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President's Corner | March 26, 2026

Fri, 27 Mar 2026 11:27:17 GMT

President's Corner
Union President Catherine Hutchinson shares updates, priorities, and ways members can take action together.

March 26, 2026

Dear Members,

The CSU issued a one-time 3% bonus payment for eligible non-represented staff last month. Represented Staff, including CSUEU members, have rejected the offer as inadequate and continue to negotiate with the Chancellor's Office for a real salary increase.

You can read our position when the bonus was first offered in January, but here's a quick recap: The bonus would be heavily taxed; it is not a raise and would not increase our salary base; and it does not address wage stagnation, increased workloads, recruitment and retention challenges, or the rising cost of living.

Why is it that the Chancellor and Board of Trustees always cite "lack of funds" when workers demand livable wages but can afford to boost campus presidents' salary by 5%-20%?

If you are as outraged as I am, sign up and join our union today! CSUEU members' direction to our Bargaining Team is crystal clear: Keep fighting for Full Salary Steps for Contract 2026!

What we're focused on
Along with Vice President for Finance Terrance Wilson and Chief Negotiator Ned Burke, we met with President Wood at Sac State last week to discuss how bargaining is going with ASI workers and the auxiliary employer. Since voting to join CSUEU last year, ASI full-time and student staff are bargaining for their first contract.

Unsurprisingly, ASI Management says there's no money to pay workers livable wages.

Our Union stands with ASI Sac workers: Our fight for fair wages is one! As we wrap up our Contract 2026 campaign kickoff actions across 22 campuses this week, we are hearing from a lot of you who say you are ready to do whatever it takes to win a fair contract this year.

The truth is Management only yields when they feel the heat. Keep reading to learn more about what it takes to wage a successful strike against the boss.

What members should know
What does it mean to go on "strike"? A strike is when workers come together and collectively stop working as a form of protest against the employer. Our contract expires on June 30 this year. After that date, we are working without a contract. If CSU Management engages in bad faith bargaining while we negotiate for a new contract, we can file a Unfair Labor Practice (ULP) charge which allows us to legally refuse to work until our demands are met.

During a ULP strike, the employer cannot threaten, discriminate, or terminate employees for engaging in a lawful strike, per the state Public Employment Relations Board.

Going on strike is always the last resort - but is the most powerful tool we have as workers. For a strike to be effective, everyone would need to join in.

If you want to show CSU management we will not accept anything less than Full Steps, now is the time to join your Contract Action Team - the core group that is planning campus actions to win what we deserve.

Get involved!
We are offering New Steward Certification Training session in April. I encourage you to register to attend. Note: Training takes four hours to qualify for the certification exam.

WHAT: New Steward Certification Training
WHEN: Saturday, April 18
TIME: 9 AM - 1 PM

Registration Link

One more thing
Please do not use your campus email account for communications that relate to workplace issues, such as your job or potential union grievances.

While it may feel convenient, campus email systems are owned and controlled by the employer. That means management can access, monitor, and retrieve emails sent through those systems. In some cases, those communications can be used in ways that may negatively impact you or others, especially when discussing workplace concerns, filing issues, or coordinating around union activity.

When you use your campus email to talk about union matters, you are unintentionally giving management visibility into:

- Your concerns and complaints

- Conversations with stewards or union representatives

- Potential strategies or next steps

This is not about creating fear. It’s about being smart and protecting yourself and your coworkers.For any union-sensitive issue, always use a private, non-campus email account. This ensures your communications remain yours, not the employer’s.

I understand that campus email is often the easiest and most accessible option. But in this case, convenience can come at a cost.

If you need assistance:

- Setting up a private email account

- Connecting with your campus steward using their personal email

- Or understanding how to safely communicate about workplace issues

Please reach out - we are here to help.

Taking this small step helps protect not just you, but our collective strength as a union.

When we fight, we win - but we also have to fight smart.

In unity,

Catherine Hutchinson
President
CSU Employees Union

FAQ - Teamster Strike February 17-20, 2026

Tue, 27 Jan 2026 14:14:49 GMT

Teamsters Local 2010 has announced their plan to strike during February 17-20, 2026 across all CSU Campuses.

