LOS ANGELES COMMUNITY COLLEGES
NEW EMPLOYEE / FORMS YOU NEED TO FILL OUT
NEW HIRE PACKET: UNCLASSIFIED SERVICE
This checklist identifies “new hire” forms for Unclassified Service employees. Although the number of forms may seem
lengthy, each form is necessary for the District to comply with the Board of Trustee policies as well as various State and
Federal statutes. Please note:

Statutory obligations require you to complete some forms and processes within very explicit timelines and to present
identification verifying who you are. To assist you with fulfilling this obligation, we’ve identified when each document
is due and prepared Page 2, Document Presentation Requirements, that explains what is needed and by when.

Forms marked with an asterisk (*) are required for all assignments in Unclassified Service. These forms can be
completed on line, printed, signed, and taken to your location personnel office no later than your first day of work.
You should also schedule your fingerprinting appointment no later than your first day of work.

Forms without an asterisk (*) vary according to individual employment. Your location personnel office will assist you
with determining which, if any of these forms applies to your employment.


PRE-EMPLOYMENT PROCESSING
DOCUMENT CHECKLIST
FORM TITLE
Required for Employment
Information Certification
Personal Data Self Disclosure
Oath of Allegiance / Oath of Support
Report of Convictions
Address and Warrant(s) Recipient Designation
Terms of Employment
Acknowledgement of Document Receipt
Employee Withholding Certificate
 Webpage: www.irs.gov/pub/irs-pdf/fw4.pdf
Employment Eligibility Verification
 Webpage: www.uscis.gov/files/form/i-9.pdf
Personnel Action: New Hire / Employee Copy
 Your Supervisor or Location Personnel Office will provide this form
upon input of your assignment into the District’s computer system.
Fingerprinting: Complete and return processed form to Personnel Office.
Certification of Receipt of Unclassified Employee Handbook

Varies According to Individual Employment
LACCD Direct Deposit Authorization
Child Development Center Assignments Only: Tuberculosis
Examination Compliance Certification
 Employee Tip Sheet: Meeting TB Exam Requirements
 CDC Handout: Tuberculosis: Get the Facts
FORM NO.
HR-1
HR-2
HR-3
HR-4
HR-5
HR-23
HR-14U
W-4
I-9
PCR Form
LiveScan
HR-R300HBK
DUE
First Day *
First Day *
First Day *
First Day *
First Day *
First Day *
First Day *
First Day *
Within three (3)
business days *
First Day *
First Day *
Within five (5)
business days
Recommended Anytime
HR-11
Within five (5)
business days *
* Form must be submitted by due date. When it is not, your assignment can not be finalized.
LACCD HR New Employee Packet Instructions: Unclassified Service 01/15/10 st
Page 1 of 2
LOS ANGELES COMMUNITY COLLEGES
NEW EMPLOYEE / DOCUMENTS YOU NEED TO PROVIDE
As part of your employment processing, you are required to present certain documents before your assignment can be
considered complete. Your personnel office will make a photocopy of the documents you present.
This sheet has been prepared to help you understand the document presentation requirements and what is needed by
when. If you do not have a required document, you must present proof you have applied for the document within ten (10)
days of your start date. You must then present the document upon its receipt.


GENERAL REQUIREMENTS

All presented documents must be originals. Photocopies are not acceptable.

The name on any document you present must be the same as the name you write on the District’s Information
Certification (LACCD HR-1) and Department of Homeland Security Employment Eligibility Verification (I-9). If the
names on the documents you present are not the same, you must also present evidence of the change
such as a marriage license or court order.

Student, employee, merchant (store) and/or other identification cards that contain a photograph may not be used
because they are not on the list of acceptable alternative or supplemental documents recognized by the federal or
state government.
FORM W-4 (EMPLOYER’S WITHHOLDING ALLOWANCE CERTIFICATE)
The District is required to accurately report earnings for employees to the federal government. This requirement
means that your name and Social Security Number (SSN) must match information on file with the Social Security
Administration. In support of this requirement, each newly hired employee must present an original Social
Security Card to their location personnel office. The card does not have to be the first card you were issued but it
must be issued by the Social Security Administration, contain the official seal of the Social Security Administration,
and signed by you. The card cannot have the phrase “not valid for employment purposes,” cannot be laminated, and
cannot be a plastic or metal replica. If your Social Security card has been lost or destroyed, you can easily
obtain another card from the Social Security Administration. This process usually takes about ten days from
the date you apply for it.

