Join thousands of tenure-track faculty, lecturers, counselors, librarians, and coaches to protect academic freedom, faculty rights, safe workplaces, student learning, fair pay,
and fight for racial and social justice.
CFA Department Representatives are the eyes and ears of CFA for their campus department.
They are responsible for letting their colleagues know what is happening in CFA with regard to bargaining, faculty rights, the state budget and other issues.
At the same time, Department Representatives let their chapter leadership know what issues are cropping up in departments. Department Representatives typically meet two times per year. Occasionally, representatives are invited to report out to the chapter during their Executive Board meetings to ensure the campus-based leadership can assist with dealing with concerns.
To become a CFA Fresno State Department Representative, please fill in information below.
We are your faculty rights team and we are available to assist you with:
ADVICE – you can call or email us to discuss OR we can schedule an in person meeting with you. (If emailing us, please use a non-csu email address for confidentiality.)
Your contractual rights under the Collective Bargaining Agreement between CFA and CSU
How to write effective rebuttals: evaluations, retention/tenure/promotion, reprimands
How to address issues informally, when possible
How to file a grievance (the grievance process and what to expect)
Your appointment & entitlement rights
Leaves: paid, unpaid, FMLA rights & what leave makes the most sense in your situation
REPRESENTATION – Contact us & we will assist you in scheduling a time that we can be there with you to provide representation
If you are called in for a meeting with administrator(s)
If you are notified of an investigation
If you file a grievance – the level I meeting with administration
Since 1983, the California Faculty Association has secured improvements to the faculty contract and fought back against take-aways of our hard-won gains. Not only do these wins improve our working conditions in the CSU, but also help preserve our public university system.
Here are some of the highlights: – Won mandatory relief from direct teaching for new probationary faculty (Article 20.36) – Secured health insurance benefits for part-time Lecturers (from 0.4 timebase), as a result of CFA-championed legislation (AB 211 in 2002) (Article 32) – Preserved FERP – the popular Faculty Early Retirement Program – despite numerous attempts to take away this program (Article 29). – Established rights to 1 and 3 year contracts for Lecturers (Article 12.12) – Extended representation to faculty teaching in Extension for Credit and expanded sick leave benefits for Lecturers teaching in Extension (Articles 21.23 and 40.19). – Increased guaranteed minimum raise with promotion to 9% (Article 31.5) – Initiated catastrophic leave donation program (Article 24.23) 〉 Established right to preference for work hiring order for Lecturers (Article 12.29) – Expanded eligibility for fee waivers for faculty to include Lecturers and Coaches (Article 26) – Negotiated special Exceptional Service awards to support faculty working with first-generation college students and students of color (Article 20.37) – Gained improvements to Range Elevation opportunities for Lecturers and Librarians with temporary appointments: a new Range Elevation agreement allows more faculty to apply and receive raises of at least 5%. (2016 Range Elevation MOU) – Secured improvements to Parental Leave benefits: in addition to paid parental leave, tenured and tenure-track faculty may take up to one year of parental leave without pay and now have greater flexibility in scheduling leave (Articles 22 and 23). – Eliminated lowest paid range for Lecturers and reclassified Lecturers with terminal degrees to range “B” or higher. (Articles 31.15 and 31.16) – Negotiated increase to extra pay formula for summer term work (Article 21). – Protected a secure retirement for faculty by fighting off attempts to increase contribution formulas. – Expanded representation rights through establishment of statutory grievance process (Article 10.9 et seq.) – Since 2016, won raises totaling at least 16.5% for all faculty, and more for the lower paid and long-term faculty (Article 31). – Ongoing work to improve tenure density, develop pathways to tenure, and improve the salary structure (2017 Contract Extension)
CFA and Our Contract: We’ve Come a Long Way Let’s Not Turn Back the Clock: Stay CFA Proud
Join California Faculty Association
Join thousands of instructional faculty, librarians, counselors, and coaches to protect academic freedom, faculty rights, safe workplaces, higher education, student learning, and fight for racial and social justice.
