SUBJECT:

Final Employee Advisory Notice for the Proposed Personnel Policies for Staff Members

During the Winter of 1995, the UCSD Human Resources Department conducted a
formal review process for the proposed Staff Personnel Policies for Staff
Members. Numerous open forum and focus group sessions were convened to
share and discuss the policies, and to receive feedback from the campus
community. More than 700 employees participated in the formal review
process. A substantial number of those employees reviewed the October
1995 draft of the proposed Staff Personnel Policies and provided comments
and reactions to the policies. The comments received during the formal
review process were summarized and forwarded to the Office of the President
in December 1995.

The comments submitted to the Office of the President during the 1995
formal review process for the proposed Personnel Policies for Staff
Members, including comments from employees and employee organizations,
various improvements, clarifications, and other changes have been
evaluated and, as appropriate, incorporated into the October 1995
proposal. As a result of those modifications and to ensure that employees
have an opportunity to evaluate and provide comments on the proposed
revisions, an abbreviated review period is being offered to the UCSD
community. The comments received during this review will assist the
Office of the President in shaping the final version of the policies, as
well as the campus in its implementation of the personnel policies.

The revised Personnel Policies for Staff Members dated May 1996 are
available on the Web at: http://www.ucop.edu/humres/policies. Hard copies
of the May 1996 proposed Personnel Policies are also available at the
libraries and the Human Resources Office of Policy Development and Quality
of Work/Life.

As noted above, the revisions to the proposed Personnel Policies for Staff
Members are primarily improvements and clarifications. For example, the
changes in Section D.1 of Policy 42/Sick Leave would clarify the
exceptions to the 30 day limit on the use of sick leave for family illness.

The revisions to the Proposed Personnel Policies for Staff Members are:

Policy 12 - NONDISCRIMINATION
The Presidential Policy on Sexual Harassment would be moved from "Selected
Presidential Policies" appended to the policies and included as Section B
in Policy 12, Nondiscrimination.

Policy 14 - AFFIRMATIVE ACTION
The Presidential Policy on Affirmative Action would be moved from
"Selected Presidential Policies" to the Employment Section and Designated
as Policy 14, Affirmative Action.

Policy 22 - PROBATIONARY PERIOD
Section A/General of Policy 22, Probationary Period, would be revised to
provide that evaluation during the probationary period shall be in writing.

Policy 23 - PERFORMANCE APPRAISAL
Section A/General of Policy 23, would be revised to provide that the
annual performance appraisal shall be in writing.

Policy 31 - HOURS OF WORK
Section B.5/Call Back of Policy 31, would be revised to provide that only
call back time actually worked would be included for purposes of regular
rate calculations.

Policy 32 - OVERTIME
Section B/Definition of Policy 32, would be revised to include among the
employees considered exempt from FLSA premium overtime provision computer
professionals who are paid on an hourly basis and who are paid more than
6-1/2 times the minimum wage.

Policy 41 - VACATION
Section B.2/under Subsection Earning and Accrual of Vacation Leave, would
be revised to provide that the break in service referred to would be a
"break in service of four or more months." (That is, a break in service
of less than four months would not result in a lessening of the vacation
accrual rate for staff members in the Administrative and Professional
Staff Program as of June 30, 1996.)

Section B.6/under Subsection Maximum Accrual, would be revised to provide
that an employee who cannot schedule vacation within sixty (60) days of
accruing the maximum due to operational considerations shall have an
additional four months within which to take vacation to bring the accruals
below the maximum.

Policy 42 - SICK LEAVE
Section D.1/under Subsection Family Illness and Bereavement, would be
revised to clarify that exceptions to the thirty (30) day limit on the use
of sick leave for family leaves which the Chancellor may authorize pertain
to catastrophic illness "in the employee's family or household."

Policy 43 - LEAVE OF ABSENCE
Section C.1/under Subsection Family and Medical Leave, would clarify,
consistent with Federal and State regulations, that family and medical
leave granted for bonding purposes shall be concluded within twelve (12)
months following the child's birth or placement for adoption or foster
care.

Section C.3/under Subsection Use of Paid Leave, would be revised to
provide that while accrued vacation may be used for the employee's own
serious health condition or for pregnancy disability, accrued vacation
shall be used for any other covered reason.

