California School Employees Association
Over 400 Riverside Community College District Employees are represented by the California School Employees Association (CSEA) Chapter 535. The chapter is within the area served by CSEA Region 33/Area F.
The organization shall [...] promote the good and welfare of the members of this organization under the available labor relations system, and to secure for them reasonable hours, fair wages and improved working conditions; to establish a spirit of cooperation, good faith and fair dealings with the employer; to safeguard, advance and promote the principle of free collective bargaining in a democratic society; to promote such legislation as may be in the best interests of the members of this organization; to promote the efficiency and raise the standards of service of its members and other public service workers; to instill confidence, good will and understanding among the members and their employers; to promote the economic and social welfare of the members of the Association through unity of action and mutual cooperation. (Section 2, By-Laws)
RCC Representatives
CSEA Chapter 535 Representatives
- Chapter President: Elena Santa Cruz (RCC)
- Chapter Vice President: TBD
- Chapter Secretary: Mary Renteria (RCC)
- Chapter Treasurer: Allyssa Ybarra (RCC)
- Chief Job Steward: Cyndi Gundersen (RCCD)
- Chapter Communication Officer: Gloria Aguilar (RCC)
- Chapter Past President: Gustavo Segura (RCC)
Classification Review Process
- The forms and a description of the procedure for the review will be provided by HRER to the individual initiating the review.
- Prior to the beginning of each window period (see Paragraph C, below), HRER will conduct orientation meetings during the month of November for employees who are considering requesting review of their positions. This orientation will include information related to the submittal process, forms, dates and specifically explains to the employee the importance of preparation of the information explaining their job functions and preparation of material submitted to the Classification Panel.
- Requests for review of a position will be allowed no sooner than twelve (12) months
from the last reclassification review process of this position, if the previous reclassification
request was denied. If the previous reclassification request was approved, a request
for review of a position will be allowed no sooner than twenty-four (24) months from
the last request.
The window period for submitting the reclassification review requests shall be limited to December 1 through January 31 of each year. Employees requesting a review must give a draft of the position questionnaire to their immediate supervisor no later than January 15, to allow for supervisory/management review. Supervisor/management comments are to be submitted no later than January 31. This does not preclude further information being submitted as part of the final questionnaire. At the same time, employee will submit a separate form to HRER indicating the supervisor has received a copy of the position questionnaire. HRER will then track the document to ensure that the supervisor reviews and responds to the employee’s request for reclassification. - Between February 1 and March 31, the Classification Panel will review and deliberate on each request, and request additional information as they deem necessary. No later than April 15, the panel will make a finding based upon the Hay methodology of job analysis (knowledge required, specialized and managerial know-how, human relations skills, problem solving, thinking environment/challenges, accountability, physical effort, environment and hazards) regarding the appropriate classification and/or range of the position(s) submitted for review. The employee and manager will be notified immediately of the Panel’s decision and rationale.
- All reclassification recommendations will be sent to Budget Control for determination on impact to the budget and serve for informational purposes only.
- The recommendations of the panel shall be forwarded to Executive Cabinet for review no later than April 16. Executive Cabinet shall have from April 16 to May 20 for review and consideration of the Panel’s recommendations, and employee will be notified of the Executive Cabinet’s decision. The decision of Executive Cabinet is final and shall not be grievable.
- Reclassifications approved by the Executive Cabinet will be placed on the June Board agenda for Board approval and will be effective July 1 of that same year. In the event the process is not completed by July 1, any approved reclassification shall be retroactive to July 1 of that year.
- Seniority for any changes to an employee(s) classification shall be handled in the
following manner:
- If an employee is reclassified to a different or new classification or title, and the previous classification remains intact, the affected employee(s) will retain their seniority in the previous classification and shall accrue seniority in the new classification on the effective date of the change.
- If the previous classification is abolished, then the affected employee(s) shall take their accrued seniority into the new classification.
Probationary employees may not apply for reclassification. More information including forms are available on the Intranet (Login Required).
| Reclassification Timetable | |
|---|---|
| November | Orientation |
| December 1 - January 31 | Requests for reclassification are submitted |
| February – March | Classification Panel reviews requests and gathers other information as required. |
| April 1 – April 15 | Panel makes recommendations and prepares a report for Executive Cabinet |
| April 16 – May 20 | Recommendations are forwarded to Executive Cabinet for review, consideration and final decision. Employees will be notified of the recommendation. |
| May 21 – May 31 | Executive Cabinet approvals are forwarded to budget control for review |
| June | Decisions sent to Board of Trustees for final approval |
| July 1 | Approved reclassifications become effective |
Differential Pay
The Differential pay process is provided as a means for managers to make formal requests for evaluation of assignments to qualify for pay differential as referenced in CSEA agreement and in Classified/Confidential Employee Handbook. (CSEA Agreement (Article XVI-B); Classified/Confidential Employee Handbook Section II 500. Both read in part:
An employee, assigned by the District to perform a substantial amount of the duties unique to a higher classification for a period of time which exceeds five working days within a fifteen-calendar-day period, shall be paid on the salary range assigned to the higher position on the lowest step which will give an increase over the employee’s regular salary. The higher pay rate will be in effect for the period the employee is required to work in the higher class. The District shall attempt to provide equity in assigning out-of-class work.
When should a manager request differential pay for an employee?
- Generally, differential pay is necessary when an employee has been out on leave for more than 5 days and another employee within the department is being asked to perform substantial duties, which are at a higher classification of work. The employee can only be compensated if they are performing these duties greater than five working days within a fifteen-calendar-day period. Differential pay must cease when the absent employee returns to work.
- Differential pay may also be necessary if there are additional duties required of a position at the request of the manager and it is determined that these duties are of a higher level or significantly different than current duties. These additional duties should not be performed prior to consulting with your chain of command and approved by the Human Resources & Employee Relations department. The manager must review and assure that the additional duties are not already listed on the employee’s current job description. Employees will not be compensated for duties that are already covered in their job description.
How are employees compensated?
If the employee is performing 100% of the duties at the higher classification the employee will be paid on the salary range assigned to the higher position on the lowest step which will give an increase over the employee’s regular salary. The higher pay rate will be in effect for the period the employee is required to work in the higher class. For those employees performing partial duties of a higher classification, the employee will receive a minimum of 5% compensation for out-of-class work.
As noted above, duties must be at a higher level or be significantly different to warrant pay differential consideration. Differential pay requests can only be submitted by a manager and must have all required signatures on the form before submitting to the Human Resources & Employee Relations.
Preparing a Request:
- The area Manager must first review the employee’s current job description to make sure that the duties requested for differential pay are not already currently covered on the employee’s current job description. (Employees will not be compensated for duties already covered under their job description.)
- The area Manager who is requesting differential pay shall complete a Differential Pay Request Form and obtain all necessary signatures and then forward to Human Resources & Employee Relations.
- Once form is received, Human Resources & Employee Relations will review and process the appropriate paperwork to Payroll if approved and return to originator if denied.
- Differential pay is charged to current departmental budget.
More information including forms are available on the Intranet (Login on a campus computer required to access, VPN access if off-site.)
Professional Growth
AP7160 - Professional Growth for Classified and Confidential Employees
Professional Growth for Classified and Confidential employees will be in accordance with Article XXIX of the Agreement between the Riverside Community College District and Riverside Community College Classified Employees, Chapter #535, An Affiliate of California School Employees Association. The Agreement can be reviewed on the CSEA Chapter 535 Website. (link to what?)
Information including forms are available on the Intranet (Login Required)
Documents
- CSEA Committee Appointment Process - April 2020 (link to RCC’s process which you’ll need to provide)