Common use of Assignment/Reassignment Clause in Contracts

Assignment/Reassignment. 20.1 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. 20.2 An employee may be temporarily assigned, on a de minimis 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. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌‌‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of his/her position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: A. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; B. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification for is a classification in which he/she is qualified. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating following their return to his/her reason(s) for disagreement with former position or an equivalent position in the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom same classification from which he/she directly reportswas temporarily reassigned. 20.13 The Human Resources Office shall designate an individual 17.11 Student assistants may be assigned to hold a meeting with perform work for which the employee no more than thirty (30) days after President determines they are qualified. Such work may be work performed by employees in the filing of the appealbargaining unit. This designated individual Student Assistants shall not be the same individual who conducted the initial classification reviewdisplace bargaining unit employees. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) “Displacement” for the classification decisionpurpose of this provision means layoff, but shall not have access demotion, involuntary transfer to the working notes a new classification, involuntary transfer to a new satellite campus location or a location requiring a change of the individual(s) conducting the review and/or appealresidence, and involuntary timebase reductions. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 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. 20.2 An employee may be temporarily assigned, on a de minimis 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. Notice of such pending temporary reassignment to a higher classification shall be posted on appropriate bulletin boards prior to the effective date of the temporary reassignment, except in cases of emergencies. 20.3 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 20.2 above for longer than five fifteen (515) consecutive calendar days shall be entitled to receive extra pay commencing on with the first sixteenth (16) day or earlier at the discretion of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this ArticlePresident. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occursoccurs which extends for more than five (5) consecutive working days, the employee shall receive the appropriate compensation of the higher classification 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 workdays" as the term is used in this Article. 20.5 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 pro rata commencing with the forty-sixth (46) day. 20.6 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreementagreement and/or in the cases of IDL, NDI, and extended illness of the prior incumbent. 20.6 20.7 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. 20.7 20.8 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 20.9 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to a meet and confer over session regarding the impact of the new or revised classification on bargaining unit members and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of his/her position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: a. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; b. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification for is a classification in which he/she is qualified. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating following their return to his/her reason(s) for disagreement with former position or an equivalent position in the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom same classification from which he/she directly reportswas temporarily reassigned. 20.13 The Human Resources Office shall designate an individual 17.11 Student assistants may be assigned to hold a meeting with perform work for which the employee no more than thirty (30) days after President determines they are qualified. Such work may be work performed by employees in the filing of the appealbargaining unit. This designated individual Student Assistants shall not be the same individual who conducted the initial classification reviewdisplace bargaining unit employees. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) "Displacement" for the classification decisionpurpose of this provision means layoff, but shall not have access demotion, involuntary transfer to the working notes a new classification, involuntary transfer to a new satellite campus location or a location requiring a change of the individual(s) conducting the review and/or appealresidence, and involuntary timebase reductions. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌ 17.1 An employee shall receive an initial assignment at the time of appointment. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be assignednecessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: A. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; B. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in a higher classification for which he/she description is qualified. 20.3 An employee who has received written notice from his/her appropriate administrator that he/she will to be serving in such a full-time temporary assignment in a higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occursaltered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. 17.5 Service in an another bargaining unit, MPP or a non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with position outside Unit 4 for 12 consecutive months or more may not be reassigned to another temporary position outside of the Unit 4 for at least 12 months following their return to his/her former position or an equivalent position in the same status that the employee would have had if not classification from which he/she was temporarily assignedreassigned. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure 17.11 Student assistants may be invoked as follows: a. The Union assigned to perform work for which the President determines they are qualified. Such work may request a meeting to discuss whether the new or revised classification and its salary are appropriate for be work performed by employees in the bargaining unit. Such a meeting shall be held. The parties may agree in writing to modify the unit to include the new classification. b. The Union 17.12 Appropriate administrators may request perform work normally performed by employees in the bargaining unit when the President determines that the performance of such work is necessary and desirable to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classificationCSU's operations/programs. c. If the parties are in disagreement17.13 A qualified employee, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent as part of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal assigned duties, may develop, develop and teach, or teach University approved non-credit bearing courses related to the appropriate administrator to whom he/she directly reportsstudent services. