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I HAVE SOME QUESTIONS I NEED CLARIFIED; By switching to CalPERS members will see an increase in money in their pockets with more options to choose from. (for 2 party and family) ***Seeing more money in my pocket?…does this apply to families only because they pay out of pocket and PERs is cheaper so they will save?? ***Also, if I were to go with PERs does the county only pay what it costs for my insurance and no extra income in my POCKET right? On your anniversary date you will be eligible to move up at a rate of 4%… Read more »
Hi Candy, ***Seeing more money in my pocket?…does this apply to families only because they pay out of pocket and PERs is cheaper so they will save?? Both 2 party and family will save money. The differences in the monthly premiums and cost savings are broken down in the CalPERS supplemental sheet. ***Also, if I were to go with PERs does the county only pay what it costs for my insurance and no extra income in my POCKET right? Correct, however there is more money in the pockets of 2 party/Family due to the more affordable plans offered by CalPERS.… Read more »
When I pull up the insurance plans and compare costs the calpers plans are more than twice the cost of exclusive care the current county plan. I don’t see where the savings are? Can you explain?
So for someone who is maxed out and planning to retire in the end of 2020 there won’t be any raises or increased benefits?
Medical Subsidies will increase for 2 party and Family. In addition, CalPERS plans will be more affordable, increasing money in your pocket.
So this will do me absolutely no good.
To clarify, if I am “maxed out”, I will not receive a salary increase until 2 pay periods following April 8, 2021?
Correct
That doesn’t sound very good for experienced nurses at the top of the scale.
But we will be out 1 percent before that for short term disability, right? So we will have less money not more.
Radiology Department is one of the biggest money makers for the whole entire RUHS, yet again radiology technologists are getting crumbs for working. Night time differential is one of the biggest jokes. Other places pay radiologic technologists up to 15% of the base pay for night differential. Volume of exams are going up (real data can be acquired from radiology manager), however there is staff shortage. Limited number of staffs are carrying the weight of the entire hospital. Imagine only one ct exam is needed to pay for one technologist for one 8 hours shift. Everything else is profits. Records… Read more »
“Medical Subsidies will increase for 2 party and Family. In addition, CalPERS plans will be more affordable, increasing money in your pocket.”
What are “medical subsidies?” An increase to flex benefits? Haven’t heard that term before.
Medical subsidies are employer contributions to the health plan.
So does that mean $50 more in my pocket each month for two persons covered under Exclusive Care?
Employees will no longer be able to take home the difference between the cost of premiums and the County’s contributions, but as premiums go up, yes, that $50 will be paid by the County instead of you.
So where does the 556% increase of dollars in our pocket come from.
What about cost of living increases?
I need clarification, so for someone who is maxed out, meaning you have reached max pay amount in your current position according to steps, we will not receive future raises? Is County changing pay scale at all? Current Pay scale for nurses is extremely low as is.
The salary range at the top of the scale will be increased throughout the life of the contract.
2021 = 2%
2022 = 2%
2023 = 2.5%
Total = 6.5%
You can find more in the TA summary here: https://www.seiu721.org/rivcohq.php
Very interesting that maxed out nurses who have worked hard to become IV or V and are required to spend alot of time on A-3 projects as well as being required to be in charge will have to wait another year for a small raise and also experience a 50% cut in the already small CN pay. These 2% raises are really less than a COL raise which we should receive annually anyway. And I have yet to have clarification on how the separation of differentials from our base pay will impact our annual salary. If we no longer receive… Read more »
Maybe I am not understanding the health insurance component. If the flex benefit is going away, am I now having to pay the full premium, out of pocket, for my insurance? If I choose to waive coverage do you happen to know if that is a triggering event that would allow me to go on my spouse’s coverage?
Maybe I am not understanding the health insurance component. If the flex benefit is going away, am I now having to pay the full premium, out of pocket, for my insurance? Flex benefit contribution of $823 is not going away. Whether or not you pay out of pocket depends on the group (single, 2 party, family) and insurance plan you enroll in. If I choose to waive coverage do you happen to know if that is a triggering event that would allow me to go on my spouse’s coverage? The County will have an open-enrollment period in 2020. Enrolling in… Read more »
Thank you. I misunderstood the FAQ question above. I read it that the Flex Benefit is going away when in reality it indicates that the Flex Benefit cash back is going away.
