An employee shall be assigned/reassigned to a position
by the appropriate administrator. Such assignments shall be consistent
with the employee's classification except as provided elsewhere in this
Article. It is expressly agreed that the application or interpretation
of this section shall not require any change of the classification of
any unit member.
An employee may be temporarily assigned, on a de minimus
basis, to perform other duties inconsistent with his/her classification
or may be reassigned to a position in a higher classification for which
he/she is qualified.
An employee who has received written notice from his/her
appropriate administrator that he/she will be serving in such a full-time
temporary assignment in a higher classification on an acting basis,
pursuant to provision 22.2 above for longer than ten (10) consecutive
calendar days shall be entitled to receive extra pay commencing with
the eleventh (11) day or earlier at the discretion of the President.
The employee’s rate of pay for temporary reassignment in a higher
classification shall be no less than five (5) percent over his or her
regular rate and may be greater than five (5) percent if so determined
by the President.
If any such future reassignment within a twelve (12)
month period occurs which extends for more than five (5) consecutive
working days, the employee shall receive the appropriate compensation
of the higher classification as determined by the President from the
first day of such a reassignment. Days on which an employee is absent
from work or on a paid leave shall not constitute a break in "consecutive
work days" as the term is used in this Article.
After forty-five (45) consecutive days in a less than
full-time temporary assignment at a higher classification, an employee
shall begin to receive the appropriate compensation in accordance with
provision 22.3 on a pro rata basis commencing with the forty-sixth (46)
Temporary reassignment in a higher classification shall
not exceed one hundred and eighty (180) consecutive calendar days unless
it is extended by mutual agreement and/or in the cases of IDL, NDI,
and extended illness of the prior incumbent.
An employee shall be returned to his/her previous assignment
upon completion of a temporary assignment with the same status that
the employee would have had if not temporarily assigned.
Employees will not be rotated in and out of temporary
reassignments in higher classifications for the sole purpose of avoiding
implementation of the extra pay provisions of this Article.
An employee may request a classification review of
his/her position from his/her immediate non-bargaining unit supervisor
who shall forward the request to the campus Personnel Office.
The classification review procedures shall be determined
by the President. A copy of the classification review procedures shall
be made available to the employee upon request.
The employee shall be notified in writing of the classification
review decision and the reason(s) for the decision. The employee may
request a meeting, which shall not unreasonably be denied, with the
appropriate administrator in the Personnel Office to discuss the classification
review decision. The classification review decision is not subject to
Article 9, Grievance Procedure.
An employee-requested classification review shall be
completed no later than one hundred eighty (180) days after initiation
of the classification review procedure. An employee shall not submit
such a subsequent request prior to eighteen (18) months after completion
of a previous classification review.
When the CSU determines that it will develop a new classification
relating to bargaining unit employees or revise an existing classification
that is in the bargaining unit, the CSU shall notify the Union. Within
thirty (30) days, the Union may request to meet with the CSU in regard
to the matters under development. CSU shall meet with the Union to receive
input at least once in the preparatory stages of classification development
or revision. Any additional meetings shall be by mutual agreement of
the CSU and the Union. Upon request of the Union, the CSU will provide
to the Union proposed classification specifications when such specifications
The CSU shall notify the Union thirty (30) days prior
to the effective date of new or revised classifications relating to
bargaining unit employees.
Prior to the implementation of a new or revised classification, a three
(3) step procedure may be invoked as follows:
- The Union may request a meeting to discuss whether the new or revised
classification and its salary is appropriate for the bargaining unit.
Such a meeting shall be held. The parties may agree in writing to modify
the unit to include the new classification.
- The Union may request a meet and confer session regarding the impact
of the new or revised classification on bargaining unit members and
the compensation provisions for such new or revised classifications.
- If the parties are in disagreement, either may seek a unit modification
pursuant to the procedures established by PERB.
During the 1995/96 fiscal year, CSU agrees to study and may revise
the following classifications: CMA Able Seaman and CMA Maintenance Mechanic.
Such a study and revisions, if any, shall be subject to provisions 22.13
through 22.15 above.
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