Member News

Updated: December 5, 2018
2018 Election Update: No election necessary, all positions ran unopposed.


Updated: May 31, 2018
Contract update: At a meeting on May 30, 2018, members in attendance voted 21-9 to accept the County offer. Summary below: 

Section 2.12: LABOR ORGANIZATION ANNUAL REPORT
Eliminate redundant reporting

Section 2.13: FAILURE TO FILE LABOR ORGANIZATION ANNUAL REPORTS
Eliminate redundant penalty

Section 7.4: OUT OF CLASS
Requires County to advise the Association of Out of Class assignment extensions

Section 7.5: SALARY INCREASES
Effective June 24, 2018 – Three percent (3%) increase to all classes
Effective June 23, 2019 – Two to four percent (2%-4%) increase to all classes
Effective June 21, 2020 – Two to four percent (2%-4%) increase to all classes

Section 7.6: BILINGUAL PAY
Increase oral skill differential from thirty cents ($.30) per hour to forty cents ($.40)
Increase oral/written differential from thirty-five cents ($.35) to fifty cents ($.50) per hour

Section 7.8: NIGHT SHIFT DIFFERENTIAL
Increase night shift differential from five percent (5%) to seven and one-half percent (7.5%) for Airport Operations Officer

Section 7.10: MASTER’S DEGREE
Add two and one-half percent (2.5%) differential for possession of Master’s Degree in Aeronautics, Aerospace or Aviation for Airport Operations Officers

Section 8.1: HOLIDAYS
Roll in addendum that added March 31st as holiday (clean-up only)

Section 9.2: SICK LEAVE
Adds relatives living with employee to relationships qualifying for leave

Section 9.5: FAMILY DEATH LEAVE
Adds grandparent-in-law to relationship qualifying for leave

Section 9.6: PARENTAL LEAVE
Requires verification of intent to adopt and eliminates home study requirement
Provides an extension of leave for employees on military leave

Section 10.5: LIFE INSURANCE
Clean-up rewrite of additional benefit options (no change in benefit level)

Section 12.7: NOTICE REQUIREMENT AND EFFECTIVE DATE OF HIRE
Identifies last known address as that entered into the County payroll system

Section 13.9: NOTICE OF LAYOFF
Identifies last known address as that entered into the County payroll system
Provides five (5) day assumption of delivery by mail

Section 14.4: MILEAGE REIMBURSEMENT
Eliminates reimbursement deduction after 600 miles driven per month
Eliminates $48.00 minimum mileage claim

Section 15.1: TERM
Three year (3) through June 30, 2021


Updated: November 14, 2017
DHHS Restructure: The Department of Health and Human Services is moving forward with a restructure that will result in the separation of Health and Human Services with two departments. The County has targeted an effective date of March 4, 2018 at which time employees will be assigned to their respective departments.

The Sacramento County Administrative Professionals’ Association (SCAPA) met with the County on November 13, 2017 to commence the meet and confer process to discuss the impacts of the restructure. The County intends to assign employees to departments based on the current duties and assignments and area of support. As the list of assignments is developed we will provide the information to our members so that you can provide us with any concerns you would like addressed during the process.


Updated: June 30, 2017
Sacramento County made the following statement on June 30, 2017:
Some of your members and their dependents who have Western Health Advantage (WHA) for a medical plan and see a UC Davis physician have received, or will be receiving a letter informing them that UC Davis is withdrawing from participation in the WHA health plan. UC Davis was a founding business partner in establishing WHA, and this marks a very significant retreat by UC Davis in the local market. Attached is a sample of the WHA letter sent to members, and a copy of the UC Regents action item with some additional details about the decision.

At this time, there is no immediate replacement medical plan that will allow County employees to continue seeing a UC Davis physician after Jan 1, 2018. Approximately 500 employees with WHA coverage have selected physicians in UC Davis. We do not know the number of impacted dependents. We are actively requesting quotes from other medical plans on an urgent basis, but it is not a certainty that any other carriers will want to quote given our current participation structure and the number of impacted participants.

For now, no immediate action needs to be taken. However, absent any new medical carrier or plan offering, impacted employees and dependents have two options. First, they could stay with WHA coverage and change their primary care physician. WHA will actively assist in the process, including establishing a dedicated phone number and transition team as mentioned in their letter. A primary care physician change can be made at any time directly with the health plan and does not need a life event.

