This section recognizes that technological and other changes might lead to job displacement for support staff in public schools. The law encourages these school employees to get ready for these changes by learning new skills. It also promotes school boards to help with studying and retraining these workers.

This law allows community college districts' governing boards to grant classified employees up to a year of leave for study or retraining to adapt to changes in the district. Instead of a full year at once, the leave can be split into shorter periods, such as two six-month segments, as long as they're within a three-year timeframe. Time worked between these segments counts toward eligibility for future study or retraining leaves. If the district uses a merit system, the personnel commission sets the rules for granting these leaves.

If you want a leave of absence for study, you must have worked at the district for at least seven years in a row. For retraining leave, you need at least three years of consecutive service. You can only get one leave of absence in a seven or three-year period, depending on the purpose. Each district can set standards that employees must meet to get a leave.

Taking this leave won't count as a break in your employment, but it also doesn't add to the time needed for future leaves.

If an employee is on a leave of absence, they might need to do some work during that time, if both the district's governing board and the employee agree in writing. While on leave, the employee will be paid an agreed amount, but it must be at least the difference between their usual salary and what a substitute would make for their job. Alternatively, the board can choose to pay the employee half of their salary or even the entire salary while on leave.

If an employee goes on leave, their pay can be divided into two equal parts and given over the first two years after they return to work. While on leave, they get paid the same as if they were working, but they need to provide a bond. This bond protects the employer in case the employee doesn't come back for at least two years. However, in cases like death or disability, the bond is not needed. If the employer believes the employee's promise is enough to ensure their return, they might not require the bond and still pay the employee like they have the bond.

If a single governing board oversees multiple school districts, an employee can meet their service requirements by working in any of these districts. This means their service time counts across all districts under that board's control, not just in one specific district.

This law states that the rules of the merit system, which is a way of hiring and promoting employees based on their abilities and qualifications, apply to certain districts as if they were a direct part of the already existing laws that start with Section 88060 or any future related laws.

This law allows community college districts to reimburse permanent classified employees for the costs, like tuition fees, of approved training courses that enhance job skills and knowledge. Eligible programs include courses at academic institutions, and training through seminars, professional associations, and other professional development events, especially if they help avoid layoffs due to technological changes. The rules for eligibility are set by the personnel commission in districts with a merit system. Reimbursement isn’t available if the employee can get it from another source, like a governmental agency.