Breaking Newshttps://www.csueu.org/news/archiveState Draft 2024-25 Budget Funds Compact with CSU, with Defermenthttps://www.csueu.org/news/archive/state-draft-budget-defers-payment-to-csuLegislativeMon, 15 Jan 2024 18:43:45 GMTGovernor issues draft budget<p>Gov. Gavin Newsom’s draft budget includes $240 million for the CSU but defers actual payment of this money to the next fiscal year 2025-26. Under so-called “compacts” negotiated between the Governor and the CSU (as well as the UC) in 2022, the state guaranteed 5 percent funding increases each year for five years. In exchange, the university systems agreed to increase in-state admissions and meet other goals.</p> <p>Facing a $38 billion budget deficit, the Governor says the CSU (and UC) should fulfill their compact commitments (including staff compensation and raises) and spend their own CSU money or borrow money and the state will reimburse both higher ed institutions in 2025.</p> <p><strong>CSUEU members in Units 2,5,7 and 9 ratified a 3-year contract which provided for a 5% salary increase, retroactive to July 1, 2023. We are expecting the 5% bump in paychecks by April 1. In addition, we are scheduled to receive our second 5% general raise on July 1, 2024. </strong>More information is contained in a CSU <a href="https://csueu.org/Portals/0/Documents/2024/Tech%20Letter%20Compensation.pdf" target="_blank">Jan. 16, 2024 letter</a> to employees.</p> <p>CSUEU leaders will work with the CSU, the Governor's office, and the Legislature to make sure the compact funding is protected in this year’s budget.</p> <p>The Governor's budget is Step 1 in a 6-month process of legislative hearings – and intense negotiations - culminating on June 15, the deadline for the state to adopt a budget. The next key step is May when the Governor issues a revised budget. Stay tuned for future budget updates.</p> <p>If you are not yet a member of the union, now is the time <a href="http://www.csueu.org/join" target="_blank">to join </a>to increase our member strength. Political advocacy is also critical to make our voices heard in Sacramento. Contribute to our Political Activities Committee <a href="https://csueu.org/political-advocacy/join-the-pac" target="_blank">here</a>.</p> <blockquote> <p>Even though the overall state budget is uncertain, the CSU community is united in expecting the Governor to keep his multiyear commitment to funding the University which is essential to close equity gaps and promote student success. <br /> - Catherine Hutchinson, CSUEU President</p> </blockquote> CSUEU Leaders Address Board of Trustees | May 23, 2023https://www.csueu.org/news/archive/csueu-leaders-address-board-of-trustees-may-23-2023CSU NewsWed, 24 May 2023 21:25:35 GMTBoard of Trustees | May 23, 2023<p>Board of Trustees | May 23, 2023 </p> <p>Bargaining Team leaders addressed the Board of Trustees, highlighting the urgent need to address the ongoing CSU crisis of staff recruitment and retention.</p> <p><strong>Vice President for Representation | Jessica Westbay, CSU Chico</strong></p> <blockquote> <p>It is clear that the CSU is in crisis. The current CSU offer on the table of 23 steps at 2% which aren’t automatic and must be bargained for (or should I say begged for) annually is not a step forward. It doesn’t fix the CSUs issue of attracting qualified candidates, retaining our workers, or making the CSU an employer of choice. </p> <p>Which is why today you hear our union siblings outside demanding a fair contract, demanding that the CSU quit making the excuse that there’s no money when there’s $7.7 Billion in investments making the CSU richer by the day while our employees are continuing to struggle. We may be tired of the CSUs excuses, but we are ready to rise up for salary reform, for the CSU to invest in its staff.    </p> </blockquote> <p><strong>Bargaining Unit 2 Chair | Health Care Support | Tessy Reese, San Diego State University</strong></p> <blockquote> <p>CSU Athletic Trainers are trained to prevent, recognize, and assess injuries, as well as initiate rehabilitation programs. They provide healthcare to our student athletes - but their own health and well-being are in serious jeopardy. </p> <p>Yet CSU Management continues to drag their feet and refuse to bargain in a serious manner to address abusive work schedules.</p> <p>The CSU faces an astonishing turnover rate of 26% for this classification.</p> <p>Our petition, demanding that the CSU address through bargaining the longstanding issues Athletic Trainers face, was signed by more than 2,000 CSU constituents. More than one-third of the signers were student athletes.</p> <p>Our Bargaining Team first brought this matter to the bargaining table back in 2017. I ask this Board today: How much longer will you allow the mistreatment of Athletic Trainers to go on? </p> </blockquote> <p><strong>Bargaining Unit 5 Vice Chair | Operations Support | Don Moreno, CSU East Bay</strong></p> <blockquote> <p>The summer is here and I will bet that many of you – and the majority of CSU managers – have wonderful vacation plans. Maybe relax on a tropical island somewhere, or take a trip overseas. </p> <p>I can tell you that thousands of CSU Support Staff won’t be so lucky. Many will be spending the summer working their second job. Because rent still needs to be paid. And living paycheck-to-paycheck means you don’t have enough for a vacation fund.</p> <p>Your workers are dissatisfied and there is proof: The turnover rate among the Custodial and Operations staff more than doubled to 10% over the past two years.</p> <p>You need to follow the recommendations of the Mercer Salary Study. It is time for real salary reform.</p> </blockquote> <p><strong>Bargaining Unit 7 Chair | Clerical and Administrative | Dawn McCulley, CSU Stanislaus</strong></p> <blockquote> <p>The Administrative and Clerical support staff of the CSU are the backbone of the campuses, providing direct services to faculty and students.<br />  The CSU’s refusal to pay livable wages has consequences: <br /> + Our turnover rate has nearly tripled from 5.9% to 17% over the past two years.<br /> + You are losing skilled and talented staff.<br /> + You are unable recruit fast enough to fill vacancies.</p> <p>Everyone knows that high employee turnover has a negative impact on services. But the CSU is not a fast food franchise. This is a University, not having steady qualified staffing affects student success and graduation goals.<br />  <br /> Multiple unions are here today to demonstrate that workers power the University. We are not accepting the tired line of “We have no money to invest in staff.” The CSU cannot afford to NOT to invest in our staff.  Due to your continued failures, our system is on the verge of collapse. Do better. Be better.</p> </blockquote> <p><strong>Chair Bargaining Unit 9 | Technical Assistance | Martin Brenner, CSU Long Beach</strong></p> <blockquote> <p>I am 37 days away from ending mey employee relationship. Starting my exclusive taxpayer relationship with you... As an employee, I am distressed and disappointed that that working for the CSU is not what it was when I started. There are not career opportunities anymore at the CSU.  We have taken a turn from an employer of choice to one approaching an employer of last resort.  Your compensation system is a failure.  I want you to fix this.  You have reserves this system is in cruises.  I respectfully ask that change course.</p> <p>As a taxpayer and funder of this institution, I demand better!  WE the people of this state demand that you stop the rapid decline of this great resource. You are our trustees, make this work. We deserve batter, we demand better!</p> <p>Finally it isn't always simply a matter of money. Campuses like CSU Long Beach additionally hire employees on temporary status. We allowed temp employee status in the contract so you could meet temporary needs. When asked to stop doing this my campus said "the contract allows this." Now you have employees with sub-market pay, no advancement path and tenuous employment. Fix this it is your responsibility.