CSU/SUPA Bargaining Update
The CSU and the Statewide University Police Association (SUPA) met on 3/28/2013 and agreed to jointly request the Public Employee Relations Board (PERB) to certify that they are at impasse in the 2012/2013 re-opener negotiations on salary and benefits. PERB has since certified the impasse and is in the process of appointing a state mediator as the first stage of the HEERA mandated impasse process.
On 02/19/13 SUPA had presented CSU with a proposal (link to proposal, .pdf) that demanded
- That CSU “shall adjust unit member salaries to be, at a minimum, equal with their counterparts working at the University of California”.
- Make Service-Based Performance Step Increases “automatic” on completion of 12 months of qualifying service. In the current agreement the funding of these step increases has to be specifically negotiated in any given fiscal year by the parties through collective bargaining.
- Increases in P.O.S.T. Certification Stipends by converting the current stipends expressed in dollar amounts to percentages of salary ranging from between 2.5% to 7.5%.
- Increases in Special Assignment Stipends by converting the current stipends expressed in dollar amounts to percentages of salary ranging from between 5% to 10%.
- Increases in dental, life assurance and accidental death & dismemberment coverage for unit members.
The CSU’s position is that for this fiscal year (2012/13) the salary and benefits of SUPA members should be maintained at current levels. The CSU has stressed at the table that it recognizes both the importance of maintaining campus public safety and the contributions of individual SUPA members, but its position in bargaining is based upon the following facts:
- We are currently about to enter the final quarter of the year and campus budgets for this fiscal year have long since been established.
- Systemwide CSU turnover and recruitment data does not support SUPA’s contention that there is a crisis in recruitment and retention that can only be met by adjusting current police officers’ salaries by up to 50% systemwide in a year in which there is no budgeted compensation pool, and in which no other employee group has received any salary increase.
- The CSU is proposing to establish a compensation pool for 2013/14, subject to the level of state appropriations contained in the final Budget Act. SUPA has not provided notice to re-open for 2013/14, but in the event that they do so, the CSU would welcome the opportunity to continue to discuss their salary and benefit issues in good faith, against what we hope will be a modestly improved fiscal environment within which employee compensation will be one of CSU’s stated priorities.