Staff Bargaining Update
Read the detailed proposals from both sides here:
Management Proposal - May 7, 2026
CSU Management: "No, No, and You Can't Strike"
On Thursday, in our first bargaining session, management introduced a proposal to take away our right to strike.
They said there was no money to fully implement steps.
On Wednesday, CSU refused to fully implement steps in a legal complaint (“unfair labor practice”) our union took to the Public Employee Relations Board (PERB).
Our union bargaining team advanced our proposals to stop contracting out our jobs, prevent CSU from abusing temp workers, and standardizing employment reviews so annual raises can’t be denied without cause.
We should expect the next bargaining date to be in June.
"The biggest power we have is striking, and that's why they want to take it away. And that's exactly why we need to prepare to strike."
To kick off Staff bargaining, more than 200 members marched through the CSU Northridge campus chanting WE ARE THE UNION THE MIGHTY MIGHTY UNION to back up our bargaining team. Hundreds more members rallied on every campus across the state.
Yes, We Can Strike
It’s up to all of us to continue to show our union power by joining your campus Contract Action Team, building unity of our membership to 80%, and continuing to prepare to strike to win our demands:
- Fully-funded steps
- Raises
- Job security
Bargaining Proposals
Find our basic bargaining proposals on our website.
We exchanged three proposals to management related to job security:
- No more contracting out of our jobs to outside (and usually lower paying, non-union) businesses
- Temporary appointments must be limited to one year so that workers move more quickly into permanent positions.
- Performance reviews should be standardized so annual raises cannot be denied without cause.
Management handed three proposals to us:
- No Unfair Labor Practice (ULP) strikes without a ruling from a judge. During a strike, employees will be assumed to be absent unless they explicitly self-report they have crossed the picket line. If an employee uses sick leave for a strike, verification may be required.
- Management wants to prevent employees from pulling items from our personnel files.
- Minor changes to family medical leave to be compliant with state law, specifying a "designated person" for leave.
Next Steps
Meet with your Contract Action Team to prepare to strike.
Learn more about this bargaining session, ask questions to members of our bargaining team, and hear about next steps for winning the contract we deserve tomorrow during our Bargaining Debrief.