EMPLOYMENT ELIGIBILITY VERIFICATION (I-9)
Proof of Identity and Employment Authorization: Confirm you have the appropriate proof of identity as required by the
Employment Eligibility and Verification (Form I-9) to show your location personnel office within three days of your
start date.
The Immigration Reform and Control Act (IRCA) of November 1986 requires we certify that you provide certain
documents to us that demonstrate you are eligible to accept the employment offer made to you. This requirement is
fulfilled when you present documents listed in either Column A or Column B and C of the attached I-9 List of
Acceptable Documents to your location personnel office.

FINGERPRINTING (LIVE SCAN FINGERPRINT SERVICE)
You must present one form of valid photo identification such as a state issued driver’s license / identification card,
passport, or military identification card to the Live Scan operator. In the absence of one of these cards, contact your
designated Live Scan Service provider for assistance with determining what is considered an acceptable secondary
form of identification. Expired identification cards are not accepted.
LACCD HR New Employee Packet Instructions: Unclassified Service 01/15/10 st
Page 2 of 2
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
INFORMATION CERTIFICATION
This form is required for employment.
Please print or type and ensure all information is provided as omissions can delay processing. After acceptance of employment,
applicants may be required to present evidence of date of birth.
1. PERSONAL INFORMATION:
____
_________________________
_________________________
_________________________
______
Title
Last Name
First Name
Middle Name
Suffix
- _____________
___________________
___
_________________
____________________
Social Security No.
Drivers License No.
State
Expires (MM/DD/YYYY)
Date of Birth (MM/DD/YYYY)
2. EMPLOYMENT HISTORY WITH THE DISTRICT
I have never been employed by the Los Angeles Community College District in any position.
I am currently employed by the Los Angeles Community College District in the position listed below.
I have in the past been employed by the Los Angeles Community College District in the position listed below.
______________________________
_____________ Under the name of: ____________________
Title of Position
Employee ID No.
Last
_______________
First
____
MI
3. INFORMATION CERTIFICATION
I understand that any offer and acceptance of employment is subject to the following:

Verification that all statements made in my employment documents are true and correct.

Verification of work experience.

Medical examination, if required, (the job-relatedness of any disability shall be determined by the District; no person shall be
denied employment due to a disability not related to the work performed).

Verification of official transcripts if required for employment in a particular job.

Proof of eligibility to work in the United States.

Freedom from tuberculosis.

Fingerprint results.

Completion and submission of the “new hire” forms packet.

