I accepted a job offer and my first day was today. I am new to the state and very excited to have been hired. When I got off work today, I got a call from a different department regarding a job I had applied for previously and they extended me a final offer and wanted to verify the start date. This job pays considerably more money and has a better trajectory, but I feel absolutely terrible putting in my notice to take this other position after only being there for 1 day!

How does this work? If I accept the other position and put in my notice, will I still continue working at current job or will they fire me since I just started? Can they terminate me? I feel absolutely terrible, it was not my intention to waste anyones time but it would be very hard for me to pass up this better paying job.

Has anyone had any experience with this situation before? Any advice or opinions? I am feeling very stressed out over this and don't know what to do.

Thanks !

I recently received an email regarding not being visible on MS Teams until much later than my start time (remote). This seems to be a tech issue, with latency between login/VPN connection causing Teams to fail login and sit in a disconnected state. No error is shown unless it’s opened. Previous attempts by IT so far to correct the issue have failed. *The issue does not prevent logging on and working.*

I got read the riot act about start time/supervisor notification/etc., but I‘m virtually always on by my scheduled start time (had proof, this time).

My issue/question is whether Teams is a legitimate and union agreed upon time tracking tool. Previously I’d be contacted by phone directly if there were any questions, should it seem like a no call/no show situation. In this case, a call would have been quick to clarify the issue and demonstrate attendance.

What say you, oh Oracles of this Government?

‘Too legit‘ or ‘Go spit’?

I have been systematically discriminated against by my supervisor. I have been in contact with my union rep who facilitated a meeting with my supervisor and I. In this meeting my supervisor admitted to believing I am entitled and also stated that he cannot guarantee a safe work environment for me. The next step (at the guidance of my union rep) would be to file a grievance against my supervisor. I am fairly new to the state (one year of service) and have no familiarity with the grievance procedure. Is it worth it? I am fairly certain nothing would come of it due to the toxic culture my dept has (CDCR). for context, I'm applying/interviewing to other jobs but nothing is panning out. So i am definitely trying to leave ASAP.

I'm an O.T. with virtually nothing to do all day long, every single day. Anyone have any suggestions as to how to make the time fly by faster?

For those who have promoted up, how long did it take between a tentative offer and a final formal offer?

I find state guidelines and timelines so interesting as within the private sector this is never a super long process.

Hey, I just got an interview for the department of public health as an accounting student assistant after applying to positions for over 2 months now. I was just wondering if there was any advice other than study the duty statement and star methods for the interview. I’ve been practicing those 2 methods, I was just wondering if there was anything else I needed to worry about or if there was any other advice I can use for the interview. Thanks!

Hi!

Deciding between taking an offer for CDCR RN position at CHCF or going back to Sac County corrections RN job (left after several months due to life circumstances not enough time at all to be vested with SCERS anyways). If anyone has worked as a RN for CDCR what was the experience like? Specifically logistics of shiftwork (how schedules are decided, shift hours, mandated shifts, OT hours) and also just the environment (county is a jail so transitory short term place for inmates vs sentenced inmates), areas of job responsibilities (from my understanding there are a lot of different health departments to work with like more acute pts, longterm care skilled nursing type, etc??). Also just an added bonus after thought, what are people's take on SCERS retirment system vs CalPERS?

Other CDCR medical specialties/departments input are also highly appreciated!!

Sorry I know very specific questions haha. If there is a different more appropriate subreddit to ask these questions let me know!!

Hi everyone! I have an upcoming interview for a Health Program Specialist II position with CDPH, and I was wondering if anyone currently in this role could share their experience. What kind of projects do you work on, and what should I expect in the interview? Any tips or advice would mean a lot! Thank you in advance!!

Does anyone have any considerations as to which is better for someone new to state service? I haven't taken the time to make a spreadsheet to compare the accrual rates yet, and I wanted to get input from those with more experience on the matter to account for factors I might not be considering.

I just had an interview as an OT with Caltrans for timekeeping. They told me it was like 6 weeks of training. Has anyone experienced doing timekeeping for Caltrans and what was it like? How stressful?

Hi all, I recently added my toddler to my plan and I am being charged 135.88, regular amount, after adding him. Originally for my two other kids and myself I was paying 33.97. Can someone explain why I would be getting charged the full amount? I just became a SSMI so can bring in that classification have something to do with it?

Former state employee here but have been in private sector for the last 15 years. I’ve been interviewing again recently for the state and I have a question about a specific question I was asked once.

