations, the transition costs and ongoing costs associated with any recommended alternative salary model, and ways that alternative models address issues of horizontal and vertical salary relationships as compared to historical relationships. The bill would specify that preparation of the report required under the bill shall not delay or prejudice the collective bargaining process required under existing law. The bill would require any increase in salary resulting from the study to be implemented through the negotiation of a memorandum of understanding as required by existing law.
Vote: MAJORITY   Appropriation: NO   Fiscal Committee: YES   Local Program: NO  

The people of the State of California do enact as follows:


SECTION 1.

 Section 19827.4 is added to the Government Code, to read:

19827.4.
 (a) The Legislature finds that improving promotional salary relationships is a top priority and will enable California to compete for, and retain, the scientific expertise the state requires while minimizing the costs associated with high employee turnover and low morale.
(b) The University of California, Berkeley, Labor Center shall undertake a study of existing salary structure, issues currently impacting horizontal and vertical salary relationships as compared to historical relationships, and provide recommendations, if applicable, for alternative salary models for State Bargaining Unit 10 (Professional Scientific) rank-and-file employees currently covered by a collective bargaining agreement. The California Association of Professional Scientists, the exclusive representative for State Bargaining Unit 10’s rank-and-file employees, and the Department of Human Resources shall be consulted in identifying the study’s parameters and objectives.
(c) (1) The University of California, Berkeley, Labor Center shall report to the Director of Finance, the Chairperson of the Joint Legislative Budget Committee, and the chairpersons of the appropriate legislative policy and budget committees the study’s findings, including any identified alternative salary structures, by April 30, 2024.
(2) The report shall include, at a minimum, the following:
(A) The advantages of any alternative salary model included in the study’s findings.
(B) The transition costs and ongoing costs associated with any alternative salary model included in the study’s findings.
(C) Recommendations for appropriate salary ranges, using comparable salaries of similar professions in California’s state civil service, larger local agencies, higher education, or relevant industries.
(D) Ways that alternative models address issues of horizontal and vertical salary relationships as compared to the historical relationships.
(3) The preparation of the report shall not delay or prejudice the collective bargaining process as required under the Ralph C. Dills Act (Chapter 10.3 (commencing with Section 3512) of Division 4 of Title 1).
(d) The report required pursuant to subdivision (c) shall be submitted in compliance with Section 9795.
(e) Any increase in compensation resulting from this study shall be implemented through a memorandum of understanding negotiated pursuant to the Ralph C. Dills Act (Chapter 10.3 (commencing with Section 3512) of Division 4 of Title 1).