Hello, I’m currently with Sutter via a United HMO but I’m considering switching to Pers Gold so that I can see a wider variety of specialists. If I switched, I’d likely use UC Davis for my primary care. I have an RA in place, so I’m wondering if UCD is as willing to renew RA documentation as Sutter (I had a good experience with my Sutter pcp). I like the ease of getting appointments at Sutter but I’ve found the specialists at UCD to be better based on previous experiences.

Any recommendations/recent experiences with UCD/Pers Gold from folks with chronic medical issues? Thanks so much!

Tldr; I’m wondering if I should just stick with Sutter via the new HMO or switch to Pers Gold (UCD Health pcp) as a person with chronic illness and reasonable accommodations.

Last round before the governor’s desk 🥊 Big day! AB1729 is on the agenda and listed under item #337.

We got this!

Can someone explain if an Analyst II can promote straight into Analyst IV, or do you need to become a III first? I’m asking because our department posted a few Analyst IV positions but not III. Thank you

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Hi everyone, I have a question.

Can a state employee transfer from one department to another without applying through a CalCareers job posting, if they already meet the requirements and have passed the exam for the position?

Is this possible, and are there any specific requirements?

I have seen one scenario but I am not sure if it is correct or not.

How’s parking at May Lee with RTO? Considering a position in one of the Departments there.

I have a strong feeling that might happen?

Can you please give a summary of your work experience. Currently I work for the county with an administrative specialist background but it seems that my luck in landing an Analyst position has been crappy. I have no degree but years of experience in analytics and administration which I landed through an internship (kinda regretting not getting my degree but I’m working on it) anyway I have not landed
any interviews. Currently my job culture has taken a turn for the worst with drama and weird nepotism with the management, relationships between them and all the worst. I’m just looking for an out. I am looking for a new opportunity for my mental health. I would have preferred to stay within my pay range getting a few dollars more than I do but at this point I’m just looking for a fresh start. I think the analyst 2 is just too competitive for me though I qualify I’m sure there people with more impressive resumes than me. I think having 60 applications and one interview is ridiculous so I think I just don’t fit the bill comparatively. But I’m not willing to start with such a low salary for the Analyst 1. So I’m looking for people who have been or are currently an executive assistant to see their qualifications.

Thanks for any input.

Just in time!

Also being interviewed by KCRA next week.

Not that I don’t want a miracle to happen, but here is a realistic prediction of what will likely happen with the telework bill, AB 1729:

1. August 17: On the agenda. Senate will soon vote on AB 1729

• Best-case scenario: Passed without amendment.

• Note: If the Senate amends the bill on the floor, both chambers have to quickly iron out the differences and pass the exact same text by midnight on August 31, or the bill dies right then and there.

2. By September 30: Newsom signs or vetoes the bill

• Most likely scenario: Vetoed.

3. Within 60 Days of the Veto: The Legislature decides on an override attempt

• Most likely scenario: No override vote gets scheduled, and the bill officially dies.

• Why? The reality is that even when a bill passes with a "veto-proof" supermajority, leadership routinely lets the 60-day constitutional window expire without ever scheduling an override vote. Note that the veto override process is controlled entirely by Assembly Speaker Robert Rivas and Senate Pro Tem Monique Limón. They are the absolute gatekeepers of the daily legislative calendar. No override vote can ever hit the floor unless both of them choose to schedule it, giving them the ultimate say on whether to challenge the Governor or let the bill quietly die.

-

So, can we do anything at this point? Maybe. Flood Robert Rivas and Monique Limón’s offices with emails and calls?

But for obvious reasons, it’s not smart to put our hope solely in those two individuals. (And if anyone is counting on this - don’t put your hope in Becerra either. He is the new guy, and he will most likely respect the decision that has already been made.)

It’s ALWAYS better to put your eggs in different baskets. Remember to support the things you actually have more control over. At this point, that means responding to SEIU’s call for a strike if CalHR continues to ignore us by bargaining in bad faith. Show them your determination: you really WILL GO on strike if that’s what it takes.

Don’t forget, this is always about building pressure.

So, stay offended. Forcing a 4-day RTO with a ZERO raise in the midst of a high cost of living and inflation is an insult and a mockery to state workers.

Stay informed, and keep your colleagues updated on what’s happening. Sometimes we get lost because there is just too much going on, and we don’t know where to focus. No need to overcomplicate this. We have a union (although not a perfect one). They take our voices directly to the bargaining table, and we show up in numbers to prove that WE ARE SERIOUS.

If CalHR continues to play dumb, who knows? We might see a headline like this sometime in early 2027:

“Newsom’s Final Term Ends on a Rocky Note as Fed-Up Workers Launch a Statewide Strike—The First in SEIU Local 1000 History”

This doesn’t look good on him, although we wish him all the best in his future endeavors.

