Fellow CAPS/UAW 1115 members,

Your CAPS UAW supervisors and managers committee met with CalHR representatives on Friday October 4th, and we have good news! We fought for Supervisors and Managers to receive many of the new and improved benefits and pay differentials that our Rank and File scientist colleagues won and we succeeded! Below you will find more details on these significant wins!

We passed proposals that, amongst the many wins outlined below, also include demands for pay parity for “non-Like Pay for Like Work” classificationsas well as improvements to dental insurance plans, Employee Assistance Program (EAP), and access to private workspaces – issues that members have raised recently and we will continue to fight for. You can read those new proposals here.

Significant wins:

We are excited to announce a number of significant wins for Supervisors and Managers—many of these are benefits scientists are receiving for the first time ever:

• Salaries. While some Supervisors and Managers scientists (specifically those tied to BU 9 via the Like Pay for Like Work lawsuit) received a 2% raise in July, the State froze out many of our classifications as they awaited an agreement with rank-and-file scientists.The so-called “non-Like Pay for Like Work” classifications will be receiving salary raises commensurate with the corresponding rank-and-file classification within the series – in short, those Supervisors and Managers can expect to receive Special Salary Adjustments (SSAs) equal to those that Rank and File Scientists won in bargaining. Raises will, therefore, vary by classification. We are waiting on exact details from the State, but we expect those classifications receiving salary adjustments to range from 3%-12% depending on grouping. Stay tuned for more details soon.
• Geographic Pay Differentials (New). Scientists whose designated reporting office is in Alameda, Contra Costa, Marin, San Mateo, San Francisco, or Santa Clara Counties will receive a $250/month differential. This differential will be retroactive to July 1st, 2024.
• Longevity Pay Differential (New). Scientists will get longevity pay differentials, which will be phased in each year by 2026, at 17-20 years of service scientists will receive 2%, 3%, 4%, and 5.5% longevity pay differentials, respectively. This win will match what Rank and File colleagues negotiated, you can check out their MOU Section 2.19 for more details.
• Bilingual Pay Differential: Increases bilingual pay differential from $100 to  $200/month. Prevents employers from requiring scientists to provide bilingual skills if they are not receiving the bilingual pay differential.
• Fire Mission Pay Differential (New): Scientists now qualify to receive Fire Mission Pay differential, honoring the important work scientists perform on fire missions.
• Fire Mission Safety Footwear. Adds safety footwear reimbursement (up to $480) for fireline-qualified scientists employed at CalFire and State Parks.
• Veterinarian Continuing Education. Veterinarians will continue to receive funding for continuing education and see that funding increase to $1500 annually.

We are proud of all these hard-fought new benefits and improvements to our working conditions. These results prove once more that there is power in a union, and that we’re stronger together. If you haven’t yet joined your colleagues in CAPS/UAW 1115, it only takes a minute to join and begin to fight for more with us.

As we will seek to get more details in the coming weeks, the Supervisor and Managers Committee will provide more information on salary increases and other wins.