Breaking News

Chancellor's "CSU Forward" Plan Stumbles

Tue, 13 Jan 2026 14:20:07 GMT

On January 5, Chancellor Mildred García issued a message describing the CSU as aligned, collaborative, and committed to becoming an “employer of choice,” including an announcement about a one-time 3% payment for certain employees. We want to provide clarity and respond directly to that message.

The CSU is trying to create divisions between employee groups and use what would be a heavily-taxed bonus to bait employees into giving up base-building raises.

While the Chancellor’s statement emphasizes collaboration and respect for collective bargaining, the CSU has chosen to move forward unilaterally with one-time payments for managers, administrators, and confidential employees - while excluding union-represented employees. That decision does not reflect meaningful collaboration or alignment.

Respecting collective bargaining means negotiating compensation decisions before they are implemented, not after selective distributions have already occurred.

It is also important to be clear about what was announced. This payment is not a raise. It is one-time money, calculated off base pay, heavily taxed, and does not increase base salary, count toward retirement, or contribute to pension calculations. Once issued, it disappears. It does nothing to address long-standing issues facing CSU employees, including wage stagnation, increased workloads, recruitment and retention challenges, and the rising cost of living across California.

The CSU has framed this approach as a step toward becoming an “employer of choice.” However, employers of choice invest in ongoing, pensionable compensation, not temporary bonuses that provide no lasting financial security for employees.

This decision also creates inequity across the workforce. Moving forward with payments for non-represented employees while union-represented employees are told to wait undermines unity and fairness. CSU employees do not work in silos - staff, faculty, and administrators collectively support students and the CSU mission. Compensation decisions should reflect that shared reality.

Student success, which the Chancellor rightly identifies as the CSU’s North Star, depends on a stable, supported, and fairly compensated workforce. Burnout, turnover, and financial insecurity among staff directly impact students and campus operations.

Contrary to what the Chancellor stated, our Union is not delaying compensation. We are exercising our legal and contractual right to bargain to ensure that any compensation solution is fair, equitable, and sustainable for our members over the long term. True collaboration requires transparency, patience, and a commitment to negotiated outcomes - not unilateral action.

We will continue to advocate for compensation solutions that respect collective bargaining, support CSU employees, and strengthen the long-term health of the university system. Members will be kept informed as this process continues - because when we fight, we win.

Legislators Demand Answers from Sonoma State Leadership

Wed, 26 Feb 2025 11:57:30 GMT

When Sonoma State University announced massive program cuts and layoffs in January, many thought that was the beginning of the end of the University, a beloved institution in the state's North Bay.

But union members quickly came together – from faculty to staff to skilled trades – as well as students and community members. We formed a coalition to “Save Our Sonoma” and reached out to leaders who have the ultimate authority over the CSU: state legislators.

At a public forum on Feb. 21, held on campus, legislators grilled CSU management and compelled them to take responsibility for the misguided and catastrophic cuts proposed.

The forum was led by Assemblymember Damon Connolly and state Senate President Pro Temp Mike McGuire. They were joined by Rep. Mike Thompson, Assemblymember Chris Rogers, and Assembly Majority Leader Cecilia Aguiar-Curry. Collectively, the group put the CSU on notice: There will be no state funding approved until management presents an “turnaround” plan that will keep the campus standing for future generations.

Our Voice is Our Power

The legislators took such decisive and quick action to intervene because they heard from workers. Our union membership lets the CSU know our voice matters. We are planning more actions in the days to come.

Check out the Save Our Sonoma rally held just before the legislative forum, which was livestreamed.

After grilling CSU leadership for their mismanagement of the campus, a panel made up of CSU employees impacted by layoffs and program cuts was invited to share their stories. CSUEU member Dustin Mollo did a great job sharing the essential IT support he provides the campus.

We Are Fighting Back Against Layoffs at Dominguez Hills

Thu, 20 Feb 2025 09:33:40 GMT

At CSU Dominguez Hills, President Parham gave notice to 32 campus employees that they were being laid off. Our union immediately sprung into action to defend these jobs. We see these layoffs as short-sighted and reckless. They endanger not just the livelihoods of our fellow members, but also the operations on campus that support student success. The work will not disappear.

We had our first meet and confer about the layoffs with CSU leadership on February 18, and Chapter 314 - Dominguez Hills organized a rally with our colleagues in CFA and Teamsters. Over 100 campus workers sent a clear message: No layoffs!

Photo Credit: Mark Pedraza, CSU Dominguez Hills Student

In Sacramento, they are still deciding on the state budget. The Governor may have proposed cuts to the CSU, but he does not have the final say. Our union is fighting every day to fund the CSU, and to demand that the CSU keep its promise. They need to keep their promise to the students of California, AND to the employees that run our campuses. Keeping their promise means treating campus workers with respect, and not tossing them to the curb in order to save a little money. It also means keeping the promise they made to us in our last contract, and giving us the raises we fought for and won.

