Frequently Asked Questions (FAQ)
Published 7/6/2011; last updated 7/22/2011
Q1: When will the Library Services Specialist (LSS) Classification be implemented?
A1: Effective with the July 1, 2011 pay period, all newly hired LSSs shall be hired into the appropriate Unit 9 LSS classifications and will follow the existing provisions of the CSUEU agreement.
Q2: What is the process for incumbent Library Assistants (LAs) to become LSSs?
A2: By September 29, 2011, the CSU shall develop training on the LSS classification series, which shall be presented to campus classifiers by December 31, 2011.
Here are further details:
· Reviews of LSS position descriptions, classification placement, and classification appeals will only be performed by classifiers trained under this program. As you will see from reading the next few bullets, it is very important to have an updated position description.
· If the position description of an incumbent LA was not updated between July 2010 and June 2011, the employee and administrator have until September 29, 2011, to update it and to try to reach agreement on the appropriate classification for the employee.
· If the position description was completed between between July 2010 and June 2011, the employee and the administrator shall have until September 29, 2011, to review the position description to determine if they are still in agreement that it’s accurate and to try to reach agreement on the appropriate classification for the employee.
· If the LA and manager do not agree on the proposed classification, each shall submit a memo to Human Resources (HR) with the LSS classification that he or she is proposing and the basis of his or her proposal.
· Based upon the documents presented, HR shall conduct a position classification review, and, if HR determines it necessary, it will conduct a desk audit. The CSU shall consider an employee’s job duties, skills, experience, and educational background to determine his or her placement in the appropriate LSS classification.
· Any appeal of the classification decision must be made by the employee and submitted to HR within 30 days of receipt of the classification decision. Appeals will be completed within 180 days of HR receiving the request. Any reclassification resulting from an appeal will be retroactive to May 6, 2011.
· If neither the LA nor the manager submits a request for reclassification by June 30, 2012, HR shall determine the LA's appropriate LSS classification in accordance with the following Road Map:
Library Assistant I (2906) - Library Services Specialist, Level I (2886)
Library Assistant II (2905) - Library Services Specialist, Level II (2887)
Library Assistant III (2907) - Library Services Specialist, Level III (2888)
Library Assistant IV (2908) - Library Services Specialist, Level IV (2889)
Q3: Why has this process taken so long?
A3: After several years of organizing and surveying library assistants on the part of what was at the time CSEA, CSU notified CSEA of its intent to conduct a classification review in January 2002. Many meetings were held between the parties, resulting in the final draft of the LSS classification in July 2003. CSU proposed to eliminate both the Library Assistant classification series, which is in Bargaining Unit 7, and the Lead Library Assistant classification series, which is Bargaining Unit 4, and place incumbents in the newly created LSS classifications. In January 2008, after several years of hearings and appeals, the California Public Employment Relations Board (PERB) decided to place the LSS classification in Bargaining Unit 9. In May 2008, CSUEU and CSU began negotiations over the implementation of the LSS series. The parties were able to agree on all aspects of the move to Unit 9 except one: providing some sort of pay raise to incumbent employees for the higher skills associated with the LSS series, as well as the additional skills, abilities, education, and training of incumbents over the years. When the union was faced with furloughs in 2009, we put the entire matter in abeyance until June 2011. Unfortunately, the economic situation has not improved and may be even worse than it was in 2009. So, in May 2011, CSUEU and CSU agreed to a final settlement over how the new series will be implemented.
Q4. Is there a new salary range?
A4: In August 2008, CSUEU and CSU agreed to new salary ranges for LSS, skill level I, II, III, and IV. There have been no salary range changes since then.
Q5: Will there be any change to my temporary, probationary or permanent status as a result of the LSS Implementation? Service credit in the LA classification will be transferred to the appropriate LSS classification once that determination has been made.
A5: Employees reclassified from the Unit 7 LA classification to the Unit 9 LSS classification will not have any change to their temporary, probationary or permanent status.
Q6: Will my seniority points be affected?
A6: If the incumbent is converted to the LSS classification as listed in the Road Map, the employee’s seniority points for incumbent employees shall be transferred to the new classification. If the employee is reclassified to a position other than the one listed on the Road Map, the employee’s seniority points shall be awarded pursuant to Article 24 of the CSU-CSUEU collective bargaining agreement. It is the intent of the parties that Article 24, Section 24.15, applies to time served in an employee’s current classification as well as time served in any previously held classifications that are being converted. For example, if a permanent LA III is converted to an LSS, Level III, his or her LA III seniority points would be transferred to LSS, Level III. If this LA III had permanency as a LA II, the LA II seniority points would be transferred to LSS, Level II.
Q7: Could I be demoted as a result of the LSS Implementation?
A7: There shall be no demotion of any incumbent LA/Lead LA as a result of the implementation of this Agreement.
Q8: Does the side letter’s reference to “the manager” mean the Library Dean in our case? Does anyone have suggestions or tips on how to work well with our department heads in crafting our new job descriptions? (If the dean does not agree with our proposed classification, wouldn't it be to our benefit to have the support of our dept heads?)
A8: CSUEU is currently designing a webinar to aid Library Assistants through the transition process and help in re-writing current job descriptions. Within the agreement, there is a flow chart that gives direction if the manager and employee do not agree. If this does occur, the employee and the manager each submit a memo to HR with the proposed classification. Letters of support from Librarians (department heads) could never hurt. They are the ones that should be making part of this decision.
Q9: The agreement states that classifiers will be trained on this new series. Does “classifiers” in this case mean only on-campus classifiers, or does it include contract classifiers who are currently assigned to our library?
