CMF Officer Missing after Dodger Game

A missing man who apparently fell into the bay from a pier near AT&T Park after a Giants game this week is a Southern California native who works in Vacaville as a prison guard (Correctional Officer), his family and friends said Thursday.

Victor Murillo, 27, was wearing his Dodgers jacket when he was last seen shortly after he watched his team play the Giants Monday night, authorities said.

Murillo and a friend walked back to their car in a parking lot on Piers 30-32 around 10:40 p.m., police said. The friend looked down at his phone to write a text message and when he looked up, Murillo was nowhere to be seen. The friend believes he fell into the water.

A joint search by San Francisco police and fire boats and a Coast Guard helicopter Monday night and Tuesday turned up no sign of Murillo.

Murillo works as a guard at the California Medical Facility in Vacaville, the largest hospital in the state prison system. He lives in Woodland (Yolo County) but left his heart and family in his hometown of Temple City (Los Angeles County), friends said Thursday.

He is a "huge Dodgers fan" who loves going to games and is an "amazing friend," said co-worker Anthony Ornelas. He also idolizes Michael Jackson and is "known for doing a little M.J. kick when he danced," Ornelas said.

Murillo dreamed of playing professional football, but injured himself while playing for Concordia University in Minnesota, said his sister, Vicky Simon. But he threw himself into his new career and kept an optimistic outlook, she said.

Standardize roll-out delayed

The original date for implementation of the Standardized Staffing Model of July 9th has been changed due to negotiations with the State and CDCR. The date has been postponed till July 23rd.
This applies to CIM, our date has been delayed til July 23


Recent updates on the CDCR's DAI Standardization Staffing Model:


CCPOA submitted a Request to Extend Implementation of New Standardized Staffing Model asking for a 60-day hiatus; 30-day window for CCPOA and CDCR to negotiate the final Standardized Staffing Model at a statewide level and an additional 30 days in which local chapters receive information relevant to individual institutions, for loca...l negotiation on local matter not addressed at state level.

CCPOA has also submitted a Step 4 Grievance Regarding the State's Failure to Provide Sufficient Notice to CCPOA Concerning Proposed Implementation of Standardized Staffing Model, which site sections violated: Section 5.03 - Discrimination/Interference in CCPOA's ability to Meaningfully Represent Its Members, Section 27.01(B) - Failure to Adequately Notice/Provide a Meaningful opportunity to Bargain and Section 2701(C) - Elimination of Local Agreements. CCPOA is asking that CDCR cease and desist implementation of its Standardized Staffing Model until it can: (1)provide CCPOA with the actual documentation governing the implementation of the Standardized Staffing Model and an additional 30 days to negotiate, on a state level; and (2) provide local CCPOA chapters with pertinent documentation governing the implementation Standardized Staffing Model at their particular institution, along with 30 days thereafter to negotiate, on a local level.
 (from CCPOA CSATF)

Wasco Riot 6/26

WASCO, Calif. (KBAK/KBFX) — Inmates rioted Tuesday at Wasco State Prison, forcing guards to fire three lethal warning shots to quell the uprising.


Around 80 inmates were involved in the riot on a yard of the reception center, prison officials said. Guards first tried using pepper spray, blast grenades and nonlethal "exact-impact munitions," but the riot continued until guards fired three warning shots from a Ruger Mini-14 rifle. No inmates were hit with the bullets.

Two inmates were taken to hospitals with injuries sustained in the riot. No staff members were injured.

The cause of the riot is under investigation

CIM Warden Vacancy

"Bird on the wire". Says that an announcement was made today that Warden Sandor will be done at the end of July So for now we will have to wait and see if they promote within or bring in someone from the Outside. Hopefully they will move up CDW Cash and bring Mr Pahel back to were he belongs!! Have a Safe 8

Car mount Holsters

I don't normally endorse products!  However, this is a great product for any LE brother.  This company sales holsters that mount in your vehicle.  Check out the link!!

http://www.texascustomholsters.com/

Feds and OC

WASHINGTON -- Corrections officers at U.S. Penitentiary Atwater and six other tension-racked federal prisons now will be armed with pepper spray, prompted in part by a 2008 slaying that still haunts a California court.

Urged on by lawmakers, U.S. Bureau of Prisons officials are training selected officers to use the spray canisters, which can drop a violent inmate from as far as 12 feet away. Although described as a "pilot program" that will formally start in several weeks, the decision marks a policy shift for officials who until now have warned against the dangers of arming prison officers.

Under the prior no-weapons policy, Atwater guard Jose Rivera carried only a radio and body alarm when two inmates are believed to have turned on him on June 20, 2008. They are accused of running Rivera down, tackling the 22-year-old Navy veteran and stabbing him repeatedly, based on what's seen on a prison videotape. The two accused inmates are awaiting trial.

"The senseless and tragic murder of Jose Rivera highlighted the dangerous risks correctional officers face on a daily basis when working in overcrowded prisons," stated Rep. Dennis Cardoza, D-Atwater, adding that he is pleased with the new policy, which he believes will "save other law enforcement officers from injury or even death."

After Rivera's slaying, Cardoza introduced legislation to direct a pepper-spray pilot program in federal prisons. Although the legislation has not moved, the version reintroduced in the current Congress has collected 61 House co-sponsors; it's the kind of congressional support that can grab an agency's attention
While state prison officers in California and several other states are armed with pepper spray, federal authorities until now have reasoned that the potential disadvantages outweighed the benefits.

