ACE Members,
Reminder: Koff Classification Appeals are due by August 31st (!)
Has your work changed significantly since the original classification study? Does your job description not align with your permanent ongoing duties? Have you not already submitted an appeal by completing a position description questionnaire? If you answered “yes” to all three questions see the July 14th ACE Update email for a form to complete by 8/31/22 and guidance.
Contact me with questions, but understand that you are the expert when it comes to the work you are regularly assigned. If the bulk of that work is done by a higher classification, filling out this form is your best opportunity to be fairly compensated for that work.
Copy me on final submissions and I will forward them to the appropriate person in human resources. Interviews may occur months after the deadline (date to be determined.)
Return to In Person Work MOU
At yesterday’s DA/CS site meeting we reviewed what a “demand to bargain” is and how members play a role in working conditions changes. As an example, when the Foothill College President issued their “In Person Office Hours and Services” message on April 14th, ACE responded with a demand to bargain health and safety consequences of that. Negotiations with human resources resulted in an MOU which you can read the entirety of here (LINK), along with all of our MOUs here (LINK), to understand how teleworking and covid exposure guidelines have changed:
Teleworking 💻
Article 13.2.6 provisions have not changed:
At the request of a worker, and if the needs of the department can be met, the worker may be permitted to work out of his or her home via computer terminal. The request and the subsequent permission, if granted, shall be in writing.
The latest MOU adds:
(1) a denial from your supervisor/manager must be provided in writing and it must include their reasoning.
(2) an appeal process to a next level supervisor/manager and a review by Human Resources and ACE for a final decision.
(3) a minimum 10 working days notice in writing prior to the end of a teleworking agreement.
- This applies to existing agreements.
- Ending an agreement would also constitute a denial (see #1) and could be appealed (see #2).
(4) clarity that you not required to use your personal cell phone for work purposes.
(5) that supervisors are not allowed to visit an employee’s home (per the Alternate Work Location Guidelines posted 2020.06.12)
Covid Exposure Guidelines 🦠
Article 10.8 and Article 19 have not changed:
The latest MOU adds:
(1) Exposure notification requirements for any employee who was in close contact or a shared space with someone who has tested positive and protocols have been agreed upon.
(2) If you are awaiting a covid test result or test positive, and are able to work you may make arrangements with your supervisor to work remotely (with supervisor approval.)
(3) If your child tests positive for covid, you may use your sick leave or request to work from home (with supervisor approval) until the end of a quarantine/isolation period.
(4) If you are required to quarantine by the district, a teleworking arrangement will be made or you will be placed on administrative leave until the end of the quarantine period.
Q: What does a teleworking request look like?
A: “Dear ACE Members, I would like to establish a schedule where I work one day per week remotely. My duties include drafting communications, updating web pages, responding to emails, and reviewing policy documents. All require long periods of focus which are more common in the remote environment and therefore I can more effectively meet the needs of the organization. For urgent requests I would be available to contact via email and phone. Please respond if you approve or deny this schedule, in writing.”
As a reminder, working from home was in response to the pandemic and we do have to meet the business needs of the district/college if they require us to be onsite. ACE remains committed to safety and bargaining the impact of workplace changes. The opportunity to continue teleworking will depend on your job duties and the ability to perform those duties in an equal or better fashion while not onsite. While we now have an appeal process, much of establishing a hybrid schedule falls within your ability to communicate to your direct report that the quality and quantity of your work will not diminish and the needs of the department will continue to be met.
ACE will continue to refine this process during 2022-23 negotiations sessions – stay tuned 📺
Q: Does my supervisor/manager already know about this MOU?
A: We’re not sure – to be safe we’ll contact representatives among management and supervisors to make this widely known. You can also send a message to your supervisor/manager saying, “did you see this new thing?”
Q: My supervisor/manager disagrees with this MOU and does not want to follow it. What do I do?
A: Contact an ACE steward – @Anthony Caceres(FH), @Erika Flores(DA), @Adriana Garcia(DA), @Scott Olsen(ACE)
TEAs 🫖
Temporary employee assignment practices are an issue ACE is paying close attention to. The recent HR Report (LINK) included a large quantity of class T3 short-term employees, but the project/notes failed to specify how many were performing one-time, seasonal service not needed on a continuing basis, or assisting with a special project. ACE has challenged for that additional information and to be sure district policies and procedures(LINK) are being properly followed. If the work is ongoing and could be accomplished by an ACE classification, a regular benefitted position should be established.
In Solidarity,
Scott Olsen (he/him) | ACE President
https://acefhda.org | olsenscott@fhda.edu
650-949-7789 | M-F 8:00am-5:00pm
