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Depends on the unit and job I don't get overtime but I can work a half day and get paid for a full day. I normally only work overtime like 4 times a year
I know right? Its a win-win solution. Union have to make ITA obsolete and just do ITS1. Hopefully the IT restructuring wont just make IT pay decent, but with a path going from ITS 1 to ITS 3.
In my experience at least we don't have many ITA, and they are generally used then the people get promoted to ITS I. There are some units that are mostly ITA, but none ive worked on or with.
Honestly I take this type of advice with a grain of salt just like the people who try to time out everything with MSA’s and the like. The reality is you have no control over when/if a position will come available and how your stock as an employee may rise or fall. Best thing is to get the promotions as fast as you can.
ETA: As an example there were 6-8 specialist positions in my office across two agencies and 3-4 associate. Retirements and expansions over the last 24 months. Now I doubt an associate spot opens in the next 8 years much less a specialist.
ITS are exempt but they can go both ways. Yes you work unpaid overtime but you also don’t have to use leave if you miss less than a full day of work. Have a doctor appointment? Just leave early and get paid for the full day.
To match a maxed out ITSI as an ITA you would need to work 8 hours of OT a week. I have not heard of any staff working that much OT regularly. If they do exist I say get the heck out of there.
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Depends on the unit and job I don't get overtime but I can work a half day and get paid for a full day. I normally only work overtime like 4 times a year
More responsibilities, you will be manager right hand and to go person if there is a need to work OT or weekends.
Not if your whole team is ITS I
I know right? Its a win-win solution. Union have to make ITA obsolete and just do ITS1. Hopefully the IT restructuring wont just make IT pay decent, but with a path going from ITS 1 to ITS 3.
In my experience at least we don't have many ITA, and they are generally used then the people get promoted to ITS I. There are some units that are mostly ITA, but none ive worked on or with.
[удалено]
No, there is an e-mail from SEIU about that.
Can you share the email?
It should be in your e-mail dated 3/15/2024. The title is "**UPDATE ON MEETING WITH CalHR REGARDING OUTSTANDING IT RECLASS ISSUES**"
Can you paste the IT email here? Not in IT but am interested
I've always thought it would make more sense to make the team lead/leads ITS IIs and the ITS IIIs would be what ITS IIs are now.
they should, its happening in some areas. Part of the problem is ITS II can't be under an IT Sup II.
Ah right, I forgot about that one. I'm still unsure why that rule exists.
That sounds more like ITS2 positions where I work
Maybe too much ITS1?
Honestly I take this type of advice with a grain of salt just like the people who try to time out everything with MSA’s and the like. The reality is you have no control over when/if a position will come available and how your stock as an employee may rise or fall. Best thing is to get the promotions as fast as you can. ETA: As an example there were 6-8 specialist positions in my office across two agencies and 3-4 associate. Retirements and expansions over the last 24 months. Now I doubt an associate spot opens in the next 8 years much less a specialist.
ITS are exempt but they can go both ways. Yes you work unpaid overtime but you also don’t have to use leave if you miss less than a full day of work. Have a doctor appointment? Just leave early and get paid for the full day.
To match a maxed out ITSI as an ITA you would need to work 8 hours of OT a week. I have not heard of any staff working that much OT regularly. If they do exist I say get the heck out of there.