Arming guards, even with a nonlethal weapon such as pepper spray, would impede communication with inmates, officials have stated. Officials also have warned that unruly inmates could seize the 3- to 4-ounce pepper spray canisters and turn them against the guards.

"Management at one (federal) institution explained that, regardless of the amount of equipment officers carry, inmates will always outnumber officers. Therefore, the officers' ability to manage the inmates through effective communication, rather than the use of equipment, is essential to ensuring federal safety," the Government Accountability Office noted in a 2011 study.

A Bureau of Prison spokesman could not be reached Friday.

CVSP Officer attacked off duty

The following information I received via text message late Friday evening.  The information comes from a very reliable source, however, as of this writing I have not been able to confirm the information.  So I'm posting as a rumor, but being the nature of the incident I wanted to get the information out.


An Off duty CVSP Officer was at his in-laws residence, when he answered the door, the Officer was wearing his work pants and a T-shirt.  He was immediately assaulted by a "homeboy", the Officer was stabbed in the stomach.  The Officer name I was provided was R. Gonzales assigned to CVSP.  No other details were made available.

Thoughts and prayers go out to his family.
(anyone with further please post details)

4v roll out 7/9/12

June 19, 2012




STANDARDIZED STAFFING IMPLEMENTATION MEMORANDUM #2

This memorandum is intended to provide updated information regarding Standardized Staffing updates which have occurred since the release of Memorandum #1 on May 22, 2012. Version #4 of Standardized Staffing was released on June 18, 2012.

EXAMPLE OF CHANGES IN VERSION #4 INCLUDE:

Updates to Relief Factor formulas.
Updates for institutions not previously reviewed
Allocation of a.4Visiting Lieutenant to each institution
Allocation of Regular Day Off (RDO) coverage for the Administrative Segregation Unit (ASU) Lieutenant for those institutions with more than one ASU
Modifications to the Investigative Services Unit allocations
Numerous other institution specific modifications



KEY TIMELINES

The implementation date for standardized staffing will be July 9, 2012. As such, institutions should adhere and/or be aware of the following timelines:

1. June 18th-Version #4 sent to the institutions
2. June 18th-Program support Unit will provide institutions with a list of corrections from the June 8th Post Assignment Schedule (PAS) submittals.
3. June 18th-Revised Lethal Electric Fence Dedicated Officer Patrols procedures due to Stephen Johnson, Facility Captain, Facility Management Division
4. June 22nd-Version #4 PAS/Master Assignment Roster (MAR) must be submitted no later than June 22, 2012. Place the file and PSSC1 program on the SAN2 server once completed. If you need assistance, please contact Lieutenant John (Mike) Lawrence.
5. June 22nd-Changes to Post Orders and Alarm Response Plans based on Version #4 changes should be completed. These are not required to be sent to headquarters at this time but should be maintained for local discussions.
6. Week of June 25th-Institutions shall notice impacted Bargaining Unit 6 employees n order to comply with Memorandum of Understanding (MOU) Section 11.01(A) due to the changes to the MAR (duties, start times, RDOs, etc.)
7. July 9th-Implementation of Standardized Staffing

It should be noted if employee notifications are not met and an employee is noticed after July 2, 2012, the local Personnel Assignment Office will ensure the impacted employee is redirected to his/her previous July 9th shift and RDO until the seven day notice is provided in accordance with MOU Section 11.01(A). Personnel Assignment Offices should also ensure compliance with the Realignment Post and Bid side letter agreement between the State and California Correctional Peace Officers Association (CCPOA), dated March 22, 2012, which states in part, “…The parties understand that the RDO matrix may need to be updated periodically on account of position reductions cause by Realignment. Prior to updating an existing RDO matrix, local management will inform the local CCPOA Chapter and, upon request, meet with them regarding the updated RDO matrix. A Warden and a Local CCPOA Chapter President can mutually agree to an additional institutional bid. Any such bid, however, will be of a limited duration such that the institution will conduct a subsequent rebid in order to resume the post and bid schedule outlined in the parties MOU…”

It may also be beneficial for each institution to inform all officers, sergeants, and lieutenants of the upcoming changes depending on how sever the impact of the changes are going to be on the MAR/RDO Matrix at individual institutions. While standardized staffing will be negotiated on a statewide basis, it is also recommended that each Warden discuss the timelines and potential changes with impacted labor organizations prior to noticing staff.

CORRECTIONAL OFFICER POSTS SUBJECTED TO DAILY REDIRECTION

A number of correctional officer posts have been identified which will be filled but subject to daily redirection to offset overtime effective July 9, 2012. The savings from redirecting these posts may be utilized for one or more of the following:

To offset unfunded layoff expenditures tied to Wave #2

Unfunded Basic Correctional Officer Academy costs

Proposed Personal Leave Program (PLP) burn program beginning on or about August 1, 2012. Further information will be forthcoming pending labor negotiations



The following post may be subjected to daily redirection:

Each facility will not run Third Watch Yard one day a week. This will be done on a rotating basis (i.e., Facility A no yard on Monday, Facility B no yard Tuesday)

Any institution with more than two Central Service Search and Escort officers will redirect the number of staff above two 7 days per week on all three watches

Gym program to be operational two days a week only, instead of seven days a week (redirected five days a week). Please ensure you are redirecting the Gym Observation post as well if applicable

Third Watch Facility Security staffing to be reduced by one per facility seven days a week for those institutions with four or more

Use of approximately 10 percent of unscheduled relief (Sick, family Medical Leave Act, etc.) for PLP burn (# of 1.0 posts shown in the attachment) This is contingent upon an equal or greater reduction in unscheduled relief usage which will be evaluated after 90 days. Further information and direction on this topic will be forthcoming once fully developed and pending labor negotiations.

