• IMPLEMENTATION TALKS CONCLUDED
• PAY RAISES DELAYED
• FULL LANGUAGE OF THE AGREED-UPON INTERPRETATIONS

At the conclusion of the Tuesday, April 30 meeting with the Administration, CFA President, Susan Meisenhelder stated, "We’re doing better than we’ve done in the past after reaching new tentative agreements, but we are disappointed by several of their interpretations. This is especially true in regards to the intent of the new Lecturer ‘preference for work’ provisions. At least we were able to agree on a quick way to settle the disagreements and avoid a protracted fight."

In the past, CSU administrators unilaterally defined and interpreted questionable provisions of newly negotiated agreements, deciding how to deal with unintended impacts without CFA input. This time, we convinced them that a continuation of this practice would only perpetuate the confrontation that characterized the final weeks of the negotiations.

PAY RAISES DELAYED

As reported by CFA in our April e-mail update, faculty salary increases will not appear in paychecks until June. According to the administration, they were unable to schedule a CSU Board of Trustees meeting or conference call to ratify the new agreement until May 14. CFA is disappointed by this delay. The tentative agreement was reached on March 2 and CFA members ratified the agreement on March 26. Assuming no further delays, faculty will receive one pay increase in the June 1 paycheck and a second increase in the August 1 paycheck.

CFA would like to move away from the heated atmosphere that developed during the extended contract fight. There are many issues facing the CSU that would best be tackled by the faculty and administration working in cooperation. Unfortunately, the unresolved issues left from the recent contract implementation talks, and the administration’s questionable rationale for a delay in the pay increase make it difficult for CFA to build a functional relationship with the administration. We will continue to seek areas of cooperative effort with the administration including the joint committee to increase tenure track hiring (ACR 73).

Please watch for more e-mails from CFA as the situation develops.

FULL LANGUAGE OF THE AGREED-UPON INTERPRETATIONS

Lecturer Health Care Eligibility

The Parties agree that they will attempt to schedule a joint meeting with PERS to discuss Lecturer health care eligibility questions and issues. At that time, the Parties will attempt to arrive at a common understanding of these eligibility standards of PERS, which can be jointly communicated to Temporary Faculty Unit employees.

Parking Fees

1. Notwithstanding the agreement of the Parties to eliminate Faculty Activity Reports (FARs) as part of the elimination of the Faculty Merit Increase (FMI) program, it is understood that certain CSU campuses, or schools/colleges within campuses, had pre-existing annual reporting requirements for faculty.
2. It is agreed that such pre-existing annual report programs may be continued if documented.
3. The Parties further agree that should any campus desire to implement a new annual report program, or expand an existing reporting program, CSU will provide official notice to CFA. New/expanded reporting programs will not be implemented without the mutual agreement of the Parties.
   

CSU agrees to produce a list of department chairs by time base fraction. The individual department chair will then complain in the form of a grievance if they do not agree with the percent time designated. CSU and CFA will meet and attempt to resolve any disputes which arise. If a dispute cannot be resolved, the parties agree to consolidate all such disputes by category for arbitration to commence within 60 days of the identification of irresolvable disputes. This time limit may be modified by mutual agreement of the Parties.

Article 12 Language Changes to Agreement

Revised provision 12.22a:

Each department or equivalent unit shall elect a peer review committee of tenured employees for the purpose of reviewing and recommending individuals for probationary appointments. At the discretion of the president and upon request of the department these peer review committees may also include probationary employees.

New provisions:

The recruitment and appointment of tenure track faculty shall take precedence over any appointment right and entitlement for temporary bargaining unit employees. The work necessary to honor any conditional appointment right and entitlement for temporary bargaining unit employees may be used instead for the recruitment and appointment of new tenure track faculty.

Article 31 Language Changes to Agreement

Revised provision 31.20:

The determination of a faculty member's anniversary date has not changed as a result of the negotiations resulting in the current Agreement.

Preference for Work Disagreements

The Parties acknowledge that interpretation disagreements exist on the applicability of the Article 12.28 to certain work performed in the department, particularly disagreement as to what constitutes "new or additional work" as used in Article 12.28 (a).

The Parties will exchange their positions on this dispute for submission to an arbitrator for immediate resolution without the need for specific faculty grievances illustrative of the Parties' disagreement. A hearing to resolve this dispute will commence within 60 days of this agreement unless the Parties agree to an alternate date.