ARTICLE 23

SALARY

23.1

The salary schedule that pertains to employees in this bargaining unit shall be the schedule found in Appendix G of this Agreement.

Employees may receive salary adjustments on the salary schedule due to General Salary Increases (GSIs) and/or in-range progressions.

23.2

An employee shall be assigned to a rate within the open salary range appropriate to his/her classification.

23.3

Fiscal Year 2005/06 Compensation

  1. For fiscal year 2005/06, the individual salary rates of bargaining unit employees shall be increased by three percent (3.0%), effective July 1, 2005. The minimums of the salary ranges in Appendix G shall be increased by three percent (3.00%) and the maximums by six percent (6.00%), effective July 1, 2005.
  2. For fiscal year 2005/06, there shall be a merit bonus pool funded in an amount equivalent to one-half of one percent (0.5%) of the salary of bargaining unit employees.

Fiscal Year 2006/07 Compensation

23.4

  1. For fiscal year 2006/07, a general salary pool of three percent (3.0%) will be used as follows:
    1. General Salary Increase (GSI): The individual salary rates of employees shall be increased by two and one-half percent (2.5%) effective July 1, 2006; and
    2. Merit: An additional one-half of one percent (0.5%) of the salary of bargaining unit employees shall be contributed to the merit bonus pool for a total pool of one percent (1.0%).
  2. The 3.0% general salary pool will be provided only if CSU receives all support budget revenues requested in the 2006/07 Board of Trustees budget request and the revenue increase received in the 2006 Budget Act appropriations represents the requested percentage increase over gross prior year (2005/06) revenues.
  3. If the conditions described in provision 23.4 B above is not met, any reduction in funding for Unit 4 compensation below the 3.0% general salary pool included in the 2006/07 Board of Trustees budget request shall not exceed the reduction for any other non-faculty collective bargaining unit.
  4. Further, if the state legislature mandates specific expenditure or revenue adjustments that alter the base budget or budget plan increase approved by the Board of Trustees for the 2006/07 fiscal year, any reduction in funds provided for the general salary pool will not exceed the reduction for any other non-faculty collective bargaining unit.
  5. The general salary pool described in provisions 23.4 A above does not include any funds additional to three percent (3.0 %) CSU may provide to this or any other employee group for market equity or identified salary lag adjustments.
  6. The distribution of the general salary pool if the pool is less than 3.0% shall be in the following order until all salary funds are utilized:
    1. First, a General Salary Increase shall be funded up to two and one-half percent (2.5%); and
    2. Second, any remaining funds shall be contributed to the merit bonus pool.
  7. The minimum of the salary ranges in Appendix G shall be increased by the same percentage as the General Salary Increase. The maximums shall be increased by two times the General Salary Increase percentage, effective July 1, 2006.

Fiscal Year 2007/08 Compensation

23.5

  1. General Salary Increase (GSI): For fiscal year 2007/08, a general salary pool equivalent to three percent (3.0%) plus an additional one percent (1.0%) will be used to increase the minimums and maximums of the salary ranges in Appendix G and the individual salary rates of employees by four percent (4%) effective July 1, 2007.
  2. The 3.0% general salary pool plus the additional 1.0% will be provided only if the conditions for the 2006/07 fiscal year have been satisfied and CSU receives all support budget revenues requested in the Board of Trustees budget and the revenue increase received in the 2007 Budget Act appropriations represents the requested percentage increase over gross prior year (2006/07) revenues.
  3. If the conditions described in the preceding provision 23.5.B. above are not met, any reduction in funding for Unit 4 compensation below the 3% general salary pool plus the additional 1.0% included in the 2007/08 Board of Trustees budget request will not exceed the reduction for any other non-faculty collective bargaining unit.
  4. Further, if the State Legislature mandates specific expenditure or revenue adjustments that alter the base budget or budget plan increases approved by the Board of Trustees for the 2007/08 fiscal year, any reduction in funds provided for the general salary pool plus the additional 1.0% will not exceed the reduction for any other non-faculty collective bargaining unit.
  5. The general salary pool plus the additional 1.0% described in provision 23.5 A above does not include any funds additional to 4.0% that CSU may provide to this or any other employee group for market equity or identified salary lag adjustments.
  6. The distribution of the general salary pool of 3.0% plus the additional 1.0% if the total is less than 4.0%, and/or if the general salary pool for 2006/07 was less than 3.0%, shall be in the following order until all salary funds are utilized:
    1. First, the combination of the 2006/07 and the 2007/08 GSI is at least 2.5%;
    2. Second, a total merit bonus pool equal to 1.0% of the salary of bargaining unit employees is established; and
    3. Third, an additional GSI of up to 4.0% is awarded.

