This law section explains that if a community college district chooses to follow certain rules, they must set up a personnel commission by following specific guidelines. This commission is responsible for appointing a personnel director after at least two commission members have been appointed.

This law requires that in certain districts, the school board must manage the hiring and payment of non-academic, or classified, staff according to specific rules. These positions can't be reclassified or removed from the classified service unless they have specific qualifications set by another authority.

This law states that in a district using this article, a personnel commission must be appointed, and it can have either three or five members. The governing board of a community college district can change the number of members, with agreement from the current commission, if one exists. If multiple districts share the same governing board, only one commission is formed for all those districts. Costs for the commission are shared by the districts based on the benefits they receive, as decided by the governing board.

This law states that for a particular community college district that used to share governing personnel with a unified district and was the majority within a city with a population of 70,000 to 75,000 in the 1950 census, employee rights in nonacademic positions stay the same as if the districts weren't separated.

However, these rights now only apply to the district where the person was employed when the governing board made the decision to separate the districts. Employees' seniority is based on their original hiring date in either of the districts.

If someone wants to become or stay on the commission for a community college district, they must be a registered voter living in that area and believe in the merit system—meaning jobs are earned based on ability and talent, not favoritism. People on the governing boards of the college or county education boards can't be on this commission. Also, commissioners can't work for the district while serving. The merit system supporter requirement means that for new members, past experiences should show they believe in hiring based on skill, and for those already on the commission, their actions and attendance should show they still support this system.

This section explains how members of a commission in a school district are appointed. A three-member commission is formed with one member appointed by the school board, another nominated by the district's classified employees (staff who aren't teachers or administrators), and those two appoint a third member. The term 'classified employees' refers to the largest group represented by an exclusive representative. If there isn't such a group, the school board must set rules for how classified employees make a nomination.

For a five-member personnel commission, two members are appointed by both the school board and the classified employees, then these four members select a fifth member.

This law outlines the steps for appointing members to vacancies within a community college district's personnel commission. After adopting the system, the governing board must announce new appointments publicly within 30 days. Appointments by the board and classified employees must be made public by September 30 if a vacancy will occur on December 1. If classified employees can't agree on a nominee, the Chancellor will appoint someone. Once nominees are decided, a public hearing allows community input on their qualifications. Commissioners can serve up to 90 days beyond their term until a successor is appointed.

This law explains what happens when there's a vacancy in a position after the initial appointment. The original authority who made the first appointment will fill the vacancy, following specific procedures. In urgent situations, the personnel director can ask the governing board to make a temporary appointment to ensure that the personnel commission keeps operating smoothly. The temporary appointment ends once the permanent one is made, but it can't last more than 60 days. Also, the temporary appointee must meet certain requirements and avoid certain restrictions.

This law allows classified employees (non-teaching staff) at a community college district to request a vote on how members of the personnel commission are chosen. Classified employees can initiate this process by submitting a petition signed by at least 15% of eligible voters. Then, the governing board must hold a secret ballot election to decide if commission members should be appointed as specified: one by the board, one by the classified employees, and a third by those two appointees.

If the vote passes, this process becomes the new way to appoint commission members. If it fails, the current method, whereby the California Community Colleges Chancellor appoints members, remains in place. The Chancellor must consider recommendations from the board and others and follow specific procedures when filling vacancies.

This law allows the governing board to pay members of a commission up to $50 for each meeting they attend, with a maximum of $250 per month in total payments.

This law allows community college districts with over 40,000 students in areas with populations above 4 million to pay commission members up to $100 per meeting, with a maximum of $500 per month.

This law requires the governing board to ensure that the commission has appropriate office space.

This law requires a commission to prepare an annual budget for its office, which must be approved by the county superintendent of schools and included in the community college district’s budget. The commission must hold a public hearing by May 30 to discuss the budget, inviting representatives from the governing board and district administration to participate and share their opinions, which the commission will consider before finalizing the budget.

If the county superintendent plans to reject the commission's budget, he has 30 days to hold a public hearing to discuss it, after which he can reject or amend the budget with the commission's agreement. If there is no agreement, last year's budget will be used for the new year.