</p> </blockquote> <p><br />  </p> CSUEU Responds to Report Showing Failed CSU Leadershiphttps://www.csueu.org/news/archive/csueu-responds-to-report-showing-failed-csu-leadershipCSU NewsWed, 05 Oct 2022 21:21:32 GMTCSU report confirms former chancellor failed to respond adequately to sexual harassment complaints against top campus administrator.<p>An investigation into how a CSU campus handled allegations of sexual misconduct and workplace harassment by a top administrator concludes that former <a href="https://www.calstate.edu/csu-system/news/Documents/CSU%20Report%20%289-29-22%29.pdf">Chancellor Joseph Castro had a "blind spot" </a>when it came to the offender, Frank Lamas, a friend whom he recruited to work at CSU Fresno as Vice President of Student Affairs from 2014-2020.</p> <p>The investigation, ordered by the Board of Trustees earlier this year, found that Castro, who was campus president during the time of the misconduct, failed in multiple ways to act on behalf of students and staff “despite the emerging pattern of alleged inappropriate behavior.”</p> <p>The review, conducted by attorney Mary Lee Wegner, cites nine reports of inappropriate misconduct by Lamas, which included staring at an employee’s breast, bullying behavior, retaliation, and others. <br /> “In particular, the President’s failure to more rigorously address reports of Lamas’ alleged misconduct as they surfaced was a notable factor that negatively impacted the effectiveness of the Campus’ responses to such reports,” according to the report. “The President exhibited a blind spot about Lamas’ and the impact his conduct had on others, despite multiple allegations (and confirmed findings) of his inappropriate workplace behavior.”</p> <p>The <a href="https://www.usatoday.com/story/news/investigations/2022/09/29/csu-chancellor-mishandled-administrators-sexual-harassment-review-finds/8129509001/"><em>USA Today</em> first exposed</a> the scandal in February, causing an immediate outcry from the CSU community – students, staff, and faculty – who called for an independent investigation into the CSU process for handling Title IX-related complaints. Title IX is federal law protecting people from discrimination based on sex (or sexual orientation / gender identity) in education programs or activities that receive federal financial assistance.</p> <blockquote> <p>CSUEU President Catherine Hutchinson statement:<br /> <strong>“The report makes it crystal clear that a top CSU executive faced absolutely no consequences despite using his position of power to target and harass students and staff – with the knowledge of his superior, the campus president. What the report does not address is the continuation of failed leadership, on the part of the Board of Trustees, who in their haste to seek a quick divorce from Chancellor Joseph Castro, awarded him $400,000 ostensibly to serve as a ‘board advisor’ for one year. Now he is exercising his right to retreat and teach at Cal Poly San Luis Obispo. Students are understandably upset. There is a growing disconnect between CSU’s upper management echelon and the rest of the University community. Even as a state-funded salary study showed a growing crisis in hiring and retention due to stagnant wages, which impacts students and the services they receive from Support Staff, the CSU leadership seems content sticking with the status quo. We reject that mentality and will continue to partner with stakeholders who are coming together to build a better CSU community that invests in students and staff.”</strong></p> </blockquote> Governor Vetoes SB 410 Steps Billhttps://www.csueu.org/news/archive/governor-vetoes-sb-410-steps-billCSU NewsWed, 28 Sep 2022 21:56:47 GMTGov. Gavin Newsom declines to sign SB 410.<p><a href="https://www.csueu.org/Portals/0/Images/E-News/2022/eNews29OCT2022_WEB.html?ver=1Oclzv6XOqVs479fmIcGHQ%3d%3d"><img alt="Governor vetoes steps bill" src="https://www.csueu.org/Portals/0/Images/2022/SB410%20Veto.png?ver=jZ0QIgbezb-GkFgnybdILw%3d%3d" /></a></p> <p>In <a href="https://www.csueu.org/Portals/0/Images/E-News/2022/eNews29OCT2022_WEB.html?ver=1Oclzv6XOqVs479fmIcGHQ%3d%3d">vetoing</a> Steps Bill SB 410, Gov. Gavin Newsom also said he expects "that CSU leadership can .... transition to a steps model for nonfaculty staff."