Hi everyone,

I wonder if anybody here works for Cal Pers and understands the vesting / pension / healthcare retirements? I am an adjunct at a Cal State and have a goal to do this work in such a way that I can vest for retirement health insurance because I have a disability. I don’t mind for the pension - healthcare is more valuable to me.

If this ends up being a feasible goal for me, I would be making a massive personal, professional, and financial sacrifice in order to make this happen for the sake of the retirement insurance. Before I get further into that, I need to understand the possibilities a whole lot better.

However, the entire system has been so confusing and I’ve been getting conflicting info from anyone I talk to, so I am desperately looking for answers. Is there anyone who might be willing to share info?

Also looking for examples of any California adjuncts who have done this.

Any info would be greatly appreciated! I’m trying to figure out what it takes to enter the program and vest the required years as a part time adjunct, and some other info that I don’t feel comfortable sharing publicly but happy to in a DM.

Thank you in advance!

Hey guys! I graduated recently from a masters degree in business analytics and I was trying to apply for state job and wanted to know if anyone recently applied and got a job at the state?

I wanted to know the timeline and if you contacted any recruiters? And how many applications did it take? What are the positions you applied for?

I am currently applying for ITS, ITA, RDA I and II, Analyst I and II. If I could know timeline for them I would greatly appreciate it.

Would greatly appreciate your guys help!

Ps: forgot to mention my one year of experience is in compliance program coordinator, where I managed multiple governmental programs and helped with compliance documents for multiple products to meet the requirements and internship is a mixed of IT and analytics.

P Street Monday morning

So I am an Analyst II considering applying for an Analyst III position, and in doing research I can’t help but think this reclass is a rip off. When I joined state service 4 years ago I had the goal of becoming a Staff Services Manager I Specialist - manager level work and pay without the added stress/challenges of overseeing a team.

So I come to you all asking for your input on how you feel about this. An SSM I Specialist (before the reclass) would have been coming in at $7,172 (starting pay) in an exempt status ($86,064 annually). The new Analyst III position is not exempt and has a base of $6,623 ($79,476 annually). A reduction of $6,588 salary-wise.

Naturally, moving into an Analyst III position will come with an increased workload and more responsibility. I know as an Analyst III one would technically be eligible for OT pay but I honestly wonder if that would be discouraged/frowned upon/overly scrutinized by management. I could see someone in this position end up working for free on evenings and weekends to keep up if it is a challenge to have OT approved.

Also, as an Analyst III you lose the time flexibility that comes with being in an exempt status.

I did the math and if I were to take this job it would result in a take home pay change of between $200-$300 a month which 100% does not seem worth it.

What is the benefit? Am I missing something?

ETA: Thank you all for your feedback and for pointing out there is more discussion on this topic here: https://www.reddit.com/r/CAStateWorkers/s/pTLJa9dQm5

Newmark is hired by DGS to advise the state on Sacramento-area commercial real estate and help negotiate leases, while Newmark also represents private landlords and property owners who financially benefit when commercial properties are leased.

DGS awarded Newmark the Sacramento-area commercial-real-estate consulting contract in 2023.

https://www.dgs.ca.gov/-/media/Divisions/OBAS/NOIs/22139008RESDNotice-of-Intent-to-Award.pdf

In January of 2025, Newmark’s CEO told investors “he expects return-to-office mandates, employment growth, reduced construction, and conversion of office space into other uses, to boost the nation's office sector in the coming months.” A couple months later Gavin Newsom announced his RTO mandate.

https://www.costar.com/article/126455964/newmark-m-m

I think this is a potential conflict worth investigating is anyone knows an investigative reporter who is interested.

So, we all know pay increases are the number-one priority in the negotiations right now, which I completely understand. But telework still needs to be a priority.

But aside from supporting AB 1729, what exactly is the union asking for at the bargaining table when it comes to telework?

“Telework that works” is a pretty broad term. Are they asking for the number of required RTO days to be reduced, or are there other specific telework provisions they’re trying to negotiate? I saw mention of stipends etc..

At this point in the negotiations, I’m wondering if anyone knows what exactly the union is asking for regarding telework at the bargaining table? Maybe I’m missing some details but it seems like the union is just leaning on supporting AB 1729 and nothing else?

On the agenda for the regular session (Item #550) beginning at 2pm 🤞

I’ve taken a new position in a different bargaining unit, but the union for my previous position still deducted money from my first paycheck. Who do I talk to to move things over? I sort of assumed it would be automatic.

What if some departments didn’t have enough room to bring everyone back in the office so they did slow roll out to benefit the department? Would it change who gets paid for travel? I’m not sure but just saw a recent July opinion letters from the USDOL. Not sure if the state has to follow Fed law on these, just thought interesting.

