ADMINISTRATIVE GUIDELINE
Reassignments for Bargaining Unit Employees
Guideline Contents
- Responsible University Officer:
Associate Vice President, Human Resources Management
- Guideline Contact:
Director, Staff Human Resources
PURPOSE AND SCOPE
The CSU/UAPD, CSU/CSUEU, CSU/APC, CSU/SETC, and CSU/SUPA collective bargaining agreements provide for several types of employee reassignments including: Temporary reassignment to a higher classification or skill level, temporary training reassignment to a higher classification or skill level, and permanent reassignment. Staff Human Resources is responsible for administering all temporary and permanent reassignments in accordance with the collective bargaining agreements for units 1, 2, 4, 5, 6, 7, 8, and 9.
GUIDELINE STATEMENT
Temporary reassignments typically occur when an employee assumes the duties of a higher classification or skill level for a position that is temporarily vacant. For example, assuming the duties for a person on a temporary leave of absence such as Maternity leave. An employee may also be placed in a temporary reassignment to a higher classification while the department is in the process of recruiting for a vacant position. Upon completion of the reassignment, the employee will usually move back to his or her previous position.
Temporary training reassignments occur as a professional development opportunity when an employee does not fully meet the minimum qualifications for a higher classification / skill level or when the employee is being placed in a higher classification / skill level to perform specific duties that require a training period so that the employee will be fully competent. Upon successful completion of the reassignment, the employee will either be reclassified into the higher classification or will have the option to apply for an open recruitment associated with the position. If the training reassignment is not completed successfully, the employee will move back to his or her previous position and salary.
Employees being reassigned to a higher classification and or skill level will be paid at the higher rate for the duration of the reassignment and in accordance with the collective bargaining agreements and the criteria defined in the Compensation – Bargaining Unit Employee Administrative Guideline.
Permanent or administrative reassignments occur when an employee is permanently reassigned to a new position in the same or lateral classification / skill level with similar duties and responsibilities.
All reassignments must be approved by Staff Human Resources prior to implementation. Staff Human Resources will initiate and process all related paperwork including the letter notifying the employee of the reassignment.
Please contact Robyn Ames-Woodyard at 562-985-8326 or Robyn.Ames-Woodyard@csulb.edu if you have any questions.
PROCEDURES
Temporary Reassignments
- Prior to beginning the reassignment, the appropriate level 4 administrator will provide for review and approval an updated position description that reflects the duties that will be performed during the reassignment; the name of the incumbent they wish to reassign, the reason for the reassignment, and the duration of the reassignment to Staff Human Resources.
- Staff Human Resources will review the request and prepare and process the appropriate paperwork.
- The appropriate level 4 administrator shall notify Staff Human Resources of the future status of the reassignment approximately one month prior to the reassignment end date.
- In situations where the position will need to be filled on a long-term or permanent basis, Staff Human Resources will work with the appropriate level 4 administrator to determine if the position will be reclassified or if a recruitment will be opened.
Temporary Training Reassignments
- The appropriate level 4 administrator should refer to and follow the procedures outlined in the Employee Professional Learning and Development Plan Administrative Guideline.
Permanent or Administrative Reassignment
- The appropriate level 4 administrator will work with Employee Relations and/ or the Associate Director of Staff Human Resources and in accordance with the collective bargaining agreement.
Funding
Funding for reassignments will be from the unit/division base budget resources.
ADDITIONAL CONTACTS
| Subject | Contact | Phone | |
|---|---|---|---|
| Primary Guideline Contact | Nancy Torres | (562) 985-2299 | Nancy.Torres@csulb.edu |
| Subject Matter Expert | Robyn Ames-Woodyard | (562) 985-8326 | Robyn.Ames-Woodyard@csulb.edu |
APPENDICES AND RELATED INFORMATION
Appendices (if any): N/A
Related Chancellor’s Office Policies:
Other Related Information: Collective Bargaining Agreements, Compensation for Bargaining Unit Employees Administrative Guideline, Employee Professional Learning and Development Plan Administrative Guideline, Employee Professional Learning and Development Plan Form