This law allows the commission to spend money on the orientation, training, retraining, and development of its staff. These expenditures can also be for any specific purpose outlined in Article 7 of the same chapter.

This law divides employees of community college districts into 'classified service' and 'exempt' categories. Classified service includes specific job classification and organization tasks. Some positions don't fall under classified service, like academic roles, students working part-time, apprentices, or temporary professional experts. These jobs are funded by the college or under certain educational programs. Students in work-study programs can't replace or affect regular employees' roles. Employees with full-time status can choose part-time roles without losing their classified status. Jobs not listed as exceptions must be in the classified service. Part-time roles work less than 87.5% of a full schedule. Those in playground positions when they became classified remain permanent employees.

This law section clarifies that it is permissible for a governing board or a designated commission to temporarily hire architectural and engineering firms for a specific project. It doesn't limit or prevent such temporary employment arrangements, despite what is stated in Section 88076.

This law allows certain positions, meant for community representatives acting as advisors or consultants, to be exempt from the usual employment classifications at community colleges, but only for up to 90 working days in a fiscal year. To qualify for this exemption, these positions must involve duties not normally assigned to classified service positions. Moreover, these duties need prior approval from the personnel commission, and community college district employees cannot simultaneously hold these exempt positions.

This section says that community college districts can create specific job positions that are only open to people with mental, physical, or developmental disabilities. These jobs are labeled as "restricted." While employees in these roles are considered part of the classified service, they don’t have certain employee rights like permanent status or seniority. They're also not eligible for promotion to regular positions until they meet specific requirements outlined in another section.

This section outlines how a commission should create rules to ensure effective hiring and retention of employees based on merit. These rules don’t apply to union members if these topics are covered in their negotiated agreements. The rules must be followed by the governing board but don’t limit their other legal powers.

Additionally, any new rules impacting classified employees who are part of a union need to be communicated to the union and the college before they are finalized. This ensures that both parties have a chance to review and provide input on the proposals before they are adopted.

This law outlines guidelines for how school governing boards should manage personnel matters for non-teaching positions, such as how they handle applications, promotions, layoffs, and other employment actions. It ensures procedures like job evaluations and public exam announcements are followed properly, while also considering any agreements made through negotiations between employee representatives and the school district.

This section requires that the rules made by the commission and information about this article should be printed and available in schools, offices, and worksites for employees. It should also be accessible in school libraries.

Additionally, within a year of a school district adopting the merit system for classified employees, the commission must adopt specific rules and provide a handbook to new regular employees. This handbook will summarize key rules, working conditions, and information on accessing the full set of rules and understanding the merit system.

This section allows positions to be classified as apprentice roles, which are positions focused on learning specific duties through study and practice. Community college apprenticeship plans must get approval from official apprenticeship organizations. Apprenticeships have a set time limit, though they can be extended slightly with permission.

Selection of apprentices is based on exams, and previous relevant training is acknowledged. Age can be a factor in selection, but there are strict standards and potential probationary periods apprentices must complete. Compensation for apprentices varies by their experience level and relates to the area’s journeyman wages. Rules are also established for holding promotional exams for career advancement.

This section explains that within 90 days of setting up a merit-based hiring system, a commission must appoint a personnel director from a list of candidates who passed a competitive exam. The commission is responsible for hiring and overseeing all staff funded by its budget. These staff members are classified community college district employees and have the same rights and responsibilities as other similar employees, including union representation if available.

This law allows community college districts with 100 or fewer classified employees to hire a personnel director from another district or a local government agency with a civil service system, provided that most of the classified employees agree. Such contracts can last up to two years and be renewed with employee approval for more two-year periods.

If the district's number of classified employees exceeds 100, it must follow the rules of a separate section, Section 88084. Additionally, if the district reorganizes, any existing contract that conflicts with certain legal provisions will be voided.

This law outlines the duties of the personnel director within a commission. The personnel director must manage all procedures related to classified personnel without bias and ensure impartiality. They are also required to act as secretary of the commission and prepare an annual report for the governing board. Additionally, if the personnel director initiates disciplinary action, they cannot advise or make recommendations about any appeals related to that action.

