outreach - capt · 2020-01-07 · non-union worker’s median income was 19% lower than union...

California Association of Psychiatric Technicians1220 ‘S’ Street, Suite 100Sacramento, CA 95811-7138

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Permit No. 46Sacramento, CA

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California Association of Psychiatric Technicians

2020

January/February OUTREACHYES 96%

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BU 18 approves TA!

psychtechs.net

See page 12-15

Fairview STAR Chapter Contract Ratification Meeting, Jan. 7, 2020

2 - January / February 2020

Reminders & IMPORTANT INFO

Christine Caro, Editor and Layout DesignerCarol Wiesmann, Managing Editor

CAPT is represented by Lyles, Wiesmann, Pizzotti and Associates, Inc.

Imagesetting and Printing byCPS Publications and Mail Services

Sacramento, CA

Outreach is the official publication of the California Association of Psychiatric Technicians and is printed at least six times each year.

Outreach is published by: CAPT Headquarters 1220 ‘S’ Street, Ste 100 Sacramento, CA 95811-7138 Phone: Toll Free (800) 677-CAPT (2278) or locally at (916) 329-9140

CAPT is a non-profit corporation serving as the exclusive representative of all employees in Psychiatric Technician Bargaining Unit 18 in California State Civil Service.

CAPT is also the professional association for all California Psychiatric Technicians.

Volume 37, Issue 1January / February 2020

Check out our catastrophic leave list on our website. Keep abreast of what’s happening! CAPT updates its website frequently, making sure you have current information on state, department, and CAPT news, at your facility and statewide.

psychtechs.netpsychtechs.net

Planning to retire soon?

Don’t forget that CAPT offers its retired members insurance benefits similar to what it provides its active members. As a retired member, CAPT will continue to provide -- $5,000 in Accidental Death and Dismemberment coverage and $5,000 in Life Insurance -- without any age term.

IMPORTANT: For your insurance to continue after your retirement -- for only $5 per month -- you must contact CAPT Headquarters at (800) 677-2278 within 31 days of the last day in the month in which you retired. If you fail to do so, your policy will lapse and cannot be reinstated.

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How to reach us ...CAPT Sacramento HeadquartersToll Free (800) 677-CAPT (2278)

or (916) 329-9140(916) 329-9145 (Fax)

You may contact your state and chapter officers directly. Their contact information is listed on the following page. If a voicemail is left on their cell or if you send an e-mail or text, be sure to leave your name, work location, and phone number, as well as a short explanation of your issue.

Going mobile? Take CAPT with you! CAPT’s popular www.psychtechs.net website – and all of its professional and union information – is here for you when you’re on the go! Our site automatically optimizes to suit your mobile device, and you can download our “CAPTApp” for your mobile device as well. Check these helpful tools out today!

us at: twitter.com/psychtechs

and follow some of our chapters on

Leaving the Bargaining Unit? Contact us to ensure your dues or fees are stopped!

When an individual leaves the bargaining unit, their CAPT dues should be stopped by the State Controller’s Office. However, the SCO may not automatically halt this deduction when an employee remains in state service. If you are planning to leave Bargaining Unit 18, please let us know. Also, if you have already left and have noticed your BU 18 dues have not stopped, please be sure to contact Debi Loger at (800) 677-2278 or at [email protected]. You may be eligible for a refund of up to six months.

2020 CAPT Board Meetings

CAPT’s policies require publication of the dates and locations of the quarterly meetings of the statewide Board of Directors be published. In 2020, the four meetings are:

March 10-11 May 19-20 August 11-12 December 8-9 Central CA Sacramento Southern CA Sacramento

In addition to regular meetings, special meetings are called if necessary. Board meetings are open to all members. Specific locations will be determined closer to the meeting dates.

2020 January / February - 3

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COVER: The votes have been tallied and Bargaining Unit 18 has voted overwhelmingly in support of the tentative contract agreement reached Dec. 13 between CAPT and the state.

Index

State President Eric SotoState President Eric SotoCAPT Southern Regional Office/Training Center13085 Central Ave., #7, Chino, CA 91710 Mail to: 1220 S Street, Suite 100Sacramento, CA 95811-7138(909) 364-2486 / (909) 214-4298 (Cell) / [email protected]

State Vice President: Paul Hannula (see Atascadero listing)State Secretary-Treasurer: Jaime Garcia (see Coalinga listing)

CHAPTER PRESIDENTS

Atascadero: Paul HannulaAtascadero: Paul Hannula4401 El Camino Real, Ste. KAtascadero, CA 93422-2708(805) 235-7832 (Cell) / [email protected](805) 460-6131 (Office) / (805) 861-2390 (Fax)

Coalinga: Jaime GarciaCoalinga: Jaime Garcia578 E. Elm St., Coalinga CA 93210Mail to: PO Box 933, Coalinga, CA 93210-0933(559) 978-1582 (Cell) / [email protected](559) 961-4467 (Fax)

Community Facilities: Donald CoferCommunity Facilities: Donald CoferMail to: c/o CAPT1220 S St., Ste. 100Sacramento, CA 95811-7138(909) 583-7786 (Cell) / [email protected]

Northern Corrections: Kim Souza Northern Corrections: Kim Souza Mail to: 1000 Lincoln Road STE H. PMB 207Yuba City, CA. 95991(916) 955-4807 (Cell) / [email protected]

Southern Corrections: Marilyn HayesSouthern Corrections: Marilyn HayesMail to: P.O. Box 917 Fullerton, CA 92836(661) 345-3476 (Cell) / [email protected]

Fairview-STAR (North/South and CSS): Randy TyerFairview-STAR (North/South and CSS): Randy TyerOffice in Employee Org. Rm.PO Box 2796, Costa Mesa, CA 92628-2796(714) 612-4072 (Cell) / [email protected](714) 957-5332 (Office)

Metropolitan: Carlos (Chuck) GarciaMetropolitan: Carlos (Chuck) GarciaMetropolitan State Hospital, 11401 Bloomfield Ave., Norwalk, CA Mail to: PO Box 59569, Norwalk, CA 90652-0569(626) 644-8030 (Cell) / [email protected](562) 286-8007 (Fax)

Napa: Chris CullenNapa: Chris Cullen PO Box 10906, Napa, CA 94581-2906(707) 363-2667 (Cell) / [email protected] (707) 736-7022 (Fax) Patton: Sylvia HernandezPatton: Sylvia Hernandez2544 E. Highland Ave., Highland, CA 92346 Mail to: PO Box 680, Patton, CA 92369-0680(909) 709-8633 (Cell) / [email protected](909) 864-1610 (Office) / (909) 864-1695 (Fax)

Porterville: Katherine RamirezPorterville: Katherine Ramirez376 North D Street, Porterville, CA 93257-3665Mail to: PO Box 8703, Porterville, CA 93258-8703(559) 359-4169 (Cell) / [email protected](559) 781-2278 (Office) / (559) 781-4440 (Fax) Stockton: Sam OrtizStockton: Sam OrtizStockton Metropolitan Airport5000 South Airport Way, Suite 207Stockton, CA 95206(209) 954-2031 (Cell) /[email protected]

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4 The President's View: 'What good is the union?'