Each institution shall determine which day third watch yard will not occur and which days gyms will be closed. Institutions should be mindful in developing their plan that maximum overtime avoidance can be achieved. It is critical these posts are identified as subject to daily redirections and that this information is conveyed to labor organizations. The attached draft chart identifies these positions at each institution.

The information below is of significant note and/or has been received as questions from multiple institutions.

Correctional Counselor (CC) I and Case Records ratio positions reflect a statewide population as of October 2012. Institutions may be above this population level upon implementation of standardized staffing and adjustments will be made via the traditional quarterly ratio process beginning in January 2012. Any fractional posts will be rounded down.

CC 1 ratios for General Population and ASU are tentatively being modified to 160 to 1. Enhanced Out-Patient, Security Housing Unit, Reception Center, and Department of Mental Health are tentatively being modified to 100 to 1

Hiring of new non custody positions received via Standardized Staff will not occur for approximately 90 days and will be subject to any hiring freezes in place at that time. For example, Institution X has three existing groundskeepers and will receive a fourth under Standardized Staffing. The fourth position will not be filled for a minimum of 90 days as noted above.

Movement of staff in the same classification from eliminated positions into vacant or newly established positions will not require the hiring process to be initiated. For example, if you move an Associate Government Program Analyst (AGPA) from an eliminated personnel position into a newly established AGPA position in Appeals, this would not require the hiring process to be initiated.

Litigation Coordinators will now be filled by the AGPA classification. Institutions not in an overage in the Staff Services Analyst/AGPA classification may pursue the hiring process or movement of existing staff for the AGPA with an appointment date of September 1, 2012. Due to the complexity of this litigation office, the AGPA will train with the current Coordinator for 60 days. Human Resources will be reviewing under/over reports by county to determine potential impact to this timeline.

Human Resources and Budge Management Branch staff are working in conjunction with the State Controller’s Office (SCO) to define a standardized streamlined process for the establishment and reconciliation of positions. Additional information and direction will be provided as it becomes available. It is anticipated that budget authority will not tie to the SCO tab and institutions may have staff overages in their 918 blankets until October 2012.

All institutions have been allocated staff for the Entrance Gate on second and third watches only. Institutions with no gate house will station an officer in a vehicle at the entrance.

Institutions gaining an Associate Warden position will postpone hiring until further notice

Institutions utilizing any classification other than a Correctional Lieutenant for their Administrative Assistant / Public Information Officer may initiate a onetime 120 day Out-Of-Class assignment, if they employee is eligible and the assignment does not result in an lieutenant overage. At the end of the Out-of-Class assignment, the institution must be in compliance with the Standardized Staffing model.

It has been reported that several institution’s PAS and MAR were not calculating overage correctly; the MAR is double counting RDO relief in the summary, etc. Issues related to the PAS/MAR, relief factor calculations, and PPAS 10.0, should be forwarded to Lieutenant John (Mike) Lawrence per the contact information shared above.

Wave 2 for SO6

Subject: Wave two SO6




Dear Member,

The following will be included in the CCPOA weekly update coming out on Friday June 22, 2012. However I feel the content is important enough to send out now. Please also encourage your members to visit the CCPOA “Members Only” site at a minimum weekly to view these important updates.

On Tuesday June 19, 2012 CCPOA met with the state regarding wave two of the realignment as it pertains to our SO6/MO6 members. The state has confirmed that the timelines established for the rank and file will be the same timelines for SO6/MO6 as follows:

June 18, 2012 was the deadline for institutions to submit the packets to roll limited term Sergeants and Lieutenants to permanent full time to begin the process. As many as 51 Lieutenants and 84 Sergeants could be rolled under this procedure, although not all of those will be reachable so the numbers will be lower. We have asked for, and have been promised, the actual numbers that are eligible and are being rolled by institution. Hopefully we will have that list shortly, which will affect the upcoming procedures to fill supervisor vacancies.

The statewide voluntary bid window is currently open and ongoing. Those in an overage situation should have received “options letters” to transfer to an underage situation, with per diem attached to the transfer as set forth in the letter. This process became a major issue with DAI Parole in Sacramento and Los Angeles Counties. The state informed us that due to serious problems, brought to their attention by CCPOA, with the way the process was being handled in those two counties (at a minimum) concerning Parole the options letters have been followed by letters rescinding the original option letters. July 6, 2012 has been designated as the date the state will make the awards based on seniority, with July 23, 2012 as the report date to the new institution.

Additionally when the process of rolling limited terms to full time and the voluntary transfer awards have been determined and awarded there will be an additional window (slated for sometime in July at this point) for the remaining supervisor vacancies to be filled utilizing the current promotional lists. The state agreed with us that filling these positions should be permanent full time and not by limited term.

The state informed us that there were actually three DJJ employees that will be affected by this process also. One Captain, one PAIII and a Treatment Team Supervisor. They further stated that all three of those affected have been mitigated. We requested the names of those individuals for follow up to ensure they have been in fact mitigated properly.

