The CSUEU Bargaining Team reached a historic Tentative Agreement with the CSU for a contract extension (2024-2026). The agreement will need to be ratified by CSUEU membership and approved by the CSU Board of Trustees. The following Q&A covers basic terms of the agreement. Members may have more questions such as how the new Steps structure will affect them. Please plan to attend a chapter meeting on your campus where union leaders and staff will be able to address individual questions related to salary. Q: What did we win in this tentative agreement? Fiscal Year 2023/2024: All employees will receive a 5% General Salary Increase (GSI) if on active payroll as of Oct. 31, 2023. This will be retroactive to July 1, 2023. Fiscal Year 2024/2025: All employees will receive a 5% GSI if on active payroll as of July 1, 2024. Fiscal Year 2025/2026: All employees will be placed on a salary structure with Steps, guaranteeing 2% annual increases for satisfactory evaluations. In addition, management agreed to hire a third-party to review and fix the problem of misclassification which affects thousands of members. More than 8,500 CSUEU represented employees are in classifications due to be modernized. Bottom line: Starting with the 7% negotiated salary increase we won in July 2022, and adding in the two 5% GSIs for this year and next, our members will have seen pay increase by 17% over three years. Q: What are Steps and how are they different from the current compensation structure? The current structure we have is an “open range system” in which an employee can have a salary anywhere from the bottom of the range to the top of the range. An employee is placed at a salary during hiring and it’s up to the employee to submit IRPs, put in for reclassifications, or work with their manager to increase the base salary. A step system is a predictive movement through the salary ranges. This kind of a system allows our members to plan their lives around where they will likely be next year and adjust as necessary (when we adjust the scales through bargaining) along the 20-year path outlined in the steps schedule. Q: Aren’t Year 2 and Year 3 salary increases contingent on funding? Future raises that we have negotiated have always been contingent on funding. In this contract, the increases are contingent on funding of the Governor’s compact with the CSU, which is a commitment to increase annual state funding of the CSU by 5% over the fiscal years of 2022-23 through 2026-27. The increase must be greater than $227 million. We are very confident that these allocations will be made. Q: How do I find out how the new Steps structure will affect me? Review the Tentative Agreement , and if you have questions, attend a Zoom session or an in-person meeting with union leaders and staff. See dates here . Q: Why didn't we fight for Steps to start next year? As part of the agreement, we got Management to concede that thousands of our members perform work that does not match their classification standard. This systemwide misclassification means workers’ pay does not fairly reflect their scope of work. The CSU now agrees to have a third-party vendor review the classification problems and provide an appropriate salary structure and grade associated with it. This will likely affect more than 8,500 CSUEU-represented employees and the process will take time. With the expected classification changes, it would not be possible to transition to a Steps structure for everyone in Year 1. Implementing Steps in Year 3 allows us to work with the CSU to place members properly on the new scale and everyone’s transition to Steps can happen simultaneously. Q: Were there any takeaways in this contract? When we started negotiations, the CSU wanted to remove language in emergency pay, layoff, and IRPs. Additionally, there was concern that we heard from many of our employees that they wanted no changes to their health benefits and fee waiver. Ultimately, the only thing that we agreed was the ability for the CSU to increase monthly parking costs in year 1 by $2 (starting Jan. 1, 2024), year 2 by $1, and by $2 in year 3. Q: What does the 'me too' language mean in this agreement? If another union receives greater than 5% in Years 1 or 2, we go back to the table to negotiate. A: Are we going to support CFA/Teamsters if they go on strike? Our focus now as CSUEU members should be to review the Tentative Agreement and VOTE YES which is the unanimous recommendation from our Bargaining Team. Our CSU Labor Coalition continues and each Union is free within the Coalition to determine its own priorities for its bargaining unit(s). Under our Contract Article 6, we cannot officially support or participate as CSUEU in the APC/CFA/Teamsters strike-practice rallies. However, as dedicated individuals and staff members, CSUEU members still have the opportunity to stand in solidarity with our union siblings. There will be more information to come regarding how we can legally respond in the event of actual strikes with active picket lines on campuses. Q: When will we vote? Members will vote by electronic ballot from Nov. 20 to 30. Please update your contact information (phone number and email address) so that voting ballots reach you in a timely manner. Q: Who is eligible to vote? All members are eligible to vote. If you're not a member, please go to www.csueu.org/join and sign up.