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 22.1 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. 20.2 22.2 An employee may be temporarily assigned, on a de minimis 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. 20.3 22.3 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 20.2 22.2 above for longer than five fifteen (515) consecutive calendar days shall be entitled to receive extra pay commencing on with the sixteenth (16) 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. 22.4 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 the assignmentsuch a reassignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdayswork days" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no . 22.5 After forty-five (45) consecutive days in a less than the minimum rate of the full-time temporary assignment at a higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last receivedclassification, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the an employee shall begin to receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent provision 20.3 on a pro rata basis commencing with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate nonforty-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.sixth

Assignment/Reassignment. 20.1 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 Articlearticle. It is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit member. 20.2 An employee may be temporarily assigned, on a de minimis 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. Notice of such pending temporary reassignment to a higher classification shall be posted on appropriate bulletin boards prior to the effective date of the temporary reassignment, except in cases of emergencies. 20.3 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 20.2 above for longer than five fifteen (515) consecutive calendar days shall be entitled to receive extra pay commencing on with the first sixteenth (16) day or earlier at the discretion of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this ArticlePresident. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occursoccurs which extends for more than five (5) consecutive working days, the employee shall receive the appropriate compensation of the higher classification 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. 20.5 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 pro rata commencing with the forty-sixth (46) day. 20.6 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreementagreement and/or in the cases of IDL, NDI, and extended illness of the prior incumbent. 20.6 20.7 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. 20.7 20.8 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 20.9 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to a meet and confer over session regarding the impact of the new or revised classification on bargaining unit members and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent 20.10 The number of the University to have represented employees perform student work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on hours in this unit at a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received increased in the campus Human Resources Office. If it is determined event of layoff of bargaining unit employees at that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Officecampus. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌‌‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of their position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes they have been reassigned to a position by for which their qualifications are not commensurate may: A. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; B. place in this Article. It their personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with their qualifications. 20.2 17.4 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her classification or may be reassigned assigned to a position position(s) in a higher or lateral classification within Unit 4, the Management Personnel Plan (“MPP”), or another bargaining unit by the President for which he/she no more than twenty-four months, when the President determines such an assignment is qualified. 20.3 in the best interests of the campus. An employee who has received written shall be provided with notice from his/her appropriate administrator that he/she will be serving in of such a full-time temporary assignment in at least fourteen (14) days prior to the effective date of such a temporary assignment. Said notification shall include a copy of their position description. If a position description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on is a classification in which the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of their former position or an equivalent position in the same classification from which they were temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of following their return to their former position or an equivalent position in the completion of the prior reviewsame classification from which they were temporarily reassigned. 20.12 An employee 17.11 Student assistants may appeal a classification review decision no later than thirty (30) days after receipt of be assigned to perform work for which the decisionPresident determines they are qualified. Such appeals shall work may be filed with the appropriate administrator work performed by employees in the bargaining unit. Student Assistants shall not displace bargaining unit employees. “Displacement” for the purpose of this provision means layoff, demotion, involuntary transfer to a new classification, involuntary transfer to a new satellite campus Human Resources Officelocation or a location requiring a change of residence, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reportsinvoluntary timebase reductions. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 An employee 15.4.1 A good faith effort shall be assigned/reassigned made to give each unit member 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 written notice of this section shall not require any change of the classification of any unit member. 