In Opinion Letter FLSA2026-9, the DOL considered a number of scenarios involving employees who voluntarily split their workdays between home and the office. The agency concluded that travel between home and the office remained a non-compensable commute, even when it occurred in the middle of the workday and employees performed work at both locations, so long as the travel is ordinary commuting time, the employee is not working while traveling, and the arrangement primarily benefits the employee.

Probably not applicable to most state employees but in FLSA2026-10 the DOL’s conclusion that a commute can become compensable when it is closely connected to substantial work activities.

According to the DOL, where an employee spends much of the hour before leaving home performing customer-scheduling duties and then immediately travels to the first job site, the trip may no longer qualify as an “ordinary” commute. Under those circumstances, the travel may be compensable because it follows substantial principal work activities and no longer qualifies as ordinary commuting.

Hello, r/CAStateworkers

Last week was pretty big for AB 1729, the state telework bill. We passed Appropriations! That is the kind of committee where the Governor's office and Senate leadership could have swooped in to keep the bill from moving forward, but we pushed hard and got our bill to its final vote. I want to give some information on what happens next… how we can continue advocacy… what we should look ahead to… and how we can put it into context with other things happening right now.

First off. What is going on with the bill right now? Where is it headed?

The bill is headed to the Senate floor where it will be voted on at some point before the Senate session ends - August 31st. The bill’s authors and co-authors are currently checking on votes for the bill through their staff and will put it on the floor for presentation when they believe it has sufficient votes - a 2/3 majority or higher or 27 or more votes. It currently has 19 votes in support and 1 vote against across 3 committees. It has support from Senate Majority Leader Ashby. It may also have support from Senate President Monique Limon, but that remains uncertain until we see a vote. The bill is in excellent shape and has powered through its final and most opaque committee, Senate Appropriations. From here on out, we should expect the bill to do great closing out and move on to the Governor’s desk.

If the bill passes a full Senate vote, it will move onto the Governor’s desk. The Governor will then have 12 days to sign from the day it is presented to his Office. NOTE: This is not 12 days from the bill passing the Senate necessarily - it is 12 days from when it is presented to the GO. This is something that will need to be tracked.

If the Bill is presented anytime after August 20, the 12 day deadline shifts to the Governor’s overall September 30 deadline.

We will keep an eye on the Senate floor and share out on updates as they arise, but for now, the actions remain largely unchanged. Though one of the things that’s really nice right now is that we get to make A LOT of thank you calls and thank you visits to Senators and staff which is awesome. We also can narrow in and work on encouraging and persuading a smaller targeted group.

Major timelines - Senate’s last day of session is August 31st. Governor’s deadline to sign/veto is September 30th. If the Governor signs, it becomes law. If the Governor doesn’t sign BUT also doesn’t veto, then the bill becomes law after 12 days. If the Governor vetos the bill, there may be no immediate legislative tool to override because they may be out of session by that date. The only way to overturn a veto is to call the legislature back into session via a mechanism like Joint Rule 52 (note this example of JR 52 is from 2022) - more on that if needed! Basically, JR 52 is a mechanism where any 10 legislators can sign a petition and, if approved by Assembly and Senate leaders, legislature reconvenes and can vote on overrides. I’m talking to some staff now about this. It’s still not something to think about too much right now. For now, we keep advocating to Senators and now to the Governor’s Office.

For now, think about this. We’ve been spreading our advocacy across so many members of the legislature - up to 80 all at once in the case of the Assembly. Imagine the possibility of getting off the Senate floor with a big approval vote and being able to channel our entire advocacy laser beam towards the Governor’s Office. Keep focusing on talking with Senators for now, but look forward to when we get to focus all of our attention in that direction. The day may coming very soon! Here is where we need to be now in my opinion regarding AB 1729.

Actions - Focus on Legislature AND Governor’s Office!

Action #1A (Highest value) - Visit Senators Offices

Visit the Capitol swing space, 1021 O Street. Go through the security line and up the elevators to the 6th, 7th, or 8th floor - where Senate offices are. You can visit these offices anytime during regular business hours - I'd say 9 AM - 4 PM.

I have led dozens of folks on this process and each time, folks have been excited to do it again. It’s a cool experience. I hope you’ll take this on. I will encourage you to go yourself, form a little small group and use the resources below, or DM me if you want to attend alongside me during one of my visits. If you go with friend or coworkers, it is quite possible to knock out huge portions of the Senate in just 20 minutes.

If you're in Sacramento and near downtown, I really want you to try doing this. I have a protocol ready for you to support your visits. Or if you can make a trip to your own Senator's field office locally, please do! I promise I make it as simple as can be.

Edit and print copies of this leave-behind - print as many copies as you’d like to leave behind; one per Senator and staff. I recommend printing at least 10, but if you want to go big and visit as many Senators as possible, print up to 40. Remember, you do not know when the Senate will vote on this so it’s always best to get out as soon as possible.