Hi, I also have some questions as well. I am hoping to get some clarifications/answers for myself and co workers….. 1. I hope I am reading this correctly, those who are not at the maximum range of salary ranges, will we be seeing a 4% each year? 2. Was a cost of living increase ever discussed during negotiations? Will we be seeing any COL increases at all during this contract? Possibly the next? 3. Could you explained what the VEBA committee means? 4. Also could you also explain the minimum salary market adjustment in year 3? If there is a… Read more »
1. I hope I am reading this correctly, those who are not at the maximum range of salary ranges, will we be seeing a 4% each year? So long as your salary range is able to accommodate the increase. You might reach the maximum of the salary range in Year 2, 3, or 4. It depends on where you currently lie in the salary schedule. 2. Was a cost of living increase ever discussed during negotiations? Will we be seeing any COL increases at all during this contract? Possibly the next? No COLAS, discussions in mediation are confidential. The bargaining… Read more »
The Imposition took away the option to move your vacation leave bank into a VEBA upon retirement. Was that restored? Also, what does “Formulation of a VEBA committee” mean?
The imposed terms for VEBA will remain until we can negotiate alternative investment vehicles 90 days following Board of Supervisor approval of the TA.
When will the contract begin and end? As someone who has been maxed out, when will I see an increase in wages?
If ratified, the MOU will end in 2023.
For maxed out members, the salary range at the top of the scale will be increased throughout the life of the contract.
2021 = 2%
2022 = 2%
2023 = 2.5%
Total = 6.5%
But this is deceptive because we will have to pay 1% in short term disability we currently don’t have to pay. So the reality the first year it is a 1% raise.
Actually, the first year will be a NEGATIVE 1% raise, the 2% raises begin in year 2.
With LIUNA’s Fairness Clause, will they also get the increases to the top of the pay range or is this just SEIU that gets that?
No, they would have to negotiate this in their agreement since their Fairness Clause expires with the term of their contract.
Can we see a breakdown of what the new CalPERS healthcare plans will cost for single, employee + 1 and families? Can we also see a comparison as far as what we are currently paying for all three tiers?
You can see the breakdown on the final page of the TA summary that’s linked to in the HQ: https://www.seiu721.org/rivcohq.php
There is nothing in regards to promotions. Will we still continue to have a 5.5% raise at promotion? Will there still be a raise 6 months after a promotion?
While something is better than nothing, a 6.5% raise over 4 years isn’t impressive, especially when the first 2% isn’t until the middle of 2021.
Will we still continue to have a 5.5% raise at promotion? Will there still be a raise 6 months after a promotion?
Yes
When will employees receive the 60 hours vacation?
40 hours in year one, 20 in year three.
year one 2020 or 2021?
Presumably 2020.
All in one lump or spread out over the year? Will we be able to cash out the 40 hrs if we retire in 2020?
The vacation may not be converted to cash. 40 hours in year 1 and 20 hours in year 3.
When in year one? At thee very beginning of new contract?
The new MOU would begin four pay periods after the board approves the contract.
Extra vacation?
will county honor cost of living increase? COLA? WE HAVE BEEN WITHOUT IT! is that gone forever? I read nothing on the cost of living increase?
The TA does not include a COLA.
Vote “No!” SEIU, this is a bad deal for SEIU members. Do the math and you will see that this is in fact a demotion for many of its members. Compare this to our last contract and tell me how this new contract improved my pay and benefits. The elimination of the “cash back” flex benefits is a loss of $235.24 per month for me. Times that number by 12 and I will see a reduction in $2,822.88 per year from my wages. Times that yearly loss by the four year contract and I lose $11,291.52 over the course of… Read more »
I agree. I called today and asked for answers to all these questions about how the separation of differentials will affect us. In the past separation meant that we did not receive these on holidays, vacation days or sick days. I calculated that I could lose up to $1800+ a year. I also looked at the nursing grid that compares our current steps to the future steps/ broad band. It looks like the $2.50 that I currently receive at the Arlington campus and a $3 differential for advanced practice as a nurse IV will actually only be $2.73 as the… Read more »
I looked one sided to me the rest time I read it , without doing ay math at all. It’s all political whitewash
It says there is now no parking provision. What does that mean? I currently pay $35 a month to park in the structure.
Will Cal Pers be less expensive than Exclusive Care Family Plan?
Click the image of the TA summary here and it will open a PDF with the summary, which includes a matrix showing the Calpers plan: https://www.seiu721.org/rivcohq.php
No. It’s only less that the most expensive plans offered like United Health Care etc.
This TA is very confusing. It appears that CN will go from $2.50 /hr to $1.15. Also how do we know where we will be on the “broad band?” It also sounds like we would lose money when the differential is no longer included in the base pay. For ex. Arlington RNs have their 5150 certification differential included in the base pay. If we no longer receive it when on vacation or on sick days this would be a great loss of pay. Does January 1st of 2020 start the new contract year 1? I am a nurse IV. I… Read more »
When will I receive clarification? Difficult to vote when so much is unclear.
