During the Summer 4/10 period June 15 through August 8, the college’s business hours will be Monday through Thursday, 8am to 4:30pm. However, this is not necessarily your work schedule. Your work schedule is mutually agreed with your manager and may be different from the college’s business hours.
What Does “In Paid Status” Mean?
The Telecommute Agreement requires that you be available during your work schedule for an assignment from your manager. We are all “in paid status,” meaning we are still earning salary and benefits. If you want to work an alternate schedule during the Summer 4/10 period, you can do so as per the contract. You just need to work out that schedule with your manager. If your manager denies your desired schedule, contact a union steward or any Chapter 262 officer.
During Summer and as per the Telecommuting Agreement while “in paid status,” you are expected to be available to work an assignment or should be working on the assignment given. Telecommuting is not a “stay-cation.” If your manager assigns work to you, you are expected to do that work. If you refuse or fail to do that assignment, you are subject to disciplinary action just as if we were working on campus pre-COVID19.
Do I Have to Come to Campus If I Am Afraid or Feel Unsafe?
If you are asked by your manager to return to campus to do essential work, then you are required to do that. This is still your job, and you are still responsible for performing work assigned to you. Neither the COVID-19 pandemic nor the Telecommuting Agreement are excuses for not performing your duties.
If you are sick, notify your manager and take a sick day. If you have childcare issues that prevent you from coming to work (a single-parent whose child is at home with no childcare available), contact Human Resources and ask for an accommodations meeting (and remember you are entitled to CSEA representation at this meeting). If you are caring for a dependent and must stay at home to care for them, again, contact Human Resources and ask for an accommodations meeting. If you believe you qualify as an “at risk” person due to age or an underlying medical condition, once again, contact Human Resources and ask for an accommodations meeting. What you should not do is refuse to report for work because you “don’t want” to work or are “afraid” to come back to campus. These are not actions your union stewards can defend. If you have concerns about returning to campus, you are encouraged to discuss your concerns with your manager and/or Human Resources. As always, you can reach out to a steward if you have questions or concerns about the meeting.
Most importantly, if you have any questions or concerns about any working conditions during the telecommuting agreement period, please contact the Chapter Chief Steward or a Chapter officer (all listed below) immediately. We will assist you through this. We are in this together!
Your CSEA Chapter 262 Executive Board:
Robert Stubbe, President • Rosa Asencio, 1st Vice President • Marlene Espina, 2nd Vice PresidentBarbara Carrillo, Secretary • Zak Gallegos, Treasurer
Elizabeth Jauregui, Chief Union Steward • Mark Fernandez, Communications Officer
Brandon Gillett, Site Rep Coordinator • Sandra Bollier, Past President
“To improve the lives of our members, students, and community.”
CSEA Chapter 262 • 1100 N. Grand Avenue Walnut, California 91789 • 909.274.6262
www.csea262.org