</p> <p>Read <a href="http://link.csueu.org/m/1/72380693/02-t22271-d8081d12a4c34f85852c17bfee378023/1/1/1">CSUEU response</a>: We will not stop fighting for steps.</p> Board of Trustees Receives Salary Study Reporthttps://www.csueu.org/news/archive/board-of-trustees-receives-salary-study-reportCSU NewsWed, 25 May 2022 22:31:25 GMTSalary Study Report Presented to Board of Trustees<h1><a href="/take-action"><img alt="VV Web 900" ca="" cover="" electeds="" postcard="" send="" src="/portals/0/Images/2022/Salary%20Study/GoodJobsLobbyDay2022.jpg?ver=VsOQ4m27UhzmHwF66xET0A%3d%3d" title="VV Web 900" to="" /></a></h1> <p>The Board of Trustees received a report about the salary study's recommendations at its <a href="https://youtu.be/Ov4Gmgt_8zw?t=330">May 25 board meeting</a>. Evelyn Nazario, the Vice Chancellor for Human Resources, spoke of the strong collaboration over the past year between the CSU and its union groups.<strong> </strong></p> <p><strong>"I would like to recognize what a momentous time this has truly been, partnering with the unions in a project of this magnitude and importance is indeed unprecedented," Ms. Nazario said. "We have come together, set aside our differences, to focus on one the CSU’s greatest assets - our staff employees now and in the future.”</strong><br /> <br /> Ms. Nazario also thanked CSUEU President Catherine Hutchinson, CSUEU Executive Director Jim Philliou, and Teamsters 2010's Skilled Trades Director Drew Scott, "for their hard work and collaboration during this project as well as their leadership and advocacy efforts in Sacramento.” She said the CSU and its presidents recognize <strong>“the need for a significant shift in our compensation practices to provide fair wages to our employees and to be able to attract and retain talent in these times of fierce and extraordinary competition."</strong></p> <p>While several trustees, including student trustees, spoke favorably of implementing the salary study's recommendations to lift stagnant wages, Lt. Gov. Eleni Kounalakis, who sits on the Board as an Ex Officio trustee, questioned why the study only looked at employee salaries and did not include benefits such as healthcare and retirement. Mercer's consultants, who conducted the study, responded that with the <a href="https://www.calpers.ca.gov/page/about/laws-legislation-regulations/public-employees-pension-reform-act">California Public Employees' Pension Reform Act</a> (PEPRA) taking effect in 2013, CalPERS retirement and health benefits are no longer regarded as substantial data points when doing comparison studies.</p> <p>Earlier this week, more than 100 members from CSUEU, Teamsters, APC, and UAW Student Workers walked the halls of the state Capitol on Monday (May 23) meeting with legislators and their aides to deliver more than<strong> 8,000 #FundOurFuture signed postcards</strong>. We had one message: Fund the salary study's recommendations to help the CSU reform its broken salary structure. View images from the day's actions below.</p> <p><strong>Media Coverage:</strong> The study's findings are reported by EdSource, <a href="https://www.kqed.org/news/11914849/csu-lags-institutions-nationwide-in-staff-pay-study-finds">"CSU Lags Institutions Nationwide in Staff Pay, Study Finds."</a></p> <p>Here's what have:</p> <ul> <li>An independent <a href="/Portals/0/Documents/2022/Salary%20Study/A_Staff%20Compensation%20Program%20Assessment%20Project%20Summary.pdf?ver=6K0s4o0uXDyMGk_aflt3pg%3d%3d">salary study</a> concluding that CSU Support Staff face wage stagnation and lack of growth potential.</li> <li>CSU <a href="/Portals/0/Documents/2022/CSUEU%20Docs/Salary-Study-Legislative-Report-04-29-22.pdf?ver=tPha3UI0q4A42VUO9XyshQ%3d%3d">confirming</a> the findings and raising the red flag that its "mission is in jeopardy if it is unable to recruit and retain qualified employees" to serve students.