Fiscal Years 2008/09 and 2009/10 Contract Extension Options

23.6

  1. The CSU shall provide to the APC by no later than May 30 a proposal for the mutual modification of the Agreement by extending it for one (1) year and providing a compensation increase for the period of the extension. Such compensation increase will not include any funds for the Merit Bonus Program or other performance-related compensation program.
  2. APC will consider the CSU's proposal, discuss it with the CSU, and determine whether it desires to extend the terms of the Agreement for one (1) additional fiscal year. APC shall notify the CSU of its decision within thirty (30) days of receipt of the CSU proposal.

Bonus/Stipend Programs

23.7

  1. Bonus/stipend programs shall be established as provided below. Such programs shall consist of one-time lump-sum payments to employees which are not re-occurring base salary increases. The funding for the Bonus/Stipend Programs was established from monies set aside ($1,112,709, inclusive of benefits) pursuant to the parties' 2000-2003 Agreement.

    Upon the expiration of this Agreement, the bonus programs provided in this Agreement shall continue in effect utilizing the available funds as specifically provided in this Agreement, unless modified in accordance with HEERA. However, CSU shall not be required to provide additional funds for the bonus programs during the term of this contract or in future contracts unless such additional funds are provided in a successor collective bargaining agreement.

  2. Long-Term Satisfactory Service (LTSS) Bonus Program

    A lump-sum bonus shall be paid to all eligible employees who, during any of the fiscal years 2003/04 through the expiration of this Agreement complete a 5-year anniversary of continuous campus employment beginning at the employee's 10th year (employee's 10th, 15th, 20th, 25th, 30th, 35th, 40th, etc. years of qualified monthly service on the campus).

    To be eligible, the employee must not have received a performance evaluation with an overall rating below satisfactory (or its equivalent) during the 5-year period immediately preceding the employee's appropriate 5-year anniversary (10th, 15th, 20th, 25th, 30th, 35th, 40th, etc.). For eligible employees paid on a 12-month basis, the bonus amount shall be equal to five percent (5.0%) of the employee's monthly salary rate as of the employee's 5-year anniversary date, multiplied by twelve (12). Eligible employees on other pay plans shall receive an appropriate pro-rata amount. Each employee's bonus amount shall be expressed as a percentage of the employee's previous calendar year's earnings (including overtime, if any).

    For employees with a time base, qualified monthly service is defined as a month in which the employee is in pay status for eleven (11) or more workdays, regardless of the number of hours of work each day. For intermittent employees, any month in which an employee works at least forty-two (42) hours will count as a month of qualifying service.

    A year of qualifying service means: twelve (12) consecutive pay periods and ten (10) months of qualifying service for a 10-month or 10/12 employee; twelve (12) consecutive pay periods and eleven (11) months of qualifying service for an 11/12 employee; twelve (12) consecutive pay periods and twelve (12) months of qualifying service for a 12-month employee; and completion of one (1) full academic year of qualifying service for an academic year employee.

    The Long-Term Satisfactory Service Bonuses for each fiscal year shall be paid no later than September 1 following the end of the fiscal year.