20.2 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her classification or may be reassigned next year’s tentative assignment by the close of school. All said notices of assignment given are tentative and subject to a position change contingent on staffing needs as determined by the administrator. Said change in a higher classification for which he/she tentative assignment is qualifiednot subject to the grievance procedure provided this Agreement is not otherwise violated. 20.3 An employee 15.4.2 Requests for reassignment shall be directed to the principal of the work site(s) at which the unit member is placed. The site administrator shall work cooperatively with unit members who has received written notice from request reassignment. 15.4.3 All attempts will be made to assign unit members to positions where they will serve most effectively as determined by the principal. When two or more unit members are being considered for the same assignment, and all factors are equal (in addition to effectiveness, factors to be considered are: balancing of staff with regards to race, ethnic background, gender, age and/or whether the teacher is providing service in an extra duty assignment) as determined by the administrator, the assignment shall be made on the basis of site seniority. 15.4.4 If a reassignment occurs during a unit member’s regular teaching calendar, the unit member may, upon request, be afforded the option of one (1), two (2), or three (3) working days for full-time preparation for the new assignment. Upon the reassignment being made, the unit member must inform the principal of the number of days needed for preparation, and the amount of preparation time provided shall be determined by the site administrator and the affected unit member. Disputes regarding the number of preparation days shall be resolved by the Association President and the Associate Superintendent, Human Resources. 15.4.5 When a site or staff administrator needs to involuntarily reassign a unit member within his/her appropriate administrator that he/she will staff, such reassignment may be serving in such a full-time temporary assignment in a higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on made upon the first day recommendation of the assignment. Days on which an employee supervising administrator, provided that written notice is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as given to the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be unit member and to the Associate Superintendent, Human Resources no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five ten (510) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) contract days prior to the effective date of new or revised classifications relating the change, except that short notice timelines set forth in 15.3.4 may be used when the reassignment is necessary to bargaining unit employeesbalance class enrollments. 20.8 Prior 15.4.6 Requests for reassignment within the same school from one grade level to another or from one subject area or group to another shall be directed to the implementation principal of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting the school to discuss whether which the new or revised classification and its salary are appropriate for the bargaining unit. Such a meeting shall be heldunit member is assigned. The parties may agree in writing to modify principal shall work cooperatively with the unit to include the new classificationmember on such reassignment. b. The Union may request 15.4.7 Special Education teachers and other specialists who choose to meet and confer over return to regular classroom teaching will be given the new or revised classification and whether same assignment/reassignment rights as regular classroom teachers at the wage rate is appropriate for site where the classificationspecialists are currently serving. c. If 15.4.8 When a vacancy occurs at a work site during the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that periodschool year, the employee may submit the request directly to the Human Resources Office. 20.11 An employee faculty shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employeevacancy so that reassignment consideration can be given to interested unit members at that site before transfers or outside individuals are considered. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal Prior to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.the

Assignment/Reassignment. ‌ 20.1 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. 20.2 An employee may be temporarily assigned, on a de minimis 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. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety.. Classification Review‌ 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, Office and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher higher-level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 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. 20.2 An employee may be temporarily assigned, on a de minimis 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. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, Office and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher higher-level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of their position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes they have been reassigned to a position by for which their qualifications are not commensurate may: a. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; b. place in this Article. It their personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with their qualifications. 20.2 17.4 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her classification or may be reassigned assigned to a position position(s) in a higher or lateral classification within Unit 4, the Management Personnel Plan (“MPP”), or another bargaining unit by the President for which he/she no more than twenty-four months, when the President determines such an assignment is qualified. 20.3 in the best interests of the campus. An employee who has received written shall be provided with notice from his/her appropriate administrator that he/she will be serving in of such a full-time temporary assignment in at least fourteen (14) days prior to the effective date of such a temporary assignment. Said notification shall include a copy of their position description. If a position description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on is a classification in which the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of their former position or an equivalent position in the same classification from which they were temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of following their return to their former position or an equivalent position in the completion of the prior reviewsame classification from which they were temporarily reassigned. 