When will I receive answers to these questions? How can we vote if there is a lack of clarity?
We are attempting to respond to questions as quickly as we are able. We will also be holding meetings at worksites across the county in the coming weeks where you will be able to ask any questions you may have. The site meeting schedule will be posted on the Contract HQ shortly.
The RN restructure is available at the contract HQ: https://www.seiu721.org/rivcohq.php
New contract would kick in four pay periods after it’s signed off on by the BOS.
Anyone with specific questions about how the TA would affect them is encouraged to attend one of the upcoming worksite meetings, which can be found here: https://www.seiu721.org/2019/12/riverside-county-ta-worksite-meeting-schedule.php
Even though the differentials are no longer part of the base pay, the County agreed that the overall compensation is still calculated toward your retirement. And, your overall compensation will be used to calculate vacation or sick pay. In addition, we stipulated a “No Harm” clause that protects against any loss in compensation.
How do I access the Calpers’s summary sheet? How do I find it?
Click the image of the TA summary here and it will open a PDF with the summary, which includes a matrix showing the Calpers plan: https://www.seiu721.org/rivcohq.php
So what if I am not currently “maxed out”, but based upon current schedule a step away. How will the change to salary affect the raise that would have been receiving next year? With the change to salary are we losing steps, so the max amount is less?
Members will continue to move up the salary scale yearly, with a 4% increase each year. So, in your case, if the contract is ratified and the date of your raise is at least four pay periods after the board approves the MOU, you would receive a 4% step instead of the ~2.75% that the imposition contract dictates.
The change in salary both removes some of the “bottom steps,” so new employees come in at a higher rate and adds “steps” to the top so that topped out employees will now receive yearly raises.
Hello I have a question: I promoted into a new position and received a 5.5% (2 step) increase and were due to receive another 5.5% (2 step) after six months, so in mid-Jan 2020. After the county imposed the current terms, I am set to receive one step instead of the two. So will I be receiving a one step or two step in January?
Will be moving away from steps and transition to broad banding where members will receive a 4% increase on their anniversary date. However, this TA vote is going to be finalized on 1/17/20 and the Board of Supervisors will vote to approve (if members ratify) on 1/28/20. The 4% merit increases are effective 4 pay periods following Board approval. You will end up receiving a 1 step increase (2.71%) in mid January of 2020 and a 4% increase in January of 2021 due to the effective dates of the merit increases.
I doubt it’s just me, people appear to be confused, this new contract doesn’t sound to be as great as it’s being presented. We’ve been working without a contract for over three years, and now we’re being handed a contract that is not very clear and doesn’t appear to truly benefit the employee. I didn’t see anything about a COL, which I was hoping to see. The employees are losing faith in the union’s ability to Negotiate and represent the employees of Riverside County.
i am a bit discouraged with the tentative agreement. First, since i’m maxed up/topped off , I am not seeing any salary increase till 2021. Secondly, for the Operating Room, critical pay from what I’m understanding as Specialty Care Unit Differential is going to be reduced from $3.00 to $2.50/hr. and that it is going to be treated separate from base pay. So here we are talking of a lot of money lost, considering we take/are assigned a lot of calls, and calculation of call pay depends on base pay( if the language has not changed from last contract). Another… Read more »
I agree with you about the decrease in CN pay. I’m a CN in the psychiatric ED at the Arlington campus and I currently feel that the differential is inadequate considering the fact that it is a very stressful job. I support your concerns as an OR nurse and I can’t imagine any nurses at the medical center taking a decrease in pay! We psychiatric nurses are aware of all the hard work you do and we support all of you in this situation. We are all in this together no matter what campus we work on.
So, can all employees now waive medical? I know before you could only do so if hired before a certain date? If we can now all waive medical will we be paid $200/$465?
correct
But we won’t be able to make the selection until Oct. 2020 correct? When would the banking of extra medical monies end?
Members would be able to continue to take home the flex benefit cash until the county begins open enrollment – likely sometime in the summer.
What is the effective date of the contract? Especially merit and anniversary increases.
This will depend on both the SEIU 721 ratification vote and the board’s approval.
Is there a way to see the actual TA not just the summary?
That would be a good idea.
It will be available on 12/16 on the Contract HQ page.
Regarding the “me too” Clause with LIUNA, will Calpers be offering health insurance for retirees?
Yes
Do you have any more details
So the $139 retiree medical amount can be applied to any private insurance we choose? How does that work?
I haven’t seen anything about dental or vision insurance? Is that now coming out of our checks.
Depends on your plan choices and whether you are enrolled in single, 2 party, or family.
How does this affect those of us who are schedule for a step increase 01/02/2020? Are we only going to see the 1/2 step increase? or will the 4% increase be applied after the voting is completed???
