Frequently asked questions on the 2013 Reopener Salary Settlement

Q. Who is eligible for the increase?

A.  The salary increase will apply to all faculty members (tenure track, lecturers, librarians, coaches, and counselors).  In short, the increase goes to all unit members working in state-support programs (extension work, with separate funding mechanisms, does not count for this salary increase).

Q.  Where did the money come from?

A.  When the CSU successfully obtained a $125 million augmentation to its budget, the Chancellor committed to setting aside $38 million of it for small compensation adjustments for faculty and staff.  CFA bargained for just over half of the $38 million — $19.2 million.  The remainder will be bargained over by the other employee units. The opportunity to “reopen” on salary (and benefits) was built into the language of our existing Collective Bargaining Agreement (CBA or “the contract”).

Q. How much is the increase?

A. CFA estimates that the raise will be approximately $960 per year (paid out monthly at approximately $80).  The increase will be added to the base and all salary scales, and thus will contribute to future pension amounts.

Q.  What is FTEF and how is the salary increase prorated?

A.  FTEF stands for Full Time Equivalent Faculty, and the term is meant to represent a 1.0 or full-time position.  The salary increase will apply on pro rata basis depending on a member’s time base.  For example, if you work .5 or half-time, the increase will be $480 per year and $40 per month to the base salary.

Q. Are Faculty Early Retirement Program (FERP) participants eligible for the salary increase?

A.  Yes, FERP participants are eligible for the salary increase determined by time base.  However, the increase will not be considered in the pre-retirement salary used to determine retirement income.

Q.  Why is the increase so low?

A.  Going into this reopener bargaining, we knew that the amount the Chancellor was offering would be small, but certainly worth our time and effort.  In the bargaining process it became very clear that the only way we would get management to expand the amount of money available for increases would be to agree to increase the amount our members pay for their healthcare premiums.  In the end, we indicated to CSU management that this was an inappropriate moment seek such an increase.

Q.  Why a flat dollar amount instead of a percentage increase?

A.  CFA leaders felt that, given the small amount of money that was available, it made sense this one time to try to get at least a small amount into the hands of as many people as possible As we negotiate future raises in successor bargaining where there are more resources, we anticipate that traditional percentage increases will be part of the compensation package.