20.12 An employee 17.11 Student assistants may appeal a classification review decision no later than thirty (30) days after receipt of be assigned to perform work for which the decisionPresident determines they are qualified. Such appeals shall work may be filed with the appropriate administrator work performed by employees in the bargaining unit. Student Assistants shall not displace bargaining unit employees. "Displacement" for the purpose of this provision means layoff, demotion, involuntary transfer to a new classification, involuntary transfer to a new satellite campus Human Resources Officelocation or a location requiring a change of residence, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reportsinvoluntary timebase reductions. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 An employee shall be assigned/reassigned to a position by the appropriate administrator. Such assignments shall be consistent with the employee's ’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. 20.2 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her their classification or may be reassigned to a position in a higher classification for which he/she is they are qualified. 20.3 An employee who has received written notice from his/her their appropriate administrator that he/she they will be serving in such a full-time temporary assignment in a higher classification on an acting basis, pursuant to provision 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "“consecutive workdays" ” as the term is used in this Article. The employee's ’s rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 An employee shall be returned to his/her their previous assignment upon completion of a temporary assignment with the same status that the employee would have had if not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, Office and shall include a detailed statement by the employee indicating his/her their reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she the employee directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher higher-level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of his/her position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: a. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; b. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification for is a classification in which he/she is qualified. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating following their return to his/her reason(s) for disagreement with former position or an equivalent position in the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom same classification from which he/she directly reportswas temporarily reassigned. 20.13 The Human Resources Office shall designate an individual 17.11 Student assistants may be assigned to hold a meeting with perform work for which the employee no more than thirty (30) days after President determines they are qualified. Such work may be work performed by employees in the filing of the appealbargaining unit. This designated individual Student Assistants shall not be the same individual who conducted the initial classification reviewdisplace bargaining unit employees. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) "Displacement" for the classification decisionpurpose of this provision means layoff, but shall not have access demotion, involuntary transfer to the working notes a new classification, involuntary transfer to a new satellite campus location or a location requiring a change of the individual(s) conducting the review and/or appealresidence, and involuntary timebase reductions. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of his/her position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: A. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; B. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification for is a classification in which he/she is qualified. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating following their return to his/her reason(s) for disagreement with former position or an equivalent position in the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom same classification from which he/she directly reportswas temporarily reassigned. 20.13 The Human Resources Office shall designate an individual 17.11 Student assistants may be assigned to hold a meeting with perform work for which the employee no more than thirty (30) days after President determines they are qualified. Such work may be work performed by employees in the filing of the appealbargaining unit. This designated individual Student Assistants shall not be the same individual who conducted the initial classification reviewdisplace bargaining unit employees. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) “Displacement” for the classification decisionpurpose of this provision means layoff, but shall not have access demotion, involuntary transfer to the working notes a new classification, involuntary transfer to a new satellite campus location or a location requiring a change of the individual(s) conducting the review and/or appealresidence, and involuntary timebase reductions. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 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. 20.2 An employee may be temporarily assigned, on a de minimis 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. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 If any such future reassignment for the same position within a twelve (12) month period occurs, the employee shall receive the appropriate compensation of the higher classification from the first day of such a reassignment. 20.5 Temporary reassignment in a higher classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreement. 20.6 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. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom he/she directly reports. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 ‌ 17.1 An employee shall receive an initial assignment at the time of appointment. At the time of the initial assignment the employee shall be assignedprovided with the name of the appropriate administrator to whom the employee shall report, and a copy of his/her position description. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be necessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: a. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; b. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assignedassigned to a position(s) in a higher or lateral classification within Unit 4, on the Management Personnel Plan (“MPP”), or another bargaining unit by the President for no more than twenty-four months, when the President determines such an assignment is in the best interests of the campus. An employee shall be provided with notice of such a de minimis basis, temporary assignment at least fourteen (14) days prior to perform other duties inconsistent with the effective date of such a temporary assignment. Said notification shall include a copy of his/her classification or may be reassigned to position description. If a position in description is to be altered, the employee shall be provided with a copy of the altered position description at least seven (7) days prior to its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. For the purposes of this provision, a lateral classification is a classification with a salary range approximately equal to the salary range of the classification from which the employee is being temporarily transferred. A higher classification for is a classification in which he/she is qualified. 