The right to strike is one of the most important tools a union and its members have to secure better working conditions. Honoring a picket line demonstrates labor solidarity, which improves wages and working conditions for all workers. Here's what CSUEU members should know about honoring another union's picket line.

Is there an individual right of CSUEU-represented employees to honor a picket line?
Yes. Public employees, including CSUEU members, have an individual right to honor another union’s or another bargaining unit’s strike and not cross a picket line. Employees will not be paid for the time they are honoring the picket line. Employers cannot retaliate against public employees for choosing to honor another union’s picket line or their own union’s picket line that involves employees of a different bargaining unit.

Can an employee individually choose to honor another union’s or another bargaining unit’s picket line even if their labor contract contains a no-strike clause or a no-sympathy strike clause?
Yes. Individual employees can still choose to honor another union’s or another bargaining unit’s picket line even if their union’s labor contract contains a no-strike or no-sympathy strike clause.

Can I join a picket line if I have pre-approved vacation?
Yes, you can use your pre-approved vacation days to support a picket line.

Can I join a picket line while I'm taking a paid sick day?
No, you cannot use your sick days to support a picket line.

Why aren't we joining the Teamsters on strike?
Our contract does not expire until June 30, 2026, but the work has already begun on preparing for and building the power necessary to successfully strike and win on our demands. If you want to be a part of building the power of our membership, sign up for the Contract Action Team (CAT) to unite with and mobilize all CSUEU represented employees.

When we fight, we win!

FAQ Regional Summits in Anaheim

Thu, 23 Oct 2025 15:36:15 GMT

Why is our Union holding regional summits statewide?
We are holding statewide regional summits to hear from our members. Think of these summits as a listening tour. We want to learn what's most important to our members and build a more inclusive community across our campuses.

In times like these, when our working conditions are being taken advantage of by the Chancellor's Office, we need to build worker power.
Our Union has doubled in size becoming the largest labor group at the CSU. How do we maximize our power to win for workers?

What do we hope to accomplish?

Participants’ ideas will be gathered to inform our Union’s strategic priorities and goals
Lay the groundwork to build a collective vision for belonging and member-centered power in our communities
Build member capacity so that all workers feel empowered to lift their voices in solidarity
Increase communication and dialogue across classifications (including student workers) and campuses

Should I sign up?
YES! Whether you’re a longtime CSUEU member or new(ish) to your campus, your ideas and insights are helpful - as long as you’re willing to show up and engage positively with union siblings.

Where will the Summit be held?
The Summits will be held regionally across the state.
For Region 4 (Northridge, Pomona, LA, Dominguez Hills, Long Beach, Chancellor's Office), the Summit is on Nov. 14 in Anaheim. Location TBD
For Region 5 (San Bernardino, Fullerton, San Marcos, San Diego), the Summit is on Nov. 15 in Anaheim. Location TBD

Will hotel and transportation be provided?
We will coordinate carpools. If you would like to spend a night, we will book and pay for your hotel room. A Continental breakfast and lunch will be provided.

Can I drive on my own?
Yes — CSUEU will reimburse mileage at the current IRS mileage rate.

What is my commitment if I go?
Participants are asked to commit to being present from 10 a.m. - 5 p.m. for the Summit.

Will food be provided?
Continental breakfast and lunch will be provided.

Union Survey Finds Staff Usage, Familiarity With AI Varies

Wed, 22 Oct 2025 13:21:12 GMT

Our Union recently conducted an initial survey to assess what impact Artificial Intelligence has on Staff work at the CSU.

Based on 450 responses, Staff use and familiarity with the AI technology varies greatly: 51% identify as having "No Involvement" using AI at work or are "Not Aware of any AI Project" while 45% describe themselves as "AI User."

CSUEU AI Advisory Committee conducted this first AI survey to establish a benchmark with plans for more outreach based on members' survey feedback. For example, 62% of respondents indicate they have "Some" or "A lot" of interest in receiving AI training. Survey responses also differed based on the type of Bargaining Unit work and the survey showed more extensive analysis is needed.

Other highlights from the survey:

1 in 5 have "No Knowledge" of AI while 7 in 10 assess their knowledge as "Familiar" or "Fairly Good."
One-third of respondents never use AI at work while 50% use it "Daily" or "Weekly."
46% say they "Don't Know" AI's impact on their job or that the impact is "Very Little"
24% say AI has "Some" or "Significant" impact on their work.

