Working Out of Classification: FAQ for SRJC Classified Professionals

A resource for understanding your rights under Article 7.12 of the SEIU Local 1021 contract

What is "Working Out of Classification"?

Working out of classification means performing duties that belong to a different (usually higher) classification than your current position. This typically involves taking on additional responsibilities temporarily.

Contract Reference: Article 7.12

When am I entitled to out-of-class compensation?

You're entitled to compensation when you work out of classification for more than 5 working days within a 15 calendar day period.

Compensation:

  • 5% increase over your current salary, OR
  • 5-10% if no comparable position exists

Important: The compensation recognizes you're performing work beyond your classification temporarily.

What is the PURPOSE of out-of-class assignments?

Per Article 7.12: "Compensation for working out of class is to be viewed as a temporary solution to the classified staffing needs of the District."

Key Point: Out-of-class is for classified work, not for performing management functions. Management functions remain with management per Article 2.1.

Management Functions Reserved for the District (Article 2.1):

The contract explicitly states the District retains all powers and authority to direct and control, including rights to:

  • Direct work of employees - assigning tasks and directing completion
  • Determine methods, means, and services - deciding how work gets done
  • Establish educational philosophy and goals - setting institutional direction
  • Determine staffing patterns and personnel numbers - workforce planning
  • Maintain efficiency of operations - operational oversight
  • Hire, assign, evaluate, promote, terminate, and discipline employees - all personnel actions
  • Take emergency actions - crisis decision-making authority

These functions cannot be delegated to classified employees through out-of-class assignments. Out-of-class work must involve performing classified duties at a higher level, not assuming management authority over other employees.

Can classified professionals direct other classified professionals' work?

No. Per Article 2.1, directing work is a management function retained by the District.

This means:

  • Classified employees cannot direct other classified employees' work
  • This applies even in out-of-class assignments
  • "Lead worker" roles coordinate among peers but don't include directing authority

Exception: Classified may direct short-term, non-continuing (STNC) employees or student workers where specifically authorized in job descriptions.

What's the difference between "lead worker" and "directing work"?

Lead Worker:

  • Coordinates among peer classified professionals
  • Provides guidance and shares expertise
  • Does NOT assign work or direct others
  • Example: "May serve as lead worker to other classified employees"

Directing Work (Management Function):

  • Assigns specific tasks to employees
  • Directs completion of work
  • Monitors and ensures task follow-through with authority
  • Reserved for management per Article 2.1

What if I'm asked to do work that seems like a management function?

You should:

  1. Seek clarification from your supervisor about the scope of duties
  2. Ask specific questions:
    • Will I be assigning work to other classified staff?
    • Will I be directing others to complete specific tasks?
    • Is this coordinating among peers or directing work?
  3. Reference the contract:
    • Article 2.1 (management authority)
    • Article 7.12 (out-of-class purpose)
  4. Contact your union steward if you're uncertain or uncomfortable

Can out-of-class assignments last indefinitely?

No. Article 7.12 states this is a "temporary solution."

If you work out of classification for 12 consecutive months, this becomes a triggering event for classification review per Article 19.5.2.

What this means:

  • Prolonged out-of-class work suggests the duties may require a permanent position
  • You or your supervisor can request classification review
  • The position may need to be reclassified or permanently filled

What if I decline an out-of-class assignment?

Out-of-class assignments are typically voluntary, but specific circumstances vary.

You should:

  • Understand why the assignment is being offered
  • Ask about the scope and duration
  • Consult with your union steward if you have concerns
  • Consider whether the duties align with your classification and contract

Remember: You have the right to understand what you're being asked to do and whether it's appropriate under the contract.

How do I ensure I'm protected when working out of classification?

Best Practices:

1. Get it in writing:

Request written confirmation of:

  • Specific duties you'll be performing
  • Duration of assignment
  • Compensation rate
  • Reporting structure

2. Clarify scope:

Before accepting, understand:

  • What work you'll be doing
  • Whether it includes directing others
  • How it relates to management functions

3. Document everything:

Keep records of:

  • When assignment started
  • Duties performed
  • Any concerns that arise

4. Stay in communication:

  • With your supervisor about expectations
  • With your union steward about any issues
  • With HR if compensation questions arise

What are common out-of-class situations at SRJC?

Typical scenarios:

  • Temporary coordination roles during transitions and recruitments
  • Special project leadership requiring specialized skills

Remember: Even in these situations, directing classified work remains a management function that cannot be delegated through out-of-class assignments.

Who can I contact with questions?

Union Resources:

  • Job Stewards: Contact any of the 6 designated stewards
  • SEIU Chapter President: For complex situations or policy questions
  • Chief Steward: For contract interpretation

District Resources:

  • Your Supervisor: For clarification of duties and expectations
  • VP Human Resources: For formal classification questions
  • Classification Review Committee (CRC): For classification review requests

Key Contract Articles to Know

  • Article 2.1: District Rights - Management Authority
  • Article 5.1: Unit Member Definition (who's covered)
  • Article 7.12: Working Out of Classification compensation
  • Article 19.5.2: Classification review triggering events
  • Article 13: Grievance procedures if issues arise

Full contract available: 2024-2027 SEIU Classified Contract

Bottom Line

Working out of classification should:

  • Be temporary
  • Address classified staffing needs
  • Include appropriate compensation
  • NOT include directing other classified employees' work
  • Be clearly defined and documented

Your contract exists to protect you - use it.

This FAQ is for informational purposes and represents interpretation of contract language. For specific situations, consult with your union steward or SEIU representative.

Last updated: November 2025