Frequently Asked Questions - Tentative Agreement
Here are the answers to the most frequently asked questions regarding the Tentative Agreement. New questions and answers will be added on a continuous basis.
Q: Who is eligible for the 3% General Salary Increase (GSI) that is retroactive to July 1, 2017?
All employees in active pay status or on leave as of July 1, 2017 are eligible to receive the 3% salary increase (and retroactive pay). Those hired after July 1, 2017, will receive the next increase effective July 1, 2018.
Q: What about the $650 one-time recognition bonus?
To receive the $650 one-time recognition bonus, you must be in active pay status or on leave as of the date the Tentative Agreement is fully ratified. We currently anticipate that will be on Jan. 30, 2018.
Q: Are employees who are not full union members eligible for the raise?
Yes! However, only full union members may vote on the Tentative Agreement. So if you want your raise, and want to make sure the TA is passed, sign up today so that you can vote! You can get a membership card from your local stewards and union officers or at the ratification information meeting.
Q: What provisions are retroactive? Is the new $15 hour minimum wage retroactive?
The only provisions that are retroactive are the 3% salary increase and the $15 an hour minimum wage – both to be retroactive to July 1, 2017. All other provisions – including shift differential pay --will go into effect upon full ratification of the Tentative Agreement, which we currently anticipate will be on Jan. 30, 2018.
Q: Do all CSUEU-represented employees get the $650 one-time recognition bonus?
The only eligibility requirement for CSUEU-represented employees is that you are in active pay status or on leave as of the date the Tentative Agreement is fully ratified. If you are less than full-time, your bonus will be prorated based on your time base.
Q: When exactly will I get my retroactive paycheck and recognition bonus?
We are estimating retroactive pay checks, and bonus checks, will be issued in March 2018 or later, after full ratification of the Tentative Agreement.
Don’t spend the money before you get it! There are many factors at hand, as the State Controller’s Office processes our paychecks, so delays can occur. We’ll provide an update when we have additional information.
Q: Is the 3% General Salary Increase on July 1, 2017 in addition to the 2% General Salary Increase that I got on June 30, 2017?
Yes! Although one day apart, these are two different General Salary Increases.
Q: If I got an In-Range Progression (IRP) raise since July 1, 2017, will I still get the 3% General Salary Increase?
Yes! As long as you were in active pay status or on leave as of July 1, 2017, you will get the 3% GSI. For example, if you were here on July 1 and received a 4% IRP on October 1, then you would get a 3% retroactive increase to your base on July 1, and an additional 4% increase on top of your new base.
Q: If I move out of a CSUEU bargaining unit after July 1, 2017, because I quit or retire, will I still get the retroactive pay?
Yes! If you were in a CSUEU bargaining unit and in active pay status or on leave as of July 1, 2017, you will get the 3% retro GSI. This will go up to the date you left the bargaining unit.
Q: Is there an increase to what I pay for retirement that is going to eat up my raise? Is parking going up?
No! There is no negotiated increase in this Tentative Agreement to what current employees pay in retirement or other programs. In fact, parking rates will be frozen for the life of the agreement, which if ratified, ends June 30, 2020.
Changes may occur in employee health care premiums depending on your selected plan and family size, but that has never been negotiated by CSUEU. Premiums are determined by law and the CalPERS Board of Administration. These changes occur each calendar year. The 100/90 formula for health benefits remains the same.
Q: For a while, I heard I couldn’t earn Compensatory Time Off (CTO). Can I now earn CTO again?
Yes! As a result of a side agreement reached between CSUEU and CSU, employees can earn compensatory time off (CTO) for extra hours worked on, or after, Nov. 7, 2017.
Q: Am I impacted by the change in retiree health care vesting?
No! Only bargaining unit employees hired on, or after, July 1, 2018 and are new CalPERS members on, or after, July 1, 2018 will be affected by retiree health care vesting change. This change requires ten (10) years of service, rather than five (5) years of service at retirement to receive lifetime retiree health care. This is consistent with changes made by other bargaining units (including faculty) and for managers.
For current employees, there is NO CHANGE to retiree health care vesting, which is five (5) years.
Q: Are there any changes in pension vesting?
No! CalPERS pension vesting remains at five (5) years regardless of hire date, including all future hires. Pension vesting is separate from retiree health care vesting.
Q: What and when is the ratification process for members to vote on this TA?
Our Union has a six-week voting process that includes sending each member a ballot and summary either electronically or via postal service. We will also have local campus meetings to discuss the TA (usually with a bargaining team member there to answer questions). Ratification dates will be announced soon. All members should vote – a strong union depends on a strong vote! Non-members are welcome to attend and to join at that time.
Q: What if I have further questions about the Tentative Agreement?
Submit your questions to TAQuestions@csueu.org or attend your chapter meeting.