In this week’s CSUEU Chapter 321 email update:
· FURLOUGHS
Furloughs
Upon the request of CSUEU, a labor-management meeting was held between the President’s Office, Human Resources and union leadership. We discussed the implementation of the furlough program and the concerns of employees. No agreements were reached.
Furlough Calendar
A tentative furlough calendar was shown to the group. This calendar would assign all 24 of the furlough days and most months would have two furloughed Fridays. November was proposed to have 4 furlough days. (NOTE: the monthly pay of employees does not change regardless of the number of furlough days in a particular month because the 24 furlough days have been averaged equally in each month.) Some furlough days were scheduled around holidays to provide longer breaks. CSUEU is insisting on 21 days notice, per our contract, before the first furlough day is imposed and the campus is reviewing the calendar start date.
The campus is proposing to end all 9/80 schedules. Current participants in both the Summer Schedule and permanent schedule have been given notices asking them to voluntarily waive the 21 day advance notice for a shift change. The Union’s opinion is that the furlough calendar can accommodate 9/80 schedules if managers work with employees. We are not discouraging anyone from making their own decision on ending the schedule but we plan to continue to argue for continuation of the 9/80 option.
The plan for closure days is to continue academic instruction but to close administrative offices (including the Library). Only absolutely critical operations will be maintained during the furlough day which will include Public Safety and some Facilities Services. Because other bargaining units have not adopted the furlough program, no plans are made to coordinate closure with non-CSUEU represented units.
Workload
The intent of the program is to reduce services and workload. Employees on furlough weeks should perform 32 hours of work, not try to perform 40 hours worth in 32. All managers are being instructed on the rules for non-exempt work schedules. Employees will work observed hours only, not work through breaks or lunches or work additional uncompensated hours. Employees will not take work home or check in on the phone or email. Rules for conversion of exempt to non-exempt status will be issued.
The Union and the University disagree on the application of the call back provisions of the contract. The campus indicated that employees may be required to work on a furlough day if there was operational need and that the furlough day would be rescheduled within the month. The Union stated that we would hold the campus to the 21 day notice provision in that instance and that employees working on a furlough day should be given call back pay (paid at the overtime rate). This dispute is being referred to the Chancellor’s Office and CSUEU HQ for clarification.
Labor-Management Committees
The President has agreed to the creation of labor-management committees to deal with furlough issues. CSUEU requested two committees – furlough impact (schedules, workload, etc.) and cost-savings. We anticipate these committees starting in August. The Union made clear that the work of the committees should include employees opinions and be transparent to the campus community.
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