Please consult with Human Resources prior to completing this request.
Notice of Reassignment and Updated Position Description
At least 14 days prior to the effective date of the reassignment, the employee must be provided with:
- Notice of Reassignment (Memo from HEERA Manager to Employee)
- Updated Position Description.
According to the CSUEU and APC contracts, an employee has the option to voluntarily waive the 14 day notice with submission of a signed memo.
- Sample - 14 Day Waiver Memo
The lead supervisor and HEERA Manager should sign the Position Description. The employee will sign the updated Position Description in Human Resources at the time they sign their appointment letter.
An employee may be temporarily reassigned to a lateral position when the duties are consistent with their current job classification. A salary increase will not be given in this situation.
- An employee who received a salary increase from a temporary reassignment is not eligible for an additional salary increase if the employee obtains the position through a recruitment.
The length of a temporary reassignment is limited in duration and is deterred by the classification’s applicable bargaining unit.
- Unit 2, 5, 7, & 9 classifications: 6 months; may be extended up to an additional 12 months for a total of 18 months.
- Unit 4 classification: 6 months; may be extended up to an additional 6 months for a total of 12 months.
An employee may be temporarily reassigned to a position in a higher classification when he/she is required to perform duties inconsistent with his/her current classification.
Upon completion of the temporary reassignment, the employee shall return to the classification and assignment they were working in prior to the temporary reassignment with the appropriate salary.
- If a temporary reassignment is for a period of more than 6 months and the reassignment is from a non-exempt to an exempt position, the current Compensatory Time Off (CTO) balance must be paid out (or used) to the employee. This applies to CSUEU Units 2, 5, 7, & 9 classifications only.
When moving to a higher classification, a typical salary increase of 5% or the minimum of the new salary range, whichever is greater.
A request to temporarily reassign an employee requires the approval of the Provost and Vice President for Academic Affairs.
Below you will find the required documents to complete a temporary reassignment.
1. Cover Memorandum which includes the following information:
- Indicate temporary reassignment request
- Name of employee
- Name of current College/Department and Classification
- Name of reassigned College/Department and Classification
- Brief paragraph outlining details of the reassignment
2. Reassignment Request Form
- Form requires approval signatures. The HEERA Manager and AVP/Dean’s signatures must be obtained before submission to the Provost’s office. If the HEERA manager and AVP/Dean is the same individual, please have that person sign in both boxes.
3. Copy of Notice of Reassignment Memo
4. Position Description
Include an updated Position Description which has been reviewed by Sandra Bufalini, Manager, Employment and Compensation. The Provost’s Office will verify the following items on the position description.
- Box #2 is left blank
- An individual’s name is included in both #8 & #9
- o If the individual is the same person, indicate the person’s name in both boxes.
- #26 & #27 is signed by the individual listed in #8 & #9
- o If the individual is the same person, please have them sign on both lines.
5. Organizational Chart
Include your current organization chart which must indicate the current administrators and staff personnel within the unit/area. Also include this personnel change on the organization chart.
6. Resume, if reassignment is to a higher job classification
For questions about the information requested above, please contact Madiha Choudhury, Employment, Compensation & Classification Analyst, at ext. 4528 or email@example.com.