As we move forward with this we anticipate problems may arise from time to time. Therefore we have requested and the state has agreed to an ad hoc work group to attempt to mitigate individual issues borne from these procedures.

June 28, 2012 has been earmarked as the date to begin the layoff process.

We strongly encourage all of our members to visit the employers website, http://www.cdcr.ca.gov/layoffresources/Wave-2-PO.html and view the wave two realignment pages to include the frequently asked questions (FAQ).

SWB deadline is 6/21

I was checking all my sites this morning for any CDCr news or CCPOA news.  I jumped on Facebook and read the many responses from partners at CIM, worried about making life changing decisions in the next day or so.

Its heartbreaking to hear the worry in every ones posts!  Our department is moving forward with us or with out us, ready or not.  At CIM 200 plus officers must decide to bid or ride out the storm.  And even after you bid are you still SAFE?  I don't think so!

Anyways, like the last wave, we will lose some good friends and great partners.  Remember to base your decision on your family, I can tell you this nobody I've talked to during this process has all the answers.  Do whats right for YOU!

Also I was given a copy of Standardize Staffing Package number 4, yesterday.  Yes, you heard right #4.  This process will go through many more changes as summer is upon us and well into fall.
Briefly, it appears we picked up a couple of Lieutenants spots and lost about 6 Sergeants spots in HCA.  We also picked up some spots for Officers, were getting "Clark" Officers.

The local Chapter of CCPOA put together a informational package for Wave 2 that you may come to SAB (watch office) and take a look at.  It has some of the numbers with a breakdown of SB Co. Seniority scores.

Good luck my Friends

Have a Safe 8

Salinas Valley Riot occuring today

A riot involving more than 150 inmates at Salinas Valley State Prison in Soledad left at least 18 men seriously injured Tuesday, corrections officials said.  Eleven inmates suffering injuries ranging from stab and slash wounds to head trauma were taken to outside hospitals by late afternoon, said corrections spokeswoman Terry Thornton.

One man was airlifted to a trauma center, while the other 10 were taken away in ground ambulances.
Seven more were treated in the prison's medical facility.  "There were a lot of injuries," Thornton said.
The violence erupted shortly after 11 a.m. while the inmates were out on their facility's yard.

As of 5 p.m., the prison staff was still tallying the list of injured prisoners.
"They're still working on the medical responses," Thornton said. "It's possible they may find a few more inmates with minor injuries. They're going through and checking every single inmate."
She said she could not comment on the extent of the injuries or on the condition of the evacuated inmates.

Thornton said one staff member suffered a back injury when he responded to the scene, but none of the staff was hurt by an inmate.

Lt. Michael Nilsson said in a statement late Tuesday that 159 prisoners took part in the riot, and that officers from the prison's Investigative Services Unit were investigating.

The riot, which took place in a general population maximum-security yard, was quickly quelled with pepper spray and "less-than-lethal force," Nilsson said, but dealing with the ensuing medical emergency took most of the day. An American Medical Response supervisor was still at the prison late in the day to help the staff decide where to place injured inmates.

He said the prison remains on lockdown while the cause of the riot is investigated.

Nilsson and Thornton declined to say how the fighting began or if any specific gang or group of inmates was involved, saying officials did not want to jeopardize their investigation.

Monterey County emergency dispatchers spent much of the morning putting out calls for ambulance assistance after the riot was declared a level 2 multiple casualty incident.

So-called MCIs are graded by severity, with level 2 indicating between 11 and 20 victims.

"Ambulances came from all over the county," said Sherrie Collins, manager of the county's Office of Emergency Services. Although the prison has its own medical staff and fire department, she said, "their biggest need is probably transport out of the prison."

Soledad Police Chief Eric Sills said his officers were not asked to assist after the riot, but he said the fire department's paramedic crews had gone to help.

In the year she has worked at the county's emergency office, Collins said she could recall two or three multiple casualty incidents, including February's evacuation of the Portola Plaza Hotel and Spa in Monterey after an accidental mix of cleaning chemicals released toxic chlorine gas and sent 30 employees to area hospitals.

Before the riot, residents of a number of the prison's buildings as well as certain inmate groups were allowed visits only behind glass, said the prison's visiting hotline, presumably because of security concerns.



An update from a Rider checking in at SVSP says that the word is that it was Northern Mexicans and Black inmates.

Statewide Bid/ To Bid or not to Bid thats the ?

Well I received my statewide bid package in the mail this week, and I have to tell you I was a little surprised.  I started in 1995 and thought I would not be in the mix?  Well, I guess like the last wave I can jump ship and take a per Diem and run!  Not really fair for the youngsters fighting for their lively hoods.

A good friend know to many as "pops" also got a bid form, really, he is in the top 10 at CIM as an Officer.  If he wanted the state would pay for his relocation (per diem) if he wanted to leave the area and retire.  He would only have to work at the new joint for a couple of weeks and receive the pay out, and give his two week notice.

I mean who really is driving this sinking ship?  This all could have been done with retirements, promotions and the golden handshakes?  Just give the folks their PoFF money towards 1 year of retirement and I will bet you hundreds of Officers would leave.  And Not one Officer would have gotten layed off!

And who do you trust, on my SWB form it says there is 14 openings at a local prison.  However, when we call their personnel assignment office, they say the State made a mistake.  They claim they have no openings!  You have to believe them because last month they sent a staff member to CIM when CIM had no openings.  Not only that but Wave 1 had been completed, and we sent a couple of Sergeants back down to Officer.  So this whole process is full of Shenanigans!!!!!!!!!!!!!!