5 Don’t let your chance to DECLARE pass you by! 6-7 California Institution for Women opens first CDCR clinical site for PT students

7 PT Hernandez presents union to PT students

8 RANGE CHANGES MADE EASY

9 CAPT issues ‘Red Tag’ on CMF

10-11 Proposed Budget Highlights for DDS, DSH and CDCR

12-15 BU 18 Approves TA!

16 Collective Bargaining, from start to finish 17 You pour it, you pass it

18 Contract Highlight: Injured on the Job? Know your Emergency Care Rights

19 Psych Tech Joel Rebosura earns PT of the Year at ASH

19 Catastrophic Leave Donations

20-21 Studies and Reseach: More Adolescents Seek Medical Care For Mental Health Issues

22 Yep, it's that time again

23 CalPERS Board Elects Henry Jones as President, Theresa Taylor as Vice President


'What good is the union?'

The President’s View

CAPT Brothers and Sisters, Fellow workers,

Being a state employee and union member for over 20 years, as well as a union activist for over 15 of those years, I have often been asked by people, “What good is the union?” or “Why should I join the union?” I am sure some union members or activists might cringe when they hear such questions. I, however, usually smile and relish the opportunity to spit some truth and spread the good word.

What is a union? Individually, workers wield little to no power compared to their employers. Unions help level that playing field. A union is a collection of workers banding together in common purpose and solidarity. A union is an organization in which workers join to increase their power at the bargaining table, at the workplace, and gain the ability to have an increased voice in their working conditions and pay.

The Bureau of Labor Statistics with the United States Department of Labor has published the following labor statistics:

▶ In 2019, union membership was at 10.3 percent. In 1983 (the first year this information was collected), union membership was at 20.1 percent. ▶ In 2019, the union membership rate of public sector workers was at 33.6% (five times higher than the private sector). ▶ Non-union worker’s median income was 19% lower than union workers. ▶ Among full-time wage and salary workers, union members had a median weekly income of $1,095 versus non-union workers at $892.

Hawaii and New York had the highest union membership rates in the country (23.5% and 21%), while North Carolina and South Carolina had the

lowest rates of union membership (2.3% and 2.2%). California was at 15. 2 percent.

According to other studies, the advantage a unionized workplace has versus a non-unionized workplace is even more significant for women and people of color. For example, women in union jobs earn 30-33% more than women in non-union jobs. Unionized African American workers earn 27% more than non-union African American workers. Unionization increases wages for typically low-wage Latina workers by 20 percent. Among Asian-American and Pacific Islanders, unionized workers earn 14.3% more than non-union AAPI workers.

So, when a person asks me, “What good is the union?” or “Why should I join CAPT?” I smile and relish the opportunity to explain to them that unions fight to better the lives of all our members, regardless of gender, race, religion, or ethnicity. We band together to bring about a more just workplace and a fairer society.

Eric SotoCAPT State President(909) [email protected]

Friend Eric on Facebook at www.facebook.com/statepres.soto

Solidarity Forever!


Don’t let your chance Don’t let your chance to DECLARE pass you by!to DECLARE pass you by!

If you’re planning to run for a CAPT Chapter office, don’t forget - the March 10 declaration deadline is FIRM!

Eligibility to RunTo run for office, you must have been a CAPT member and completed job steward training on or before Jan-uary 1, 2020.

Candidate Filing DeadlineMarch 10. 2020 is the deadline for filing a declaration of candidacy. The declaration must be received by CAPT Headquarters no later than 5 p.m. on March 10, 2020. A declaration must be signed by the candidate for it to be considered valid. Declarations must also include your address and phone number to be valid (for CAPT use only). The recommended method for filing the declaration is by “certified mail, return receipt requested” through the U.S. Postal Service. The date of delivery shall be the date of filing. Filing may be done by facsimile transmission (FAX) and via e-mail. If sent by email, declarations must be signed and in the form of an attachment. The candidate is encouraged to phone Headquarters to confirm that the filing was received. No filing delivered by a candidate or a candidate’s representative shall be accepted.

Atascadero Chapter (4 offices) President, Vice President, Secretary, TreasurerCoalinga Chapter (3 offices)President, Vice President, Secretary-TreasurerCommunity Facilities Chapter (4 offices) President, Vice President, Secretary, TreasurerNorthern Corrections Chapter (4 offices) President, Vice President, Secretary, TreasurerSouthern Corrections Chapter (3 offices) President, Vice President, Secretary-TreasurerFairview - STAR Chapter (3 offices) President, Vice President, Secretary-Treasurer

Which offices are up for election at your chapter?Metropolitan Chapter (3 offices) President, Vice President, Secretary-TreasurerNapa Chapter (3 offices) President, Vice President, Secretary-TreasurerPatton Chapter (4 offices) President, Vice President, Secretary, TreasurerPorterville Chapter (4 offices) President, Vice President, Secretary, TreasurerStockton Chapter (4 offices) President, Vice President, Secretary, Treasurer

REMEMBER ...

Candidate StatementsA candidate may submit a one-page campaign statement to be included in the ballot packets that will be mailed to members. To be included in the packets, campaign state-ments must be submitted with the declaration of candidacy or afterwards.

Candidate statements may be mailed, faxed or emailed, but must be received by Headquarters no later than 5 p.m. on March 10. If mailed, the date of delivery shall be the date of filing. Late submissions will not be accepted.

NOTE: Specific requirements for the candidate statements are in the CAPT Operating Policies. Contact your Chapter office or CAPT Headquarters and the requirements will be sent to you.

Eligibility to Vote In order to be eligible to vote, you must be a CAPT member by March 15, 2020.

Mailing of Ballots Ballots will be sent by first-class mail before April 1 to all eligible CAPT members.

Election Results Ballots will be counted on May 20 by the Sacramento ac-counting firm of Mistretta and Associates. Winners will take office that day at 5 p.m. There are procedures for runoff votes and election challenges.

If you have any questions regarding the Chapter election process, please refer to the Chapter Election Procedure

section in CAPT’s Operating Policies. Or, contact Debi Loger at 800-677-2278 or at [email protected].