Policy 60 - LAYOFF AND REDUCTION IN TIME FROM PROFESSIONAL AND SUPPORT
STAFF CAREER POSITIONS
Section C/Responsibility of Policy 60, would be clarified to provide
that an "active career position" is one which the University in its sole
discretion wishes to fill.

Section F/Reemployment From Indefinite Layoff, Subsection 2/Preference for
Reemployment, would be revised to provide that when written notice of
indefinite layoff or reduction in time is given more than two months prior
to the layoff date, the Chancellor may authorize that preference for
reemployment begins with the date of the layoff notice.

Section F/Reemployment From Indefinite Layoff, Subsection 3/Trial
Employment, would be moved from Policy 22/Probationary Period to Policy
60/Layoff and Reduction in Time From Professional and Support Staff Career
Positions.

Policy 62 - CORRECTIVE ACTION
Section D/Written Notice, would be revised to make it consistent with
current Staff Personnel Policy (SPP) 250-270.11 as to all covered
employees. This is, Section D would provide that written notice of intent
to impose corrective action other than and more serious than a written
warning shall state the employee's right to respond orally or in writing
before the effective date of the action and that, after consideration of
the employee's response, if any, the employee shall be notified in writing
of the action to be taken, the effective date of the action, and the
employee's right to review under Policy 70, Complaint Resolution.

Policy 64 - TERMINATION OF CAREER EMPLOYEES--PROFESSIONAL AND
       SUPPORT STAFF
Section C/Notice and Decision, would be revised to extend the number of
days in which the employee may respond to notice of intent to terminate
from five (5) days to eight (8) days. In the absence of an employee
response, the number of days which would need to pass before management
may inform the employee of the action to be taken would be increased from
five (5) to eight (8).

Section D/Pay In Lieu of Notice, would clarify that there shall be 15
calendar days notice of termination or pay in lieu of notice and would add
that, if termination is for misconduct, the employee may be suspended
without pay as of the date of the notice of intent to terminate and the
employee may be terminated immediately on the eighth (8) day following the
date of the notice of the intent to terminate or after consideration of
the employee's timely response to the notice of intent to terminate,
whichever is earlier.

Policy 65 - TERMINATION OF CAREER EMPLOYEES--MANAGERS AND
      SENIOR PROFESSIONAL
Section B/Notice and Decision, would increase notice and response times
from five (5) to eight (8) days.

Section C/Pay In Lieu of Notice, would clarify that sixty (60) calendar
days notice of termination is intended and would add a provision
similar to that described for Policy 64, Section D above.

Section D.4/under Subsection Termination Assistance, would be revised to
clarify that the Chancellor has the discretion to grant less than one
month's pay per completed year of continuous University service.

Policy 66 - MEDICAL SEPARATION
Section C/Notices, would be revised to extend notice and response times
from five (5) to eight (8) calendar days. The effective date of the
separation would be at least ten (10) calendar days from issuance of notice
of separation or eighteen (18), increased from fifteen (15) calendar days
from the date of notice of intent to separate, whichever is later.

Section D/Special Reappointment Procedures, would be revised to move the
second and third sentences of Section D to Section E, Disability
Retirement of Policy 81, Reasonable Accommodation.

Policy 70 - COMPLAINT RESOLUTION
Section A/General, would clarify that mediation is one of the authorized
complaint resolution techniques.

Section E, Appeals, would be revised to extend the time within which an
appeal must be received from fifteen (15) to twenty (20) days of the date
of the campus decision.

Section G/Hearing and Factfinding Processes, would clarify, consistent
with current policy, that the employee may be required to pay a fee for a
non-University hearing officer and that employees may select a committee
instead of a hearing officer if local procedures permit.

Section H/Reprisal, would be added to provide that no employee shall be
subject to reprisal for using or participating in the complaint resolution
process.

Policy 81 - REASONABLE ACCOMMODATION
Section B/Medical Documentation, would change "physician" to "licensed
healthcare provider."

Section C/Trial Employment, would be revised to include a sentence to
clarify that the purpose of trial employment is to see if the employee is
capable of performing the essential duties of the position, with or
without
accommodation and to clarify that it is "regular status" employees who
have been medically separated who may be offered casual, trial employment
under this policy.

The abbreviated review period will end on Friday, May 31, 1996. Please
send your comments by Monday, June 3, 1996, to Jonnie Craig via electronic
mail at jcraig@ucsd.edu or extension 49659.

Rogers Davis Assistant Vice Chancellor - Human Resources