This section states that certain rules and procedures for community college employees still apply as they did before certain changes were made to the law in 1959.

The section clarifies that employees of community college districts with a merit system are still subject to the same rules as before, and everything should be understood and enforced the same way it was previously, along with the current rules of the personnel commission.

This law section states that a commission suggests salary schedules for classified school employees to the governing board. The board can approve, modify, or reject these suggestions. However, before changing anything, the board must allow the commission to explain how the changes could affect the principle of equal pay for similar work. Any changes must maintain the existing pay structure relationships set by the commission.

If someone has worked for six months in a non-teaching position at a school just before the school adopts a new policy, they're considered to have a permanent job status. If the schools are closed and the person isn't working during that time, it doesn't break their continuous service period.

Anyone who has worked at a community college district for less than six months when these rules are put in place will be classified as a probationary employee.

If you're an employee whose job changes from academic to classified due to a new law, you automatically join the classified service, keeping your seniority, but your previous academic role won't count for seniority in case of layoffs.

If your job switches from classified to academic under a new law, you automatically become an academic employee, considered qualified for that job, and keep your seniority. However, previous classified service won't count for seniority if there are layoffs. If you've been in the classified service long enough to get tenure as a faculty member, you'll be considered tenured when moved. If not, you become a probationary faculty member, with your past classified service counting toward tenure.

This law outlines how vacancies in classified positions at community colleges should be filled. Generally, positions are filled using eligibility lists from promotional exams or through transfer, demotion, or reemployment, following the district's commission rules. Promotions are based on qualifications and exam results, with appointments coming from the top three ranks on the list. There are exceptions for certain executive secretarial and senior administrative positions, which may be filled by qualified candidates without using the competitive ranking system, if requested by a majority of the governing board. These exemptions apply to secretarial positions reporting directly to board members or chancellors, and senior administrative roles advising on business and technology matters. Employees in these exempt positions do not gain permanent status in them but retain their rights and may return to similar classifications if their position ends for nondisciplinary reasons. This section also makes clear that affirmative action programs must not be bypassed during candidate selection.

This law outlines how job examinations should be conducted for classified employee positions in educational settings. Tests must be related to job duties and given fairly. If an oral exam is required, at least two people must be on the exam board, and they won't include governing board or personnel commission members.

The board will focus on general job fitness unless they're asked to assess specific technical skills, in which case, technically qualified members are needed. Oral exams will be recorded, confidential references won’t be shared with the board, and scores from other exam parts aren't disclosed to the oral board.

This law requires examination records to be kept for at least 90 days after an eligibility list is created. Candidates can review and dispute exam parts through procedures set by the commission. For certain promotions, this must happen before appointments are made from the list. These records are confidential and can only be viewed by the candidate or their representative within reasonable time limits. They cannot be used for any purpose unrelated to the examination.

The governing board determines the duties of jobs that are part of the classified service. They can also suggest what education and work experience people need for these jobs, but these requirements must be approved by the personnel commission.

The commission makes sure that the requirements relate to the job's duties and don't make it too hard for people to compete for the job. Before announcing job openings and holding exams, job duties and requirements must be clearly defined and approved.

This law allows for flexibility in hiring from an eligibility list for positions that have special requirements, like needing to know another language or having a driver’s license. If such a requirement exists, the hiring announcement must mention it. Appointments can be made from the top applicants who meet these specific needs, rather than the default top two or three. If not enough applicants meet the special criteria, the top applicants will be chosen along with those who meet the special needs, up to two or three candidates.

This law mandates that any announcements about job tests, vacancies, transfers, or changes in positions or shifts must be posted at all relevant work locations at least 15 working days before application deadlines. Notices must also be sent by mail to employees on leave if they have requested such notifications, although not receiving the mail doesn’t invalidate the process if it was properly sent.

This requirement doesn't apply to community college districts that issue monthly bulletins and keep track of transfer requests, as long as they certify all transfer and vacancy candidates to the appointing authority. The personnel commission has to set up methods for handling employee requests for transfers and notifications about upcoming tests.