To Bid or Not to bid that is the question

CCPOA on 5% reduction

Subject: Memo from Steve Weiss re: State Mandated 5% Employee Compensation Reduction




State Board of Directors:

As you know, to help mitigate the 17 billion-dollar plus budget deficit, the 2012-2013 State Budget calls for a 5% salary reduction in savings from ALL State employees.

In addressing the budget reduction, CCPOA and the State have reached the attached agreement. The agreement prevents any pay and/or benefit cut that undoubtedly would have been implemented had we not entered into an agreement.

In consideration of this reduction, we have agreed to meet regarding the implementation of a process whereby Unit 6 employees would be able to burn accrued PLP/Furlough time. Included in this agreement we have also taken a significant step toward enhancing our training via a CPOST program.



Thank you


Julie Estrella

Exec. Assistant to the Executive Council

755 Riverpoint Drive

West Sacramento, CA 95605



Side Letter Agreement



State of California and... California Correctional Peace Officers Association


This agreement is a Side Letter to the current BU 6 Memorandum of Understanding (MOU), entered into by the State Employer and the California Correctional Peace Officers Association.


The purpose of this Side Letter is to assist in effectuating 2012-2013 Budget Savings to State employee compensation, as mandated in the State Budget and related legislation, and to continue to promote harmonious labor relations between the State and the Union.

The State Employer and the Union do hereby agree as follows:

Effective July 1, 2012 and then continuing for 12 months, full-time bargaining unit 6 employees shall be subject to a Personal Leave Program (PLP 2012) eight (8) hours per month in the same anner as outlined in the current MOU (dated April 1, 2011 through July 2, 2013) section 10.20 and Sideletter#11

The State Employer and the Union also agree that;

1. Within thirty (30) days of the date ofthis agreement, the parties will meet and come to agreement on a process whereby Unit 6 employees will be permitted to "burn" accruedPLP/Furlough time.

2.Within sixty (60) days of the date of this agreement, the parties will meet and come to agreement on the parameters of a 12 month, pilot, joint labor management CPOST program

Staff information Meeting / Burn your own credits

I had heard that several yards were putting their lists together, to allow staff the opportunity to attend the Staff Informational Meeting.

What I didn't read on the Bulletin was the fact that you will have to burn your own leave credits!!  What did I miss?  I'm hoping that this is not true, I mean how worse can it get?  Come to the meeting and learn your fate, but when you arrive back to your post you will have to adjust your time and put a pay code, as to what kind of time you want to burn.

And here I thought the State was trying to do something nice for Staff!  Like I said I hope the Captains have it wrong, and this will be considered on State time!

Good luck partners, I hope you receive the answers to your questions, and not the State (CDCR)Tap Dance!

Furlough language deleted

The Legislature's 2012-13 state budget proposal eliminates language that Gov. Jerry Brown proposed that would have allowed him to furlough or make other payroll-cutting moves against rank-and-file state workers if their unions refused to negotiate a 5 percent pay reduction.


The unions have been pushing Democrats in the Legislature to make the change, which strengthens their position in negotiations with the administration to cut a total $839 million from the state's payroll costs.

Lawmakers could make more language tweaks between now and Friday's budget deadline or later enact legislation that restores some or all of the authority Brown wanted.

The budget language indicates that Democrats are hoping that all the unions will negotiate payroll reductions for the coming budget year without legislative intervention. But just as the union's hand is strengthened at the bargaining table now, Brown's position is weakened. The unions, which all have current contracts, could view the watered-down bill as a reason to seek more at the table, give Brown less or refuse any pay-cut deal at all.

There's a question in this for Brown, too: How much does he want explicit authorization to enact payroll reductions if bargaining fails? Is he willing to veto a budget that fails to give him that leverage? Or is he certain that all the unions will accept a 5 percent pay reduction even if there's no imposed furlough threat backing him up?

Here's the pertinent language in Assembly Bill 1464 and Senate Bill 1004, which was released this morning. We've underlined the key phrase:

Staff Information Meeting SAC HQ

Jerry Brown moves to eliminate retiree workers

As Friday's state budget deadline approaches, a little-noticed provision in Gov. Jerry Brown's proposal would cut off thousands of retirees who return to work for the state.

The idea targets all but the most essential of the state's so-called "retired annuitants," a group of about 5,800 workers who drew $110 million in pay from the state last year on top of their pensions.

The Democratic governor's proposal could strike a chord with taxpayers by appearing to crack down on double-dipping. It also appeals to public employee unions – which want to eliminate jobs they believe stunt the growth of the regular workforce – at the same time he's asking union workers to accept furloughs and a 5 percent pay cut.
Though axing retirees may score points with Brown's political base, critics say the practice would cut off experienced, flexible and relatively cheap help. Retired annuitants receive no benefits and can be laid off without notice.

"The underlying policy is silly," said Mike Genest, state finance director under former GOP Gov. Arnold Schwarzenegger. "It's false populism."
The state has used retired annuitants for years, and many workers have factored that into their retirement plans. Still, union leaders are just as happy to see them go.

"We need to get rid of retired annuitants, because they've already worked for the state and they have their retirement," Service Employees International Union Local 1000 President Yvonne Walker said Saturday
"DPA has been meeting with agency secretaries to ask their departments to identify which retired annuitants are mission-critical," Jolley said.

