CCSO is always working hard for our members. The following are some of the major initiatives we have achieved:
- By initiating a lawsuit, CCSO secured the 3.125% pay raise for S06 and M06 employees.
- Through CCSO’s efforts, CDCR managers received a 5.1% pay raise retroactive to July 1, 2005.
- CCSO battled the governor, legislators, and CalHR to give supervisors and managers tied to Unit 6 the 3.0% at 50 years retirement formula.
- CCSO won a permanent injunction against CDCR that prohibits an interrogation of a correctional supervisor if the representative of his or her choice is unavailable.
- In 1994, CCSO gained watch preference by seniority for CDCR lieutenants.
- CCSO was instrumental in obtaining longevity pay for peace officer supervisors.
- As a result of constant CCSO monitoring, CDCR is hiring for all vacant positions at each institution.
- CCSO’s vigorous vigilance has made CalHR adhere to Government Code 19849.18, the parity law.
- Thanks to CCSO, wardens abide by the meet and confer rules, and are meeting with CCSO chapter presidents.
- CCSO has established a CDCR time release bank for executive and chapter representatives of CCSO to attend administrative and organizational meetings.
- CCSO was directly responsible for CDCR notifying employees who are suspended without pay to provide information regarding their options for ensuring uninterrupted benefit coverage.
- CCSO works with the Receiver’s Office to obtain enhanced pay and working conditions for medical supervisors and managers.
- CCSO obtained shift seniority for SRN IIs.
- CCSO established a functional grievance process for excluded employees.
- CCSO is lobbying for excluded employees to receive the respect and recognition they have so long deserved.
- CalHR is reviewing supervisory and managerial non-peace officer salaries and benefits as a result of CCSO lobbying.
- We have fought and continue to fight in the courts for non-peace officer supervisors.
- We propose legislation to enhance wages and benefits for non-peace officers through parity.
- CCSO lobbied and succeeded in changing DOM to enhance limited term assignments and seniority.
- CCSO lobbied and succeeded in changing language in the new seniority assignment policy that enhanced the bid process for supervisors.
- CCSO filed in court for education pay for S06 fire chiefs, which resulted in a settlement giving S06 fire chiefs education pay if eligible.
- CCSO lobbied aggressively and won to bring the R/R $800 pay differential to Patton, Napa, and Metro.
- CCSO fought and won to bring the special salary adjustment to S07 in DSH effective July 1, 2015.