After two years in the making, Psych Tech students may now, for the first time, earn their clinical training hours in a prison setting. The clinical training program is offered at the California Institution for Women in partnership with San Bernardino Valley College and Mt. San Antonio College in Walnut, California. The first set of clinical rotations began on October 16, 2019, with eight students from SBVC and on November 13, 2019, with ten students from SAC. The rotations run in 5-week intervals between the two schools. The second SBVC clinical rotation began February 5, with SAC starting its second rotation on March 18.

CIW Unit Supervisor and former CAPT Southern Corrections Chapter President Josette Manning (shown below leaning against table, second to left) was instrumental in getting the clinical training program off the ground. The journey began back in 2017 when Manning served as CDCR's PT representative at Cypress College for the department's Workforce Development Unit. Shortly after, Manning was invited to speak at the California Association of Psychiatric Technician Educators' annual conference to share with PT educators from around the state her knowledge and experience working as an SPT in prison healthcare. Manning's outreach to aspiring PTs continued as she diligently worked with CIW management, SBVC PT program director, and SAC PT clinical instructor

organizing college tours. Before long, the prison began working with school officials to devise and implement CDCR's first clinical rotation process.

"Having PTs gain experience and awareness within CDCR has been a long time goal of mine," Manning told the Outreach. "I'm grateful to have been a part of this great move toward improving the working experiences of PTs and affording opportunities for employment in all areas in which PTs work."

Five experienced Psychiatric Technicians were selected initially from a group of volunteer applicants to be the program's first set of preceptors. The five CIW preceptors selected were Jeff Lewis, Andrea Mims, Aniel Nji, Wendy Menius, and Erica Fuentes. Since then, 11 more PTs have become program preceptors. They are: Daniel Gutierrez, Lisa Dockery, Corey Armstrong, Jasmine Hampton, Teodora Erwin, Yolondia Mayes, Antonio Esqueda, Fridah Kithinji, Jeanette Mathews, Patricia McNeil, and Bryce Mitchell. Each preceptor completed a rigorous training program developed by the schools to facilitate better and supervise the students' application of theory to practice. Registered Nurse Instructor Elizabeth Opoku (shown below standing first row, right) led the PTs through their preceptor training.

Clinical experience is necessary to complete our education and is one of the essential parts of

California Institution for Women opens first CDCR clinical site for PT students

CIW PTs volunteer as preceptors

CIW PT Preceptor training event


becoming a Psychiatric Technician. After all, the majority (954 hours out of 1534 total hours) of our education is clinical. Clinical training provides PT students the opportunity to apply the theory taught in the classroom to a real-life setting. Clinical training sites also work to expose aspiring PTs to the various healthcare settings in which our skills are needed and applied.

The obvious goal is to expand clinical training opportunities to other state prisons in partnerships with local college campuses. With the state's closures of the developmental centers, it makes practical sense to open prisons with neighboring colleges with PT programs as clinical training sites. The CIW site also provides aspiring

PTs with an opportunity to see what a PT career in corrections looks like and to potentially showcase job opportunities, effectively moving PT students from licensure to job placement in state service.

"This is a great opportunity for students to see how our career takes shape inside corrections," said Marilyn Hayes, Southern Corrections chapter President. "CIW is a great place with multiple learning opportunities."

CAPT Consultant Ann Lyles was happy to see CDCR open the door at CIW for PT clinical training opportunities and hopes to see more institutions follow suit. Ann was also pleased to hear that the preceptor positions were filled by PTs voluntarily and not against their will.

SBVC's first rotation of PT students at CIW SBVC's second rotation of PT students at CIW

PT Hernandez presents union to PT students

Patton Chapter President Sylvia Hernandez (shown middle right) gave a presentation on December 18 to Psychiatric Students enrolled in the Psych Tech Program at San Bernardino Valley College. Sylvia was asked by the PT Program Director Maria Valdez and Psych Instructor Marcia Wyatt to share with the students her knowledge and experience as a union representative and how unions can benefit employees in the workplace. Sylvia currently represents over 800 PTs at Patton State Hospital, CAPT’s largest bargaining unit chapter. Patton Chapter member Ellie Rocha also attended the presentation as a CAPT representative.

Sylvia shared with the students why workers need to join and be represented by a union. Unions do not only bargain for better wages, benefits, and working conditions, union reps hold employers accountable to their negotiated contract. CAPT reps assist and defend members facing adverse actions and will even represent members before the BVNPT in a licensing action.

“I know the sacrifices you have made to provide a better lifestyle for yourself and your family,” said Sylvia. “At any given moment, during your employment, you may come across a situation in which you will need the union’s help.” Sylvia explained the difference between a member of the union and a non-member and the services and representation that comes with union membership.

“Not many understood what a union does for them and their jobs,” Sylvia told the Outreach. “I received lots of positive feedback and am glad I was given the opportunity to represent CAPT to this up-and-coming class of PTs.”


RANGE CHANGES MADE EASYRANGE CHANGES MADE EASY

SR. PSYCHIATRIC TECHNICIANSRange Q$6347- (Bottom step) +$317 (5%)$6664- (Middle step) +$209 (3%+)$6873- (Current top step) +$172 (2.5% in April or at 12-mo. mark)$7045- New top step

Range R$6631- (Bottom step) +$332 (5%)$6963- (Middle step) +255 (3.5%+)$7218- (Current top step) +$180 (2.5% in April or at 12-mo. mark)$7398- New top step

Range T$6046- (Bottom step) +$302 (5%)$6348- (Middle step) +201 (3%+)$6549- (Current top step) +$164 (2.5% in April or at 12-mo. mark)$6713- New top step

Range U$6316- (Bottom step) +$316 (5%)$6632- (Middle step) +241 (3%+)$6873- (Current top step) +$172 (2.5% in April or at 12-mo. mark)$7045- New top step

Range Q$5538- (Bottom step) +$277 (5%)$5815- (Middle step) +$140 (2.4%)$5955- (Current top step) +$149 (2.5% in April or at 12-mo. mark)$6104- New top step

Range R$5742- (Bottom step) +288 (5%)$6030- (Middle step) +$146 (2.4%)$6176- (Current top step) +$154 (2.5% in April or at 12-mo. mark)$6330- New top step

Range T$5274- (Bottom step) +$264 (5%)$5538- (Middle step) +$134 (2.4%)$5672- (Current top step) +$142 (2.5% in April or at 12-mo. mark)$5814- New top step

Range U$5468- (Bottom step) +$273 (5%)$5741- (Middle step) +$139 (2.4%)$5880- (Current top step) +$147 (2.5% in April or at 12 month mark)$6027- New top step

PSYCHIATRIC TECHNICIANS

The Educational Ranges, a benefit of our contract, provide BU 18 members the opportunity to increase their wages by completing additional courses and submitting an application for a range change. CAPT’s current TA increases the top step of the two top ranges by an additional 2.5%. The entry-level Ranges ( P and S) do not receive these increases, but any employee who has been at the top step of either Q, R, T or U for 12 or more months will see this 2.5% increase as soon as CAPT and the State ratify the contract (we estimate that will be April). Employees who have been at the top step of those ranges for less than 12 months will receive the increase when they hit the 12-month mark (this will vary from employee to employee). The new range increases are reflected here:

Approximately 50% of our folks have never moved beyond the entry-level Ranges (for a variety of reasons) and that’s leaving money on the table. With on-line courses being accepted towards our educational Ranges in these days and times, we strongly encourage you to take advantage of this provision!