At the Department of Corrections and Rehabilitation, nearly 1,000 retirees perform an array of tasks in the 63,000-employee agency, from clerical work to handling inmates. Beset by legal and financial pressures for years, the department has terminated hundreds of employees as the state shifts more convicted inmates to local jails.

"We're looking at every retired annuitant in our system," said Terri McDonald, undersecretary of operations for the department. "When a position doesn't meet our critical 24/7 requirements, it will be canceled. But when RAs do meet a critical need, we'll keep them on. There will always be some RAs on our books … because some important roles can be difficult to fill through regular staffing."

CHP Furloughs

I was waiting to respond to this after SEIU released there negotiation, however, as of this writing nothing yet.

Can I be the only person that thinks this is a bunch of crap?  I mean how many times has CCPOA members been asked to give for the cause!  Not once has the CHP had to make such sacrifices.  How's this, why doesn't the CHP give for three years and CDCr staff give just one year.  You think maybe because we have thousand more members, and the pot gets bigger if we make such sacrifices.

I'm anxiously awaiting to see what CCPOA EC will do!  We better not just lay down, we better get something this time.

Poor ol CHP members, they say there just glad to have a JOB!  I can't tell you how many times I've heard this from CDCr managers.

Until now, CAHP members had never been furloughed. Hamm (CEO of Calif. Highway Patrol Assoc.)said union members understand that they need to make a sacrifice, given the state's $15.7 billion budget crisis.

"Our members' reaction has been pretty positive (to the furlough)," Hamm said this afternoon. "I think this is sinking in. They're saying, 'I'm lucky to have a job.'"

What do you all think?  Should we take a deal and run?  Would you be willing to take a year furlough in exchange for a contract extension?

The Mayors on CIM staff reductions

Chino Hills Mayor Art Bennett and Chino Mayor Dennis Yates have signed a joint letter sent to Gov. Jerry Brown regarding their concern over security cutbacks at California Institution for Men in Chino.


The mayors state they are worried about reduced security measures, including a significant reduction in staffing on armed and manned towers as well as a reduction in armed perimeter patrols.



"We are very aware of the State's on-going budget problems however; reducing security measures in a prison located within the heart of a densely populated community is unacceptable," the mayors wrote.



"We are very familiar with the State's prison realignment plan and although there are fewer inmates within the facility, the most serious offenders remain incarcerated, indicating that any reduction in security is unwarranted.



"We have been advised that the previously mentioned security measures will remain in place however, we would like to go on record stating that the communities of Chino and Chino Hills would not support a future reduction in security at CIM."


Read more: http://www.sbsun.com/breakingnews/ci_20830139/mayors-worry-about-cim-security-cutbacks#ixzz1xW0b434a

limited term - conversion

5/29/12 Wave 2 Overview

Notice of Change to Department Operations Manual #12-06: Salary and Compensation

The purpose of this document is to provide all Department Operations Manual (DOM) holders with
information regarding the attached amendment to DOM Chapter 3, Article 13, Salary and Compensation

31130.10 Physical Fitness Incentive Pay Program (PFIPP)

Employees may voluntarily participate in the Physical Fitness Incentive Pay Program in accordance with the following:

Eligibility
• Employees who have five years or more in Bargaining Unit 6 as of December 31 of the prior calendar year.
• Managerial and supervisory employees with peace officer status who have five years or more in a peace officer classification as of December 31 of the prior calendar year.

Compensation
Eligible employees who successfully complete the physical fitness tests shall receive a flat rate of $65.00 per pay period.
Final Clean Text Salary and Compensation 4/25/12 7
The physical fitness incentive pay shall be by separate check and shall not be included for purposes of computing benefits and/or additional compensation.

Eligibility Period

Eligibility period shall be from May 1 through April 30. In order to continue the incentive pay from one period to the next without interruption, an employee must pass the physical fitness tests prior to May 1.

Physical Fitness Tests

To receive the physical fitness incentive pay, an eligible employee shall successfully complete the following fitness tests annually: (back to the agility testing)

31130.3 Disclaimer
If any provision in this section is in conflict with a Memorandum of Understanding (MOU), the MOU shall prevail as it relates to the specific represented group.



This new DOM section revision was posted today, notice that Physical Fitness Pay is at a flat rate of $65.00! However, our CCPOA MOU section 15.07 (a) says unit 6 employees with less than 60 pay periods receives $65.00 and unit 6 over 60 pay periods receives $130 per pay period.


I would think CDCr next MOU negotiation(July 2, 2013) to try and hold us to this DOM section and pay us the lesser amount.

C/O rescued during hostage take over

BISHOPVILLE, S.C. (AP) - A Coreectional Officer held hostage at a South Carolina prison has been rescued and officers have regained control of the facility.



South Carolina Corrections Department spokesman Clark Newsom says officers rescued the Officer and regained control of the building at the Lee Correctional Institution in Bishopville shortly after 3 a.m. Wednesday.

He says about 100 officers blew open a door and rescued the guard after discussions with the inmates failed to resolve the situation.

The officer has been taken to a hospital for an evaluation.

Newsome says a nurse escorted by a guard was passing out medicine around 9 p.m. Tuesday when some inmates overpowered the guard. Newsome did not know how many inmates were involved, but the unit houses as many as 130 inmates in the high security prison.

