What has SEIU Done For Me Lately? SEIU’s Accomplishments: Power in Action

Ongoing / General

We advocate for individual members experiencing layoffs, reclassification issues, reorganizations, and other personnel changes or supervisor-related difficulties.
We use our contract rights and university processes to win improvements between bargaining cycles (e.g., remote/flexible work, clearer advancement paths, stronger layoff protections).
We work alongside other campus unions through a “Unity Council” to address shared campus-wide issues.

Reduced the probationary period from 1 year to 180 calendar days.
Created a glossary clarifying key terms in the layoff article to reduce confusion, ensure equitable treatment, and prevent unnecessary grievances.
Increased required written layoff notice from 30 to 45 calendar days.
Ensured that laid-off employees who have completed probation are eligible for placement into vacant positions.
Lowered the seniority requirement to bump from 8 years to 6 years.
Extended layoff/recall rights based on minimum job requirements to all members, while requiring minimum and preferred qualifications for bumping.
Clarified emergency closing rules to ensure equitable treatment of all members.

Increased the maximum sick leave hours that may be rolled over from another State agency from 80 to 120 hours.
Increased student fee authorization eligibility for spouses and children from 144 to 150 credit hours (or two academic degrees, whichever is less).
Shortened eligibility for the student fee authorization program from two years to one year of continuous full-time employment.
Won eligibility for up to six weeks of paid family leave within one year of the birth or adoption of a child, in line with university policy.

Updated, restructured, and clarified language in 22 contract articles and all 8 appendices, including bringing terminology in line with current gender and family standards.
Secured a Memorandum of Agreement that restores benefits for registered same-sex domestic partners (“resurrection language”) if same-sex marriage is ever rolled back.
Secured a Letter of Agreement grandfathering two unmarried couples who are currently using benefits afforded to registered domestic partners.

Gained an additional day of union release time for the bargaining team to prepare for contract negotiations.

Doubled the administration’s opening wage offer, moving from 1.5%, 1%, and 0.5% to across-the-board increases of 3%, 2%, and 1% through months of hard bargaining, public action, and mediation.
Fought hard for fair wages with an intensive campaign: a large informational picket on Euclid Avenue during negotiations, media outreach, social media, graphics, signage, and a billboard truck calling for fair wages circulating on campus at a critical stage.
Pushed the process into mediation and signaled readiness to pursue further legal and contractual options over economics, demonstrating a strong willingness to escalate to improve the offer.
Ultimately respected the members’ choice to ratify the agreement, preserving unity while laying the groundwork for an even stronger fight over wages in the future.

Negotiated a new three-year contract with the wins reflected above. This was a year-long effort: seven months at the table starting October 1, 2024, plus five more months resolving professional staff job titles, with the final agreement signed in mid-October 2025.
Organized a highly visible mid-negotiation informational picket on Euclid Avenue across from the bargaining site, with strong turnout from SEIU members and student, faculty and staff supporters in other campus unions. Gained extensive local media coverage including multiple on camera interviews with union leadership.
Met with CIO Wesam Helou, to respond to and shape the Technology Transformation Plan and its impact on SEIU members.
Conducted a detailed equity review of Academic Coach promotions, resulting in fairer treatment based on education and experience.
Worked with SBSS and the Provost on the new Advising/Coaching model and promotions, monitoring implementation to protect coaches’ roles and opportunities.
Proposed an additional Wellness Day; after rejecting SEIU’s proposal at the bargaining table, administration implemented this for all CSU staff.
Proposed adding a Roth retirement option; after rejecting SEIU’s proposal at the bargaining table, administration later rolled out a Roth option for all CSU staff.

Pushed for bonuses during a period of austerity when administration refused to grant base raises.
During that three-year contract with no raises, forced a mid-contract wage reopener and restored raises by pressing university leadership through a strategic letter demanding they extend to staff the same restoration of pandemic era cuts granted to faculty.
Campaigned for permanent flexible/remote work policies, earning SEIU leaders two seats on the campus-wide working group that crafted the guidelines now covering all CSU staff.
Clarified processes for transfer into SEIU positions and pushed for clearer compensation and reclassification processes.
Surfaced and addressed inequities in how paid parental leave was being applied by managers.

Used contract language on furloughs to prevent forced layoffs during the pandemic.
Provided members with support and information on unemployment and tax guidance during furloughs.
Hosted expert sessions on Covid and vaccines.
Established a Staff Development Grant program to support professional growth for our members.
Secured paid parental leave as benefit for all CSU employees.
Secured campus-wide observance of Juneteenth and Indigenous Peoples’ Day.

Advocated for same-sex domestic partner benefits.
Secured representation on a campus-wide Health Care Committee.
Stopped a proposed $25/month smoking surcharge on health insurance.
Established reclassification mentoring.
Established a contractually-guaranteed a Sick Leave Bank to allow members to donate unused sick time and support coworkers and their families facing serious illness requiring extended leave.