CAPT issues ‘Red Tag’ onCalifornia Medical Facility

CAPT’s Board of Directors – which includes chapter presidents from throughout our state facilities – has voted to warn potential employees away from California Medical Facility with a formal “red-tag” sanction. A red-tag sanction warns potential employees about the facility’s egregious labor practices and working conditions.

Local CAPT representatives have filed dozens of grievances, citing clear violations of the overtime provisions in our contract. CMF agreed and granted our grievances at the local level but then failed to take any corrective action to stop the violations. It has become apparent that CMF has acted disingenuously, has no real intention in honoring our overtime provisions, and is only interested in placating Psych Techs to avoid elevated grievances.

Additionally, CAPT was notified last year that the Medical Technical Assistant classification was to be eliminated at CMF, which impacted approximately 60 positions. CAPT met three times with CCHCS/CMF management to discuss what the plan was to cover the MTA duties. To date, CMF has made no plan despite our grave concerns about how these duties would be covered. This has resulted in chaotic working conditions at CMF, particularly on the PIP, with our PTs being unable to obtain keys for access to med carts, alarms, exits, and entryways, thereby limiting our ability to move about the facility and deliver patient care. As a result, four health and safety grievances were filed yesterday by local CAPT representatives.

CAPT is obligated to warn PTs considering employment at CMF about the working

conditions they will encounter. This is the eighth time CAPT’s leadership has red-tagged a facility for egregious contract violations or bad labor practices.

If you have any questions or would like more information, please contact Northern Corrections Chapter President Kim Souza at (916) 955-4807.


STATE BUDGETProposed Budget Highlights for DDS, DSH and CDCR

On January 10, Gov. Gavin Newsom released his 2020-21 State Budget proposal. The Budget will be revised in May after the governor receives an updated revenue forecast. The $222.2 billion budget plan allocates surplus funds to promote green technology, address California's affordability and homelessness crisis, increase funding for Medi-Cal, and add dollars to the state's reserves. Among other things, the plan also seeks to better the state's emergency preparedness capabilities, address teacher shortages, and increase access to preschool and higher education.

California's economy has steadily grown for ten straight years. Today's Budget is $76.7 billion more than it was during the 2007-08 recession. Economy experts predict that the economy will continue to grow but at a slower rate than in years past.

CAPT monitors the state budget process closely to see how funding will impact our departments and our jobs. "Last year's budget added 335 DSH Psych Tech positions, which has helped reduce the amount of mandatory overtime," said CAPT Consultant Coby Pizzotti. "We will continue to work with the governor's office to eliminate mandatory overtime with additional positions in CDCR and DDS."

Provided below are the budget highlights for the three departments in which we work. If you have any questions about the state budget or want to learn more, contact Coby Pizzotti at 1-800-677-2278.

Developmental Services The Budget includes $9.2 billion ($5.7 billion General Fund)

and estimates that approximately 369,000 individuals will receive developmental services by the end of 2020-21.

In 2015, the state announced the planned closure of the three remaining developmental centers: Sonoma, Fairview, and the general treatment area of Porterville. The last residents at Fairview and the Porterville general treatment area were scheduled to transition to the community in January 2020. The Department will continue operating the secure treatment program at Porterville, the Canyon Springs community facility, and state-operated acute crisis facilities in Northern, Central, and Southern California, with an estimated population of 322 by June 30, 2021.

To reduce the number of individuals with developmental disabilities found incompetent to stand trial (IST) and awaiting placement, the Budget includes $8.9 million General Fund for the temporary activation of one 20-bed unit in the Porterville secure treatment program. The additional unit will sunset June 30, 2024, as more integrated community resources are developed.

The Budget includes $11.9 million General Fund to extend the warm shutdown period at Fairview Developmental Center through 2020-21 until a site assessment is completed to inform the disposition of the property.

The Budget includes $78 million ($60 million General Fund) to establish a Performance Incentive Program for Developmental Services administered through the Regional Center system. The program will provide incentive payments to Regional Centers to increase the quality of services and addressing disparities while improving data collection to demonstrate value. The Performance Incentive Program is intended to align with each Regional Center's performance contract but will require Regional Centers to meet an advanced tier of performance.

CorrectionsThe Budget proposes total funding of $13.4 billion ($13.1

billion General Fund and $306.5 million other funds) for the Department in 2020-21.

The adult prison population has steadily declined over many years, presenting opportunities for CDCR to reduce its reliance on contract prison capacity. After over a decade, CDCR terminated its final remaining contract to house inmates out-of-state in June 2019. In addition, CDCR terminated a contract with a private in-state facility for male inmates in September 2019. Given the projected continued decline in the inmate population throughout 2019-20 and 2020-21, the Budget reflects ending all private in-state contract correctional facilities for male inmates by April 2020.

Moreover, the Budget reflects phasing out two of the remaining three male, public in-state contract correctional facilities by 2021, and the third is projected to be closed no later than July 2022. The Department projects that the population will decline by approximately 4,300 inmates between June 2021 and June 2024. If these population trends hold, the Administration will close a state-operated prison within the next five years.

State HospitalsThe Budget includes $2.2 billion ($2 billion General Fund) in

2020-21 for support of the Department. The patient population is expected to reach 6,761 by the end of 2020-21, including patients receiving competency treatment in jail-based settings.

The Budget includes $7.9 million General Fund and 46.3 positions to support most protective services functions at Napa State Hospital and outside custody and executive leadership system-wide. This will reduce overtime hours and provide additional officers in housing units, which will improve security


for patients and staff. The methodology developed for Napa is intended to serve as a model for standardization at the other state hospitals.