</li> <li>The state <a href="https://sd39.senate.ca.gov/news/20220428-senate-budget-priorities-harness-california%E2%80%99s-wealth-bolster-families-businesses-and">Senate's top leaders</a> proposing to include additional CSU funding in this year's budget.</li> </ul> <p>Read the <a href="/Portals/0/Documents/2022/Salary%20Study/A_Staff%20Compensation%20Program%20Assessment%20Project%20Summary.pdf?ver=6K0s4o0uXDyMGk_aflt3pg%3d%3d">salary report</a> and <a href="/Portals/0/Documents/2022/Salary%20Study/FAQs_CSU%20Staff%20Salary%20Study_05-02-2022_FINAL.pdf?ver=mZ3fWastnTsKrdcWewswYg%3d%3d">Frequently Asked Questions</a>.<br />  >> Previous articles: <a href="/Portals/0/CD_Emails/2022%20CD%20Emails/eNews18May2022_WEB.html?ver=lm6iXOwSUK_XqjY6AM2Ltw%3d%3d">eNews | May 18, 2022</a></p> <p> </p> <p> </p> FAQs: Emergency Pay Settlement Disbursementshttps://www.csueu.org/news/archive/faqs-emergency-pay-settlement-disbursementsCSU NewsSun, 27 Mar 2022 21:55:09 GMTFrequesntly Asked Questions About Settlement Emergency Pay Settlement Checks Being Disbursed<p><b>Why am I receiving this Emergency Pay settlement money?</b><br /> CSUEU filed an unfair labor charge in 2020 because the CSU instituted its own Emergency Pay policy that was different from the one in the collective bargaining agreement. The University started and stopped the Emergency Pay policy without negotiating with our Union. The parties reached a $5 million settlement and the award was divided amongst Exempt employees who physically worked on campus ($500,000) and Non-Exempt employees who physically worked on campus ($4,500,000). The award amounts for Non-Exempt employees are based on the hours worked on campus between March and May of 2020. CSUEU members overwhelmingly voted to accept this settlement in December 2021.<br />  </p> <p><b>Why didn’t I receive anything?</b><br /> Either you did not physically work on campus during the time covered in the settlement, were not employed as of Dec. 13, 2021, or your manager did not record you as having physically worked on campus. Exempt employees who physically worked on campus had to fill out a personal attestation stating that they physically worked on campus in the 30-day-window after the ratification of the agreement. Payment for Non-Exempt (hourly) employees was based on overtime payroll records for the time period in question. <br />  </p> <p><b>I physically worked on campus. Why didn’t I receive anything?</b><br /> If you’re Exempt, it’s possible that you either did not fill out an attestation, did not fill out an attestation completely, or were not employed as of the signing of the agreement on Dec. 13, 2021. For Non-Exempt employees, we relied solely on overtime records. If your manager did not approve your hours that were physically worked as overtime/Emergency Pay, they would not be included in the overtime calculations. Additionally, if you were not employed (you retired or left he University and came back) as of Dec. 13, 2021 you would not qualify.</p> <p><b>Why Is My Check Smaller Than I Anticipated?</b><br /> Some people only had a few hours of in-person work recorded for the time period in question. For people who had a few hours recorded, their settlement check is small when compared to people who worked hundreds of hours on campus between March and May 2020. Additionally, taxes were assessed as required for overtime and premium pay. In many cases the additional taxes are returned when state income taxes are filed.<br />  <br /> <strong>Can we fix the Emergency Pay problem?</strong><br />  We have an opportunity at the bargaining table to address items within the collective bargaining agreement during negotiations with the CSU. This is an item of great interest to both CSUEU and the CSU.<br />   <br /> <strong>Why didn’t I receive something for the rest of the pandemic?