Contract Ratification Meetings February 2012

1. Contract Ratification Meetings February 2012

2. Three-year contract • Effective from the date of ratification thru June 30, 2014 • Reopeners on salaries/benefits at request of either party in both 2012-13 and 2013-14 • No general salary increase this year • Salary reopener this year (2012-13) must include negotiations about CSU’s salary structure and the lack of movement through the salary ranges

3. Benefits • Maintenance of health, dental, vision, and life insurance benefits, including the Rural Health Care Stipend, for the life of the agreement. • Parking fees frozen through July 2012 • Thereafter, Parking Fees cannot be raised more than: • One time during each fiscal year • More than a max of $3/month (or $36 a year total) • May never exceed the amount paid by students • No GSI, No Parking Fee increases

4. YOU defeated the Parking Fee pay cut management wanted • This victory was made possible by the huge member support for the bargaining team! • See the CSUEU e-news story • Finally, campuses cannot reduce the total number of non-reserved parking spaces

5. 10 articles remain as they were • Article 1— Recognition • Article 4 — Effect of Agreement • Article 6 — Concerted Activities • Article 11 — Personnel Files • Article 12 — Corrective Action • Article 13 — Resignations • Article 16 — Leaves of Absence without Pay • Article 19 — Overtime • Article 23 — Health and Safety • Article 26 — Cruise Employees

6. Highlights of Changes to Contract • Increased workload and out-of class work are added as new criteria for granting In-Range Progressions (IRPs) • Procedural changes in Article 5 (Union rights) and Articles 7 and 8 (Grievance and Complaint Procedures). This is especially important for stewards who are handling your grievances

7. Additional Changes • CSU will review the outdated Administrative Support, Administrative Analyst and IT classification series • Article 9.3 was modified to make it clear that it is CSU policy to fill vacancies with qualified CSUEU-represented employees (except for emergency hires of less than 90 days)

8. Additional Changes • Expansion of eligibility for sick or bereavement leave for persons living in your household • No involuntary transfer of employees to satellite campuses as a result of contracting out • Increased parental leave for parents and guardians of older children • New leave for serving as election precinct officer

9. Additional Changes • CSU insisted upon capping the amount of the fee waiver for doctoral programs. Program was expanded from Ed.D to all doctoral programs • Fee waivers for undergraduate and master’s degree programs remain the same • The contract clarifies that employees or dependents cannot be denied access to courses because they are on the fee waiver program

10. Additional Changes • Requires that involuntary time base reductions (i.e. reduction to a 10/12 schedule) must be governed by lay-off rules • Seniority rights (in reverse order of seniority) are protected in all lay-off situations • Re-employment lists will apply to all types of lay-offs

11. Additional Changes • Whenever the university cites “operational needs” to deny any requests for leave, telecommuting, or an alternate work schedule, the administrator now must provide a written explanation of the reason (upon employee’s request) • CSUEU may appeal any grievances filed on or after July 1, 2011 (when we worked without a contract) to binding arbitration.

12. Explanation of the Ratification Process • Informational meetings to be held at all campuses and the Office of the Chancellor • On Feb. 23 ballots will be mailed out to all members and fair share fee payers who have addresses on file • Only members can vote. Join! • CSUEU HQ in Sacramento must receive ballots by March 15th • Ballots counted for each Bargaining Unit

13. Reasons to Ratify the Contract • The Bargaining Team recommends ratification • This is the best agreement we could get in the face of cuts to CSU of more than $750 million and a corporate-generated climate of hostility towards public workers and their unions • The bargaining team negotiated for over eight months. • We were able to hold our own against numerous management take-away proposals • The team has successfully addressed a number of important issues for our members

14. OK, but why ratify? • This contract provides stability against arbitrary changes to important benefits and seniority rights during the life of the contract • Going back to the table offers no clear advantage and may jeopardize contract provisions which are in place now • A strong vote signals to management that we have wide member support to address the “unfinished business” of this contract beginning right now … the subjects of salary increases and movement through the salary range

15. What’s next? • Continue the campaigns to: • Address the broken compensation and classificationsystem during reopeners • Fight back against contracting out • Address bullying in the workplace and press for campus policies to prevent it • Bring CSU into the 21st century with work/family-friendly policies

16. What can you do? • Become a member • Get involved at any level you can • Learn about and enforce your contract • Consider becoming a steward • Learn about this year’s political campaigns: it’s our future the legislators are debating • Vote and mail back your ballot as soon as you receive it

17. Any Questions? Visit our website at: www.CSUEU.org Or contact your local steward And get an Answer!