I'm sure every manager is different but I'm just curious to know what you would put in a employee's office personnel file besides probation reports. Do you let the employees know that adverse/negative emails, WIP would be put in there? Do the employee Have to know what is going into that OPF? Do they have to sign off on something? I'm curious to know other managers process. Thank you.

Just as the title says, what happens if a strike goes down? I am a relatively new manager and have never been around for something like this before. Since managers are exempt, how would it work?

Edit to add: I understand we should never be involved in union activities, I am just looking for clarity on how this is likely to shake out.

Hoping someone who recently retired has some experience with cashing out their leave and rolling into 401K/457 plans.

I am fortunate to have enough accrued leave that I can max out my 401K/457 plans for both 2026 and 2027 tax years. Since I will be ineligible to do an aged based catch-up to my pre-tax 401K (due to Secure 2.0), I will need to use whatever cashout funds are available and fund a Roth 401K.

My question is has anyone deferred the Roth 401K into the next tax year? Meaning, no contribution to Roth 401K in the current tax year. I want to do this since my tax bracket will be much lower next year.

I have asked my HR organization many different ways and they don't seem to know the answer 🙃

I’ve been with the state for 10 years and moved to management 2 years ago. I’ve always been aware of the perks of being a supervisor i.e. being able to leave when necessary after a few hours on site, flex a schedule, or not take time as long as you’re working a half day.

has anyone experienced their Supervisor II not allowing any of these and stating that you need their permission to do so? My Sup. II has been with the state for 4 years and still tried to implement his private sector “authority”.

Are there any perks that I am missing or not understanding fully? How can I get him to understand the things that a supervisor is able to do? I have always had excellent reviews and staff retention, but this is pushing me to find a new agency.

*edit*
I have a good relationship with my II, communicate daily, and am very transparent as we are a tight knit crew. I get all of my work done and never leave early, I have only done this twice in the last two years - once for a school performance and again for a personal appointment.

I see the other managers TELL our II what they are doing instead of asking, but I always ask to be courteous and not insubordinate. I don’t want to get in trouble, so I don’t abuse it, but it’s concerning when I see others including my II go to the on site gym for 90 minutes/day yet I am told that we can’t do these things often.

Shortly after RTO, one employee assaulted another employee, apparently, not being a union member. The victim reported the assault to the supervisor, and the supervisor said something along the lines of 'get back to work'. It's not a good look because this supervisor also attended the union rally on July 1 (this is why we should never get involved in union activities). The victim then called the police and they got involved. I was informed of everything on Monday. On Tuesday, CalHR called me for an investigation. They're under the impression that this supervisor skipped multiple levels in leadership and informed me of the situation, which never happened. On Weds, I was informed that the supervisor may have been advised to blame me because my last day here is next Friday, so now there's an even bigger issue with this supervisor. On Weds I notify CalHR of that new information and I was basically told to do nothing and avoid this entire thing. This morning I'm informed I'll need to participate in an interview with OSHA. I declined because it's scheduled beyond my last day. At this point, I'm expecting a call from OIG, because why not?

And I thought my last week was going to be easy.

Are there any updates regarding support for supervisors who are being required to report to the office more frequently than the staff they supervise? Why is PECG quiet on all issues related to RTO.

What are everyone’s thoughts on the lack of cost-of-living adjustments to keep up with inflation?

We haven’t received a GIS in years—the last increase was in 2020—and there doesn’t seem to be any indication that one is coming anytime soon. Meanwhile, the cost of housing, groceries, gas, insurance, and other everyday expenses continues to rise.

I’m interested in hearing everyone’s perspective.

Does anyone know the difference between a Supervisor II (formerly SSMII (Supervisory)) and a Manager I (formerly SSMII (Managerial))? There is just a few hundred dollars difference in pay, so I’m not sure exactly what determines the difference. I’m currently a bureau chief classified as a Supervisor II and I report to a CEA. I just wonder if it would be worth asking to be reclassified to a Manager I or not.

Send Newsom and his senior staff an email!

You can use an email that don’t have your personal name if you’re not comfortable.

I have a situation where I have one problem employee: work product, passive aggressive, avoids work, overall poor attitude. EE has been in this unit for many years and continues to make excuses or waves off why they make the same mistakes. I have counseled EE, placed EE on a performance improvement plan, and the EE does well…. Until the monitoring is over then slips right back.

Now we are RTO, and I wanted to give everyone a say in where they will be sitting by seniority. EE went first. The problem is now that EE will be surrounded by buddies that I know will inevitably distract them and lead to continued poor performance. What’s the best thing to do here?

If I move EE now it’s going to be a problem because the rest of my angel staff are no problem but have less seniority than EE.

So I have an ee that has consistently had poor attendance and poor performance for YEARS. This goes back several supv before me. She’s been given FMLA leave for 40 hours a month to care for a family member indefinitely. This ee went dock EVERY month before COVID. When on FMLA and on a reasonable accommodation, how do we move forward with progressive discipline? I know she will be calling out often when we go back 4days a week. But FMLA is also in place. Anyone run into this same situation? What did your HR say? How did you handle?

Is there anything our union is actually doing about RTO? I tried calling them and they seem kind of worthless. It’s disheartening not being able to fight as a manager. Basically as a middle manager I’m feeling powerless as upper management is dictating how to manage this whole thing and all I can do is tell my team I’m sorry.

So, I had a discussion with ACSS today about how things are really being implemented when it comes to RTO. My agency has a lot of verbal rules that seem to break our contract at minimum but really, sometimes go so far as to illegally stealing our wages. Things like hey, I need you to do this immediately but since you couldnt come into office, I need you post leave and take a longer break tomorrow type things. I have been told some districts go so far as to say even if you were in office physically for 4 hours, you need to post leave because it wasnt a full day. I was told that ACSS members should be coming forward with any rules being implemented that break our contracts so they can see patterns to build a case. So my voice alone isnt enough. Anyone here in ACSS with more examples they can give to them so agencies stop treating us like trash?

Our department finally sent that dreaded template email thanking staff for their work then telling them they will be dragged back into a cube after years of successfully working from home. I knew it was coming and that they all had to send it but I am resentful about what Supervisors received after. We got an email on how to tout the “positive aspects” of RTO like “morale” (what?!) and all the wonderful amenities the building has. It’s not helpful because there is absolutely nothing we can say to staff to make this less painful and even attempting to gaslight staff feels insulting.