A9: This training should only be given to HR classifiers who are currently on the payroll.
Q10: What is the date of the “execution of this agreement”? Is that the date when the side letter was signed, or is it the date of the implementation (July 1, 2011)?
A10: The date of the execution of the agreement is the date the agreement was signed by both parties (May 6, 2011).
Q11: If, as a Library Assistant, I do nothing after July 1, does this mean I will not be reclassed into the new LSS until it happens automatically 365 days after the start of the implementation?
A11: Yes. See Road Map outlined in Question 2 above.
Q12: Why did the article in the E-News state that only Lead LAs will be able to decide on to move into Unit 9? What does that mean?
A12: Because, unlike LAs, Lead LAs must change unions to go into Unit 9. The settlement agreement reached between CSUEU, CSU and APC provides that Lead LAs, who are in Bargaining Unit 4 and are represented by the Academic Professionals of California (APC), have the option of remaining in the Lead LA classification in BU 4 or moving into the new LSS classification in BU 9. LAs are in Bargaining Unit 7 and are represented by CSUEU. Since CSUEU also represents employees in Bargaining Unit 9, movement into the LSS classification doesn’t affect their union representation.
Q13: What are the options for Lead LA?
A13: Employees in Lead LA classifications in Unit 4 will not be automatically converted into the LSS classifications but rather will be grandfathered in their existing classifications unless the individual employees elect to be converted into the appropriate LSS classifications/skill level. Those Incumbent Lead LAs shall have, at their option, the right to be converted to the appropriate LSS classification at any time, upon 60 days notice to the CSU.
Q14: If Lead LAs choose to move into the LSS classification, how will their salary, work status, seniority and other benefits be affected?
A14: If a Lead LA elects to be converted into Unit 9, the conversion date will be the beginning of the next payroll period after the 60 days notice.
Here are further details:
· Employees who convert from the Lead LA to the LSS class will not have any change to their temporary, probationary or permanent status. If a temporary Lead LA has three and one-half (3.5) or more consecutive years of appointment as a Lead LA at a timebase of fifty percent (.5) or greater, he/she shall serve a probationary period in the LSS class of six (6) months before permanency is granted.
· Notwithstanding provision 9 above, the President may waive probation and grant permanent status to any Lead LA who is converted and has had a timebase of fifty percent (.5) or greater for more than two (2) consecutive years in a Lead Library Assistant capacity.
· Lead LAs who elect to be converted into an LSS classification as provided in the Road Map will be granted seniority points according to the CSUEU Agreement. Time worked in a Lead LA classification will count for seniority purposes, regardless of the prior classification or bargaining unit. If the employee elects to be converted into an LSS classification but is reclassified to a position other than the one listed on the Road Map, the employee’s seniority points shall be awarded pursuant to Article 24 of the collective bargaining agreement.
· Lead LAs may request to be converted to the LSS classification as follows:
Lead LA II (2895) - Library Services Specialist, Level II (2887)
Lead LA III (2896) - Library Services Specialist, Level III (2888)
Lead LA IV (2891) - Library Services Specialist, Level IV (2889)
· After being converted to a LSS classification, employees who believe they are not appropriately classified may request a classification review in accordance with the CSUEU-CSU collective bargaining agreement. The CSU shall consider an employee’s job duties, skills, experience and educational background to determine his or her placement in the appropriate LSS classification. Campuses shall conduct classification reviews within 120 days of the submission of the position description. The reclassification will be effective the first day of the following pay period after the written notice is received in HR.
· Those Lead LAs who elect to be converted into Unit 9 shall not suffer any loss of base salary. However, each employee’s base salary shall be within the salary range of the appropriate LSS classification and shall not exceed the salary range maximum.
· Anniversary dates for Lead LAs who convert to the new LSS class will be established based on Provision 20.30 of the CSUEU-CSU Agreement.
A Lead LA who elects to be converted to the new LSS classification and whose base salary is below the new salary range minimum will automatically be moved to the appropriate salary range minimum for the classification. Campuses may elect to pay an LSS more than the range minimum.
· If a Lead LA has more accrued vacation than the maximum allowed in the CSUEU-CSU Agreement, he or she will be encouraged to use the excess vacation balance. Upon conversion, the employee will immediately begin accruing at the CSUEU vacation accrual rate and shall have two (2) years from the effective date of his or her conversion to an LSS classification to use any vacation balance in excess of 384 hours. If a vacation request is denied, he or she shall be paid for the excess vacation within 90 days of the denial.
Q15: If a Lead LA elects to remain in Unit 4, what happens to his or her position if and when the position is vacated?
A15: The position shall be filled with the appropriate LSS classification in Unit 9 once the position is vacated.
Q16. Who were the members of the CSUEU bargaining team for the LSS Implementation?
A16. The composition of the LSS Bargaining Team was:
Russell Kilday-Hicks, CSUEU Vice President for Representation (San Francisco)
Joan Kennedy, Library Assistant III (San Luis Obispo)
Jennifer O'Neal-Watts, Library Assistant III (Sacramento)
Michael Brandt, Chair, BU 7 Council (San Luis Obispo)
John Orr, Vice Chair, BU 7 Council (Fullerton)
Rich McGee, Chair, BU 9 Council (San Bernardino)
Alisandra Brewer, Vice-Chair, BU 9 Council (Sonoma)
Teven Laxer, Chief Negotiator, CSUEU
In addition, Christine Thomas (Pomona) and Joe Corica (East Bay) served on the LSS team in prior years.
If anyone has additional questions, please contact your campus BU 7 or BU 9 union representative.