Another Liberal decision

Prison lacked cause to seize letter, court rules

When maximum-security inmate James Crawford tried to mail a letter to a San Francisco newspaper in which he described himself as a "New Afrikan Nationalist Revolutionary Man," a prison officer confiscated it, saying it threatened prison security and probably contained coded gang messages.

But the officer failed to identify the code, specify the security threat or respect the constitutional rights of the inmate, a state appeals court ruled Monday in ordering the letter delivered - more than two years after it was written.
"Prisoners retain their right to the freedom of speech unless the warden can prove that exercising that right would constitute a threat to prison security," said the First District Court of Appeal in San Francisco.

"Even prisoners who are gang members retain rights of expression and those rights cannot be taken away by a governmental agency simply speculating" about security risks, said Justice James Lambden in the 3-0 ruling.

Crawford was convicted of robbery and auto theft in Los Angeles County, according to state records. Described by prison officials as a member of the Black Guerrilla Family prison gang, he is in the Security Housing Unit at Pelican Bay State Prison in Del Norte County.

The prison seized his letter, addressed to the San Francisco Bay View newspaper, from its mail system in April 2010. The letter disputed the newspaper's tally of political prisoners in California and said there were many inmates, like Crawford, held in solitary confinement "because of political beliefs in a New Afrikan Nationalist Revolutionary Man."

A prison guard who monitors the gang's mail said "New Afrikan" was a reference to the Black Guerrilla Family's ideology. Gang members use that ideology, the guard said, in "sophisticated codes" to promote gang activity, both in the prisons and on the streets.

Crawford denied any such intention and said his message was entirely political. Stanford history Professor James Campbell submitted a declaration in his behalf, saying "New Afrikan" was a phrase from a self-determination movement in the 1960s and 1970s that was unrelated to prison gangs.

Crawford's lawyer, Donald Specter, said Monday's ruling was important for prisoners who have "very limited access to the outside world."

"To have the prison censor them is to deprive them of what little freedom they have left," he said

Saved the State $200 (gate money)

Northern California murderer dies hours before prison release


Associated PressAssociated Press


VACAVILLE -- A convicted killer has died in a California prison hours before he was to be freed to spend his final days with his family.

Carl Wade was recommended for compassionate release under a state law for inmates whose death is imminent and who post no danger to the public. He was terminally ill with heart and lung diseases.

The San Francisco Chronicle  reports that a Lake County judge blocked the 66-year-old's release, but an appeals court overruled the judge on May 17.

The court ordered Wade's prompt release to live with his family in Chico. The ruling became final last week but Wade died Thursday in the Vacaville prison.

He had been serving a 32-years-to-life sentence for fatally shooting a man in Lake County in June 1986

6/1/12 Tentative Argeement (Wave 2)

Camps/Patton State Hospital: for the purposes of both the Statewide Bid as well as layoff, camp employees shall be tied to the following hiring authority institutions (as opposed to the county in which the camps are physically located): CCC, CIW and SCC. Patton State Hospital shall be tied to CRC.


Wave 2 Statewide Bid Process (paragraph 17 for Wave 1):

(1) Same

(2) All staff, including Correctional Officers, Correctional Counselors, Fire Captains and Parole Agents, at overage institutions or in overage counties for DAPO, as determined by CDCR may participate in the Statewide Bid Process to bid on identified Permanent Full-time vacancies and PICO positions within the State.

(2) Where there are overage institutions or overage counties, only the number of people that comprise the overage will be permitted to leave the institution/county. For example, if an institution needs to shed 10 people, the 10 most senior people who are successful in the Statewide Bid will be permitted to leave (even if 50 people put in requests).

(2b) Transitional Academies:

Correctional counselors with Correctional Officer in their background who presently work in an institution do not need to attend a transitional academy.

Fire Captains and Correctional Counselors with Correctional officer in their background who do not presently work in an institution, but who have been a Correctional Officer within the last 36 months, do not need to attend a t transitional academy.

Correctional Counselors with Correctional Officer in their background who do not presently work in an institution and who have not been Correctional Officer in the last 36 months will attend a 2-week transitional academy.

Parole Agents with Correctional Officer in their background will attend a 2-week transitional academy.

Fire Captains with Correctional Officer in their background, but who have not served in the Correctional Officer classification for 36 months, will attend a 2-week transitional academy.

Unit 6 Peace Officer classifications without Correctional Officer in their background will attend a 5 to 8 week transitional academy. The curriculum will be provided to CCPOA once it is finalized. If staff do not pass the Academy, they must be laid off and will be informed of this fact both in their Bid Worksheet and in their SWB award letter.

(2c) Parole Agents will be allowed to participate in the SWB and released to their awarded institution
based upon parolee population and caseload reductions. In some circumstances, Parole Agents will be in effect “reserving” their position at an institution. If there are two agents in the same county and one is to be released first, the most senior Parole Agent shall have the option of reporting to DAI first. As such, the principle of seniority is honored.

(3) Same

(4) Same

(5) CDCR shall calculate the transfer awards and communicate a start date with at least fourteen (14) days’ notice. After receiving a transfer date, and employee may be granted a change in the report date by agreement of the releasing worksite and the receiving worksite.

SORA/LAYOFF PROCESS (paragraph 189)

(1) Those that have not been able to mitigate layoff through the StateWide bid shall proceed with the SROA/layoff process.