The Budget also includes several investments in the state hospital system infrastructure. The Budget includes $10.5 million General Fund beginning in 2020-21 and annually thereafter through the fiscal year 2026-27, to mitigate ligature risks across the four hospitals accredited by The Joint Commission (TJC). This project is necessary to meet standards for acute psychiatric hospitals required by the federal Centers for Medicaid and Medicare Services and to maintain TJC accreditation. In addition, the Budget includes $49.3 million for critical replacements of roofs that have exceeded the useful life expectancy at the state hospitals. The proposal will provide for two roof replacement projects at Metropolitan State Hospital, four at Napa State Hospital, and one at Patton State Hospital.

STATE BUDGET PROCESS

State BudgetNext to the State Constitution, the California State Budget is one

of the most critical documents in state government. The budget—where the state spends its revenue—reveals what we care about as Californians. The state budget is an annual snapshot of our values and priorities, allocating state revenue to fund popular government programs, entitlements, services, and public works projects.

As important as it is, the budget process doesn’t have to be complicated, mystifying, or out of reach. Interested citizens and groups, like CAPT, familiarize themselves with the process so that they can access the information and get involved at the right time to support or press for specific changes.

Governor's RoleTowards the end of the year, the governor reviews and considers

the budgetary proposals submitted to the Department of Finance by the various department directors and agency heads. The State Constitution requires the governor to submit to the Legislature a balanced budget proposal by January 10 of each year. The proposal details state spending for the fiscal year July 1 through June 30. By May 14, the governor publishes the “May Revise,” which is an updated estimate of state revenues and expenditures, as well as any newly proposed budgetary changes.

Once the budget bill is approved by the Legislature, the governor typically has 12 days to sign the bill. The governor has a “blue pencil” authority, which allows him to eliminate any appropriation from the budget. The budget bill is an emergency measure—Once signed by the governor, it becomes effective immediately.

Legislature's Role The Budget Committee Chairs in both the Assembly

and Senate introduce the governor’s January proposal in bill form to each of their respective houses. Meanwhile, the Legislative Analyst’s Office, a nonpartisan government agency that provides fiscal and policy advice to the California Legislature, reviews the budget bill and prepares various reports.

The governor's proposal, which is now in bill format, is referred to the budget committee in both the Assembly and Senate. The budget bills are then broken down by subject matter and are assigned to appropriate subcommittees where the subject matter will be reviewed, heard, and voted upon. The budget committees in each house review the subcommittee reports and send a revised budget bill, typically in late May, to their respective house floors. Both the Senate and Assembly evaluate and vote on their respective budget bills.

A conference committee made up of members from both houses work out the differences among the two bills, and submit a single budget bill to both houses for approval. The Senate and Assembly have until June 15 to pass a budget bill to the governor for approval. Though rarely done, the Legislature, may override the governor's blue-penciled items by a 2/3 vote in both houses.


BU 18 approves TA!Y

ES

Bargaining Unit 18 voted overwhelmingly to approve the tentative contract agreement between CAPT and the state. In December, CAPT mailed ratification ballots and a summary of the contract changes to all BU 18 members on file. In early January, chapter ratification meetings were scheduled throughout the state so that unit members could hear directly from their bargaining team members about the changes made to the contract and how those changes would impact their working conditions, benefits, and wages before casting their ballot. CAPT tallied the votes at the end of January and announced Jan. 28 that the membership had indeed voted in favor of ratification. The approval vote for ratifying the agreement was 96 percent strong.

“One of the core principles for any union is the premise that the Heart and Soul of a union is its membership,” said State President Eric Soto. “Well, the Heart & Soul of CAPT has spoken loudly and unquestionably in favor of this deal!”

The state Legislature and the governor must now approve our three-year contract (July 1, 2019 – July 1, 2022) agreement before taking effect. CAPT estimates that the state will approve our contract by mid-March. Once approved, our agreement and all of its provisions will take immediate effect, including the first General Salary Increase of 2.75 percent, as well as any retroactive increases dating back to January 1, 2020.

The bargaining road is never easy. Our three-year contract took six months to negotiate. As you may recall, bargaining didn’t start until mid-June, just weeks before our prior contract was set to expire. The delay was caused by a series of changes in personnel at CalHR. Once bargaining commenced, team members fought long and hard against the state on preserving several key provisions and on making necessary improvements. On several occasions, team members left the table and headed back to their home chapters seeking direction, strategy, and resolve. After 16 sessions, and a legislative deadline looming to get a contract ratified by the end of 2019, CAPT negotiators stood resolute to not settle for a bad contract in the interest of expediency. The deadline for a contract at the end of 2019 passed, and team members returned to the table determined to take the time necessary to deliver acceptable wage increases and to preserve critical provisions Psych Techs have grown to rely upon to balance work with their personal lives.


BU 18 approves TA!

■ Article 2.1 - Professional Recognition and Rights: Contains new language that requires the employer to notify employees, prior to the start of a criminal investigatory interview, that the interview is part of a criminal investigation. Contains new language that states when an employee is unreasonably delayed at the sally port beyond their control; management must assess the reason on a case by case basis; if the delay is determined to be no fault of the employee, the employee shall not be subject dock or discipline.

96%☑

CAPT’s bargaining team thanks everyone who voted and who attended their ratification meeting. It was by your support, patience, direction, and resolve that CAPT was able to deliver an acceptable agreement worthy of ratification.

For posterity, a summary of the contract highlights is published below. If you have any questions regarding your contract, please feel free to reach out to your local chapter representative for assistance.

■ Article 4.2 - Adjusted Pay Ranges: Provides all BU 18 members with a 2.75% General Salary Increase on 1/1/20, a 2.75% GSI on 7/1/20 and a 2.75% GSI on 7/1/21 for a total GSI of 8.25% over the term of the 3-year contract. Effective the month after ratification by CAPT and the State, provides a 2.5% increase to the maximum salary rates of Ranges B, C, Q, R, T and U. Employees who have been at the current maximum of those ranges for 12 or more months will receive the increase that month. Employees who have not been at the maximum for 12 or more months will receive a new salary anniversary date and receive the increase when they reach that date. Provides an increase to the maximum salary rate of PTAs of 2.5% upon ratification by CAPT and the State. Employees who have been at the maximum rate for 12 or more months shall receive

Contract Highlights


the increase that month. Employees at the old salary rate for less than 12 months will receive a new salary anniversary date and receive the increase when they reach that date.

■ Article 4.9 - Timely Payment of Wages: Allows employees who receive a salary advance the option of canceling their Direct Deposit or signing a repayment agreement.

■ Article 4.14 - Weekend Differential (New): Effective 7/1/21, employees who work a regularly scheduled weekend shift will receive an additional fifty-cents per hour starting with the PM/3rd watch shift on Fridays through the NOC/1st watch ending on Mondays.