If a regular employee gets sick or injured and can't do their usual job, the governing board can assign them different work they can handle. The job's classification and pay are determined by the personnel commission. If the new job pays more, the employee won't get a pay raise unless they qualify through a competitive exam. If the new job pays less, they will receive the lower pay of the new job.

This law requires that when hiring for the position of business manager, or any similar high-level position, there must be both an open competitive exam and a promotional exam at the same time. These exams are to ensure that the role attracts qualified candidates from within the organization, including both classified and academic employees, as well as any other individuals who meet the necessary qualifications.

The rules for these exams include: All eligible permanent employees can compete as promotional candidates; seniority and other promotional credits apply equally to both classified and academic staff; the results from both exams are combined into a single list based on scores, adjusted for any credits; and the exams should not be seen as entry-level tests.

This law says that a commission can set rules allowing teaching staff to compete in exams for job promotions into non-teaching roles within a school district.

This law requires that when certain positions open up within a district, there must be both an open competitive examination and a promotional examination at the same time.

All permanent employees, whether classified or academic, who qualify can take part as promotional candidates. Promotional candidates can receive additional credits for seniority. Everyone's scores, including adjusted ones for promotional candidates, go onto a single list based on exam scores. Importantly, these exams are not treated as entry-level exams.

This law applies to large community college districts in California, covering more than 200 square miles. It allows these districts to create a new, temporary list of eligible personnel for areas that have run out of candidates from their regular eligibility list. This temporary list lasts for one year. However, the rules for counting how long someone has worked (seniority) will still apply across the entire district, not just the specific area.

This law explains that if an organization holds both open competitive and promotional exams for the same job class simultaneously, candidates from the open list can be hired before those on the promotional list. This can happen if the open list candidate has a higher original score, even after preferential credits are applied to the promotional list candidate's score based on seniority.

This law talks about when employees can be reclassified into a higher job class. If all jobs in a class move up, workers who've been there for at least two years can move up with their jobs. If only some jobs move up, a worker who's been there continuously for two years can also move up. The reason for moving up must be a gradual increase in job duties, not a sudden change. Once reclassified, employees have to wait at least two years before they can be reclassified again.

This law requires that before any job position changes or reclassifications are made for classified employees at community colleges, their union and employer must be notified in advance. This ensures that both parties know about the proposed changes ahead of time.

If a job appointment is needed for up to six months, or to temporarily replace someone on leave, a request must state how long this role will last. Candidates are chosen based on their place on a job list and if they agree to the temporary job. Temporary employees follow specific rules about their job status and what happens after their employment ends, as set by the commission.

This law outlines the rules for temporary hiring in school district jobs when no eligibility list is available. An employee can be provisionally appointed for up to 90 working days. After that, there must be a 90-day break before they can be appointed again full-time. In a fiscal year, no one can work more than 126 days in provisional roles for one board. However, if a part-time position lacks candidates, successive 90-day provisional appointments can exceed 126 days.

This law allows a provisional employee's temporary job assignment to be extended up to 36 additional working days. However, certain conditions must be met for this to happen. First, an examination for the job class must have been completed within the first 90 working days of the provisional assignment. Additionally, the personnel commission needs proof that there has been serious recruitment effort, the extension is crucial for the district's necessary operations, and the job can't be filled using existing employment lists or other methods.

This law section lets schools in California make temporary job appointments for up to 90 working days if there are no qualified candidates available on a list. They can do this repeatedly, but not surpassing a total of six months in one year. Once a suitable candidate is found on a list, these temporary appointments must end. This rule overrides other conflicting rules but only when they clash with this specific provision.

This law allows for temporary appointments of up to 15 working days when there's an emergency and the usual candidates aren't available. This helps keep public operations running smoothly.

This section explains that if there are multiple eligibility lists created within the same year, they can be combined. People on these lists are ranked based on how well they did in their exams, as long as the conditions of the exams were similar enough to maintain fairness and competition.

This law allows the commission to create rules for ongoing exams for certain job positions. These roles can't just be filled through promotions from within, so the commission needs to find other candidates continuously.

This law ensures that when applying for a job or being considered for a position, individuals cannot be asked about their political or religious beliefs or affiliations, nor can they face discrimination based on these or other protected categories. These protected categories are outlined in the Government Code and include factors defined in specific sections. However, there are some exceptions, as referenced in a different part of the Government Code.