Los Angeles Community College District Board of Trustees approval.
I certify (or declare) under penalty of perjury that the foregoing is true and correct.
________________________________________
___________________
Signature
Signature Date
LACCD HR New Employee Packet: Unclassified Service / Form HR-1 06/25/08 j
(Required Form 1 of 7 + W-4, I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
PERSONAL DATA SELF DISCLOSURE
Information obtained on this form is used for statistical reporting purposes only.
Read instructions shown below carefully before completing. Please print or type.
1.
EMPLOYEE
_________________________
_________________________
_________________________
______
Last Name
First Name
Middle
Suffix
____________________
Date of Birth (MM/DD/YYYY)
Title of Position Applied For:
__________________________________________________________________________
2. SELF-DISCLOSURE OF DISABILITY / VETERAN / VIETNAM ERA VETERAN
Federal and State law and District policy require that new employees be given the opportunity to identify themselves as disabled;
disabled veteran; disabled, mentally or physically but not a veteran. This confidential information is used to evaluate compliance
with federal and non-discrimination requirements and for statistical purposes.
Mark one only:
None of the following categories apply.
Vietnam era veteran, not disabled
Vietnam veteran, disabled
Veteran, other than Vietnam era, not disabled
Veteran, other than Vietnam era, disabled
Disabled, mentally or physically
If you are disabled and need reasonable accommodation, please describe:
_________________________________________________________________________________________________
_________________________________________________________________________________________________
3. ETHNIC DATA
District policy requires that new employees be given the opportunity to identify their race/ethnicity using the two
questions below:
ARE YOU HISPANIC OR LATINO? (CHECK ONE)
Yes
No
WHAT IS YOUR RACE/ETHNICITY? (CHECK ONE OR MORE)
Mexican, Mexican-American, Chicano
Central American
South American
Hispanic Other
Asian Indian
Chinese
Japanese
Korean
Laotian
Cambodian
Vietnamese
Filipino
Asian Other
Black or African American
American Indian/ Alaskan Native
Guamanian
Hawaiian
Samoan
Pacific Islander Other
White
4. SIGNATURE
________________________________________
___________________
Signature
Signature Date
INSTRUCTIONS
Any and all information provided on this form will be kept confidential.
 The information provided is used to evaluate compliance with federal and on-discrimination requirements and is used solely for
statistical purposes.
 Refusal to provide such information will not subject any person to any adverse treatment.
Submit the completed form together with employment processing papers to your location Personnel Office. The form will be
forwarded to the Office of Diversity Programs at the District Office.
LACCD HR New Employee Packet: Unclassified Service / Form HR-2 09/22/09 gm
(Required Form 2 of 7 + W-4. I-9)
LOS ANGELES COMMUNITY COLLEGES
OATH OF ALLEGIANCE / FOR U.S. CITIZENS
OATH OF SUPPORT / FOR NON U.S. CITIZENS
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
This form is required by Section 3 of Article XX of the Constitution of the State of California.
“I,
_________________________
_________________________
_________________________
_______
First Name
Middle Name
Last Name
Suffix
do solemnly swear (or affirm) that: (Check appropriate portion following.)
For U.S. Citizens
I will support and defend the Constitution of the United States and the Constitution of the State of California
against all enemies, foreign and domestic; that I will bear faith and allegiance to the Constitution of the United
States and the Constitution of the State of California; that I will take this obligation freely, without any mental
reservation or purpose of evasion; and that I will well and faithfully discharge the duties upon which I am about to
enter.”
For employees who are not U.S. Citizens
I will support the institutions and policies of the United States of America during the period of my sojourn in the
State of California; that I take this obligation freely, without any mental reservation or purpose of evasion; and that
I will well and faithfully discharge the duties upon which I am about to enter.”
For employees claiming exempt under the Religious Freedom and Restoration Act of 1993
I agree to loyally and lawfully discharge the duties of my assigned position. And, in accordance with the
performance of these duties, I agree to abide by the Constitution of the United States and the Constitution of the
State of California and any and all laws set forth by the federal and state governments or the Los Angeles
Community College District.”
Executed this ______ day of ____________________, 20 ___, at
_______________________
________________________
City
State
I certify (or declare) under penalty of perjury that the foregoing is true and correct.
________________________________________
Signature
LACCD HR New Employee Packet: Unclassified Service / Form HR-3 06/25/08 j
(Required Form 3 of 7 + W-4. I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