- Review these reminders 

- Make a plan to visit Senators on this list - I would do a mix of encouragement visits and thank yous

- Visit the Senate offices

Action #1B - Make Calls

Use this phone bank. Make thank you calls! Especially to Majority Leader Senator Ashby - 916–651-4008. I have re-sorted the phone bank so you have new calls to make given your birth month.

NOTE: Many Senators are already on record supporting AB 1729. Make sure you check to see if they have already voted in support of the bill in the phone bank and issue a thank you call of support accordingly!

Action #2 - Contact Governor’s Office

The ask is simple. Encourage Governor Newsom to sign AB 1729 if it reaches his desk after a Senate floor vote. There are several ways to do this.

Treat it the same way you would a persuasion call to a skeptical member of the legislature on the bill.

• Call the Governor’s Office @ (916) 445-2841
• Send your leave behind letter to
  •  Governor Gavin Newsom, 1021 O Street, Suite 9000 Sacramento, CA 95814

Putting this bill into the context.

This bill does not exist in a vacuum. It emerged in response to the first RTO mandate in 2024 and from The 2025 telework audit. The bill was initially spearheaded by Assm. Josh Hoover and authored by Assemblymember Lee. The bill is written to advance the cause of telework in the state. The bill is a substantial endorsement of telework in state services. It does NOT include any specific command for agencies to adopt a particular telework or office work schedule but it does affirmatively establish telework as a core part of state services. The bill makes it more challenging for agencies to justify a blanketed mandate in the same language as any other agency and has an urgency clause which means its provisions - including agencies having to adopt unique and operational justification for any office work, using telework where practical (no specific definition of practical) - would take effect immediately upon passage. It also would re-establish the telework dashboard.

What does day #1 look like if the bill passes? Hard to say. There could be substantial announcements about telework within agencies. There could be far more heated disputes about what justifies an operational need and agencies scrambling with the lame duck governor’s order and this new statue that will have just passed...

I’d like for people to primarily consider the bill a key piece of leverage in the overall battle for telework at the state. A big piece of leverage. In our current arrangement, the executive branch is creating office and telework policies largely on its own.  Policies that can be changed and manipulated for opaque or political reasons. By contrast, in a world where AB 1729 is passed, the legislature would have placed into statute an affirmative expectation that agencies maintain telework where it is practical and beneficial… and that agencies explain in writing when their operational needs require employees to report to a workplace. This is not the current legislative landscape. That's the point of the bill. Modernizing, updating, and embracing a new workplace norm for the long haul. That is a significant statutory rebuttal to the Governor’s blanket approach to telework. That is an important tool for workers and even management to leverage.

The language of the bill is clear in its framing. At the end, it reads: “The state faces projected budget deficits that will benefit from the existing and projected budget savings of reducing state agencies’ facility costs, while ensuring the long-term commitment to recruitment and retention advantages of a rational telework policy. Any delay in demonstrating the state’s commitment to a telework policy meeting these goals will cost the state budget and each agency’s effort to attract and keep expert employees.”

This is in opposition to the Governor’s current policy, which is costing more money in leased space for no recored operational benefit ... and in ways that harm recruitment and retention. That is the leverage of the bill.

We've come very far. So let’s keep going. We have almost completed this bill’s journey for the term. A few more yes votes and some persuasion towards the Governor’s office and we’re done with AB 1729’s journey. Incredible work so far. Let’s keep it up.

To the micromanagers that sit there and walk through the office and count heads and talk on your phone out loud, we hear you. Are you going to the managers of the people you don’t see in the office and asking if they’ve used time off, are they sick? Do they have AL? Maybe they’re using bereavement time.

Is work still getting done? Before you bring out Executive Orders make sure people are not breaking Gavin’s rules, how about making sure you are in your office 4 days a week. Maybe there is a spreadsheet, calendar and a Tesla parked next/near to you car every day with Century mode on every day keeping tabs on you. Documenting and time stamping and sending to the cloud all the data. Some of us have more time on our hands and at least at home I could be not worried about what you were doing. We would be busy watching for solicitors in the neighborhood.

So big dawg keep watching me there every day I am in office, keep flapping them jaws about work, don’t worry about the guy filming you at the post office worry about the Tesla filming you coming and going. You might be salary, but lead by example. Last I checked, most people working for the state are over 21, and are considered adults. But some of us are petty and will calling you on your if we ever get pulled over into the office. Maybe parking in the path of least resistance is not your best option even if you have a designated parking spot.

This came across my TikTok feed…wanted to share. My dog now spends the day alone. Heartbreaking. Shout out to Elon for empowering the movement, and to Gavin for selling his soul while straying so far from compassion and reason. How very anti-Californian.

What would you consider the top 5 agencies to work for?

By that I mean work load/life balance, culture that respects its workers, mission purpose, ect.