This law defines what a 'veteran' is for the purposes of this article. It includes anyone who served in the U.S. armed forces during a war or a national emergency, and was discharged without dishonor. When applying for anything related to this definition, you need to prove your service details.

The 'armed forces' include all branches: Air Force, Army, Navy, Marine Corps, Space Force, and Coast Guard.

This law states that in entrance exams, veterans with at least 30 days of service who pass the exam will get an extra 5 points. Disabled veterans receive an additional 10 points. These extra points are added to their exam scores, and this affects their placement on eligibility lists for appointments.

If a community college district employee or student body association worker leaves for active military service during a national emergency or war, they can request a special exam to regain their job upon return. This exam is similar to the one used to create the original eligibility list for the position. Their score will be considered as if they were a veteran at the time and will be added to the list with its associated rights.

Moreover, members of the Military Reserve or National Guard called to duty have extra rights beyond this, as granted by federal reemployment laws and other federal provisions.

This law is about reemployment rights for people who have been laid off due to lack of work or funds. If you're laid off, you can be rehired for up to 39 months and you get priority over new hires. You can also take exams for promotions during this time.

If you're rehired but don't pass your probation, you can go back to the reemployment list for the remaining time. Also, if you take a voluntary demotion or reduce your hours instead of being laid off, you still have reemployment rights for up to 24 more months, depending on the rules of your position.

Furthermore, if you choose a demotion or reduced hours, you can return to your old position or a similar one as openings are available, without time limits, as long as there isn't a current reemployment list where you're ranked by seniority.

This section describes the rules for managing eligibility lists for job appointments. Normally, these lists should last at least a year, but they can be terminated early if the list is exhausted and eligibles aren't available. This decision requires a recommendation and notifying those who've become unavailable.

Similarly, eligibility lists can be made for just six months if noted in the recruitment bulletin and approved by the personnel commission. Again, if the list is exhausted, it can be ended sooner under the same conditions.

Finally, eligibility lists can be extended by up to another year based on the commission's discretion.

This law outlines the rules for attaining permanent status in classified service jobs at community colleges. Generally, after a probationary period of up to six months or 130 days, employees become permanent unless they fall into certain categories like executive or police classes, which can require a year-long probationary period. Peace officers and dispatchers must complete at least one year of probation. Employees promoted to a new position must also complete a probationary period, and if they don't, they can return to their previous position. The law allows for time pauses during leaves of absence and outlines appeal rights for those not yet permanent. Changes made by specific bills may not take effect if they conflict with existing union agreements until those agreements expire or are renewed.

If you're in a permanent classified job, you can't be demoted or fired without a good reason that affects how well the job is done. However, if there's not enough work or money, you might still face layoffs.

This law section states that employees who work in classified service positions can be suspended or fired for certain reasons in addition to those already established by the commission. Specifically, if an employee is knowingly a member of the Communist Party or engages in conduct outlined in another section of the Government Code, they can be removed from their position.

If a community college employee is suspected of serious offenses, like sex or drug-related crimes, they can be suspended for up to 30 days. If suspended or fired, the employee will receive written charges within 10 days. Special rules apply for sex or narcotics offenses. Here, the school can suspend the employee right away, staying in effect for 10 days past a court ruling.

The suspension might last longer if the school plans to fire them unless the employee asks for a hearing. The suspended worker will still get paid if they provide a bond ensuring they'll repay the money if found guilty or they don't return to work. If they are found not guilty or charges are dropped, any bond costs will be refunded, and they'll receive their full salary for the suspension period if they go back to work.

This law allows permanent classified employees to appeal if they're suspended, demoted, or dismissed. They have 14 days to file a written response after receiving the charges. However, employees still on probation may be demoted back to their previous position without a right to appeal, as long as they stay in the classified service. This section does not change any protections offered under another section, 88128.

This section explains that if a case is appealed, the commission will look into it and might ask for more evidence. If the employee accused wants a hearing, the commission must provide one. During the hearing, the employee can be present, with or without a lawyer, to defend themselves. Importantly, the decision made at this step cannot be reviewed or changed by the governing board.

