What is it? The California State University proposed a systemwide policy in 2016 to allow the use of surveillance cameras on campuses. Why is our Union negotiating this policy? The presence of cameras on campus involves surveillance of workplaces. What are our objectives? CSUEU wants surveillance limited to safety and security only. This means viewing by campus police (only) and no use by non-police (such as supervisors). We also want to maintain privacy in offices and break rooms. What are CSU’s objectives in bargaining? CSU's proposal goes beyond safety and security. The Chancellor’s Office would allow surveillance cameras in offices and employee breakrooms, potentially using footage collected for discipline as well as in investigations of discrimination, harassment, and retaliation complaints by students, staff and third parties. Are there other issues? The Union is also concerned with audio recording (many cameras have high definition audio which can pick up conversations) and facial recognition. CSU insists that these capabilities be retained in the policy. Does the Union want management to ignore employee misconduct? No. We propose that safety and security violations observed by the police which are criminal also be subject to discipline. What we oppose is use of surveillance to monitor employees for attendance and work performance or listen in on their conversations. Are there other surveillance policies we could use as guides? Yes. CSU and CSUEU have negotiated policies at many CSU campuses. These policies incorporate the privacy and non-disciplinary provisions the Union advocates in the systemwide policy. The Chancellor’s Office stated that the systemwide policy is intended to remove those campus limitations. Is surveillance even legal? Some forms of safety and security surveillance are legal (for example, monitoring of public spaces on campus) but the state constitution and other laws protect privacy, including certain locations, eavesdropping, and facial recognition. What is the status of the negotiations? CSU and CSUEU have very different ideas of the policy and as a result we went to mediation. The mediator could not bridge our differences and we are now going to fact-finding. Fact-finding is a legal step presenting the positions of the parties before a fact-finding panel for a non-binding recommendation. What happens if the two sides do not agree? The law allows the employer to impose their last, best, and final offer after fact-finding. Does this mean we are powerless to defend our rights to privacy? No. Employee actions always make a difference. We can press campus presidents to protect privacy and focus on security – especially at those campuses which already have campus policy protections. Is there anything else we can do legally? Yes. CSUEU filed an unfair labor practice with the Public Employment Relations Board (PERB) because of bad faith bargaining by the Chancellor’s Office. This includes regressive bargaining, abandoning bargaining, and deliberately signing campus policies while intending to reverse them later. PERB can order the CSU to return to the bargaining table and remove illegal proposals. Employees can also support an unfair labor practice through direct actions up to and including strikes. What should I do? Get involved with your local chapter stewards to identify what surveillance is on your campus. Where are the cameras? Which ones have audio? Who watches the cameras? Talk to your coworkers about the issues and contact your campus president as a group. Act together in our Union to protect our privacy and our security!