Throughout 2019, the CSU Chancellor’s Office and CSUEU bargained on a new systemwide video surveillance policy. Although we previously negotiated similar agreements at several campuses, the initial CSU systemwide proposal was unreasonably invasive and violated workers rights. Originally, CSU insisted on a broad right to monitor both public areas and personal workspaces, by any manager, for any reason including policy investigations and discipline. The Union, on the other hand, demanded strict limits to public areas, only designated administrators, and no use for discipline unless it was a criminal act. Both sides did agree that for safety and security purposes, campus police monitoring of public areas was for the best. Bargaining broke down in May, followed by mediation (October) and fact-finding (April 2020). The CSU insisted unless it got what they wanted, they would unilaterally impose their proposal according to the collective bargaining law (HEERA). The Union was equally adamant that certain lines could not be crossed. Under the supervision of Mediator Najeeb Khoury, the parties met by video conference over several days in April. Each side presented their case and the mediator and a fact-finding assistant from each side began developing potential compromises. On April 22, the parties reached the following agreement: • The primary reason for the policy is safety and security. • The University cannot use video surveillance to monitor performance, attendance, or timekeeping. • Supervisors cannot monitor video surveillance at all; campus police control access and only designated administrators can request access for specific past dates. • Video footage can be used to corroborate specific accusations of employee misconduct. It can also be used to refute an accusation. • Most workplaces are private and cannot be surveilled, including any workplace inaccessible to the public, private offices, break rooms, bathrooms, and custodial closets. • No audio recording is allowed from cameras. • There is a process for review of the location of disputed cameras. Like any compromise (and most good agreements) each side gave something and got something. On the Union side, we were satisfied with the restrictions on locations and privacy and preventing supervisors from using cameras to spy on their employees. On management’s side, they wanted a consistent systemwide policy that covered both security and misconduct. CSUEU stewards and union staff will vigorously enforce the terms of the policy. Policy enforcement is done through the union contract’s Complaint Procedure and HEERA’s unfair labor practice provisions. The new policy is a mutual agreement, not a license to look. CSUEU thanks Mediator Khoury, the Union's chief negotiator Brian Young, and fact-finding panel members Andrew Heller (CSUEU) and Marc Mootchnik (CSU) for their assistance in this agreement. The agreement is posted here .