The second alternative is to change medical plans at Open Enrollment to either Kaiser or Sutter for January 2018.

Related Documents:
UC Regents Action Item – UC Davis Withdrawal From WHA
WHA UC Davis Member Letter


Updated: February 21, 2017
County of Sacramento Restructuring: The County plans to change its organizational structure. This may affect some of you; please reach out to us if you feel it might at info@scapaonline.org. SCAPA plans to meet with the County to discuss the impact. Restructuring Memo with Proposed Changes (PDF)


Updated: November 7, 2016
SCERS Actuarial Valuation and Review


Updated: June 30, 2016
“Kin Care” Updated and Expanded: California law allows full-time employees to use one-half of their available annual sick leave up to a maximum of 60 hours in a calendar year to care for themselves or a family member (Child, Parent, Spouse / Registered Domestic Partner, Grandparent, Grandchild, Sibling).

While Kin Care has been a law in California since 2000, it recently was updated and expanded.
What is Kin Care?

Kin Care is a California law that allows employees to use up to one-half of their annual sick leave entitlement to care for a family member or themselves. Sick leave taken under Kin Care is protected and may not be used as a basis for disciplining an employee for absenteeism.

Who is eligible to take time off under Kin Care?
Permanent and temporary employees who accrue sick leave are eligible to take time off under Kin Care. Temporary extra help employees who receive 24 hours of sick leave annually under the Paid Sick Leave law, are also covered by Kin Care.

How much time off can an employee take under Kin Care each calendar year?
Full-time County employees accrue up to a maximum of 120 hours of sick leave a year. Under Kin Care, employees may take up to one-half of their annual sick leave accruals (or up to a maximum of 60 hours) to care for eligible family members or self each calendar year. This amount is pro-rated for part-time employees.

An employee who has exhausted their Kin Care hours for the calendar year may be eligible (provided they have sick leave balances) the following January 1st.

For what reasons can an employee take time off under Kin Care?
Employees may use leave under Kin Care for the diagnosis, care or treatment of an existing health condition, or preventive care for themselves or eligible family member. An employee who is a victim of domestic violence, sexual assault, or stalking is also eligible.

What family members are covered under Kin Care?
Employees may use their sick leave to care for:

  • Self. Kin Care now covers time off for sick leave self.
  • Child: biological, adopted, foster, step, legal ward or a child the employee stood in loco parentis to (regardless of age or dependency status, i.e. adult children).
  • Parent: biological, adoptive, foster, stepparent, or legal guardian of an employee or employee’s spouse (i.e. in-law) or registered domestic partner, or person who stood in loco parentis to employee.
  • Spouse or registered domestic partner
  • Grandparent
  • Grandchild
  • Sibling

Is any documentation or verification required to take Kin Care?
No, employees taking leave under Kin Care do not need to provide medical documentation to substantiate their need for leave.

Does Kin Care apply to vacation, CTO or holiday in lieu (HIL) hours used in lieu of sick leave?
Kin Care leave only applies to accrued sick leave hours. If an employee does not have sufficient sick leave balances to cover their time off, it is not covered by Kin Care.

Does FMLA/CFRA run concurrently with Kin Care?
It may. Time off to care for certain family member, such as spouse, child, domestic partner, etc.) may qualify for leave under FMLA/CFRA and Kin Care. However, time off to care for siblings, grandchildren (unless loco parentis) and grandparents generally do not qualify for leave under FMLA/CFRA.

Example Scenarios:
*Assumes permanent full-time employee unless otherwise stated.