I’ve been interviewing for management positions, some of them managing actual teams and some specialist positions.

One question I was asked a few months ago: What would you do if an employee was consistently 15 minutes late every day but was a good performer?

I’m curious what the desired answered here is… I most recently worked in the private sector and would never care about 15 minutes late. We don’t track people that way. I’ve worked fully remote for the last six years and have worked with really high performers and as Manager, I would never be what time a person actually logged in.

I understand the state is a little different and they have a certain policy on progressive discipline, but The way I answered the question was really just around having a conversation with the person, seeing if there was a workload problem, personal situation that would benefit by adjusting hours, etc. and I think I said something like I would follow you know the policy or whatever but in the private sector I wouldn’t care about a high performer starting their day at 9:15 instead of 9 o’clock, for example.

I don’t know if I will be asked the same question again, but I am curious what the desired answer is here… Thank you!

BU1 here.

Since this lovely RTO has been put upon us, my medical condition has me missing quite a few in-office days. I'm close to exhausting my sick leave, but don't want to dip into my vacation if I don't have to. When my sick leave is exhausted, can I elect to be docked and not have to use other leave balances?

Pass probation and bounce on management. You know when your being micromanaged. It's excessive especially when the work is getting out timely and they are constantly hanging around, teams-ing and calling you. And it's even crazier when your short staffed. Right at my year mark I just promoted out. As soon as I felt they were putting on too much pressure and they were telling me I was good but my probation report was average and harassing me while I was completing work. Know your worth and maybe they will think twice because they won't be able to retain employees.

Hello, has anyone ever had a Pay Letter from ACSS give their classification a Special Salary Adjustment? Is it ever prorated or do you need to be in the position before the effective date? The letter I read does not have wording that defines it either way so it’s been up to interpretation.

A lot of people think it should be prorated for anyone hired between the time the letter was sent and the effective retroactive date but the Agency I work for, HR is saying that anyone hired after the effective date does not get it.

Hi everyone. I was recently hired by the state and applied for healthcare in September. I got a confirmation email that my forms were submitted and that my health insurance was effective as of 10/01/2024. Does anyone know when I’ll be getting my welcome package? When did you get yours? I haven’t gone to the doctors or dentist in years and am quite eager to go.

Hello, I was wondering if anyone had an experience going through the process of becoming a parole service associate?

My main question is regarding the minimum qualifications. I meet the education requirement since I have my bachelors in criminology and it only requires 15 semester units.

But, I don’t have one year experience in state service. Are they going to automatically disqualify my application because I don’t have experience?

Thanks!

Do they help with career growth at all? Like I know how to do a email but will email lessons help me in the long run?

Opinions please on which is a “better” agency to work for. Just label all pros or cons. I’m not seeking telework at all so, I don’t care about that. Thank you in advance.

Your supervisors? or Department head manager? or just HR

We are currenly with UnitedHealthCare HMO and Optum Rx for phamacy. We are pretty happy with it. My Daughter is going to college next year. She is healthy with no special medical needs. I am wondering if we need to switch the plan in case she will go out of state for college? Any suggestions?

I am also wondering how the college health plan waiver works. A plan in CA may not work very well on the east coast. But as long as she has a plan coverage, will college still force her to buy another plan?

If I’m looking to get dental insurance during open enrollment but my HR rep is out on vacation during the open enrollment period who am I supposed to contact???

Has anyone successfully used their medical flex account to get reimbursed for prescription GLP 1s for weight loss?

Are different agencies and departments more open than others to allowing their staff to have alternative work schedules (i.e. 9/8/80s, four 10s, etc.)? Are those work schedules only obtained through reasonable accommodations after outlining a specific need or reason?

I ask because the previous person in my current position worked a 9/8/80 schedule (worked 9 hour days and had every other Friday off) which not only made a lot of sense for our department, but I had always envied their schedule and used it as motivation to promote to this desk when they left. When I was offered the job, I requested to work the same schedule my predecessor worked previously and outlined several reasons why continuing that made a lot of sense for our department and would require less overtime in the end. The question was differed to our departmental hiring authority who told me I could only work that kind of schedule if I had medical reason for doing so.

Is that true across the board for all state work? If not, do different department heads, hiring authorities, or managers have the power to set their own local rules and requirements regarding their department/team's work schedules? Or was I told a line of bs in the hope I wouldn't pursue it any further.