Furlough Agreement 2.0
This is a work in progress. Here is the furlough agreement between CSU and CSUEU for 2009/10. I was out of the country when that agreement was made and I did not vote either for or against that agreement.
If there is another furlough agreement for non-faculty CSUEU represented employees proposed for 2010/11, these are some of the things I would like to see added to it.
This is my shopping list:
- Campuses will be closed on furlough days.
- All provisions of this agreement, will be subject to the grievance procedure, Article 7 of the Collective Bargaining Agreement.
- All calendars must be ready 45 days before implementation of a new furlough agreement.
- Rescheduling of furlough days to alternate days will only be allowed for real and documented operational need.
- Furlough CTO is Compensatory Time Off earned through the rescheduling of furlough days. It functions just like normal CTO, as defined by Article 19 of the Collective Bargaining Agreement, except that it must be used within the budget year or the term of the furlough agreement that it was acquired under, whichever is less. Toward the end of that term, if an employee has not requested it, the university will mandate that Furlough CTO will be used within 30 working days of the expiration of this period.
- Rescheduling of furlough days requires 14 days advance notice. If 14 day notice is not received, employee(s) receive Furlough CTO at a rate of 1.5x the hours rescheduled.
- For exempt employees, Furlough CTO amounts less than 8 hours must be taken on a week they are on non-exempt status. Furlough CTO amounts more than 8 hours may be taken in 8 hour blocks, as a day off, on a week they are on exempt status or on a week they are on non-exempt status; at the employee’s discretion.
- Where an exempt employee believes he/she has been assigned an excessive or unreasonable workload during a week in which he/she maintains his/her exempt status, the employee may file a complaint using a similar process contained in Article 8 of the Collective Bargaining Agreement. This process shall include a Chancellor’s Office Level of Review. The parties shall execute a MOU fully outlining the mutually agreeable process to be followed within twenty-one (21) days of the execution of this agreement. If this is not able to be done in a way that is mutually agreeable, the employee may file a grievance using Article 7 of the Collective Bargaining Agreement.
- Opportunities to switch furlough days will always be offered first to the employee in an organizational unit with the most seniority able to accomplish the task(s) requiring the reschedule.
- If nobody volunteers, or not enough staff volunteers, to switch furlough days; alternate furlough days will be assigned to employee(s) in an organizational unit able to accomplish the task(s) requiring the reschedule in reverse seniority order.
- Since the desire is to achieve savings, employees may request more furlough time and that request can only be denied due to operational needs.
This is my way of preparing for the possibility that the university might want to ask for furloughs again next year. Note, as I said before, this is a work in progress. This list will be added to as ideas or issues present themselves. I would love to hear your ideas. I want to have this list ready in case their is a proposal to negotiate another agreement; then I will present it when our union’s negotiating team solicits input.
Of course, whatever ends up happening is subject to the collective bargaining process and I know you don’t always get what you want. But, if you try; sometimes you get what you need!