</strong><br /> A settlement is not a perfect arrangement. It’s a compromise between two sides with different points of view. Both sides believed strongly about the merits of our arguments, but in the end we had to put constraints on the period of time we were dealing with. The issue needs to be solved at the bargaining table during full contract negotiations for a long-term solution. Our objective is to have a clear policy covering Emergency Pay to prevent the CSU from taking unilateral actions in the future. <br />  </p> Union Statement Re: CSU Chancellor's Resignationhttps://www.csueu.org/news/archive/union-statement-re-csu-chancellors-resignationCSU NewsFri, 18 Feb 2022 13:11:52 GMTCSUEU Statement | Feb. 18, 2022<p><img alt="Statement from CSUEU President" src="https://www.csueu.org/Portals/0/Images/2022/CSUEU%20statement_FEB18%20(900%20%C3%97%20600%20px).png?ver=Zny_WSiOW0BwUVTdslFM7w%3d%3d" /></p> Employees Send Clear Message During Focus Groupshttps://www.csueu.org/news/archive/employees-send-clear-message-during-focus-groupsCSU NewsWed, 26 Jan 2022 20:55:52 GMTSalary Focus Groups Held in December<p>As part of a comprehensive salary study underway at the CSU, more than 5,000 employees participated in focus groups, held online in December, responding to questions related to compensation and equity.</p> <p><a href="https://www.csueu.org/Portals/0/Images/2022/Salary%20Study%20Compensation_Fin.png?ver=2022-01-26-201149-857"><img alt="Salary Study Focus Groups send strong message for salary reform" src="https://www.csueu.org/Portals/0/Images/2022/Salary%20Study%20Compensation_Fin%20(175%20%C3%97%20350%20px).png?ver=2022-01-26-205156-450" style="float: right; margin-left: 6px; margin-right: 6px;" /></a>The consultant Mercer shared participants’ feedback this month, and the message from Support Staff could not have been clearer: The current salary structure is not fair, and the system does not have an appropriate or consistent process for advancing employees’ pay. View the <a href="https://www.csueu.org/Portals/0/Images/2022/Salary%20Study%20Compensation_Fin.png?ver=2022-01-26-201149-857">infographic</a>.</p> <p>Working with the CSU and other labor allies, including the Teamsters, our Union successfully pushed for the study, which the state Legislature and Governor approved last year. Mercer is charged with evaluating existing salary structures and issues of salary inversion. A first draft report is due by mid-March.</p> <p>Two years of the pandemic have clearly shown that we, the frontline employees, are essential to the University’s mission of providing educational opportunities to students and ensuring their success. As we prepare to negotiate for a fair and just contract, initial findings of the salary study support the goals of our Good Jobs contract: CSU employees need salary reform, job security and a pathway for advancement.</p> <p>Great job to those who participated in the hour-long focus groups, with representation from CSUEU, the Teamsters, and APC. Several questions dealt specifically with employees’ perception and experience of pay and advancement at the CSU. <br /> <strong>•    76% disagreed or strongly disagreed that they were paid fairly.<br /> •    78% disagreed or strongly disagreed that pay and promotions are consistent.<br /> •    96% disagreed or strongly disagreed that The CSU has an appropriate process for advancing employees’ pay.  </strong></p> <blockquote> <p>"The CSU is losing highly qualified workers seeking better opportunities and higher pay elsewhere. As the nation’s largest public university system, the CSU can be a leader in committing to Good Jobs for its workers. An investment in CSU employees is an investment in the future." - Catherine Hutchinson, CSUEU President</p> </blockquote> <p><strong>Other Highlights From Focus Groups</strong><br /> - More than half (56%) of respondents said they were “thinking about leaving The CSU.”<br /> - 65% said “Employees in my team are leaving The CSU.”<br /> - 4 in 10 (43%) did not agree with the statement:  “My job classification title accurately reflects the work I do at The CSU.”