REPORT OF CONVICTIONS
This form is required for employment.
Read Instructions shown below carefully before completing. Please print or type and ensure all information is provided as omissions
can delay processing.
1.
TITLE OF POSITION APPLIED FOR:
__________________________________________________________________________
2. EMPLOYEE:
_________________________
_________________________
_________________________
______
Last Name
First Name
Middle Name
Suffix
- -
3.
Does the District currently employ you?
_____________
____________________
Social Security No.
Date of Birth (MM/DD/YYYY)
No
Yes, Identify
_______________
______________________________
_____________
Location
Title of Position
Employee ID Number
CONVICTIONS:
Have you ever been convicted?
DATE OF ARREST
No
Yes, complete the required information below.
CITY AND STATE OF ARREST
(Month-Day-Year)
CHARGE AND DISPOSITION
EXPLANATION
• Length of time served in jail or prison.
• Length of probation.
(Optional)
If necessary, use additional sheets of paper: sign and date the bottom of each additional page.
I certify that this Report of Convictions is true to the best of my knowledge and belief.
________________________________________
___________________
Signature
Signature Date
INSTRUCTIONS
In the spaces above, give complete details for every time you, as juvenile or adult have been convicted (fined, imprisoned, placed on
probation, given a suspended sentence, or have forfeited bail) in connection with any offence, in civilian or military life. If you submit
incomplete information, it will delay the processing of employment. Failure to account for all convictions may disqualify you from employment
with the District, or if already employed, may cause you to be dismissed from employment.
 List all convictions even though they have been expunged or subsequently dismissed.
 If you use penal code numbers, note that use of incorrect codes will delay processing of your application.
 If you are in doubt, list your conviction and explain.
 If available, you may attach copies of court documents that identify the specific charge or conviction.
Omit any conviction specified in Labor Code 432.8, which refers to various marijuana related offenses that are more than two years old. Do
not include minor traffic violations such as parking or speeding unless you were convicted for value to appear for fine or sentencing. Do not
include arrests which resulted in Diversion unless you were convicted for failure to meet the conditions of your program.
Prior to employment you will be fingerprinted for processing through the criminal records system. If you fail to disclose a criminal conviction or
provide inaccurate information, you could forfeit employment consideration or, if already hired, be removed from your position with the District.
OFFICE OF EMPLOYER-EMPLOYEE RELATIONS USE ONLY
DETERMINATIONS
DISQUALIFY
OK – Clear Pending
Clear without Qualification
Eligible for Reconsideration / See Remarks
No – Clear Pending / Additional information requested
Clear with Qualification
Not eligible for reconsideration
STATUS
Remarks:
Conviction of offense bars employment
Failure to disclose / material facts re: record
Failure to report / review of conviction record
Other:
Reviewed By / Date:
LACCD HR New Employee Packet: Unclassified Service / Form HR-4 06/25/08 j
(Required Form 4 of 7 + W-4, I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES / PAYROLL SERVICES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
ADDRESS AND WARRANT(S)
RECIPIENT DESIGNATION
This form is required for employment. Changes may be filed at any time.
Please print or type and ensure all information is provided as omissions can delay processing.
_________________________
_________________________
_________________________
______
Last Name
First Name
Middle Name
Suffix
-
-
_________________
____________
_______________
Social Security No.
Employee ID No.
Location
1.
EMPLOYEE OFFICIAL ADDRESS May not be a District location or PO Box.
______________________________________________________________________________________________
______
Street Address
Unit No.
_________________________________________
________
_________
City
State
Zip Code
(
2.
)
-
(
)
-
(
)
-
_______________
_____
_______________
_______________
____________________________
Daytime Phone
Ext.
Evening Phone
Cell Phone
Email
A.
RESTRICTIONS ON RELEASE OF ADDRESS / TELEPHONE
Check this box if you do not wish to have your address and telephone number released to anyone except the organization designated as
the exclusive representative for the employee unit to which you are assigned.
B.
UNEMPLOYMENT INSURANCE CLAIMS
Check this box if you wish your exclusive representative to receive your name in the event you file for unemployment insurance benefits.
SALARY WARRANT / DIRECT DEPOSIT ADVISE ADDRESS:
Direct Deposit / Complete LACCD Direct Deposit Authorization Card (Obtain from Location Payroll Office)
Mail to my official address listed above.
Mail to the address listed below. (PO Box may be used here.)
____________________________________________________________
Mailing Address
