In the quest to win fair compensation for CSU Support Staff, progress can be disappointingly slow. But we should savor every small gain that we make, and recently, we had a good win at San Diego State University. SDSU has approved 86 employees represented by CSU Employees Union for staff equity IRPs (In-Range Progression), effective July 1, 2019. Any CSUEU employee with three or more years of consecutive service in classification and skill-level grade who is 3.01% or more below the median for their classification and skill-level grade will receive a pay raise, according to the University, ranging from 3% to 9%. “Moving 86 individuals fairly through the pay range is a step in the right direction, but we need to see the adjustments made on a much larger scale to address the massive inequities that we see,” said Robert Yslas, CSUEU Chapter President at SDSU. “While we are elated and celebrate those employees receiving IRPs, the fact remains that many more are still underpaid and need to be made whole.” The Union had identified in 2017 more than 10,400 CSUEU-represented staff as eligible for IRPs due to pay inversions, arising from working on campuses where new employees are hired into the same classifications but paid a higher wage. At SDSU, the Union submitted more than 400 IRPs, of which, a couple dozen resulted in IRP awards. Statewide, the CSUEU has filed an Unfair Labor Practice charge and is in negotiations with the CSU to fix pay inequity. We need clearer criteria that can help employees understand what is needed to receive merit-based pay raise. The IRPs at SDSU have also raised troubling questions such as how were the 86 employees identified and why others were left out. A state audit released in June showed SDSU has a $465 million surplus. Click here to see surpluses by campus . “The Chancellor likes to call it a rainy-day fund. Well, we have hundreds of employees on campus who’ve been out in the rain for many years, and it’s time to bring them in,” said Yslas. SDSU Chapter leaders are scheduling time to meet with representatives from Employee Relations, Human Resources, and eventually the President's Office to discuss addressing the deficiencies associated with pay inversion for all SDSU staff.