20.3 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 20.2 above for longer than five (5) consecutive calendar days shall be entitled to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate of the higher classification or the rate within the higher salary range which results in at least maximum is five (5) percent over greater than the rate last received, whichever salary range maximum of the salary range for the classification from which the employee is greaterbeing temporarily transferred. 20.4 If any such future reassignment for the same position within 17.5 Service in another bargaining unit, MPP or a twelve (12) month period occurs, the non-represented classification will not count towards seniority in Unit 4 in accordance with Article 33.14. 17.6 An employee shall begin to receive the appropriate compensation of the higher classification from the first day effective date of the temporary assignment. 17.7 An employee serving such a temporary assignment of duties of another classification shall be provided with a letter of verification of such a reassignmentservice upon request of the employee. A copy of such verification shall be placed in the personnel file of the employee. 20.5 Temporary reassignment 17.8 Service in a higher classification shall temporary assignment in another bargaining unit or MPP position does not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual count toward the amount of service needed to obtain permanency in Unit 4 under Articles 13.7 or 13.8 of this agreement. 20.6 An 17.9 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of former position or an equivalent position in the same classification from which he/she was temporarily reassigned. 17.10 A permanent employee temporarily assigned to a temporary assignment with the same status that the employee would have had if position outside Unit 4 for twelve (12) consecutive months or more may not temporarily assigned. 20.7 The Employer shall notify the Union thirty (30) days prior be reassigned to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure may be invoked as follows: a. The Union may request a meeting to discuss whether the new or revised classification and its salary are 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. b. The Union may request to meet and confer over the new or revised classification and whether the wage rate is appropriate for the classification. c. If the parties are in disagreement, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent another temporary position outside of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis 4 for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within at least twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating following their return to his/her reason(s) for disagreement with former position or an equivalent position in the decision. The employee shall provide a copy of the appeal to the appropriate administrator to whom same classification from which he/she directly reportswas temporarily reassigned. 20.13 The Human Resources Office shall designate an individual 17.11 Student assistants may be assigned to hold a meeting with perform work for which the employee no more than thirty (30) days after President determines they are qualified. Such work may be work performed by employees in the filing of the appealbargaining unit. This designated individual Student Assistants shall not be the same individual who conducted the initial classification reviewdisplace bargaining unit employees. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) "Displacement" for the classification decisionpurpose of this provision means layoff, but shall not have access demotion, involuntary transfer to the working notes a new classification, involuntary transfer to a new satellite campus location or a location requiring a change of the individual(s) conducting the review and/or appealresidence, and involuntary timebase reductions. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.

Assignment/Reassignment. 20.1 17.1 An employee shall receive an initial assignment at the time of appointment. 17.2 The President may, consistent with the provisions of this Article, reassign an employee any position/duties which the President determines to be assignednecessary and desirable to the CSU's operations/programs. 17.3 Unless a reassignment is for training purposes, an employee who believes he/she has been reassigned to a position by for which his/her qualifications are not commensurate may: a. request a meeting with the appropriate administrator. Such assignments shall be consistent with administrator to discuss the employee's classification except as provided elsewhere qualifications; b. place in this Article. It his/her personnel file a written statement indicating the reasons the employee believes the reassignment is expressly agreed that the application or interpretation of this section shall not require any change of the classification of any unit membercommensurate with his/her qualifications. 20.2 17.4 An employee may be temporarily assigned, on a de minimis basis, to perform other duties inconsistent with his/her classification or may be reassigned assigned to a position in a higher or lateral classification by the President for which he/she up to one (1) year, when the President determines such an assignment is qualified. 20.3 in the best interests of the campus. An employee who has received written shall be provided with notice from of such a temporary assignment at least fourteen (14) days prior to the effective date of such a temporary assignment. Said notification shall include a copy of his/her appropriate administrator that he/she will position description. If a position description is to be serving in such altered, the employee shall be provided with a full-time temporary assignment in a higher classification on an acting basis, pursuant copy of the altered position description at least seven (7) days prior to provision 20.2 above for longer than five its effective date. Position descriptions shall reflect the employee's assigned duties and responsibilities. 