The 4% would kick in four pay periods after the contract is approved by the board.
For employees that are topped out in pay (and have been for 3-5 years) and are single (which means no one else for medical coverage, it certainly seems like the benefits of this contract are pretty slim. A 6.5% raise over 7 years (3 without a contract + 4 with this new one) isn’t much real money, and health care premiums are paid for whether they’re County provided or CalPers isn’t really all that much to speak of. In fact, it seems like the only thing I’m gaining out of this extra vacation time (equal to a day and a… Read more »
We are confused. Will regular, non maxed out employees get 4% annually, AND 2% year 2, year 3 and year 4?
That is how it was explained to us.
No, maxed out employees will get 2%, 2%, and 2.5% in year 2, 3, and 4 respectively.
Non maxed out will get 4% a year?
correct
Will Kaiser health plan still be available?
If you have overage flex credit dollars can you put them into a FSA account so that you don’t lose them?
Our bargaining team is checking on this.
If I’m at Step 1 of my position (I was recently promoted), does that mean in the first year of this contract, I would be bumped up to what was formerly Step 4, since you’re eliminating the bottom three steps to creat the new minimum?
That’s correct, all employees would be brought to the minimum if not there yet.
Thank you. And thank you to negotiating team. It had to have been a ton of work.
I don’t understand the increase in salary for those maxed out waiting until 2021; you have employees who have been maxed out for a couple years, yet our benefits just increased. We now bring home less money.
You state waiting for the CalPERS insurance, and this will place money in your pocket, however, you have members getting ready to retire next year. This does not sound like a good plan for those that have worked for the county for years..
How much are we required to now pay for Short Term disability?
What does the dental and vision coverage look like?
1% of your wage; so you stand to lose around $300/month as a result of this deal Cassie. (Lost flex benefit cash back plus disability tax)
1% of your pay; so you stand to lose around $300/month because of this deal Cassie. (Flex benefit cash back plus disability tax)
Short term disability is 1% of monthly income as required by the state.
Dental and vision info can be found on the County HR site – https://benefits.rc-hr.com/EmployeeBenefits.aspx
This TA says we have a me too agreement with LIUNA, this covers wages and benefits. Why are not getting the cash back on Flex Benefits when LIUNA still is? It would seem the new agreement violates itself from the start. Can you provide a reason or information regarding this.
Because we agreed to the elimination of the cash back to switch to CalPERS which has lower premium costs, $200 medical waiver for anyone hired after 11/04, and increased retiree medical contribution to $139.
I did the math…let’s say the future held one of two options: 1. We take this deal and as a result the flex benefit loss alone results in single party Exclusive Care members losing roughly $11,200 over four years. 2. We say no thanks SEIU/County I’m willing to go on strike to get a better deal and keep my flex benefits. We would literally be better off doing this, stick with me here…You can literally go out and get a personal loan (or just sacrifice your savings…) for $9,500 @8% for 48 months, which will result in $11,200 paid after… Read more »
I will try to make this short. I’m topped off and within less than 5 yrs till retirement. I stand to gain nothing. Even with a portion of the proposed differential I would only break even. This may benefit new employees. Specific insults are cutting CN differential. There now is absolutely no reason to step up into CN for the shift. Our managers have added more to the list of responsibilities. When we frequently work short CN and 2nd take patients. New hires no longer retire at 3% . That will be a huge disincentive for anyone considering coming to… Read more »
Adam – I’m in the same boat as you. Please see my comment above.
I wished the SEIU would be honest. One percent will start coming out of our checks for short term disability starting right away. They refer to this as a win. It isn’t a win. Right now we do not pay anything for short term disability. The state system is not better (or worst) that our current short term disability. So it is two percent in and one out. A first grader can tell you that is not a two percent raise. Without the actual agreement, what else is there that has not be disclosed? What is SEIU getting from the… Read more »
So for some of us who are currently topped in pay and haven’t received any increases since 2016, we still have to wait until 2021 for increase? So let me see if I understand this right, we are getting 6.25 increase from technically mid-2016 to 2023? That’s seven years for 6.25! And we should be excited about this?
VOTE NO AND LET’S STRIKE! When a contract imposes it’s employees to LOSE money rather than gain it – ESPECIALLY AFTER 3 1/2 YEARS WITH NOTHING – it is a bad contract! In my case, taking away the flex benefit overage that we are currently getting when we don’t spend all of our flex benefit each month, I will be LOSING $235/month – that’s over $11,000 over the next 4 years! I know I’m not the only one! And according to this tentative agreement, since I am topped out for my job class, I won’t be getting a pay raise… Read more »