______________________________________________________________________________________________
Street Address
3.
_________________________________________
________
_________
City
State
Zip Code
WARRANT RECIPIENT DESIGNATION
As provided in California Government Code § 53245, in the event of my death, I hereby designate the following person to receive any an all
warrants payable to me by the Los Angeles Community College District. This designation will remain in effect until canceled and replaced in
writing. It is also expressly understood and agreed that the Los Angeles Community College District is not obligated to deliver said warrants to the
person designated above unless the designated person, within two years after the date of said warrant or warrants, claims such warrants from the
Los Angeles Community College District and provides the District with sufficient proof of identify.
4.
_________________________
_________________________
____________________
First Name
Last Name
Relationship
___________________________________________________________________________________________
______
Street Address
Number
_________________________________________
________
______
City
State
Zip Code
FORWARD COMPLETED FORM TO:
Location Personnel-Payroll Office
SIGNATURE:
_________________________________________
___________________
Employee
Signature Date
LACCD HR New Employee Packet: Unclassified Service / Form HR-5 06/25/08 j
(Required Form 5 of 7, + W-4, I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
UNCLASSIFIED SERVICE
TERMS OF EMPLOYMENT
This form is required for employment in the Unclassified Service.
Please print or type and ensure all information is provided as omissions can delay processing.
1.
PERSONAL INFORMATION
_________________________
_________________________
______
_________________________
Last Name
First Name
Suffix
Middle / Maiden Name
2. UNCLASSIFIED SERVICE JOB CLASSIFICATION Check appropriate portion.
Student Employee
Student employees are required to be either (1) a full-time student (12 units per semester) making satisfactory progress
toward their educational goal or (2) a part-time student (6-11 units per semester) employed under a work experience
program which is financed by state or federal funds. Student employees are required to provide evidence in the form of
proof of registration and grade reports before an assignment can be processed. Students in the CalWORKS Program
have to be enrolled in 6 credit units.
Name of School Enrolled:
_______________________________________________________________________
Number of Units Enrolled This Term:
Total Units Completed to Date:
______
Educational Objective:
AA / AS
BA / BS
______
MA / MS
Ph/D
Other:
____________________
Major / Subject:
Anticipated Date of Completion:
______________________________
____________________
Subject
(MM/DD/YYYY)
Community Service Teacher
Service is limited to length of time class is scheduled to meet. Your assignment must be approved by the hiring
location before you may start working.
Professional Expert
Community Representative
Assignments are limited to 180 day length of service at any one time and may or may not be renewed depending upon
the needs of the District. Your assignment must be approved by the District Office before you may start working.
Check with your location personnel office before reporting to work.
Community Recreation Series
Athletic Coach
Instructional Development Grantee
Your assignment must be approved by the hiring location before you may start working.
Employment in the Unclassified Service is “at will” which means it can be terminated at any time for any reason or no reason at
all. Although the planned period of your employment is indicated by the dates of your assignment, such employment may be
terminated at any time. Positions in the Unclassified Service do not have a continuing right of employment.
I have read, understand, and agree to the terms of Unclassified Service
employment and certify any information I have provided is true and correct.
________________________________________
Signature
LACCD HR New Employee Packet: Unclassified Service / Form HR-23 06/25/08 j
___________________
Signature Date
(Required Form 6 of 7 + W-4, I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
LOS ANGELES, CA 90017
UNCLASSIFIED SERVICE
DOCUMENTS RECEIVED ACKNOWLEDGMENT
This form is used to confirm a newly hired employee has received employment-related documents.
1. NAME OF NEWLY HIRED EMPLOYEE
_________________________
_________________________
_________________________
____________
Last Name
First Name
Middle
Employee No.
_______________
______________________________
Location
Title of Position
2. ACKNOWLEDGEMENT OF RECEIPT
Initial
_____ A. FINGERPRINT REQUIREMENT: I have received the documents listed below. I acknowledge that it is
my responsibility to schedule my fingerprint appointment prior to my start date and that after my
fingerprints are taken, I must return the completed “Request for Live Scan Service” form to my
location Personnel Office.
 Form: Request for Live Scan Service (Applicant Submission)
 Employee Tip Sheet: Meeting Fingerprint Requirements
(www.laccd.edu/faculty_staff/extranet2/tip_sheets.htm)