17.5 After thirty (530) consecutive calendar days in a temporary assignment at a higher classification, an employee shall be entitled begin to receive extra pay commencing on the first day of the assignment. Days on which an employee is absent from work or on a paid leave shall not constitute a break in "consecutive workdays" as the term is used in this Article. The employee's rate of pay upon such temporary reassignment shall be no less than the minimum rate appropriate compensation of the higher classification or the rate within the higher salary range which results in at least five (5) percent over the rate last received, whichever is greater. 20.4 classification. If any such future reassignment for the same position assignments within a twelve (12) month period occursextend for more than fourteen (14) consecutive calendar days, the employee shall receive the appropriate compensation of the higher classification from the first day of such an assignment. Days on which an employee is absent from work on a reassignmentpaid leave shall not constitute a break in "consecutive calendar days" as the term is used in this Article. 20.5 Temporary reassignment in 17.6 An employee serving such a higher temporary assignment of duties of another classification shall not exceed one hundred and eighty (180) consecutive calendar days unless it is extended by mutual agreementbe provided with a letter of verification of such service upon request of the employee. A copy of such a verification shall be placed in the personnel file of the employee. 20.6 An 17.7 At the end of the temporary assignment of duties of another classification, the employee shall be returned to his/her previous assignment upon completion of a temporary assignment with former position or an equivalent position in the same status that the employee would have had if not classification from which he/she was temporarily assignedreassigned. 20.7 The Employer shall notify the Union thirty (30) days prior to the effective date of new or revised classifications relating to bargaining unit employees. 20.8 Prior to the implementation of a new or revised classification, a three (3) step procedure 17.8 Student assistants may be invoked as follows: a. The Union assigned to perform work for which the President determines they are qualified. Such work may request a meeting to discuss whether the new or revised classification and its salary are appropriate for be work performed by employees in the bargaining unit. Such a meeting shall be held. The parties may agree in writing to modify the unit to include the new classification. b. The Union 17.9 Appropriate administrators may request perform work normally performed by employees in the bargaining unit when the President determines that the performance of such work is necessary and desirable to meet the CSU's operations/programs. 17.10 When the CSU determines that there may be a need for implementation of any procedures in Article 33, Xxxxxx, the number of student assistant hours and confer over the new or revised classification and whether the wage rate is appropriate number of administrators shall not be increased for the classificationpurpose of performing bargaining unit work. c. If the parties are in disagreement17.11 A qualified employee, either may seek a unit modification pursuant to the procedures established by PERB. 20.9 It is the intent as part of the University to have represented employees perform work which is within the scope of the Bargaining Unit. The parties recognize that MPP employees will occasionally perform Bargaining Unit work on a de minimis basis for reasons which include, but are not limited to: instructing employees, emergencies, developing new methods and procedures, and safety. 20.10 Employees who believe they are misclassified may initiate a classification review in accordance with campus procedure, which shall be established by the President and made available to employees upon request. Campus procedures shall be consistent with the provisions of this Article. A request for such a review shall be submitted to an employee’s immediate non-bargaining unit supervisor, who shall forward the request to the campus Human Resources Office within fourteen (14) days. If the request has not been received by the Human Resources Office within that period, the employee may submit the request directly to the Human Resources Office. 20.11 An employee shall be notified in writing of a classification review decision within fourteen (14) days after the decision has been made and no more than one hundred eighty (180) days after the initial submission of the review request by the employee. An employee shall not submit another such request within twelve (12) months of the completion of the prior review. 20.12 An employee may appeal a classification review decision no later than thirty (30) days after receipt of the decision. Such appeals shall be filed with the appropriate administrator in the campus Human Resources Office, and shall include a detailed statement by the employee indicating his/her reason(s) for disagreement with the decision. The employee shall provide a copy of the appeal assigned duties, may develop, develop and teach, or teach University approved courses related to the appropriate administrator to whom he/she directly reportsstudent services. 20.13 The Human Resources Office shall designate an individual to hold a meeting with the employee no more than thirty (30) days after the filing of the appeal. This designated individual shall not be the same individual who conducted the initial classification review. The designated individual shall respond in writing to the employee no more than thirty (30) days after the meeting. This response shall be final. 20.14 Upon request of an employee whose current classification is determined to be appropriate, the employee shall be provided a report stating the primary reason(s) for the classification decision, but shall not have access to the working notes of the individual(s) conducting the review and/or appeal. 20.15 If, as the result of the classification review process, a higher classification is granted, normally the employee shall receive the appropriate compensation of the higher classification retroactive to no later than the first day of the pay period following the date on which the initial classification review request was received in the campus Human Resources Office. If it is determined that the employee was performing duties of a higher classification and a permanent reclassification is not granted, if the employee has not been compensated for such work as provided in provision 20.3, the employee shall receive compensation for the higher level work performed retroactive to the date on which the initial classification review request was received in the campus Human Resources Office. 20.16 A classification review decision shall not be subject to Article 9, Grievance Procedure. However, alleged violations of the procedure described in provisions 20.11-20.15, as well as the remaining provisions of Article 20, shall be subject to Article 9, Grievance Procedure.