(2-8) Same

Paragraph 19: Meet and Confer after Completion of Second Wave: In an effort to foster partnership and communication between the parties, and with an eye toward improving the various opportunities described above, the parties shall meet and confer in good faith regarding these opportunities and processes after the conclusion of the Second Wave.

Paragraph 20: Same, Paragraph 21: N/A

Paragraph 22: Per Diem-2nd & Subsequent Wave

All unit 6 Peace Officer Classification shall receive Per Diem consistent with our Realignment Side Letter Agreement for Wave 2 and Subsequent Waves, which is either $125 for 30 days for PBSP, HDSP and CCC or $85 for 30 days for all other transfers. In each instance, the transfer must be over 50 miles from the employee’s current work location to his/her new work location in order to be eligible for Per Diem.

Staff will be paid ½ of Per Diem prior to transferring to their new location and the other ½ will be paid during their first week of physically working (not using leave credits) at their new institution. If an employee fails to meet these requirements of receiving Per Diem, he or she will be required to return immediately any Per Diem that has been paid. Employees who have suffered unforeseen or extenuation circumstances that preclude them from meeting their reporting requirement may be reviewed jointly by the Assistant Secretary of Laver, or designee, and CCPOA’s Executive Vice President, or designee, upon CCPOA’s request.

Just like in Wave 1, Per Diem will NOT be paid for any final, limited PICO transfer opportunity (previously referred to as 4a in Wave 1), if in fact such a final opportunity if offered.

23-24. Same

OTAPs/PICOs

The wave 2 PICO numbers do not incorporate anticipated attrition between now and when people are laid off on October 20, 2012. As a result, between the SEB and the layoff, people will leave the department and create vacancies. The vacancies created by attrition from now through mid-July will be available for PICOs (and remaining OTAPs) to roll up to PFT. In mid-July, however, we will have to freeze that process in order to identify the number of vacancies available for purposes of layoff options in impacted counties. After that, some vacancies may be available via SROA and/ or a final PICO opportunity if one is offered.

Follow-up Meetings: The parties recognize that this process is fluid and not all circumstances can be anticipated or addressed in this addendum. The parties, therefore, agree to continue to meet on at least a bi-weekly basis during Wave 2 to explore and seek to resolve issues and unforeseen circumstances. It is the intent of the parties that these meetings will have limited number of attendees and will be guided by an agenda prepared and shared in advance

Wave 2 addendum

TheRevolution IsHere — "For Wave 2 addendum to the Realignment Side Letter Agreement.


(Timing of Waves)

Mail Statewide Bid worksheets (No later than 06-12-12)

Completed Statewide Bid Worksheets due back to Office of Resource Planning, staff have 10 days from mailing to return their worksheet via facsimile or electronically scanned and submitted via email. (No later than 06-21-12)

Mail SROA/Surplus Notices (06-28-12)

SROA Begins Surplus Effective (07-02-12)

Mail statewide Bid Award letters (07-06-12)

Report date for Statewide Bid, Note: Parole will move in phases in accordance with population/caseload (07-23-12)

Mail Options Worksheets (08-22-12)

Mail Options Award Letters (09-28-12)

PLACE HOLDER-If a Final Transfer Opportunity is offered prior to Layoff, referred to as"4a" in Wave 1, this is the time period. (09-28-12, 10-04-12)

Layoff Effective Date (10-30-12)

NO VOLUNTARY TRANSFER PROCESS OR WALK-UP OTAP/PICO BID PROCESS IN WAVE 2 OR SUBSEQUENT WAVES.

Additions to Paragraph 5: PAROLE AGENTS REQUEST TRANSFERS (PART) SHALL BE SUSPENDED DURING A WAVE AND SHALL RESUME AFTER THE WAVE HAS CONCLUDED.


Ali Guitron
(Thanks brother Ali for the info.)

Pie/Pico on a 7k work schedule

There has been alot of confusion the last couple of months regarding Pie/Pico pay periods.  Personnel has been telling staff that Pies are on a month to month, this couldn't be further from the truth.  Pie/Pico is a BU6/R06 which falls under 7k pay period.  The only difference is pay day for Pies is on the 15th of each month!!

If you fall under this group come see the SAB/Watch Sergeants and we will give you a copy of the time keepers "cheat sheet" on how they pay Pies/Pico's, in regards to regular pay at 164 hours.

Talk about a waste of Talent

On Thursday I had the pleasure of teaching a class in IST, it was alarm response for Non-Custody staff new employee orientation.  I stayed to course on the lesson plan and showed the class some good videos of what we really do!  They seemed to enjoy the class.

I talked about the reality of  AB109 and staff reductions.  I explained how this will impact the way we will be responding in the future.

After the class a young man stayed behind, he told me he liked the class and he concurred with me about the AB109 staff reductions.  He said he was a victim of AB109, he said he started his career 10 years ago as a non-custody staff member.  He decided last year to take the leap and become a Correctional Officer, he entered the Academy, graduated and got hired on as an Officer at CIW!

He loved being an Officer at CIW.  And then early this year he got his pink slip, he chose to stay with the department and demote down back to non-custody.  I thought to myself what a waste of "good talent", the money our department spent to get this young man trained!  I thought he could have been up here teaching the same class! 

"Bird on the Wire" says more pink slips will be out next week, to all staff with 15 years or less!  I'm sure by late this year, I will meet more good people, like the young man I met yesterday!!!!!!!!!!!!


Have a Safe 8