We are still in the process of saving these jobs, but we are excited to report that at least some of the layoffs have been rescinded. Wherever CSU leaders try to take away our jobs, our union is ready to defend our members. If you are not already a member, join today so that we have the collective power to stand up for ourselves!

CSUEU Response to CSU AI Initiative

Wed, 12 Feb 2025 19:19:12 GMT

CSU Chancellor Mildred García announced last week a “groundbreaking” initiative with tech companies, including ChatGPT, to use “the power of artificial intelligence to create an AI-empowered higher education system.”

After reading the University press release, we have many more questions than answers. First and foremost, what do students, staff and faculty think about this adoption that has wide and serious implications for CSU’s core constituents who study, provide support services, and teach on campuses?

CSU leadership doesn’t know what we think because they launched the project with little to no input from faculty, students, and staff. Our Union will be conducting a staff survey to learn more about how AI may impact the work we perform day-to-day.

In the real (non-AI) world, when leaders act without accepting real feedback, we have seen poor management lead directly to program cuts, loss of work, and layoffs. To show inclusiveness, the Chancellor announced a Workforce Acceleration Board, a private-public “collaboration” that will drive the work.

CSUEU members will have a voice in this process. For now, our initial questions are: What commitments did the CSU make to the tech companies and is there an agreement for the for-profit corporations to contribute to the CSU communities?

Human-powered technology may advance, but our priorities should never change: The well-being and success of students, staff, and faculty come first.
We expect to learn more about the project and we will engage through the bargaining process to protect the interests of our members and campus communities.

Sonoma State Announces Massive Layoffs

Thu, 23 Jan 2025 15:39:24 GMT

Sonoma State University campus community received shocking news on Jan. 22 of massive layoffs affecting entire academic programs, including the dismantling of its student athletic program.

Our CSUEU chapter members and leadership are coming together and we are determined to "Save Our Sonoma" because it is an irreplaceable institution and integral in our community. Read news coverage from the Press Democrat and KQED.

Unlike at Sonoma, which cited declining enrollment for its financial problems, Dominguez Hills also issued layoffs even though the campus enrollment is steady.

CSUEU members will not allow campus mismanagement to continue without any accountability. Read our statement submitted to the Board of Trustees.

We also reached out to our Northern Bay state legislators who shared our deepening concerns that CSU leadership has no "Plan B" after cuts. A public hearing is scheduled for Feb. 21.

CSUEU Leader Testifies at Higher Ed Committee To Support Title IX Reform

Thu, 18 Apr 2024 13:48:24 GMT

Thanks to strong activism from CSU staff and students, state legislators are taking concrete steps to combat sexual discrimination and harassment at the CSU, UC and community colleges with multiple legislation, including SB 1166, authored by Sen. Bill Dodd and co-sponsored by CSUEU.

This week, the state Assembly Committee on Higher Education heard public testimony on Assembly bills that would strengthen Title IX, a 1972 federal law that protects students and employees in educational settings against sexual harassment or discrimination based on sex.

But as CSUEU Vice President for Finance Terry Wilson stated at the April 16 hearing, policies without enforcement provide little protection.

“Over the last few years, increasing numbers of media reports as well as investigations conducted by the State Auditor’s office and by this committee have all highlighted a need for systemic Title IX reform,” Terry said. “At the CSU, our members conduct intake on reports of sexual misconduct and are targets of that behavior themselves, so we have both witnessed and personally experienced issues with the CSU’s Title IX system such as outrageous case delays, lack of consequences for those who violate Title IX policies, and oftentimes lack of any investigation at all.”

Terry and others came to the hearing to support two bills (AB 2047 and AB 2048) from Assemblymember Mike Fong, who chairs the Assembly Higher Education Committee. Our Union wrote letters of support for all 12 bills pending that seek to bolster Title IX reform.

AB 2047 will establish critical oversight to ensure that all of our public higher education institutions are actively monitoring compliance with federal, state, and systemwide policies to prevent and address sex discrimination on campus.

AB 2048 addresses adequate staffing, which is absolutely essential to support a robust and effective Title IX system. While there has been a lot of focus placed specifically on the CSU’s Title IX system, this bill gives us the opportunity to prevent the same systemic failings from occurring across our UC and community college campuses as well.

“Everyone who steps foot onto a state campus deserves to live, work, and learn in a safe environment and we believe [these bills are] an important step toward achieving that.” - Terry Wilson, CSUEU Vice President for Finance

The state Assembly Committee on Higher Education released a report in March called “A Call to Action,” which looks at how higher education institutions are preventing and addressing sex discrimination on campuses.

