“Employee Status Types”

Policy Supersedes Effective
#301 4/1/98
1/1/2001
5/1/2002
5/15/2003

Regular Status Professional Employees (“Professionals”)

Regular status professional employee is an employee who is not required to serve a probationary period or an employee who has successfully completed the required probationary period and any extension thereof.

Limited Appointments Employees (“Limited Appointments”)

Limited Appointments employees are hired for a specific term of employment of less than 1,000 hours in a 12 month period, to assist with project work or short term operating needs.

Note:

In addition, a Limited Appointment shall be designated as a Regular Status Professional when they attain 1,000 hours of qualifying service in any 12 consecutive months without a break in service of at least 120 consecutive calendar days.

Qualifying service includes all time on pay status in one or more limited appointments. On call and overtime hours shall not be included as pay status hours when computing qualifying service.

Regular Status Professional Employee designation shall be effective the first of the month following the attainment of 1,000 hours of qualifying service.

Probationary Status Professional Employees

Professional employees of ASUCLA serve a probation period that concludes on the first of the month following 6 months of continuous service, as follows:

  • At time of initial hire.
  • When rehired following a break in service, whether or not a probation period was previously served.

The probation period provides supervisors and managers an opportunity to observe employees’ work performance and general suitability for ASUCLA employment.

Effects of Leaves of Absence

Time on leave, with or without pay, does not qualify towards the conclusion of the probation period.

When a probationary status employee returns from leave, the probation period will be extended to provide the supervisor and manager appropriate opportunity to observe the employee’s work performance and general suitability for ASUCLA employment (see “Extension of Probation Period”, below)

Effects of Limited Appointment Status

Limited Appointments are credited 1000 hours towards completion of the 6 month probation period when they have worked at least 1,000 hours in a calendar year.

Extension of Probation Period

Probation periods may be extended to provide supervisors and managers with appropriate opportunity to observe employees’ work performance and general suitability for ASUCLA employment.

The extension will not exceed 6 consecutive months of service.

Employees will receive written confirmation that the probation period has been extended, which will include the following information:

  • The duration of the extension.
  • The reason(s) for the extension.

Extension of probation periods require approval of the operating Division Director and the Director of Business and Legal Affairs.

“Employment Actions”

Policy Supersedes Effective
#306 4/1/98
1/1/2001
5/15/2003

Hire

Placement of an individual who is not currently employed with ASUCLA into an open professional or limited appointment position.

Rehire

Any return to pay status of a person following a break in service.

Employee Status Change

Movement of a current ASUCLA employee from limited appointment to professional employment, or vice- versa.

Lateral Transfer

A move to a different department without change of job classification or pay range.

Promotion

A move to a higher job classification as the result of a significant increase in job responsibilities (see “ASUCLA’s Title & Pay Plan”).

Reclassification

An upward or downward move to another job classification without change to job responsibilities (see “ASUCLA’s Title & Pay Plan”).

Wage Adjustment

A change to pay rate without change to job classification (see “ASUCLA’s Title & Pay Plan”).

Demotion

A move to a lower job classification as the result of a significant decrease in job responsibilities (see “ASUCLA’s Title & Pay Plan”).

Separation

Removal of an employee from ASUCLA employment.

Extension of Limited Appointment

A request to extend a limited appointment employee’s term of employment beyond the originally approved separation date.

Extension of Probationary Status

A request to extend a professional employee’s probationary period beyond the original completion date.

“Recruitment”

Policy Supersedes Effective
#311 4/1/98 1/1/2001

As appropriate, ASUCLA recruits from both within and outside its work force to obtain qualified applicants. This may include posting openings, employment advertising, and other activities aimed at generating a qualified applicant pool.

To support professional progress of qualified internal applicants, internal recruitment may be strictly utilized.

Exceptions to Recruitment

Recruitment may be waived under the following circumstances:

  • Promotion, demotion or lateral transfer of an employee within the same organizational unit.
  • Lateral transfer of an employee due to reorganization.
  • Transfer or reemployment of an employee in accordance with policies on “Reasonable Accommodation”, “Medical Separation”, “Family & Medical Leave”, “Pregnancy Disability Leave”.
  • Appointment of a qualified employee who has become disabled.
  • Appointment of a laid-off employee with recall rights.
  • Appointment of a qualified laid-off employee with preference for reemployment or transfer rights.
  • Appointment of an employee whose responsibilities or title have changed as a result of reorganization or reassignment of functions.
  • When an employee’s position is reclassified.
  • When hiring an incumbent limited appointment to a regular status professional position when the limited appointment was recruited through an open recruitment process.
  • When recruitment would adversely impinge on critical business needs.