    Decisions regarding the granting or denial of a Long-Term Satisfactory Service Bonus shall not be subject to Article 10, Grievance Procedure. However, APC may grieve an alleged violation of a specific term of this provision 23.7, subject to provision10.5.G.4.

  3. Educational Achievement Stipend (EAS) Program

    The Educational Achievement Stipend Program established in the parties' 2000-2003 Agreement shall be continued for employees who receive a master's and/or doctoral degree during the term of this Agreement. The amount of each stipend for a master's degree shall be $2,272.37, and the amount of each stipend for a doctoral degree shall be $2,840.46. Educational Achievement Stipends shall be paid out of available bonus/stipend funds as specified in provision 23.7.A above, provided sufficient funds are available from the pool of $1,112,709. If sufficient funds are not available, the parties will meet to discuss whether to reduce the amount of the stipends or to delay some or all of the payments until the next year in which sufficient funds are available.

    The Educational Achievement Stipends for each fiscal year shall be paid no later than September 1 following the end of the fiscal year.

  4. Budget Shortfall Mitigation (BSM) Bonus Program

    In each fiscal year of this Agreement, all active or on-leave bargaining unit employees with a time base as of May 1 of the applicable fiscal year shall receive a Budget Shortfall Mitigation Bonus. The amount of the BSM Bonus shall be the same amount for each full-time employee and a pro-rated amount, based on time base, for each part-time employee.

    The amount of each year's bonus will be determined by dividing the remaining bonus/stipend funds by the number of eligible full-time equivalent bargaining unit employees. The remaining funds are the funds in the pool of $1,112,709, inclusive of benefits (established pursuant to the parties' 2000-2003 Agreement) less the funds paid for that fiscal year's Long-Term Satisfactory Service Bonuses and Educational Achievement Stipends.

    Should the BSM Bonus be less than $100.00 per full-time equivalent bargaining unit employee, the bonus will not be paid and the pool available for the BSM Bonus will be rolled over to the next fiscal year's funds available for BSM Bonuses.

    BSM Bonuses for 2003/04 will be paid no later than December 1, 2005. BSM Bonuses for 2004/05 will be paid no later than February 1, 2006. If the BSM Bonus for 2004/05 can be paid by December 1, 2005, the parties may agree to consolidate the bonuses for 2003/04 and 2004/05. BSM Bonuses for subsequent fiscal years will be paid no later than November 1 immediately following each fiscal year.

Merit Bonus Program

23.8

  1. The Merit Bonus Program funds shall be dedicated to providing one-time, lump-sum bonuses awarded in recognition of above average performance on a project, recognition of one-time or special project performance, for members of a team in recognition of their performance as a team based on criteria established by the campus, above average performance in general, or other significant contributions to the campus and/or CSU community.
  2. The Merit Bonus Program award shall be expressed as a percentage of gross pay for the period of time of performance for which the bonus is awarded.
  3. The decision of the President, the President's designee, or other appropriate administrator as to who is to receive a Merit Bonus Program award and/or the amount of an award shall not be subject to Article 10, Grievance Procedure. However, APC may grieve an alleged violation of a specific term of this provision 23.8 subject to provision 10.5.G.4.
  4. All funds in the Merit Bonus Program pool shall be awarded prior to the end of the fiscal year in which the funds are available.
  5. In addition to the Merit Bonus Program pool established for General Fund employees, a similar pool shall be established for all non-General Fund employees on each campus. The amount of the Merit Bonus Program pool for non-General Fund employees shall be the same percentage amount of their salaries and related benefit costs as is the case for General Fund employees. An individual campus may augment its General Fund employee Merit Bonus Program pool above the amount specified in the Agreement, and the non-General Fund Merit Bonus pool may exceed the amount provided for herein.

Salary Adjustments Due to Reclassification

23.9

When an employee is reclassified to a classification with a lower salary range within the same series, the appropriate rate in the salary range shall be determined by considering any previous related service in a higher or lower class. Notwithstanding the above, in no case shall the new salary exceed the rate previously received in the higher class.

