• The CSU-AAUP/BOT agreement will extend the CSU-AAUP/BOT CBA, in whole, until 2016. This is important given the reorganization of higher education and the merging of Charter Oak, Community/Technical Colleges, and CSU under one Board of Regents. We are due to begin negotiating in fall 2011 and it will be the worst possible time to risk opening up our entire contract (and losing much that we now have), especially since we do not even know who we will be negotiating with (possibly with people who know little or nothing about higher education). The SEBAC agreement will extend healthcare and retirement benefits for another five years, until June 30, 2022.
Full-time Member salaries
• There will be no salary increases for the next two years (2011-2012 and 2012-2013), but for each of the following three years (2013-2014, 2014-2015, and 2015-2016) the full-time payroll base will be increased by 5% (see Article 12.5.3 in the attachment for the formula that determines individual salary increases). In each of these three years no one will receive less than 3% (people at maximum for rank) and some will receive as high as 6.6%.
• People who are promoted will receive their promotional increases in all five years.
• Intersession and summer pay will also be increased by the same percentages (0, 0, 5, 5, 5 – see attachment for the exact amounts).
Part-time Member salaries
• There will be no salary increases for the next two years (2011-2012 and 2012-2013), but for each of the following three years (2013-2014, 2014-15, and 2015-16) part-time members will receive a 5% salary increase.
• In addition, part-time member pay rates will still be subject to increases in accordance with Article 12.8. If a part-time member moves from one group (based on educational credentials and prior experience teaching in the CSU System) to another, the salary increase will still be awarded even during 2011-2012 and 2012-2013 (see attachment for exact rates).
• There will be no increase in special funds for the next two years (2011-2012 and 2012-2013), but for each of the following three years (2013-2014, 2014-2015, and 2015-2016) special funds will be increased by 5% (see attachment for exact appropriations). Note that in our current CBA, the annual increase in special funds is 4.5%.
• In October 2011 CSU-AAUP members who now receive longevity payments will receive approximately 73% of the amount they are scheduled to receive, while members of many other bargaining units will receive no payment. All other future longevity payments will be made as scheduled in their full amounts.
• Members who become newly eligible for longevity payments in 2011-2012 or 2012-2013, will not begin to collect it until 2013-2014. They will, however, receive credit for those years to move up to the next step.
• No state employee, including CSU-AAUP members, hired on or after July 1, 2011 will be entitled to longevity payments, except for those who have appropriate military service (see attachment for the exact language).
• No layoffs of tenured or tenure-track members, including for reasons of programmatic changes (see attachment for details).
• The present hiring freeze at CSU will be lifted immediately if this agreement is ratified.
• There has been much discussion about the health care changes contained in the tentative agreement (TA). The specifics are now in writing for your review. For example (quoted parts come directly from the TA):
o “None of the benefit levels, access requirements, including doctors and hospitals or basic plan structures are modified by this agreement.”
o “As is currently the case under the State Health Plan, any medical decisions will continue to be made by the patient and his or her physician.”
o All state employees will continue to be covered by the same vendors as currently, with the same choice of the “point of” plans (point of service or point of enrollment).
o There are some changes in rules designed primarily to keep members healthier by giving them the information they need about their health status, and any medical issues. That is the purpose of the new Health Enhancement Program (HEP). “There is no change in current plans except as specifically noted otherwise below.”
o We will have the same health, prescription, and dental vendors with the HEP as we do now. We engage in a bidding process every few years for providers for the State Health Plan’s medical, pharmacy and dental programs.
o The State Health plan is not SustiNet or part of SustiNet. Nothing in the ratification of SEBAC 2011 has anything to do whatsoever whether SustiNet ever becomes the law. No matter what happens with SEBAC 2011, no state law regarding SustiNet or pooling could affect state employee benefits or our plan without the ratification of SEBAC.
o While we have always been supportive of healthcare reform, we have insisted, and will always insist, that healthcare reform not have any negative impact on the benefits or plan of our members, nor change the fact that our plan is collectively bargained between the State and SEBAC and under the control of the joint management/labor Health Care Cost Containment Committee.
Retirement (directly from the TA)
• Employees with 10 or more years of actual state service as of July 1, 2009 shall be entitled to retiree health care under the practice in effect under the terms the Pension and Health Care Agreement, as amended, but prior to the changes effected by SEBAC 2009 and this agreement.
• Employees with fewer than ten years of actual state service as of July 1, 2009, shall be subject to the requirements of SEBAC 2009, including the rule of 75 for de