■ Article 5.1 - Overtime: Establishes that outside registry staff shall not be offered open/unassigned shifts before they are offered to State Employees. Effective 1/1/21, reduces the Mandatory Overtime limits (with the exception of DDS STAR homes) to four times per month.

■ Article 5.4 - Rest Periods: Allows employees, with mutual agreement from the supervisor/shift lead, to take their breaks during the first or last hour of work.

■ Article 5.7 - Exchange of Days Off: Identifies that licensed employees may exchange with other licensed employees; unlicensed employees may exchange with other unlicensed employees. Extends the time-frame for exchanges to 75 calendar days. Allows for notifications/requests to exchange submitted less than 24-hours in advance to be permissively granted. Expands employees’ ability to modify or cancel their exchanges.

■ Article 6.2 - Vacation: Provides new language to allow for “makeup” bids for employees who miss their appointment. Requires Management to notify employees 14 days in advance if they have insufficient leave credits to cover their bid vacation and the employee to cancel, at their choice, whatever portion of the vacation they cannot cover seven days prior to the start of the vacation. Employees who wish to cancel a vacation day may do so with at least two hours prior notice. Bid vacations for employees who transfer or promote within the facility shall be honored in the new assignment.

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■ Article 6.4 - Sick Leave: Establishes that no two quarterly reviews of time may overlap.

■ Article 6.7 - Jury Duty: Allows employees to adjust their RDO for that workweek if they were required to appear for jury duty on their RDO.

■ Article 7.1 - Consolidated Benefits (CoBen) Program: Effective the pay period following CAPT’s ratification of the agreement, the State will pick up 80% of the increase in healthcare premiums for 2020, 2021, and 2022.

■ Article 7.9 - Enhanced Industrial Disability Leave (EIDL): Establishes Joint Labor/Management meetings to discuss expanding EIDL benefits to include diagnosed PTSD.

■ Article 7.10 - Overtime Meal Allowance: Effective on or before January 2022, employees who are eligible for overtime meal allowances will automatically receive them in their paychecks.

■ Article 7.16 - Education and Training: Employees who are directed to attend training on their RDO(s) shall be given 14 days' notice and have the option of adjusting their RDO(s) for their workweek.

■ Article 8.7 - Retirement Provisions: No scheduled increases in employees’ retirement contribution; a possible (no greater than 1 percent) increase in July 2021. A safety retirement audit will be conducted at Canyon Springs to assess if safety retirement will be implemented.

■ Article 9.2 - Post and Bid: Maintains our current 70/30 formula. Provides that employees who are displaced from their Post and Bid position due to an SPB ruling or settlement shall be allowed to select from any vacant Post and Bid position(s). Alternate work schedules will now be included in the Post and Bid ratios.

■ Article 9.4 - Staffing: Assigns the Joint Labor/Management Committee to address staffing on unlicensed units in CDCR/CCHCS and establish staffing policies by January 2021.

■ Article 11.6 - JLMC Coleman Salary Committee (New): Establishes a Joint Labor/Management committee to review the Coleman court history, court orders, vacancy numbers, and best practices for recruitment for DSH, DDS, and CDCR/CCHCS.

■ Article 15.1 - Prefunding of Post-retirement Health Benefits (OPEB): No scheduled increases; possible 0.5% increase in July 2021.


SURVEYSSURVEYS1

CAPT distributes contract negotiation surveys to all

BU 18 members.STA

RT

BALLOTSBALLOTS8

BU 18 members cast ballots to approve or reject the newly

negotiated agreement.

RATIFICATIONRATIFICATION9

The agreement becomes ratified by BU 18 after a

majority vote of approval.

PLANNINGPLANNING2

CAPT’s Bargaining Team sets bargaining

objectives and strategy.

MEETINGSMEETINGS7

CAPT members learn about the changes to the contract at chapter ratification meetings.

LEGISLATURELEGISLATURE10

The agreement is introduced in bill form to the Legislature for

Senate and Assembly approval.

FIN

ISH

SUNSHINESUNSHINE3

The public presentation and exchange of contract proposals

between the CAPT and the state.

AGREEMENTAGREEMENT6

CAPT and the state either reach an impasse or an

agreement.

GOVERNORGOVERNOR

The Legislature sends the approved bill to the governor for signature.

GROUND RULESGROUND RULES4

CAPT and the state agree to the rules that will govern

contract negotiations.

BARGAININGBARGAINING5

Bargaining dates are set and negotiations between CAPT

and the state begin.

The contract is finalized, the state issues a pay letter for dispersement of our raises.

10

11

12

Collective BargainingFrom Start to Finish

CONTRACTCONTRACT


Several of our members have approached CAPT representatives to report that correctional officers at California Health Care Facility, Stockton, are allegedly pressuring Psychiatric Technicians to let them administer inmate-patient medications. CAPT responded to the news immediately. On January 9, Stockton Chapter President Sam Ortiz and State President Eric Soto met with the acting hospital administrator to put hospital administration on notice of the activity and the need to educate their COs about licensing standards and the role of Psych Techs and the illegality of medications being passed by unlicensed personnel. Sam made clear that the activity poses a direct danger to our PT licenses as well as the health and safety of the I/P population. To our amazement, the administration failed to address this issue, as we are still hearing reports from PTs that COs are continuing to pressure PTs to allow them to administer the medications we have poured. Under no circumstance should any PT ever allow a CO or any other coworker, licensed or not, to administer I/P medication that you have prepared. Doing so will put your license and job in jeopardy. We have all worked hard to earn our license. It is our responsibility not to act recklessly by letting a CO intimidate us out of performing our licensed duty. Regardless of the given reason or rationale, you must not relinquish your medication administering duties to any correctional officer. PTs are mandatory reporters, which means if you observe meds being passed by a CO, you must report the activity or risk losing your license. If you are pressured to hand over I/P medication, say no and immediately report the incident to your supervisor and union rep. You may also report the activity to the CalHR whistleblower hotline at (800) 952-5665. If you have any questions or would like more information, contact Stockton Chapter President Sam Ortiz at (209) 954-2031.

Attention Stockton Chapter

You pour it, you pass itYour license depends on it

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The environments in which we work are downright dangerous, making occupational injuries

far too common. If you are fortunate enough to get through a Psych Tech career without a single injury, odds are one of your coworkers will not. What’s even worse is when the injury suffered is severely disabling and requires immediate medical care.

