Name that Section - Frequently Used Education Code and Title 5 Sections for Community College Districts

Name that Section: Frequently Used Education Code and Title 5 Sections for Community College Districts

iii. Violations Are a Frequent Source of Liability

The hiring of “short-term employees” is one of the most hotly contested and difficult issues

facing community college districts. Indeed, violations of this provision are a frequent source of

liability and have resulted in millions of dollars in settlements. The most frequently violated

requirement—and most often resisted—is that the service, once completed,

will not be extended

or needed on a continuing basis.

This means, for example, that districts cannot continually hire

seasonal financial aid clerks, admissions, clerks, bookstore clerks, and instructional aides. In

other words, instead of seasonal temporary employment, these employees must be given

permanent part-time employee status.

LCW Practice Advisor

In the short run, it may be seem less costly to districts

to continue with their practices of seasonal temporary

employment. But following the law and complying with

the Education Code will in the long run save districts

from the possibility of facing even more costly liability.

4. S

UBSTITUTES

-M

ERIT

YSTEMS

)

A “substitute” employee is one who is hired to replace a classified employee temporarily absent

from duty. To be excluded from classification, a substitute employee must be employed and

paid for less than 75% of the college year. Seventy-five percent of a college year for substitutes

also means 195 working days, including holidays, sick leave, vacation, and other leaves of

absence, irrespective of the number of hours worked per day. The 195 days must be all in the

same school year.

Non-working Saturdays and Sundays are not counted in determining

whether employees of a school district should be regarded as classified employees.

If the district is in the process of trying to fill a permanent position, the governing board can fill

the vacancy with substitute employees on a temporary basis, provided that the employment does

not exceed 60 days, unless a provision in a Collective Bargaining Agreement provides otherwise.

Note:

A substitute employee that is employed for more than 195 working days is presumed to

become a probationary employee.

LCW Practice Advisor

In addition to consulting the Education Code, you

should always check the appropriate collective

bargaining agreement provisions to determine if there

are any additional hiring rules that are applicable.

Case Study on Substitute Employees:

California School Employees Assn. v. Governing Bd. Of the South Orange

Community College District

The District hired Samuel Hamblen as a substitute warehouse worker during the

1997-1998 college year. During that time, Hamblen substituted for several

classified employees 222 days of the college year. Alfredo Osuna worked as a

substitute custodian 229 days during the 1998-1999 college year. From 1996