Cslea Tentative Agreement
Accord would increase annual operating costs by $127 million ($40 million) by 2023-24. As shown in Figure 3, the administration estimates that the proposed agreement would increase the state`s annual costs by more than $127 million by 2023-24. Actual costs in recent years could be higher or lower, depending on the increase in CalPERS health premiums and retirement contribution rates. Potentially higher costs for challenged special funds. The primary operating fund of the State is the General Fund. In addition to the General Fund, the State has hundreds of special funds that serve as an operational source of funding for programmes for specific purposes. The first source of funding for special funds is often service fees. Some specialized funds operate with a surplus, while others face considerable challenges due to a combination of declining revenues and increased spending. For many departments, the most important category of expenditure is staff remuneration. For departments funded by a challenged special fund, an increase in staff salary costs beyond what is currently planned may further weaken the state of the special fund. At least one of these funds – the Automobile Account (MVA) – could be severely affected by the other upcoming agreements.
A full copy of all provisional agreements for the new Memorandum of Understanding is available on the CASE website or by clicking on the following link: 2019-2020 Unit 2 – Tentative Agreement Legislature Likely Will Not Have A Compensation Study for Local 1000. As mentioned above, government law requires the administration to submit to the legislator a compensation study six months before the expiry of an agreement. The current agreement with Local 1000 expires in January. The administration informs us that it has recently received the data necessary to carry out the 1000 local remuneration study and that the report will probably be published in the fall. Assuming that the administration presents the legislator with a local agreement 1000 before the end of the meeting, this means that the legislator is invited to ratify an agreement concerning the compensation of about half of the basic staff of the State, without having the slightest idea of how the State remuneration for these workers is compared to that of comparable employers for similar workers. The latest compensation study for local 1000 classifications was published in January 2016 (using data from 2014) and showed that some occupations represented by the union were compensated above the market, while others were below the market. Expression. The agreement would expire on July 1, 2023, meaning it would be in force for four years. The agreement contains provisions with an impact on the state budget over five financial years (from the current year – 2019-20 – until 2023-2024). . .