Hi everyone!
I have been away on furlough and other Union business, but I wanted to provide an update on some issues that have been circulating. As always, if you have ANY questions about the furlough agreement, or about our contract in general, do not hesitate to contact the Chapter 324 Executive Board. I will get the issues clarified in the Labor-Management Committee.
Steward Training – September 25th / 26th
Chapter 324 is tentatively scheduling a two-day steward training at Channel Islands on Friday, September 25th and Saturday, September 26th. If you are interested in attending the training and getting certified as a steward to represent your fellow employees on campus, please let me know! We will work to train as many stewards as we can to spread out our representation across campus.
Overtime – Scheduled vs. Call-Back
At the Brown Bag meeting on Wednesday, it was mentioned that Human Resources will be distributing an overtime worksheet to managers to properly record any overtime that is authorized for critical projects or campus events, particularly during furlough weeks for an employee. All overtime will need approval at the VP level for each division and will need to be justified as appropriate.
One distinction has been made between being scheduled to work on a furlough day and being called-back to work on a furlough day.
If you are scheduled to come in on your furlough day, whether for a known special project or a planned campus event, then you will be paid straight-time up to 40 hours, then after 40 hours will you be paid at time and a half.
If you are called-back to work on your furlough day, for a mission critical system or to help staff an office, then you will be paid time and a half right away and a minimum of three hours, regardless of whether you have reached the 40 hour mark or not. Call-backs require an appropriate administrator to call you directly and request that you come back into work. Call-backs are not authorized by getting a system downtime email or a call from a co-worker.
SETC Retreat Rights to CSUEU
At the Labor-Management Meeting on Wednesday, CSUEU, SETC, and management discussed the possibility of employees being laid off from SETC to retreat back to their previous classifications in CSUEU. CSU believes the SETC contract language obligates them to place SETC employees back into their previous classifications. CSUEU believes that retreat rights do not extend beyond each individual Union. Other campuses are also looking at this question, and a resolution would need to come from a meeting between CSUEU and the Chancellor’s Office.
However, management has assured CSUEU that it is not the intention to “bump” anyone from CSUEU if they place individuals from SETC as part of the layoff process at Channel Islands. No layoff proceedings have been filed with CSUEU, so no one can be “bumped” out of their positions. Additionally, it is not the intention to remove any temporary or probationary employees should members from SETC be placed back into CSUEU. We will continue to monitor the situation to ensure our employees are protected.
Helping Hand Program
The CSUCI Foundation has developed their Helping Hands program to assist employees who may be in need in this difficult economic time. This program will only be in effect until December 31st, 2009 – and is intended for one-time assistance per household up to $500. Funds are limited, but we encourage anyone who is able to contribute to the fund by contacting Marti DeLaO in the University Advancement Office at 805.437.8919 or at marti.delao@csuci.edu.
This is yet another way for us all to come together and help each other, and if we can make this program successful at our campus, I will fight to make sure it continues past the current end date. For a little perspective, if all 207 represented employees gave $10 per month, we could build up a fund of $8,000 by the end of the year. Everyone giving a little can help us take care of our fellow represented employees who have been the hardest hit during this time. This effort, along with our Union, is built on our collective strength. I strongly encourage you all to contact Marti and ask how you can contribute.
Statewide Actions
Our CSUEU home office continues to represent our employees with the Chancellor’s Office. I wanted to provide some information on a few items. I am working in the Labor-Management Meeting to smooth any transitions that may be necessary for the campus.
First, a statewide grievance was filed concerning the restrictions being placed by campuses on the selection of flexible furlough days by employees. This grievance is scheduled to have a resolution by August 31st, 2009.
Second, the furlough technical letters, which detail how to track and implement furloughs on the campuses, are being reviewed by CSUEU to ensure that the contract is being upheld.
Third, a Labor-Management Committee on Long-Term Compensation changes has officially begun at the statewide level on Tuesday, August 19th, 2009. The formation of this LMC was part of our furlough agreement and is designed to look at better ways for employees to move through the salary ranges, and to be duly compensated for the work they take on. The LMC will run through the duration of the furlough agreement. I have been designated as a alternate delegate for the LMC representing Bargaining Unit 9, and will fight to find sensible ways to ensure employees are given the opportunities for advancement they deserve.
In Union,
Joseph Dobzynski, Jr.
CSUEU Chapter 324 – President