Preguntas Frecuentes - ¿Qué está pasando con los Steps?

Tue, 16 Sep 2025 12:04:22 GMT

Qué va a pasar el 1 de octubre?
El Sistema entero de CSU está implementando una nueva estructura salarial, cambiando de una estructura de rango abierto (donde las escalas salariales solo incluyen un salario mínimo y máximo) a una estructura de pasos o Steps que incluye aumentos garantizados dentro de una categoría salarial. Logramos esto en nuestro contrato de 2023 porque los pasos o Steps ayudan a los trabajadores a alcanzar la equidad salarial y proporcionan aumentos regulares y predecibles de un año a otro.

¿Cuál es la diferencia entre la implementación parcial y la completa de los Steps?
La implementación “parcial” significa que todos avanzan al siguiente paso step inmediato por encima de su salario actual.
La implementación “completa” significa que todos avanzan inmediatamente al paso step que les corresponde según el tiempo transcurrido en la clasificación actual (al 1 de octubre de 2025) o al siguiente paso step, lo que sea más alto.

¿Qué versión está implementando la CSU el 1 de octubre?
El Sistema CSU está avanzando con la implementación parcial de los pasos Steps el 1 de octubre. De eso se trata la carta técnica que enviamos. El Sistema CSU está obligado contractualmente a hacerlo independientemente de lo que sigamos negociando.

¿Cuál es la disputa entre nosotros y la CSU?
Nuestro contrato dice que si el compacto Compact (compromiso presupuestario estatal con la CSU) es financiado por completo, la implementación completa debe ocurrir automáticamente. Si no, entonces nosotros, la unión, y la CSU debemos entrar en una “reapertura” del contrato (negociaciones contractuales sobre un tema específico, en este caso los pasos salariales o Salary Steps) para negociar qué debe suceder.

La CSU insiste que no se ha alcanzado el nivel de financiamiento para la implementación completa de los pasos Steps. Nosotros no estamos de acuerdo. Sin embargo, sin un mandato directo del estado, estamos considerando reabrir las negociaciones de reapertura para poder avanzar firmes en el propósito de este asunto —pago justo y equidad salarial— y no quedarnos alegando en argumentos de técnica.

¿Cuándo será la reapertura del contrato y qué es lo que probablemente suceda?
Estamos en conversaciones con la CSU sobre los términos de la reunión. Como en cualquier negociación, lo que la CSU finalmente esté dispuesta a aceptar depende totalmente de nuestro poder colectivo. ¿Ya firmaste nuestra petición por la implementación completa de los pasos Steps? Si aún no eres miembro, ¿únete ahora?

¿Se ha terminado nuestra lucha por la implementación completa de los pasos Steps?
¡NO! Seguiremos luchando hasta ganar. Nuestro contrato se vence el 30 de junio de 2026, y nuestro Equipo de Negociación se reunirá con el empleador para negociar nuestro próximo contrato. Asegurar la implementación completa de los pasos Steps será nuestra primera prioridad en esas negociación.

¡Tenemos tiempo para organizarnos, escalar y prepararnos para una posible huelga con el fin de maximizar nuestra fuerza! Pero para lograrlo, necesitaremos un fuerte Equipo de Acción Contractual (CAT) responsable para movilizar a todos nuestros trabajadores.

Planeamos realizar una cumbre de negociación a principios del próximo año para los miembros que estén listos para arremangarse las mangas y ayudar con el trabajo duro y necesario para ganar. ¡Pronto habrá más información!

Joint Statement from CSU Labor Coalition

Mon, 25 Aug 2025 15:19:54 GMT

Dear colleagues,

The California State University Labor Coalition, representing 80,000 workers, met with Chancellor Mildred García on August 21. Having called for this meeting, we expected García to have better answers to some of our shared concerns regarding raises, unnecessary job loss, program eliminations, dearth of shared governance, and lack of response to federal immigration actions.

We can’t continue to see performative chancellors. García often deflected and offered no concrete answers to any of these important concerns.

As essential frontline staff who power the CSU system, our Labor Coalition stands united in support of one another. We know and appreciate the value of our labor and our contributions to student success – even if the Chancellor does not.

