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Frequently Asked Questions

The CSU MPP is an integrated personnel system addressing the employment rights, benefits, and conditions of those CSU employees designated as "management" or "supervisory" under the Higher Education Employer-Employee Relations Act. The MPP includes four grade levels each with a salary delimited by minimum and maximum rates of salary determined by the Chancellor and approved by the Board of Trustees on the basis of comparative salary data from competitive public and private organizations. The salary ranges may be reviewed and adjusted as the Chancellor and the Trustees deem appropriate.

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View information on when breaks are to be taken through our webpage Breaks/Rest Periods.  Additionally, each collective bargaining agreement describes breaks in their "Hours of Work" section.

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Contents of the personnel file shall include: appointment letters, performance evaluations (with rebuttals if any), letters of reprimand and higher, applications (resume, recruitment flyers, cover letters, etc.), job descriptions, letters of appreciation and shall not include: Letters of Counsel, attendance and. payroll records, benefit information.

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Only CSUEU (Units 2, 5, 7, and 9) employee shall be given up to five (5) days to review the draft evaluation and provide input, if any, to the evaluator.  An additional (5) work days may be requested.

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CSUEU (Units 2, 5, 7, 9)-Yes, A probationary employee shall be evaluated by the end of the third (3rd), sixth (6th), and eleventh (11th) month of the probationary period, unless the employee has earlier been rejected during probation.

APC (Unit 4)- Employees are required to be evaluated on at least an annual basis.  However it is recommended that the employee who is serving a probationary period be evaluated in accordance with the CSUEU provisions.

SETC (Unit 6)
-A probationary employee shall be evaluated at least once during his/her probationary period. However it is recommended that the employee who be evaluated in accordance with the CSUEU probationary period provisions.  SUPA (Unit 8)- The contract is silent. However the campus applies the CBA of the CSUEU.

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CSUEU (Units 2, 5, 7, 9)- If an employee disagrees with the record of a performance evaluation which has been placed in his/her personnel file, the employee may submit a rebuttal statement which shall be attached to the performance evaluation. The evaluation shall be reconsidered by the appropriate administrator in light of the rebuttal statement and if the evaluation is amended, the amended evaluation shall replace the original evaluation and its rebuttal.

APC (Unit 4)- If an employee disagrees with the record of a final performance evaluation which has been placed in his/her personnel file, the employee may submit a rebuttal statement which shall be attached to the record of the performance evaluation.

SETC (Unit 6)- If an employee disagrees with the written performance evaluation, the employee may submit a rebuttal statement which shall be attached to the written performance evaluation and placed in the personnel file. The employee may also request a second meeting with a union representative present to further discuss the evaluation. Such a meeting shall take place at a mutually acceptable time and location.

SUPA (Unit 8) - The contract is silent. However the campus applies the CBA of other units.

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A: (CSUEU) Article 15.1 and (SUPA) Article 22.7: a spouse, domestic partner and the employee spouse or domestic partner's parent, step-parent, aunt, uncle, grandparent, great-grandparent, grandchild, sibling, child (foster, adopted or step child), a person living in the immediate household of the employee, except domestic employees, roomers, boarders, and/or roommate.

(APC) 19.11 and (SETC) 18.10: domestic partner (SETC only), or other person residing in the immediate household of the employee, except domestic employees, roomers or roommates.

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A: CSUEU (Units 2, 5, 7, 9)- Upon written request, the appropriate administrator may authorize the use of accrued sick leave for bereavement. Or the President may authorize unpaid sick leave, the use of vacation or the use of CTO pursuant to Article 19, Overtime, for an employee who has exhausted accumulated sick leave.

APC (Unit 4)- The President may authorize up to forty (40) hours of accrued sick leave for bereavement pursuant to provision 19.10.E. When one (1) or more deaths occur in a calendar year, up to forty (40) hours of accrued sick leave credit may be authorized for each death. Or upon request by an employee, the President may authorize the use of unpaid sick leave or the use of vacation for an employee who has exhausted his/her accumulated sick leave.

SETC (Unit 6)- An employee, upon reasonable advance request, shall be granted up to forty (40) hours of accrued sick leave for bereavement. When one (1) or more deaths occur in a calendar year, up to forty (40) hours of accrued sick leave credits may be used for each death. Or an employee who has exhausted his/her sick leave or disability leave may be granted unpaid sick leave or may use his/her vacation credits or compensatory time off (CTO). Use of unpaid sick leave, vacation credits, or CTO shall be by mutual agreement of the employee and the appropriate administrator.

SUPA (Unit 8)- Depending upon the circumstances involved, up to five (5) days of accrued sick leave may be authorized at the discretion of the President for bereavement. When one or more deaths occur in a calendar year, up to five (5) days of accrued sick leave credits may be authorized for each such death. The five (5) days referred to in Provisions 22.2, d. and e. shall apply to five (5) days of the employee's regularly scheduled workdays up to a maximum of forty (40) hours.

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CSUEU (Units 2, 5, 7, 9)- The granting or denial of such additional use of sick leave in provisions 15.8 (e) shall be the prerogative of the appropriate administrator and shall not be subject to Article 7, Grievance Procedure, or Article 8, Complaint Procedure, of this Agreement.

APC (Unit 4), SETC (Unit 6), SUPA (Unit 8)- Contracts are silent, however the campus applies the CBA of the CSUEU.

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(APC) Article 20.11:a spouse, registered domestic partner and the employee's or his/her spouse's or registered domestic partner's mother, father, grandmother, grandfather, grandchild, son, son-in-law, daughter, daughter-in-law, brother, sister, or person living in the immediate household of the employee except domestic employees and roomers.

(SETC) 18.17: a close relative, domestic partner or other person residing in the immediate household of the employee, except domestic employees, roomers, or roommates.

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Yes. Your supervisor may request proof of residency that the person lived in your household. Such documentation may include: mail sent to the person (cell phone bill, bank statement, credit card bill, etc.), or a copy of the deceased Drivers License.

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