Board of Trustees | May 23, 2023 Bargaining Team leaders addressed the Board of Trustees, highlighting the urgent need to address the ongoing CSU crisis of staff recruitment and retention. Vice President for Representation | Jessica Westbay, CSU Chico It is clear that the CSU is in crisis. The current CSU offer on the table of 23 steps at 2% which aren’t automatic and must be bargained for (or should I say begged for) annually is not a step forward. It doesn’t fix the CSUs issue of attracting qualified candidates, retaining our workers, or making the CSU an employer of choice. Which is why today you hear our union siblings outside demanding a fair contract, demanding that the CSU quit making the excuse that there’s no money when there’s $7.7 Billion in investments making the CSU richer by the day while our employees are continuing to struggle. We may be tired of the CSUs excuses, but we are ready to rise up for salary reform, for the CSU to invest in its staff. Bargaining Unit 2 Chair | Health Care Support | Tessy Reese, San Diego State University CSU Athletic Trainers are trained to prevent, recognize, and assess injuries, as well as initiate rehabilitation programs. They provide healthcare to our student athletes - but their own health and well-being are in serious jeopardy. Yet CSU Management continues to drag their feet and refuse to bargain in a serious manner to address abusive work schedules. The CSU faces an astonishing turnover rate of 26% for this classification. Our petition, demanding that the CSU address through bargaining the longstanding issues Athletic Trainers face, was signed by more than 2,000 CSU constituents. More than one-third of the signers were student athletes. Our Bargaining Team first brought this matter to the bargaining table back in 2017. I ask this Board today: How much longer will you allow the mistreatment of Athletic Trainers to go on? Bargaining Unit 5 Vice Chair | Operations Support | Don Moreno, CSU East Bay The summer is here and I will bet that many of you – and the majority of CSU managers – have wonderful vacation plans. Maybe relax on a tropical island somewhere, or take a trip overseas. I can tell you that thousands of CSU Support Staff won’t be so lucky. Many will be spending the summer working their second job. Because rent still needs to be paid. And living paycheck-to-paycheck means you don’t have enough for a vacation fund. Your workers are dissatisfied and there is proof: The turnover rate among the Custodial and Operations staff more than doubled to 10% over the past two years. You need to follow the recommendations of the Mercer Salary Study. It is time for real salary reform. Bargaining Unit 7 Chair | Clerical and Administrative | Dawn McCulley, CSU Stanislaus The Administrative and Clerical support staff of the CSU are the backbone of the campuses, providing direct services to faculty and students. The CSU’s refusal to pay livable wages has consequences: + Our turnover rate has nearly tripled from 5.9% to 17% over the past two years. + You are losing skilled and talented staff. + You are unable recruit fast enough to fill vacancies. Everyone knows that high employee turnover has a negative impact on services. But the CSU is not a fast food franchise. This is a University, not having steady qualified staffing affects student success and graduation goals. Multiple unions are here today to demonstrate that workers power the University. We are not accepting the tired line of “We have no money to invest in staff.” The CSU cannot afford to NOT to invest in our staff. Due to your continued failures, our system is on the verge of collapse. Do better. Be better. Chair Bargaining Unit 9 | Technical Assistance | Martin Brenner, CSU Long Beach I am 37 days away from ending mey employee relationship. Starting my exclusive taxpayer relationship with you... As an employee, I am distressed and disappointed that that working for the CSU is not what it was when I started. There are not career opportunities anymore at the CSU. We have taken a turn from an employer of choice to one approaching an employer of last resort. Your compensation system is a failure. I want you to fix this. You have reserves this system is in cruises. I respectfully ask that change course. As a taxpayer and funder of this institution, I demand better! WE the people of this state demand that you stop the rapid decline of this great resource. You are our trustees, make this work. We deserve batter, we demand better! Finally it isn't always simply a matter of money. Campuses like CSU Long Beach additionally hire employees on temporary status. We allowed temp employee status in the contract so you could meet temporary needs. When asked to stop doing this my campus said 'the contract allows this.' Now you have employees with sub-market pay, no advancement path and tenuous employment. Fix this it is your responsibility.