Recruitment waivers require the advance written approval of ASUCLA’s Director of Business and Legal Affairs and Executive Director.

“Application Procedures”

Policy Supersedes Effective
#316 4/1/98
1/1/2001
5/15/2003
7/1/2008
5/1/2009
7/1/2011

Current Professional Employees

Must apply on line at http://www.collegestore.org./jobs-career/asucla-jobs.asp

With reasonable notice, professional employees shall be granted an appropriate amount of time off with pay to interview for professional ASUCLA positions.

Graduated Student Employees

Must apply on line at http://www.collegestore.org/jobs-career/asucla-jobs.asp

With reasonable notice, current graduated student employees shall be granted an appropriate amount of time off with pay to interview for professional ASUCLA positions.

All External Applicants

Must apply on line at http://www.collegestore.org/jobs-career/asucla-jobs.asp

External applicants who are interviewed will be required to complete an Application for Professional Employment form at that time.

Eligibility

In general, external and internal individuals are encouraged to apply for professional positions at ASUCLA when they are qualified:

  • Current professional employees who have received formal corrective action are not eligible to apply for promotion or transfer for 6 months following the last corrective action received.
  • Please refer to ASUCLA’s policy on “Conditions of Employment” for a description of other circumstances affecting eligibility for employment with ASUCLA.

Interested external and internal individuals should carefully review all position requirements described in employment advertisements and job postings to determine if they are qualified.

Job Postings

Open positions requiring recruitment (see “Recruitment”) will be posted and may be viewed at http://www.collegestore.org/jobs-career/asucla-jobs.asp

Regular status professional positions are posted for at least 10 working days before an offer of employment may be extended, and remain posted until filled.

Limited appointment positions need not be posted unless recruitment is required. When recruitment is required, limited appointment positions are posted for at least one week before an offer of employment may be extended, and remain posted until filled.

To maximize their opportunities to be interviewed if deemed qualified, current professional and graduated student employees of ASUCLA are encouraged to apply for positions of interest during the posting period.

“Selection”

Policy Supersedes Effective
#321 4/1/98
1/1/2001
7/1/2012

Selection for any position at ASUCLA is based on job related methods and criteria.

Candidates will be selected who, in the judgment of ASUCLA’s Human Resources Division and hiring managers, possess the qualifications and competencies to perform the duties of a position most effectively.

Administrative Guidelines

In general, ASUCLA’s Human Resources Division screens external and internal applications and resumes to ensure qualifications are met, and invites those candidates who are most qualified to interview.

Human Resources refers candidates to the hiring supervisor/managers if they have demonstrated during their interview that they possess the qualifications and competencies to perform a job effectively.

Current employee candidates (professional and graduated student) may be interviewed first by the hiring department supervisor, and are notified by Human Resources or by their department supervisor when they have not been selected for interview.

Background Investigations

As a condition of employment, ASUCLA requires that job-related background investigations be conducted for all candidates under consideration for employment, and when deemed appropriate due to the nature of the new position, for employees who are under consideration for promotion, reclassification or transfer.

Background investigations may include but not be limited to independent research of: past employment, education, criminal history, and credit history. This includes contacting references and any other persons who may be able to provide information; contacting both public and private organizations; and reviewing records maintained by any of these persons/entities. All ASUCLA Career Employees will be fingerprinted upon hire except AFSCME Food employees. Candidates for employment, new hires, and current employees shall release ASUCLA from any and all liability, claims or law suits relating to ASUCLA’s research into and/or use of any and all background information; and agree to defend, indemnify and hold harmless ASUCLA from any and all liability claims or lawsuits which may result from ASUCLA’s research into background, and from actions ASUCLA takes as a result of its research. Failure to reveal any prior employment within the past 10 years and/or providing any false or misleading information on employment forms and related hiring documents may be considered cause for refusal of employment or, if employed, dismissal.