García stated it is critical for legislators to understand that we, the CSU, are an investment and not an expense. We call on García to recognize that faculty, staff, and students are an investment as well. That means addressing the concerns that we share.

We requested the Chancellor’s Office hold regularly scheduled future meetings with us, but García refused to commit. We remain ready and willing to meet. Our Coalition has already been meeting consistently with each other, building solidarity as we fight management’s refusal to treat us with dignity and respect.

CSU management continues to stonewall our bargaining processes, make outrageous proposals, and break promises from previous contracts.

It’s time for the CSU administration to value its workers. It must bargain with all of us in good faith. We remain united and will continue to fight for the dignity that we deserve.

In solidarity,

Academic Professionals of California

California Faculty Association

California State University Employees Union

Statewide University Police Association

Teamsters Local 2010

UAW Local 4123

Union of American Physicians and Dentists

Union Wins More Appropriate Job Class Placement for Thousands of Employees

Fri, 09 May 2025 08:00:00 GMT

Following an unprecedented year-long job classification review, the CSUEU Bargaining Team and the CSU have negotiated to place 4,247 employees in a new or different classification.

This is a significant advance in our work to correct misclassification and below market wages. The Mercer salary study in 2022 identified significant misclassifications across the CSU system affecting thousands of employees. A common issue was workers performing (increased) duties outside the scope of their job classification.

As part of our union contract negotiations in 2023, we reached agreement with the CSU to commit to review job classifications. The year-long review involved analyzing the job descriptions of more than 8,000 employees and placing them in proper classification, titles, or levels. The goal: Bring stagnant CSU pay to market level.

Information Technology Classifications

For Bargaining Unit 9 employees, we are finding anomalies in certain Information Technology classifications, such as with Technology Support Specialists. The Mercer consulting firm reclassified some Information Technology Consultants to be TSS, and this group may not receive the same salary adjustment as others.

If you would like to appeal the job classification that the CSU has assigned you, here is what you should know about the appeal process, and a sample template letter you have the option of using. Please remember, however, that this process is yours as an individual employee; union representatives cannot substitute for your knowledge of your job.

Employees should file an appeal by June 15.

What’s Next

Our contract stipulates that the CSU would implement Salary Steps by October 2025. If the CSU keeps its commitment, all employees will be placed on their target step based on their updated job classifications.

If final state budget in June includes cuts that cause the CSU to trigger the contingency in the contract, our Bargaining Team and the employer would be back at the table for a contract negotiations “re-opener. Each employee would advance to the next pay level (unless they are above the new scale) and the Bargaining Team would return to the table.

We’ll be scheduling townhalls soon to answer questions. We have fought long and hard to restore salary steps and correct misclassifications. Our work is not done until every CSUEU member achieves equity and proper classification.

Members Elect CSUEU Leadership

Sun, 30 Jun 2024 20:01:29 GMT

CSUEU Election Results

CSUEU Union Election 2024

Thu, 20 Jun 2024 11:51:10 GMT

CSUEU Union Election 2024

2024 年选举

Wed, 19 Jun 2024 12:17:08 GMT

2024 年选举

6 月 20-28 日，全州范围选举：会长、负责组织的副会长、负责财务的副会长和负责代表的副会长

CSUEU 政策文件要求在全州范围内选举四个行政职位以及谈判单位理事会成员。

候选人
请参阅工会执行职位的候选人声明。

请参阅工会谈判单位理事会的候选人声明。

选举时间表

4 月 15 日 - 提名期开始

5 月 15 日 - 提名期结束

6 月 15 日 - 公开论坛问答 - 接受现场对 BUC 职位的提名

6 月 20 日上午 9 点 - 6 月 28 日中午 - 选举期开始 - 通过 ElectionBuddy 进行投票

6 月 29 日 – 理事会和分会干事根据会员意愿进行正式投票

6 月 29 日 - 谈判单位代表对谈判单位理事会的组成进行正式投票

6 月 20 日至 28 日期间，所有资格完备的会员均有机会投票给竞选会长、组织副会长、财务副会长和代表副会长的候选人。投票期结束后（章程第 5.7 节），将举行正式投票仪式，由当选代表（分会干事和理事会成员）投下他们的选票。