23.10

When an employee is reclassified to a classification with a lower salary range in another series, the appropriate rate in the salary range shall be determined by the appropriate administrator. Notwithstanding the above, in no case shall the new salary exceed the rate previously received in the higher class. Determination of the appropriate rate in such cases shall be made by applying the criteria that would normally be used for making an initial appointment to that class.

23.11

When an employee is reclassified to a classification with a higher salary range, the appropriate rate in the salary range shall be determined by the appropriate administrator. The rate in the higher salary range shall be an increase of at least five percent (5.0%).

Additional Bonus Programs - Campus Funded

23.12

The CSU may award lump-sum bonuses (not permanent increases in base salary) for reasons identified below. Such bonuses may be awarded at the discretion of the President at any time and only for the following three (3) reasons:

  1. A recruitment bonus may be offered to a candidate as an inducement to commit to employment with the CSU. If the candidate does not complete the probationary period, the bonus must be returned to the CSU.
  2. A retention bonus may be awarded to an employee for staying with the CSU and who is in a position in a classification that is critical to the ongoing operations of the CSU, is in short supply in the labor market, and is a difficult to recruit for classification. The requirements for the retention bonus must be in writing. The minimum time period that an employee must commit to stay with the CSU in order to receive a retention bonus is twelve (12) months.
  3. A critical skills bonus may be awarded to an employee who possesses and uses skills that are necessary and critical to the ongoing operations of the CSU. The employee must be actively using the skills in order to receive the bonus.
  4. Provision 23.12 shall not be subject to Article 10, Grievance Procedure. The decision of the President to award or not award a bonus under this provision, or regarding the amount of such a bonus, shall be final and non-grievable. However, APC may grieve an alleged violation of a specific term of this provision 23.12, subject to provision10.5.G.4.
  5. The bonuses in this provision 23.12 shall be campus funded.

23.13

For non-exempt employees, all bonus and stipend awards provided by this Agreement are based on a percentage of the employee's annual gross salary, including overtime.

In-Range Progression - Campus Funded

23.14

An increase in an employee's pay rate within a salary range of a classification due to increased responsibilities and skills of the employee, in recognition of extraordinary performance, or for market or pay equity reasons, is referred to as in-range progression. When an in-range progression occurs, the appropriate salary increase shall be determined by the President. Such increases shall be campus funded. This provision 23.14 shall not be subject to Article 10, Grievance Procedure. The decision of the President to award or not award an in-range increase under this provision, or regarding the amount of such increase, shall be final and non-grievable. However, APC may grieve an alleged violation of a specific term of this provision 23.14, subject to provision10.5.G.4.

Information Reports

23.15

  1. The name, classification and campus of each recipient of a GSI (described in provision 23.3, 23.4, and 23.5), an in-range progression increase (described in provision 23.14) or other base salary increase, together with the salary as of June 30th and the dollar amount of each increase awarded each recipient, shall be reported annually to the APC Statewide Office no later than ninety (90) days following the end of each fiscal year. Increases shall also be reported by amount of increase, gender and ethnicity (but without individual names) for each campus. Reports shall identify all increases, including performance awards, by category: GSI, in-range progression increase, or other base salary increase.
  2. Reports containing information described in 23.15.A above regarding Long-Term Satisfactory Service Bonuses (described in provision 23.7.B), Educational Achievement Stipends (described in provision 23.7.C), Merit Bonuses (described in provision 23.8) and bonuses described in provision 23.8 shall be provided annually to the APC Statewide Office no later than ninety (90) days following the end of each fiscal year.
  3. A report containing information described in 23.13.A above regarding Budget Shortfall Mitigation Bonuses (described in provision 23.7.D) shall be provided annually to the APC Statewide Office no later than ninety (90) days following payment of the bonuses.

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