Bill Text: CA SB216 | 2013-2014 | Regular Session | Enrolled

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Bill Title: Public employment: salary ranges.

Spectrum: Slight Partisan Bill (Republican 2-1)

Status: (Vetoed) 2014-09-29 - In Senate. Consideration of Governor's veto pending. [SB216 Detail]

Download: California-2013-SB216-Enrolled.html

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BILL NUMBER: SB 216	ENROLLED
	BILL TEXT

	PASSED THE SENATE  AUGUST 29, 2014
	PASSED THE ASSEMBLY  AUGUST 20, 2014
	AMENDED IN ASSEMBLY  AUGUST 18, 2014
	AMENDED IN SENATE  APRIL 29, 2013
	AMENDED IN SENATE  APRIL 3, 2013
	AMENDED IN SENATE  MARCH 18, 2013

INTRODUCED BY   Senator Beall
   (Principal coauthor: Senator Nielsen)
   (Coauthor: Senator Gaines)

                        FEBRUARY 11, 2013

   An act to add Section 18006 to the Government Code, relating to
public employment.


	LEGISLATIVE COUNSEL'S DIGEST


   SB 216, Beall. Public employment: salary ranges.
   Existing law prescribes the duties of the Department of Human
Resources, which include the administration of salaries, hours, and
other aspects of the state's personnel system. Existing law requires
the Department of Human Resources to establish and adjust salary
ranges for each class of position in the state civil service, subject
to merit limits and except as specified. Existing law requires the
salary range to be based on the principle that like salaries be paid
for comparable duties and responsibilities.
   This bill would require the Department of Human Resources to
address salary compaction and parity in determining salaries for
supervisory and managerial employees. The bill would also require the
department, if it determines that revenues do not allow the
department to implement a salary determination to increase any
excluded and exempt employee salaries in a given year, to provide to
the Legislature certain data on the salary determination.


THE PEOPLE OF THE STATE OF CALIFORNIA DO ENACT AS FOLLOWS:

  SECTION 1.  Section 18006 is added to the Government Code, to read:

   18006.  (a) In determining salaries for supervisory and managerial
employees, the Department of Human Resources shall address salary
compaction and parity concerns, consistent with the principle that a
minimum 10 percent supervisory salary differential is appropriate for
supervisory and managerial employees above the highest paid
subordinate employees over whom the supervisor or manager has
authority.
   (b) If the Department of Human Resources determines that revenues
do not allow it to implement a salary determination to increase any
excluded and exempt employee salaries in a given year, the department
shall provide to the Legislature existing data on the salary
determination, including all salary compaction and parity
determinations for supervisory and managerial employees.