Virtual Parking Permit Systems Must Protect Employee Privacy

Submitted by President322 on Fri, 06/14/2019 - 5:24pm

June 5, 2019 in General News

CSU Campuses Looking to Adopt Virtual Parking Permit Systems

As an increasing number of CSU campuses look to implement virtual parking permits, sometimes called "Permit-less Parking," CSU Employees Union-represented staff should remember that the program is intended solely to be used for management of parking facilities.

CSUEU’s position is no virtual parking permit systems should ever be used to track employees' attendance or for employee discipline.

Big Brother Is Watching (But We Won’t Let It!)

Submitted by President322 on Fri, 06/14/2019 - 5:24pm

June 5, 2019 in General News

Campus Safety and Video Surveillance

We can all agree that campus safety is a basic and top priority for the thousands of students, faculty and staff – and members of the public – who on occasion step on the grounds of one our wonderful CSU campuses.

Where our points of view diverge is that CSU Chief Negotiator John Swarbrick wants to weaponize campus safety to become worksite surveillance, to utilize security cameras and hi-tech monitors for employee discipline. This, we will not allow.

CSUEU President Report March 2019

Submitted by President322 on Fri, 06/14/2019 - 5:22pm

April 8, 2019 in Board Meetings, Membership

President Report to CSUEU Board of Directors | March 9, 2019

Over the past year, through unified commitment from everyone on this Board, I am proud to report that we have lowered our unrestricted spending and CSUEU is economically and financially meeting our post Janus goal to be solvent.

411-001- A Post-Retirement Employee Housing Rental (Agreement)

Submitted by President322 on Thu, 05/09/2019 - 1:44pm


100 Campus Center Seaside, CA 93955-9001 831/582-3500


I. Policy

After retiring from California State University, Monterey Bay (“CSUMB”) and/or its auxiliary organizations, an employee who is already in faculty/staff housing and was continuously employed by CSUMB and/or its auxiliary organizations for at least 20 years may remain in faculty/staff housing subject to the guidelines below.

II. Policy Guidelines


Submitted by President322 on Thu, 05/09/2019 - 1:34pm

Every employee should receive fair performance evaluations based on job-related criteria by
the Appropriate Administrator who is familiar with the regular duties of the employees.

*When are employees evaluated?

Permanent employees should receive annual performance evaluations. [Article 10.1] An
employee should be counseled first if management believes an employee’s performance is
not satisfactory. [10.6] There should be no “surprises” in an evaluation.

Weingarten Rights: Union Representation at Investigative ainterviews

Submitted by President322 on Fri, 02/08/2019 - 5:47pm

Union members can have a union rep present at interviews that may lead to discipline. By Lisa Guerin, J.D.

If you are a union member, you have a right to have union representation at any interview or meeting that could lead to disciplinary action against you. The Supreme Court case of National Labor Relations Board v. Weingarten, decided in 1975, established this basic entitlement and the procedures for when and how union reps may participate in interviews. Collectively, these rules are referred to as “Weingarten rights.”

Coping with stress at work stress

Submitted by President322 on Mon, 01/28/2019 - 2:52pm

Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short-term, you may experience pressure to meet a deadline or to fulfill a challenging obligation. But when work stress becomes chronic, it can be overwhelming — and harmful to both physical and emotional health.

Labor Arbitration: Advice for Harassment Cases

Submitted by President322 on Wed, 10/17/2018 - 10:38am

Conference Reporter

Advice for Harassment Cases

At a recent conference a well-known Chicago arbitrator gave advice on handling sexual harassment cases. Here are four excerpts from the lecture.

1. You don’t need a victim.
In a Title VII case in the courts, there needs to be a victim. But this is not required for an employer who wishes to issue discipline.