  1. Employee calls in requesting sick leave self for 5 days or 40 hours. He currently has 100 hours of sick leave hours accrued and has not used any sick leave this calendar year. Is this time protected by Kin Care?
    The time off is protected by Kin Care (and possibly FMLA/CFRA, depending on the circumstances). Employees may use up to one-half of their annual sick leave accrual, or 60 hours, (if they have the balances) for Kin Care sick leave. The employee has accrued enough sick leave to cover the time off and has not exhausted their Kin Care entitlement, so the time off was protected.
  2. Employee called in sick leave self for more than three days. Does she need to provide a medical note clearing her to return to work?
    In general, most County labor agreements have language permitting the department to request a medical note substantiating the need for sick leave. However, the new Kin Care Law prohibits an employer from requesting or requiring a medical note if the time off was covered by Kin Care.An exception would be if the employee returns to work and indicates they have an injury and therefore have restrictions with their work (e.g. can’t lift over 20 lbs, work only 4 hours a day, elevate their right foot, etc.). In this situation, you may request the employee provide a medical note stating their restrictions and how long they are in effect to determine if a reasonable accommodation may be made.
  3. An employee’s brother is seriously injured and he requests time off to care for him. Employee has accrued 500 hours of sick leave, but minimal vacation balances. Employee is represented and his labor agreement does not list siblings as an eligible family members for sick leave. Can he use his sick leave balances to care for his brother? If yes, how much?
    Siblings are considered eligible family members under Kin Care. Employees may use up to one-half of their sick leave annual accrual ( up to a maximum of 60 hours), once accrued. Any additional time off beyond the Kin Care protection, he will need to use vacation or leave without pay. (Provided the department approves his time off).NOTE: In general, time off to care for an ill or injured sibling (non-military) is not covered by FMLA or CFRA. However, the employee may be eligible for Paid Family Leave (PFL) benefits through the State of California.

Questions? Please contact your HR Service Team.


Updated: April 5, 2016
Salary update: Many people have asked about the upcoming salary increase. Effective June 26, 2016 salaries will increase 5%. We also will pay an additional ~1.23% to retirement contributions just like we’ve done each year beginning in 2014.

2014-2018 Summary:
Cost of Living Adjustments: 2014 2-4% 2015 2-4% 2016 4% 2017 2-5%
Restoration of 4.9%: 2014 2% 2015 1.9% 2016 1% 2017
Retirement Contributions 2014 (~1.23%) 2015 (~1.23%) 2016 (~1.23%) 2017 (~1.23%)

Updated: January 14, 2016
Negotiation update: The negotiating team continues to gather information to complete a proposal that will require the County to consider the salaries and salary relationships of all SCAPA job classifications using surrounding markets as the standard for appropriate pay. The proposal will also include revising current benchmarks to more accurately compare SCAPA represented job classes to the market. As far as we know, in the classes we represent the County has never correctly utilized benchmarks to determine appropriate pay.


Updated: May 18, 2015
Cesar E. Chavez Holiday: The Board of Supervisors approved an additional eight (8) hours for the creation of the new Cesar E. Chavez holiday/service day. The day will be recognized on March 31st of each year. Labor Relations will meet with each REO individually to amend the collective bargaining agreements to reflect the new holiday.


Updated: April 17, 2015
Consumer Price Index: This year the CPI reported a 1% increase; according to our contract we will receive a 2% minimum CPI salary increase effective July 2015. At the same time our contract guarantees that we will receive a additional 1.9% restoration increase. Please See Attached


Updated: December 3, 2014
Election Update: No election necessary, all positions ran unopposed including Secretary — current incumbent elected to not run for additional term.


Updated: November 27, 2014
Election Update: SCAPA would like to welcome our new secretary, Staci Meredith, who will join the Board effective December 10, 2014, after running unopposed. Staci was a member of the 2014 negotiating team for SCAPA where her knowledge of Sacramento County was appreciated by the whole team. We thank her for her willingness to donate her time, skills and experience to SCAPA.

At the same time we will say goodbye to Kathy Seatris and Irene Perry.

Kathy has served on the Board as secretary since 2010. She’s someone who the board could always count on, and was a pleasure to have on the team. Irene has been our member-at-large since 2011. Her wisdom and guidance was instrumental when making crucial decisions.

The SCAPA board acknowledges the personal time both Kathy and Irene have sacrificed while serving their terms. We would like to express our gratitude for their dedication and appreciation for their talents . We wish them well in their future endeavors.


Updated: October 16, 2014
Arbitration Update: Effective July 1, 2014, the County placed the Assistant Planner and Planning Technicians in the SCAPA unit to which ETTI objected and asserted they belong in the ETTI unit. SCAPA asserted it did not seek the placement, but welcomed the opportunity to represent these classifications.

The community of interest criterion of S.C.C. §2.79.080 argues for including the Assistant Planner and the Planning Technician in the SCAPA unit, since both groups have duties that are similar to those of other Planners, all of whom are in the SCAPA unit.

