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FAQ - 2014-17 TA

Note that the contract went into effect on November 12, 
when the CSU Board of Trustees ratified the agreement, following CSUEU's earlier ratification.

Frequently Asked Questions

CSUEU/CSU 2014-17 Tentative Agreement

1. When will I see the salary increase in my paycheck?

2. Will a new employee who is hired today get the retroactive General Salary Increase (GSI), too?

3. How do the limits on parking increases work exactly?

4. The faculty union has finished bargaining. Is faculty’s Tentative Agreement different?

5. Where can I find the full, agreed upon, contract language?

6. How did the CSU fund this raise?

7. But isn’t my health plan rate going up next year?

8. Is the expansion of the definition of "immediate family" retroactive to July 1, 2014?

9. What if I have further questions about the Tentative Agreement?

1. When will I see the salary increase in my paycheck?
We anticipate the retroactive checks to be issued in early December. The first full paycheck with the salary increase should be in the December warrant, which is received by employees around January 1, 2015. CSU administrators have told us that they are already communicating about the salary increases with campus payroll offices and the State Controller’s Office, which processes our paychecks.

2. Will a new employee who is hired today get the retroactive General Salary Increase (GSI), too?
No. In order to receive the 3 percent salary increase (and retroactive pay) you must have been in active pay status or on leave as of July 1, 2014. Employees hired after July 1, 2014, will receive their next increase effective July 1, 2015.
 
3. How do the limits on parking increases work exactly?
Under this new agreement, monthly parking rates can only be increased once per fiscal year, up to a maximum of $1 per month. This is a big improvement over prior agreements, which allowed for rates to be raised $3/month in years when we received salary increases. Some campuses may choose to raise parking by less than $1 in an attempt to bring parking to an even dollar amount. For example, a campus may raise parking from the current rate of $13.57 per month to $14 per month, a change of 43 cents.

There is also a cap of $3 per month total for the past fiscal year (2013/14) and the next three fiscal years (2014/15 through 2016/17). If your campus raised parking during the past fiscal year, management still cannot raise parking beyond $3 per month over four years. Here is an example:  If you pay $15 per month now for parking, your campus can increase rates up to $1 in fiscal year 2014/15, for a total of $16 per month. For fiscal year 2015/16, they could raise it a maximum of another $1/month, for a total of $17 per month. For fiscal year 2016/17, they could raise it a maximum of another $1/month, for a total of $18/month.

4. The faculty union has finished bargaining. Is faculty’s Tentative Agreement different?
We have a side letter agreement stating that, if faculty receives larger equivalent compensation pool from systemwide funds in any given fiscal year (such as a General Salary Increase or Service Salary Increases), CSUEU-represented employees will get the same deal, too. This is called a “Me Too” agreement.

Faculty members have agreed to a 3 percent compensation pool for 2014-15, just as CSUEU did. CSUEU decided to split the pool evenly among our represented members. Faculty, on the other hand, went a different route. Every faculty member will receive a 1.6 percent salary increase. The remaining 1.4 percent of their pool will be meted out in various amounts, based on a variety of criteria. While some CFA-represented employees will receive more than a 3 percent salary increase, others will receive less. Most importantly in terms of the “Me Too” clause, the amount paid out in total will not exceed the overall 3 percent compensation pool.

For FY2015-16 and FY2016-17, faculty will have re-openers, meaning they will again engage in negotiations. These years will be again covered by the "Me Too" agreement, which ensures that CSUEU-represented employees will receive at least a equivalent compensation pool.

5. Where can I find the full, agreed upon, contract language?
Read the full Tentative Agreement. Each local chapter will be hosting a ratification meeting. See a list of chapter ratification meetings. Each ratification meeting will feature at least two members of the bargaining team who will be able to answer any questions you have.

6. How did the CSU fund this raise?
The easiest way for CSU to balance the 2014-15 CSU budget would have been to say no to any staff raises at all. Instead, they cut enrollments. The CSU is closing the door on thousands of students in part to free up the funds to pay for this important raise.

7. But isn’t my health plan rate going up next year?
CSUEU doesn’t negotiate health plan rates, which are set by the plans themselves in cooperation with CalPERS. Some plans rates are increasing, while others are decreasing. If your plan rates are going up, the current CalPERS open enrollment period is the perfect time to explore switching to a different plan. Open enrollment extends from September 15 to October 10. Details are available from CalPERS On-Line at www.calpers.ca.gov.

8. Is the expansion of the definition of "immediate family" retroactive to July 1, 2014?

No, this provision is not retroactive and only become effective when, and if, the Tentative Agreement is ratified by the CSUEU membership and the CSU Board of Trustees. The only provision that is retroactive upon ratification in the Tentative Agreement is the negotiated 3 percent salary increase, which is specifically stated as retroactive to July 1, 2014.

9. What if I have further questions about the Tentative Agreement?
Submit your questions to TAQuestions@csueu.org.


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