<br /> - 65% did not agree with the statement: “The CSU’s job classification and working job title policies and procedures are effective.”</p> <p><br /> <strong>Sample Questions Asked</strong><br /> “I believe I am paid fairly compared to other employees performing similar jobs within The CSU.” <br /> - Strongly Agree: 1%<br /> - Agree: 8%<br /> - Neutral: 15%<br /> - Disagree: 35%<br /> - Strongly Disagree: 41%</p> <p><br /> “Pay placement decisions for new hires and promotions within The CSU are consistent.”<br /> - Strongly Agree: 2%<br /> - Agree: 7%<br /> - Neutral: 13%<br /> - Disagree: 38%<br /> - Strongly Disagree: 40%</p> <p><br /> “The CSU has an appropriate and consistent process for advancing the pay of employees.”<br /> - Strongly Agree: <1%<br /> - Agree: <1%<br /> - Neutral: 3%<br /> - Disagree: 25%<br /> - Strongly Disagree: 71%</p> <p><br />  </p> eNews | Dec. 22, 2021https://www.csueu.org/news/archive/enews-dec-22-2021CSU NewsWed, 22 Dec 2021 15:44:06 GMTeNews | Dec. 22, 2021<p><img alt="eNews Dec. 22, 2021" src="https://www.csueu.org/Portals/0/Images/Banners/eNews22DEC.png?ver=2021-12-22-152635-213" /></p> <p><a href="http://link.csueu.org/m/1/72380693/02-b21356-f769ae07aa1241a39a1009690159a068/5/945/959ce377-a8d4-4ca5-9ecd-d88cb5be72a5">eNews | Dec. 22, 2021 </a><br /> <a href="https://www.csueu.org/Portals/0/Images/Banners/eNews_Year_End_2021.pdf?ver=2021-12-28-151133-680">PDF version</a></p> <p>CSUEU President Year-End Message<br /> Emergency Pay Settlement Timeline<br /> Union Activist Retires After 30 Years of CSU Service</p> Members Voting on Emergency Pay Settlement: 11/29 - 12/10https://www.csueu.org/news/archive/members-voting-on-emergency-pay-settlement-1129-1210CSU NewsMon, 29 Nov 2021 09:35:58 GMTEmergency Pay Settlement Vote 11/29-12/10<p><img alt="" src="https://www.csueu.org/Portals/0/Images/2021/News%20Alert%20NOV29%20(1).png?ver=2021-11-29-093251-537" /></p> <p><a href="http://link.csueu.org/m/1/72380693/02-b21333-d17c5040d3b94b93b9a3a702be544610/4/830/4ffa8910-dd74-4685-bdef-1855d01479b3">Members vote</a> on Emergency Pay settlement</p> <p>Unprecedented vote on a ULP by CSUEU membership, leadership wants to know how you, the member, would like to proceed. Thousands of CSUEU represented employees who worked at great risk on campus between March and May 2020 when COVID-19 first struck are eligible to receive additional compensation, based on a negotiated tentative settlement between our Union and the CSU. <br /> <br /> The settlement agreement, which establishes a $5 million fund to compensate employees, is the result of an unfair practice charge our Union filed when the CSU unilaterally ended Emergency Pay on May 31, 2020.<br /> <br /> CSUEU members will have an opportunity to vote whether to accept or reject the settlement agreement from <u><strong>Monday, Nov. 29 through 5 p.m. Friday, Dec. 10.</strong></u> You will receive an email and/or text today with instructions on how to vote.<br /> <br /> Read <a href="https://www.csueu.org/news/archive/emergency-pay-settlement-faqs#.YaaM79DML_B">Frequently Asked Questions</a> about the settlement. FAQs in <a href="https://www.csueu.org/news/archive/emergency-pay-settlement-faq-spanish#.YaaNGtDML_B">Spanish</a>. FAQs in <a href="https://www.csueu.org/news/archive/emergency-pay-settlement-faqs-chinese/recipientid/lead-bc86db039b11ec11a3154e7190695434-b0eb6ff48d55494a914419b82c0d82fb/esid/390b9de8-2c51-ec11-a317-4e7190695434?_cldee=a3dlaw5izxjnqgnzdwv1lm9yzw%3d%3d#.YaaNRdDML_B">Chinese</a>.<br /> <br /> Only members are eligible to vote. If you are not yet a member, <a href="http://www.csueu.org/join">sign up</a> today.<br /> <br /> This agreement is a compromise. As we negotiate with the CSU for our 2022 contract, the Bargaining Team will be pressing for clearer contract language governing Emergency Pay so that all employees can be fairly compensated the next time they work through an emergency while keeping the CSU operational.<br /> <br /> The Leadership of the Union recommends a “Yes” vote on this ratification. </p>