However, the arbiter decided to adhere to §2.79.080-d in his justification, stating that the Assistant Planner and Planner Technician classes must be assigned to the ETTI bargaining unit. SCAPA retains representation of the Associate Planner classifications –previously known as the Planner III and Senior Environmental Analysts.

View attachment for additional information


Updated: October 8, 2014
Board Election: Nominations for the SCAPA Board will be accepted until 5 pm, November 9, 2014.
Please see the attachment.


Updated: August 22, 2014
JLM ACA Update: JLM ACA Update: Yesterday, 8-21-14, the County held a Join Labor Management, JLM, meeting with Union representatives. The County has held very few JLM meetings in the past to discuss health benefits issues; and even fewer for other general issues. The County is now interested in meeting more often either starting late this year or early next to address the impacts of ACA and the trending of employees choosing Kaiser as their health care provider. As you can see in the material via the links below most County employees are moving to Kaiser because it is less expensive. This year and next the County has an agreement with Sutter and WHA to control the rates with a 9% cap for increases into 2015. The rates will slightly increase next year but not as much as the cap would have allowed –this varies depending on your selection.

There are a few changes being rolling out. See the “additional items” page of the material. Lower dental premiums, no changes to vision and other items. The last item on the list is a Critical Incident/Cancer Plan. This was explained as a similar product to AFLAC — possibly less expensive too. We have been asking for something like this for a few years now so it is of great interest to see more about this plan when they decide to share more about it.

There is a page titled Assumptions. This was interpreted by audience members in different ways so I would like to give a brief explanation for you. The intent of #1 is that right now there are fewer people migrating to Kaiser due to the competitive rates provided by Sutter and WHA. The rates for 2016 will probably rise substantially once our current contract ends with those two providers. The following year the County expects more migration to Kaiser. The #2 section shows that there is a migration of employees choosing a High Deductible plan versus a standard HMO plan.

The County would like employees to move to High Deductible, HD, plans and use the Health Savings Account, HSA to the fullest extent possible. This does a couple things; it lowers the expense for you and the County and allows you to set aside money into the HSA for non-covered medical expenses. It also allows you to save the money tax free for use when you separate from the county and need to pay for medical premiums. If you have questions about all of this I suggest speaking with the benefits office about your specific situation.

As many of you are well aware, the ACA has a Cadillac tax, which starts in 2018, on every dollar for medical over the limits below which are annually adjusted. This includes the portion the employer and the employee pays for medical. The current annual limits are $10,200 for individuals and $27,500 for families. Right now it looks like we are below the limit but in a few years things may change. SCAPA plans to meet soon with the County to discuss ideas and options for lowering expenses (some of them listed on pages 12 and 13.) We will do our best to negotiate with them, but ultimately the County will make its own final decision.

We will keep you in the loop as much as possible as this moves forward. If you have ideas, particularly creative and knowledgeable ideas to help with this, please send us a message.

Group Insurance For Active Employees 2014 Update (View/Download)


Updated: August 4, 2014
Arbitration Update: We will likely hear from the arbitrator in mid-September. Thank you to those who have shown support for joining SCAPA but the ultimate decision of which union will represent you belongs to the arbitrator.


Updated: July 30, 2014
Announcement: Per the new SCAPA contract, permanent full-time employees will receive 64 hours of paid administrative leave in exchange for furloughs taken in 2009/10. The administrative leave time has no cash value and must be used before June 30, 2018.

The County has loaded the hours to your leave accruals effective 7/27/14 and will appear on your August 15th paycheck. You may begin using the hours during this current payperiod with timesheet code Z291 “Negotiated Admin Leave.”


Updated: July 24, 2014
Meeting: SCAPA has a scheduled meeting with the County on August 13th to discuss options for union release time; this is the earliest date the County was available. As previously announced, a meeting with membership is scheduled on August 6th to answer questions and become more familiar with union release time. Membership requested this meeting with the SCAPA board within 30 days of our last meeting on July 10th.


Updated: July 22, 2014
Announcement: County Board of Supervisors approved the SCAPA contract on Tuesday, July 22. We found a few errors and the County has promised to work with us to make the necessary corrections.


