Bargaining Updates #6 - May 1, 2017

Article 12: Corrective Action

The CSU wants to add language that the appeal process of the reprimand will state the basis for the appeal that the employee is disputing the reprimand.  The reprimand is not subject to the Grievance Procedure.  To remove the reprimand, the employee will put in writing the request to Human Resources after 3 years.

Our proposal was that an employee may be represented by another employee or union representative on any meeting regarding performance expectation or rules and that upon appeal, the President shall meet with the employee within 10 days.

Article 15: Leaves of Absence with Pay 

The CSU's intent is to move to a 12 month period for Catastrophic Leave so that it cannot be used more than once in a 12 month period. They also want to include in Bereavement Leave where substantiation on the leave must be provided, if requested by the appropriate administrator. For Parental leave, the CSU wants to add in language that the employee will only be entitled to leave if they are employed prior to the birth or placement of children.

CSUEU accepted the 12 month period and that the employee must be employed prior to the birth or placement of children to be entitled to parental leave.  We agreed that the employee shall give notice to the appropriate administrator as soon as possible.

Article 28: Family and Medical Leave and Pregnancy Disability Leave

The CSU proposed that an employee who has actually worked 1,250 hours in the 12 months preceding the leave will be entitled to a family and medical leave without pay, but this was rejected by CSUEU.

Article 18: Hours of Work

The CSUEU proposed that work schedules (for exempt employees) shall not be assigned an unreasonable or excessive workload. The initial decision to request a participation in a compressed or alternate work schedule will be voluntary. If an employee is required to work during his/her rest period the appropriate administrator shall reschedule the rest period for that workday.  

Telecommuting, CSUEU stated there shall only be one official telecommuting policy for the campus.  The campus shall not unreasonably deny a telecommuting work schedule to eligible employees.

No tentative agreements have been reached on any of the Articles that have been passed.  Bargaining continues May 9-11 at the Chancellor's office. Text CSUEU to 787753 from your phone or sign up online to get breaking negotiation updates.

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Value Us - Promote From Within

BARGAINING UPDATE #5 - April 20, 2017

Article 9 - Employee Status

The CSU is attempting to restrict and devalue our members consideration for promotion and in class progression, as well as eliminating the appeals process and maintains that employees must still serve a probationary period after a reclassification even though the basis for the reclassification was actually performing the duties.

CSUEU is committed to providing a mechanism for our employees to apply and be considered for promotions and to have years of service as a consideration.

Read more.

Want to get involved at your campus? E-mail VP for Organizing Neil Jacklin or Senior Labor Relations Representative Magali Kincaid to learn more.

Meet Your Bargaining Team

To view bios for the first row, click the photos or visit this page.

 

 
 
"Solidarity Wednesdays" Photo Gallery

In recent years, the bargaining team has asked members to wear their CSUEU t-shirts on Wednesdays in a show of support for the team