During the session with the Staff unit, CU-UAW presented proposals on (1) Staff Compensation, (2) Temporary Employees, (3) Probation, and (4) a staff side letter concerning REDCAT employees.
In its Staff Compensation proposal, CU-UAW proposed that the minimum annual salary for exempt employees be set at 15% above any applicable legal minimum. CalArts is not aware of, nor has CU-UAW provided, CBAs that set such a compensation structure. CalArts agreed to review the proposal and anticipates presenting a counterproposal at the next session, including with a separate compensation appendix for certain facilities employees to bring these positions in line with CalArts’ compensation philosophy.
CalArts presented a draft (1) Telecommuting Policy and counterproposals on (2) Scheduling and Workload and (3) Job Descriptions and Classifications. CalArts explained that the draft Telecommuting Policy was based on language from telecommuting policy from another California institution, and this is the common such policy you see at other employers. The Scheduling and Workload counterproposal addressed employee scheduling and notice requirements, while the Job Descriptions and Classifications counterproposal clarified management rights and proposed revisions to the grievance process.
During its review of the Job Descriptions and Classifications article, CalArts reiterated the need to maintain balanced workloads as the Institute adjusts work assignments, staffing responsibilities, and employee classifications. In discussing Scheduling and Workload, CalArts also clarified that employees would receive adequate advance notice of changes to their regular work schedules.
CU-UAW asked about the agreements and approvals that would be required for employees working under hybrid arrangements. CalArts clarified that the Telecommuting Policy would apply to all employees, including those outside the bargaining unit. CU-UAW indicated that it would compare the proposed policy with the existing article governing telework to ensure consistency between the documents.
The two groups reviewed the Job Descriptions article, understanding the additional steps required for reclassification, job description modifications, or any other changes that may occur for assigned duties. The group concluded the discussion with scheduling for the following sessions and timing splits.