Updated: July 22, 2014
Meeting Announcement: Meeting scheduled on August 6, 2014, 9616 Micron Ave, CONF 1, 5:30-7:00pm to discuss union release time.


Updated: July 21, 2014
Arbitration: We were in arbitration for 9 hours on Monday supporting the County’s decision to assign three newly reclassified classifications of Associate Planner, Assistant Planner and Planning Technician to SCAPA.


Updated: July 16, 2014
Negotiation update: Contract scheduled for Board approval July 22, 2014, according to County Labor.


Updated: July 10, 2014
Negotiation update: CONTRACT RATIFIED. Membership voted 77-10 to accept the County offer.


Updated: July 3, 2014
Negotiation update: REMINDER: Directional / ratification vote on Thursday, July 10 , 2014, 6:00PM at 700 H Street Board Chambers. Only dues paying members are able to vote.

County Language 6.7 | County Summary (1) | County Summary (2) | County Summary (3) | County Summary Correction


Updated: June 26, 2014
Negotiation update: Announcement of directional/possible ratification vote on Thursday, July 10, 2014, 6:00PM at 700 H Street Board Chambers.


Updated: June 25, 2014
Negotiation update: SCAPA has met with County several times in the last few weeks. We are very close on many of the issues but still not close on the matter of compensation. We have another meeting scheduled this week with the County to discuss salaries and to remind them again that we have not received any pay increases for several years.


Updated: June 6, 2014
Negotiation update: SCAPA continues to negotiate with County; these first meetings have established the ground rules and placed issues on the table. Some of the issues in discussion so far: COLA’s, equity adjustments, increased retirement costs (PEPRA), increase transit subsidy, increased education incentive, stand-by pay, admin leave, improved HIL policy, increased County contribution for dental, increased reemployment and reinstatement rights, disability return rights.


Updated: May 12, 2014
Negotiation update: County has agreed to begin contract negotiations with SCAPA beginning May 15,2014.


Updated: March 3, 2014
Potential Grievance Update: DHA Management has reversed the decision to deny time off requests. Time off requests are now being approved.


Updated: March 3, 2014
Negotiation Update: The negotiations with the County have not yet begun; we are anxious to begin but are in need of a member who has interest to become part of the negotiating team. We are seeking someone who can take notes, keep documents and has voting rights on the team. If you’re interested please send us your contact information and a brief explanation of why you should belong on the negotiation team to: scapavp-1@yahoo.com.


Updated: February 28, 2014
Potential Grievance Update: DHA management has issued directive to their Program Managers to deny time off requests for all staff for dates in March. SCAPA contacted DHA to express concern.


Updated: February 26, 2014
Unit Modification Arbitration Update: SCAPA presented testimony for unit modification of the Personnel classes, and final closing arguments given by both sides. Expect at least one month for the final decision; the arbiter did not give a specific date.


Updated: February 21, 2014
Hostile work environment update: SCAPA met for the third time with Robert Bonner to discuss the same issue which County either did not respond or didn’t supply a satisfactory response. SCAPA also introduced our new Labor Representative, Michelle Laidlaw and Kim Gillingham.


Updated: February 20, 2014
Unit Modification Arbitration Update: SCAPA presented arguments for unit modification of the Personnel classes.


Updated: February 14, 2014
Unit Modification Arbitration: County is challenging the addition of the personnel classes to bargaining unit 034 (excluding the Retirement Benefit series).


Updated: December 30, 2013
Unit Modification Update: SCAPA received a sufficient number of signature cards for the personnel classes and presented them to County before the deadline.


Updated: November 1, 2013
Unit Modification Update: SCAPA informed County of a unit modification request to add the non-confidential, unrepresented classes within personnel, including: Personnel Technician, Personnel Analyst, Senior Personnel Analyst, Employee Benefits Analyst, Retirement Benefits Specialist and Senior Retirement Benefits Specialist.


Updated: November 1, 2013
Hostile work environment update: SCAPA met again with Robert Bonner to discuss the same issue which County either did not respond or didn’t supply a satisfactory response.


Updated: October 4, 2013
71-J On-Call consulting services update: SCAPA met with Labor Relations


Updated: September 30, 2013
Hostile work environment update: SCAPA met with Robert Bonner to request County’s help resolving the many complaints about OES being a hostile work environment. Other issues were discussed such as out-of-class-assignments and conscientious objectors.