Section 10.8 outlines the state’s obligation to Psych Techs who are injured on the job and in need of immediate medical attention. If you are injured at work, you have the right to receive care from a personal physician of your choice so long as you submit your choice in writing and in advance. The state has the duty to advise you of your right to receive medical treatment and care via the workers’ compensation system. The workers’ compensation system is a form of insurance that provides wage replacement and medical benefits to employees injured on the job.

The state must provide you with prompt transport to the nearest hospital or physician. An employee directed to accompany you in transport must be paid his or her full wages for the time spent assisting the injured employee.

If you are advised by the treating physician to go home or if you are admitted to the hospital or clinic for additional treatment and care, you are entitled to receive your full shift of wages. If your situation requires emergency care, the state must provide you with a phone line to contact your BU 18 chapter president. In either case, CAPT encourages all members to notify the union of any incident involving an injury.

Injured on the Job? Know your Emergency Care Rights

Life changes such as birth, marriage, divorce, and death are inevitable. Moreover, when changes occur, your current beneficiary choices — who will inherit your life insurance may need to be updated. If you are a CAPT member, please take time to contact CAPT to make sure your life insurance beneficiary on file is your intended recipient.

CAPT could not process a life insurance benefit for a member because the beneficiary on file was deceased. In such cases, the benefit goes to the estate and is subject to inheritance taxes. If you are a CAPT member, be sure to update your beneficiary on file when necessary. You can request a new membership card from your local representative, or you can call Debi Loger at 1-800-677-2278 for assistance.

Who's your beneficiary?


Catastrophic Leave

BARGAINING UNIT 18 MEMBER(S)CURRENTLY IN NEED OF

C.L. DONATIONS:

Donna Tippens-Mendoza, PT-MSH

Helping one another through Catastrophic Leave Donations

CAPT got the concept of Catastrophic Leave off the ground two decades ago; the program’s been in our state Bargaining Unit 18 contract since 1989.

Article 6.9 of the CAPT contract gives state-employed Psych Techs and related professionals the right to request leave donations from coworkers in cases of financial hardship due to injury or the prolonged illness of the state Bargaining Unit 18 member or his or her family member, or for parental or adoption leave purposes.

You can help state-employed coworkers by donating vacation, annual leave, personal leave, CTO and holiday credits. Simply contact your personnel office to fill out a Catastrophic Leave donation form. And don’t forget: You can donate to state employees who work in different departments or facilities.

If you need help and have received department approval to get leave donations, contact CAPT to be included in our publications. You also may qualify for reduced union dues while you recuperate. Contact your chapter president to find out more.

Those requesting donations on our online and magazine lists will automatically be removed by the next Outreach publication date unless CAPT is informed of ongoing needs. If you still need to remain on our lists -- no problem! Just call Christine Caro at (800) 677-2278.

CAPT congratulates Joel Rebosura for being named ASH's Psych Tech of the Year by the hospital's Psychiatric Technician Professional Organization. Honoree Psych Techs are nominated and selected by their peers through a ballot process. Joel has ten years of state service behind him and has shown himself to be a professional inspiration among his peers.

Congratulations!

Psych Tech Joel Rebosura earns PT of the Year at ASH


StudiesResearch &More Adolescents Seek Medical Care For Mental Health Issues

By Phillip ReeseKaiser Health NewsNovember 12, 2019

Less than a decade ago, the emergency department at Rady Children’s Hospital in San Diego would see maybe one or two young psychiatric patients per day, said Dr. Benjamin Maxwell, the hospital’s interim director of child and adolescent psychiatry.

Now, it’s not unusual for the emergency room to see 10 psychiatric patients in a day, and sometimes even 20, said Maxwell. “What a lot of times is happening now is kids aren’t getting the care they need, until it gets to the point where it is dangerous,” he said.

ERs throughout California are reporting a sharp increase in adolescents and young adults seeking care for a mental health crisis. In 2018, California ERs treated 84,584 young patients ages 13 to 21 who had a primary diagnosis involving mental health. That is up from 59,705 in 2012, a 42% increase, according to data provided by the Office of Statewide Health Planning and Development.

By comparison, the number of ER encounters among that age group for all other diagnoses grew by just 4% over the same period. And the number of ER encounters involving mental health among all other age groups — everyone except adolescents and young adults — rose by about 18%.

The spike in youth mental health visits corresponds with a recent survey that found that members of “Generation Z” — defined in the survey as people born since 1997 — are more likely than other generations to report their mental health as fair or poor. The 2018 polling, done on behalf of the American Psychological Association, also found that members of Generation Z, along with millennials, are more likely to report receiving treatment for mental health issues.

The trend corresponds with another alarming development, as well: a marked increase in suicides among teens and young adults. About 7.5 of every 100,000 young people ages 13 to 21 in California died by suicide in 2017, up from a rate of 4.9 per 100,000 in 2008, according to the latest figures from the U.S. Centers for Disease Control and Prevention. Nationwide, suicides in that age range rose from 7.2 to 11.3 per 100,000 from 2008 to 2017.

Researchers are studying the causes for the surging reports of mental distress among America’s young people. Many recent theories note that the trend parallels the rise of social media, an ever-present window on peer activities that can exacerbate adolescent insecurities and open new avenues of bullying.

“Even though this generation has been raised with social media, youth are feeling more disconnected, judged, bullied and pressured


from their peers,” said Susan Coats, a school psychologist at Baldwin Park Unified School District near Los Angeles.

“Social media: It’s a blessing and it’s a curse,” Coats added. “Social media has brought youth together in a forum where maybe they may have felt isolated before, but it also has undermined interpersonal relationships.”

Members of Generation Z also report significant levels of stress about personal debt, housing instability and hunger, as well as mass shootings and climate change, according to the American Psychological Association survey.

Resources to prevent mental health crisis among youth are often lacking.

“We’re not doing a great job with … catching things before they devolve into broader problems, and we’re not doing a good job with prevention,” said Lishaun Francis, associate director of health collaborations at Children Now, an Oakland-based nonprofit.

Many California school districts don’t have enough school psychologists and don’t devote enough resources to teaching students how to cope with depression, anxiety and other mental health issues, said Coats, who chairs the mental health and crisis consultation committee of the California Association of School Psychologists.

In the broader community, medical providers also are struggling to keep up. “Many times there aren’t psychiatric beds available for kids in our community,” Maxwell said.

Most of the adolescents who come into the emergency room at Rady Children’s Hospital during a mental health crisis are

considering suicide, have attempted suicide or have harmed themselves, said Maxwell, who is also the hospital’s medical director of inpatient psychiatry.

These patients are triaged and quickly seen by a social worker. Often, a behavioral health assistant is assigned to sit with the patients throughout their stay.

