Questions and Answers
Related to YCEA Board of Directors’ Recommendation
To Defer Transfer of CalPERS 7% Employee Contribution
Question: Why has the
YCEA Board recommended deferral of the 7% without knowing the actual cuts or
layoffs that would result from the membership receiving the benefit of the
employer paying the 7% employee contribution?
Answer: The economic problem confronting this country
and our state is undeniable. The
economic downturn and its effect on County revenue is also undeniable. A significant
portion of the County's projected deficit is based upon the County assuming
responsibility for the 7% employee contribution. While rough estimates can be determined,
the County is at the beginning of their budget cycle. If the decision regarding deferral is not made
now the County will have no other choice but to advise departments to
anticipate a 7% increase in their salary line item. The impact on department budgets may
not be known for several months as departments wrestle with how to absorb the
impact or recommend personnel cuts. In order to implement reductions by
July 1, the County would have to issue layoff notices by June 1. The YCEA Board is convinced that if deferral
is not approved, the number of members affected will be significant and they do
not believe it is fair or appropriate to put our members through the turmoil if
it can be avoided. Please refer to Ryan McNally, YCEA President’s letter to the
membership for further detail.
Question: If the
membership approves the deferral of the 7% will layoffs still occur?
Answer: There are so many
variables beyond the control of the County or YCEA to give an absolute
guaranteed answer to this question. It
is likely that even if the membership defers the 7%, additional cuts and
potential layoffs will be necessary. YCEA’s priority and focus is protecting the jobs of those
we represent.
Question: What are the
benefits of approving the deferral?
Answer: Next year would be a
terrible year to be at the bargaining table and expect a salary increase,
without a strike. An extension of
our contract would provide protection against mandatory work furloughs, a shift
in the health insurance premium greater than the 20% and an effort potentially
to reverse or minimize the financial impact of the longevity merit step
increases. The County could also
attempt to take other things away from us as the contract is completely open
for negotiations.
Question: Could the County request another deferral and
what would YCEA's position be if they requested a
deferral beyond July 1, 2010?
Answer: At this time, it is impossible to determine the
economic conditions in 2010 or if the County would once again request a
deferral. The YCEA Board has made it
clear that they will not recommend another deferral of the 7% Employee
Contribution provision of our contract. Ultimately, it is always the members’
decision on such important matters affecting their contract.
Question: Why does President Ryan refer to this as a
salary increase in his letter to the membership?
Answer: Ryan's reference to this as a salary increase
is correct. When the County assumes responsibility for the employee 7%
contribution to CalPERS, they will be increasing
their salary budget by that amount (approx. $2.5 million), the employee will also realize an increase in their net
take-home pay of spendable income.
Question: What is YCEA
doing to prevent or reduce the number of layoffs affecting YCEA members?
Answer: The YCEA Budget Deficit
Committee has been meeting with the County and alone to evaluate this problem
and to develop a strategy to protect our members. The Committee has evaluated organizational
charts for each department and position allocation lists for the last several
years to identify positions that have been created during the County's economic
upswing and those positions that should be considered for cut should further
reductions be necessary after the deferral of the 7%. These are essentially positions
created at the management level. The
Committee is also gathering information regarding nonessential services and
discretionary spending to evaluate the necessity for these expenditures. YCEA Executive Director
Question: Why should the membership agree to suspend
the language pertaining to Y-Rating of an employee's salary when they are
affected by a layoff?
Answer: Given the possible
magnitude of layoffs; retaining this provision will have the effect of increasing
the number of members actually laid off from employment. In the past, the Board
of Supervisors have approved applying the Y-rate to employees affected by
layoffs when they have been transferred to other departments that had been
willing and able to absorb the elevated salary. In this case, almost all if not
all departments will be affected by revenue reductions. Another department will be less
inclined to hire an employee from another department if they are obligated to
maintain a higher salary. If employees
who are initially affected by layoffs retain their higher salaries, additional
cuts at the lower level will have to be implemented in order to realize salary
budget reductions required.
Additional layoffs will not only affect a greater number of our
members, but the more members that are laid off will also mean a greater
workload pressure for those that remain employed.
Question: How are
layoffs applied?
Answer: Layoffs are determined
based upon countywide seniority. The
employee's seniority is measured from initial hire date. If an employee
separates from the County and then returns, their seniority is measured from
the most recent date of hire. Seniority credits are reduced based upon time-periods
when employees are in a leave of absence without pay for more than a half a
month. If
layoffs are necessary, layoffs occur by classification within the
department. Employees have the right to
bump into positions at a lower level if they held the position and obtained
permanent status in the classification.
An employee can also bump within a classification series if he/she has
obtained County permanent status and acquired more seniority credits than other
employees acquire. We have also posted the County's rules and regulations
pertaining to layoffs as a separate PDF file for your review.
Question: What are the
terms and conditions of the voluntary time off (furlough) program?
Answer: The County rules and regulations currently
contain provisions for allowing voluntary time off. YCEA has not recognized these provisions
since the “Sunset” date in 1999. We have
posted the provisions in a separate PDF file for your convenience and
review. If the membership approves the
YCEA Board of Director’s recommendation to activate this program, will be
during the term of our agreement and will again sunset on June 30, 2011.
Additional Questions: If
you have additional questions, please plan to attend one of the meetings to ask
your questions before voting on this important matter. Thank you for your time and serious
consideration of the YCEA Board's recommendation.