If a commission finds that an employee should not have been suspended, demoted, or dismissed, it can order their reinstatement and decide if they should receive any back pay. The commission can change the discipline but cannot make it harsher than what was originally decided. They can also take additional actions to ensure fairness, like compensating for legal expenses, granting seniority for lost time, or clearing unsustained charges from the employee's record. Once the commission issues a decision, the board must follow it and confirm compliance in writing.

This section explains that certain employees, known as classified employees, can be laid off due to lack of work or funds. The order of who gets laid off is decided by how long each employee has worked, with the shortest serving being laid off first. Once the situation improves, employees are rehired in the reverse order of how they were laid off.

"Length of service" includes all paid working hours but excludes overtime. Schools can agree to use the hire date as the service length instead. Employees on illness or military leave won't lose service time credit. Only hours worked after reaching permanent or probationary status count, with exceptions for specific restricted roles.

This law allows a permanent classified employee of a community college district who has voluntarily resigned to be reinstated or reemployed within 39 months without needing to go through another competitive exam. They can return to their original job or a related lower position they held before.

If the governing board decides to reinstate them as permanent employees, their service break is ignored, and they regain their previous rights and benefits.

This law states that a school district cannot pay an employee in the classified service unless the personnel director certifies that the employee's assignment follows the district's rules. If it's found after a public hearing that someone was improperly appointed, the commission can stop the employee from being paid for future work. Violating the rules related to exam procedures can lead to dismissal of the responsible employee.

This law allows the commission to hold hearings and gather evidence by calling witnesses and requesting documents that are important to its investigations. It can also administer oaths and review the records of a governing board to ensure the commission's procedures have been followed.

Hearings can cover any topics where the commission has authority, as specified in this article.

This law allows a commission to assign a hearing officer or representative to conduct hearings or investigations it is supposed to do. The person assigned can take witness statements, require documents, and perform other legal actions as per civil cases. They must report their findings to the commission. The commission can approve, change, or reject these findings after reviewing the evidence.

The commission can hire individuals to conduct these hearings and create necessary rules to support this process.

This section outlines the role of legal counsel for a commission associated with a community college district. Normally, the legal counsel is supposed to help and represent the commission in legal matters unless there is a conflict of interest. If they don't respond within 15 working days of a request, they are assumed to have refused.

If a conflict of interest exists between the commission and the governing board or college district, the counsel must refuse to represent the commission. A commission member can also declare a conflict, which needs a majority vote for approval. If a conflict exists, or if the legal counsel refuses to help, the commission can hire its own attorney, and the district will pay those legal fees.

This law makes it a misdemeanor to violate the rules concerning exams and employment under this article. It is illegal for anyone to intentionally deceive or hinder someone else's exam, application, or employment process.

It also prohibits falsely reporting or grading exams, or helping others do so.

Sharing special or secret information about exam contents to help or harm someone's exam chances is also illegal.

This law states that in community college districts that share the same boundaries as a city and county with a merit-based hiring system, non-teaching staff should be hired according to that system. These employees will have all the rights and be subject to the rules of the system. However, the college district's governing board still gets to decide what the job responsibilities of their employees are.

This law outlines how a merit system, also known as a civil service system, can be terminated in a community college district in California. First, if at least 10% of voters from the last board member election sign a petition, the issue is put on a ballot for the next local election. The system must have been in place for at least five years. Another way to terminate it is through a secret ballot election called by a petition from 40% of the district's classified employees. This election must also occur within specific timeframes.

The governing board must ensure election integrity, and rules about voting include not providing release time for voting, with votes happening at least every two years. While the issue cannot be negotiated between the college and employee representatives, procedural election details can be discussed. Finally, if the district supports ending the system, they must equally allow employee representatives to argue against termination.

If most voters or classified employees in a community college district decide to end the merit system, the personnel commission will stop operating, and merit system laws won't apply there anymore. Once the merit system is terminated, the school board must set rules for classified employees following Section 88013.

Even after ending the merit system, some provisions in Sections 88051, 88053, and 88054 will still apply, but only after two years have passed.