CSU Faculty Voice: Here's What our People Have to Go Through

Wednesday, May 4, 2016

Here's What our People Have to Go Through

Here's what our employees are experiencing as our HR Department under the leadership of "Doctor" Mitchell proceeds to screw over some of our most conscientious and valuable people. These are real people who deserve so much better. There are hardly adequate pejoratives to describe this administration. No one with a shred of human decency would subject people to this kind of treatment.

Bob,

I received a letter on Friday, April 30 2016 that the University was rescinding my layoff notice and that I would return in my current position. A few hours ago I was summoned to HR to be notified that they made a mistake and as of now I am currently laid-off.

This is frustrating and very unprofessional.

Hi Bob,

Please note that I still do not know my layoff status. I phoned Ms. Shawnice Alivez this morning and she was told by Ms. Laurie Mays (HR) that I needed to speak to Ms. Kim Bandy in benefits (HR).

Ms. Kim Bandy stated that if I was laid off, my insurance would continue and I would have to pay CMS directly. However, I would be taken off payroll. Ms. Kim stated that she would look into my employee status and call me back. Please note that I didn't receive a call back from Ms. Kim.

I'm really frustrated with the Administrators at CSU! I just want to know my employee status in order to plan accordingly (unemployment...).

If you can help me with this matter, I would greatly appreciate it.

From Someone on the Academic Side:

Good morning everyone,
Thank you but the university made a mistake.
I was given a letter to return on Monday and then given another letter on Tuesday saying they made a mistake.
There will be someone working in my place who has more seniority.

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Thanks to Haki Madhabuti

"1. He/she must be a scholar of national note, with significant peer review publications and books in his or her field. There must be no doubt as to his/her standing in the community of scholars. This would also include a history of the candidate’s participation in the appropriate professional organizations.

2. He/she must have served with distinction as the administrative head of a major unit within an institution of higher learning or at the important position of Provost and/or Dean. Of course, prior service at the presidential level is preferred.

3. He/she must have a documented history of raising significant monies from the private and public sectors. At most major and research one universities it is not unusual to expect the president to come with a plan to raise in excess of half a billion dollars or more in the first few years.

4. The prospective president must have a consensus buy-in from the faculty, students, administration and staff, therefore, arriving with a unity mandate to lead by joining a University community that has bought into his or her vision for the future."

From an open letter to the CSU Community, 2009.