“Suicidal patients — we don’t want them to be alone at all in a busy emergency department,” Maxwell said. “So that’s a major staffing increase.”

Rady Children’s Hospital plans to open a six-bed, 24-hour psychiatric emergency department in the spring. Improving emergency care will help, Maxwell said, but a better solution would be to intervene with young people before they need an ER.

“The ED surge probably represents a failure of the system at large,” Maxwell said. “They’re ending up in the emergency department because they’re not getting the care they need, when they need it.”

California Youth in Mental CrisisIn 2018, California emergency rooms treated 84,584 young patients aged 13 to 21 who had a primary diagnosis involving mental health. That is up from 59,705 in 2012, a 42% increase, according to the Office of Statewide Health Planning and Development.

Credit: Phillip Reese for California HealthlineSource: California Office of Statewide Health Planning and Development


DEDUCTIONS FOR CAPT MEMBERS

Federal law requires CAPT to give you a written es-timate of how much of your membership dues go to the organization’s lobbying and political expenses.

The majority of the dues you paid in 2019 is allowable as an “employee business expense” deduction under your federal income tax. And your state tax is linked to the fed-eral tax. However, the part of your dues that CAPT uses for political contributions and lobbying on behalf of Psych Techs is not tax-deductible.

For the 2019 tax year, the non-deductible political ac-tion/lobbying amount will be as follows: For each month you were a CAPT member, the non-deductible amount is $4.71.

In addition, as a result of the U.S. Supreme Court ruling on Janus v. AFSCME, the majority of CAPT members elected to take part in a temporary political action assess-ment, effective June 1, 2018 scheduled to end December 31, 2020. These funds are essential in CAPT’s fight to block anti-union attacks and help defeat ballot initiatives that attack our pensions and hurt working conditions, as well as defeat Right-to-Work legislation.

As a political expense, this monthly assessment of $6.50 is also non-deductible. Therefore if you elected to take part in this assessment, be sure to add an additional $6.50 for each of the months you took part in it.

So, for example, if you were a member for the entire year and elected to take part in the assessment, your 2019 non-deductible amount would be $134.52. If you were a member for only six months (July - Dec) and also paid into the assesssment, your non-deductible amount would be $67.26.

Federal law also requires CAPT to give its members an estimate of next year’s political action/lobbying expenses that are paid from dues. The following are tentative for 2020, as final figures will be calculated next December.

Estimates are $4.70 / month (political action & lobbying contributions) and for those paying into the PAC Assessment, the total would be $11.20 / month (an additional $6.50/mo.)

If you have questions, please contact CAPT Consultant Carol Wiesmann at CAPT Headquarters (916-329-9140 or toll-free at 800-677-2278).

If, however, you were a member and opted out of the assessment, your 2019 non-deductible amount would be $56.52 or $4.71 per each month you were a member.

All other CAPT dues you paid in 2019 may be claimed as an employee business expense.

DEDUCTIONS FOR NON-MEMBERS If you are not a CAPT member, you are considered a non-member. As such, you pay no dues or other income to the association. Therefore, you have no deductions to claim.

Yep, it’s that time Yep, it’s that time again!again!Did you know a portion of your 2019 Did you know a portion of your 2019

union dues is tax deductible?union dues is tax deductible?

ESTIMATED DEDUCTIONS FOR 2020

Member

Non-member vs. Member

Hold CAPT officeVote for CAPT office

Can serve on CAPT committeesSPB Adverse Action Representation

Licensing RepresentationCan be a job steward

CAPT-paid life and accidental death insuranceOption to purchase supplemental insurance

YesYesYesYesYesYesYesYes

NoNoNoNoNoNoNoNo

Non-member

To become a CAPT member, ask a representative at your local chapter office for an application card. You may also sign up to become a member by contacting CAPT headquarters at 1-800-677-2278.


CalPERS Board Elects Henry Jones as President, Theresa Taylor as Vice PresidentFrom CalPERSJanuary 21, 2020

The CalPERS Board of Administration elected Henry Jones as board president and Theresa Taylor as vice president. Jones is serving his fourth term on the CalPERS Board and second term as its president.

“I am humbled by the vote of confidence from my board colleagues in electing me to a second consecutive term as their president,” Jones said. “We accomplished a great deal in the past year and I know more progress is ahead.”

Jones is the first African American to serve as president of the board. He vowed to continue to make members’ pension and health security a top priority for the board.

Elected by retired members to serve on the CalPERS Board, Jones joined in 2008 and was just reelected to his fourth term last November. He currently serves on the Finance & Administration; Investment; and Pension & Health Benefits committees. He serves as chair of the Board Governance Committee.

Prior to his retirement in 1998, Jones was chief financial officer of the Los Angeles Unified School District, the nation's second largest school district. He currently is a personnel commissioner for the Los

Angeles Community College District and serves on the governing boards of the Robert Toigo Foundation and the Pacific Pension & Investment Institute.

Taylor represents state members on the CalPERS Board, which she joined in 2015. She currently serves on the board's Finance and Administration; Performance, Compensation & Talent Management; Investment; and Pension & Health Benefits committees. She chairs both the Finance & Administration and Performance, Compensation & Talent Management committees.

She is a principal compliance representative for the state Franchise Tax Board and has been a state employee for 26 years. In 2015, Taylor was elected to serve as vice president/secretary-treasurer of the Service Employees International Union Local 1000, and also served on the executive board of the California State Employees Association.

“I’m pleased to continue my service as vice president to advance the progress we have made on various fronts,” said Taylor. “We have worked hard to strengthen our fund to provide promised benefits to California’s public employees and we will never waiver from that duty.”

The Outreach magazine is CAPT’s flagship publication. It is distributed six times per year to Bargaining Unit 18 members and Psychiatric Technicians throughout California, as well as to state legislators, members of the media and client advocates and families.

If you are retired or for other reasons find that you are no longer receiving the Outreach, no problem; just contact us, and we’ll add you to our mailing list for free! To ensure we have your current address, call us at 916-329-9140 or toll-free at 800-677-2278.

Not receiving your Outreach?

California Association of Psychiatric Technicians1220 ‘S’ Street, Suite 100Sacramento, CA 95811-7138

Non-Profit OrgU.S. POSTAGE PAID

Permit No. 46Sacramento, CA

CHANGE SERVICE REQUESTED

California Association of Psychiatric Technicians

2020

January/February OUTREACHYES 96%

☑

BU 18 approves TA!

psychtechs.net

See page 12-15

Fairview STAR Chapter Contract Ratification Meeting, Jan. 7, 2020

outreach - capt · 2020-01-07 · non-union worker’s median income was 19% lower than union...

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