More Info: Read EdSource coverage and the list of 12 state legislation pending related to Title IX reform.

eNews | March 29, 2024

Fri, 29 Mar 2024 14:07:27 GMT

eNews | March 29, 2024

State Draft 2024-25 Budget Funds Compact with CSU, with Deferment

Mon, 15 Jan 2024 18:43:45 GMT

Gov. Gavin Newsom’s draft budget includes $240 million for the CSU but defers actual payment of this money to the next fiscal year 2025-26. Under so-called “compacts” negotiated between the Governor and the CSU (as well as the UC) in 2022, the state guaranteed 5 percent funding increases each year for five years. In exchange, the university systems agreed to increase in-state admissions and meet other goals.

Facing a $38 billion budget deficit, the Governor says the CSU (and UC) should fulfill their compact commitments (including staff compensation and raises) and spend their own CSU money or borrow money and the state will reimburse both higher ed institutions in 2025.

CSUEU members in Units 2,5,7 and 9 ratified a 3-year contract which provided for a 5% salary increase, retroactive to July 1, 2023. We are expecting the 5% bump in paychecks by April 1. In addition, we are scheduled to receive our second 5% general raise on July 1, 2024. More information is contained in a CSU Jan. 16, 2024 letter to employees.

CSUEU leaders will work with the CSU, the Governor's office, and the Legislature to make sure the compact funding is protected in this year’s budget.

The Governor's budget is Step 1 in a 6-month process of legislative hearings – and intense negotiations - culminating on June 15, the deadline for the state to adopt a budget. The next key step is May when the Governor issues a revised budget. Stay tuned for future budget updates.

If you are not yet a member of the union, now is the time to join to increase our member strength. Political advocacy is also critical to make our voices heard in Sacramento. Contribute to our Political Activities Committee here.

Even though the overall state budget is uncertain, the CSU community is united in expecting the Governor to keep his multiyear commitment to funding the University which is essential to close equity gaps and promote student success.
- Catherine Hutchinson, CSUEU President

CSUEU Leaders Address Board of Trustees | May 23, 2023

Wed, 24 May 2023 21:25:35 GMT

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.

CSUEU Responds to Report Showing Failed CSU Leadership

Wed, 05 Oct 2022 21:21:32 GMT

An investigation into how a CSU campus handled allegations of sexual misconduct and workplace harassment by a top administrator concludes that former Chancellor Joseph Castro had a "blind spot" when it came to the offender, Frank Lamas, a friend whom he recruited to work at CSU Fresno as Vice President of Student Affairs from 2014-2020.

The investigation, ordered by the Board of Trustees earlier this year, found that Castro, who was campus president during the time of the misconduct, failed in multiple ways to act on behalf of students and staff “despite the emerging pattern of alleged inappropriate behavior.”

The review, conducted by attorney Mary Lee Wegner, cites nine reports of inappropriate misconduct by Lamas, which included staring at an employee’s breast, bullying behavior, retaliation, and others.
“In particular, the President’s failure to more rigorously address reports of Lamas’ alleged misconduct as they surfaced was a notable factor that negatively impacted the effectiveness of the Campus’ responses to such reports,” according to the report. “The President exhibited a blind spot about Lamas’ and the impact his conduct had on others, despite multiple allegations (and confirmed findings) of his inappropriate workplace behavior.”

The USA Today first exposed the scandal in February, causing an immediate outcry from the CSU community – students, staff, and faculty – who called for an independent investigation into the CSU process for handling Title IX-related complaints. Title IX is federal law protecting people from discrimination based on sex (or sexual orientation / gender identity) in education programs or activities that receive federal financial assistance.

CSUEU President Catherine Hutchinson statement:
“The report makes it crystal clear that a top CSU executive faced absolutely no consequences despite using his position of power to target and harass students and staff – with the knowledge of his superior, the campus president. What the report does not address is the continuation of failed leadership, on the part of the Board of Trustees, who in their haste to seek a quick divorce from Chancellor Joseph Castro, awarded him $400,000 ostensibly to serve as a ‘board advisor’ for one year. Now he is exercising his right to retreat and teach at Cal Poly San Luis Obispo. Students are understandably upset. There is a growing disconnect between CSU’s upper management echelon and the rest of the University community. Even as a state-funded salary study showed a growing crisis in hiring and retention due to stagnant wages, which impacts students and the services they receive from Support Staff, the CSU leadership seems content sticking with the status quo. We reject that mentality and will continue to partner with stakeholders who are coming together to build a better CSU community that invests in students and staff.”