Location Instructions for Scheduling Fingerprint Appointments
IF ELIGIBLE/APPLICABLE: (Your location Personnel Office will identify if following is applicable to your
assignment.)
_____ B. CHILD DEVELOPMENT CENTER ASSIGNMENTS: TUBERCULOSIS TESTING REQUIREMENT: I have received
the documents listed below. I acknowledge that it is my responsibility to schedule my tuberculosis
testing prior to my start date and that I must submit my Tuberculosis Examination Compliance
Certificate (LACCD HR-11) to my location Personnel Office within five (5) business days of my start
date.
 Form: Tuberculosis Examination Compliance Certificate (LACCD HR-11)
 Employee Tip Sheet: Meeting TB Exam Requirements
(www.laccd.edu/faculty_staff/extranet2/tip_sheets.htm)

Public Health Awareness Pamphlet: Tuberculosis: Get the Facts (www.cdc.gov/tb/pubs/pamphlets)
_____ C. UNEMPLOYMENT INSURANCE INFORMATION (www.laccd.edu/faculty_staff/extranet2/New_Employees)
_____ D. PERSONNEL ACTION: NEW HIRE / EMPLOYEE COPY (Obtain from Location Personnel Office)
3. SIGNATURE
______________________________
______________________________
__________
Print Name
Signature
Date
RETURN COMPLETED FORM TO YOUR LOCATION PERSONNEL OFFICE
FOR FORWARDING TO HUMAN RESOURCES, DISTRICT OFFICE
LACCD HR New Employee Packet: Unclassified Service / Form HR-14U 03/15/10 st
(Required Form 8 of 8 + W-4, I-9)
LOS ANGELES COMMUNITY COLLEGES
HUMAN RESOURCES
770 WILSHIRE BOULEVARD
CERTIFICATION OF RECEIPT OF
LOS ANGELES, CA 90017
UNCLASSIFIED EMPLOYEE HANDBOOK
__________________________________________________________________________________________________
This form is used by the unclassified employee and his/her supervisor to certify receipt and discussion of the Unclassified
Employee Handbook.
I certify that I have received the Unclassified Employee Handbook and acknowledge that my supervisor has
discussed the information in this handbook with me. I understand that I am responsible for the performance
of the duties of my unclassified assignment in accordance with the information contained in this handbook.
_________________________
_______________
___________
Employee Name (Print)
Employee Number
Worksite Location
_____________________________________
Employee Signature
___________________
Date
INSTRUCTIONS
1.
The Supervisor provides the employee
with a copy of the Unclassified Employee
Handbook and discussed the handbook
information with the new employee.
2.
The employee completes, signs and
dates this form, certifying receipt and
discussion of the handbook information.
3.
The Supervisor signs and dates form and
forwards it to: Services Unit, DO Human
Resources.
_____________________________________
Supervisor Name (Print)
_____________________________________
Supervisor Signature
____________________
Date
LACCD HR New Employee Packet: Unclassified Service / Form HR- R 300 HBK , 12/2009
LOS ANGELES COMMUNITY COLLEGE DISTRICT
UNCLASSIFIED
EMPLOYEE
HANDBOOK
This handbook is for LACCD unclassified employees and their supervisors.
This handbook is for LACCD unclassified employees in the following classifications:
STUDENT EMPLOYEE CLASSIFICATIONS
Student Aide
Student Worker
Program Assistant
Student Tutor
Career Guidance Counselor Assistant (CGCA)
Police Cadet I and II
Student Law Clerk I and II
CalWORKS Student Assistant I, II and III
UNCLASSIFIED EMPLOYEE CLASSIFICATIONS
Community Representative
Community Services Teacher
Professional Expert
Recreation Employee
Academic* Development Grantee
(*formerly Instructional Development Grantee)
TABLE OF CONTENTS
INTRODUCTION ……………………………………………………………… 1
HIRING REQUIREMENTS …………………………………………………….. 2
CONDITIONS OF ASSIGNMENT …………………........................................ 4
HIRING PROCESS ……………………………………………………………. 5
PAY CHECKS AND RATES OF PAY …………………………………………… 6
WORK SCHEDULES ………………………………………………………….. 6
WORKPLACE EXPECTATIONS ………………………………………………. 7
DEPARTMENTAL TRAINING AND SUPERVISION .……………………………… 9
RESIGNATION/TERMINATION OF EMPLOYMENT ……………………………… 10
USE OF OFFICE/ COLLEGE EQUIPMENT AND TECHNOLOGY ………………… 10
WORKPLACE INJURY ……………………………………………………....... 11
RESOURCES ………………………………………………………………… 13
INTRODUCTION
Dear Unclassified Employee:
Welcome to the Los Angeles Community College District.
The LACCD hires students and other temporary workers in several different capacities; these
temporary employees and student employees as a group are referred to as unclassified employees.
Unclassified employees are part-time “at-will” employees assigned to positions that are exempt
from Academic and Classified Services as specified in California Education Code § 88076:






Part-time Recreation (Playground) positions
Full-time students employed part-time
Part-time students employed part-time in any college work-study program or in a work
experience education program conducted by a community college financed by state or
federal funds
Apprentice positions
Career Guidance Counselor Assistants (CGCA)
Professional Experts
This handbook has been designed to provide unclassified employees and their supervisors with an
overview of the rules and requirements for unclassified employment in the Los Angeles Community
College District. Unclassified employees provide the District with needed services that generally fall
outside the job duties of classified or academic employees. The District reaffirms that student
employees are present to learn through work, but at no time are any unclassified employees to
take the place of a college staff member.
The unclassified employee’s questions or concerns about the contents of this handbook or about
unclassified employee positions in general should be directed to the immediate supervisor or the
worksite Personnel Office.
LACCD Joint Labor/Management “Unclassified Worker Taskforce”
HIRING REQUIREMENTS
STTUUDDEENNTT EM
MPPLLO
OYYEEEESS

The specific categories and requirements for
student employees are outlined in BOARD RULE
ARTICLE XIX, STUDENT WORKER CLASSIFICATIONS
and HUMAN RESOURCES GUIDE HR R-320.
Students may be hired to work in the following
classifications:








STUDENT TUTOR
Student Aide
Student Worker
Program Assistant
Student Tutor
Career Guidance Counselor Assistant (CGCA)
Police Cadet I and II
Student Law Clerk I and II
CalWORKs Student Assistant I, II and III
Students must be actively enrolled and making
progress toward a declared educational
objective. Qualifications may vary by position.
Supervisors shall check the detailed criteria for
each student employee position and shall provide
a copy of this information to the student
employee so that the student is aware of the
requirements to maintain his/her eligibility.
STUDENT AIDE, STUDENT WORKER, PROGRAM ASSISTANT
Students employed as Student Aides, Student
Workers, or Program Assistants must meet one of
the three following requirements:


Part-time student employed in work
experience education program financed by
state or federal funds, or as otherwise
provided by grants or other special funds, and
enrolled in six (6) units (excluding community
services classes) within the District.
Full time student (12 units) working part-time
and enrolled in at least six (6) units (excluding
community services classes) within the District;
Part-time student employed in a college workstudy program and enrolled in six (6) units
(excluding community services classes) within
the District; or
Students employed as Student Tutors must:

have successfully completed courses within the
subject matter that are sufficient to
demonstrate qualification to serve as a tutor
for the course(s) they are being employed to
tutor;

not be on academic probation;

be full-time students working part-time; or,

part-time students employed part-time in any
college work-study program, or in a work
experience education program financed by
state or federal funds.
The Chancellor may establish levels of Student
Tutor positions based upon experience and the
recommendation of the supervising administrator.
Students employed as Student Tutors need not be
enrolled in any college in the District.
CAREER GUIDANCE COUNSELOR ASSISTANT (CGCA)
Students employed as Career Guidance Counselor
Assistants (CGCA) must:

December 2009
be enrolled in at least twelve (12) upper
division units, or nine (9) graduate units, in
counseling or a related field at an accredited
four (4) year college or university.
POLICE CADET I AND II
CalWORKS STUDENT ASSISTANT I, II, AND III
Students employed as Police Cadet I or Police
Cadet II must be:
The student that is employed as a CalWORKS
Student Assistant:


must be enrolled in at least six (6) units
(excluding community services classes)
within the District;

must have employment that meets the
criteria for a CalWORKS participant;
enrolled in an Administration of Justice
program, or other appropriate program, at a
college within the District in accordance with
regulations issued by the Chancellor;
and must be either:

full-time students working part-time; or


part-time students employed part-time in any
college work-study program, or in a work
experience education program financed by
state or federal funds.
must be employed in a job that is related to
an area in which he/she is being trained;

must not be in class and scheduled to work
at the same time.
The Chancellor may establish levels of
CalWORKS Student Assistant positions based
upon experience and the recommendation of
the supervising administrator.
STUDENT LAW CLERK I AND II
Students employed in the Office of General
Counsel as Student Law Clerk I must be:

enrolled in an accredited law school and must
have completed the equivalent of at least one
full-time year of law school.
Students employed in the Office of General
Counsel as Student Law Clerk II must be:

enrolled in an accredited law school and must
have completed the equivalent of at least two
full-time years of law school.
Students employed as Student Law Clerk I and II
must be either:

full-time students working part-time; or

part-time students employed part-time in any
college work-study program, or in a work
experience education program financed by
state or federal funds.
As with Student Tutor and Career Guidance
Counselor Assistant (CGCA) positions, students
employed as Student Law Clerk I and II need not
be enrolled in any college in the District.
UNNCCLLAASSSSIIFFIIEEDD EM
MPPLLO
OYYEEEESS
The specific categories and requirements for
unclassified employees are outlined in the BOARD
RULE ARTICLE XI, UNCLASSIFIED ASSIGNMENTS and
HUMAN RESOURCES GUIDE HR R-300.
Unclassified employees may be hired to work in
the following classifications:






Community Representative
Community Services Teacher
Professional Expert
Recreation Employee
Academic Development Grantee
Student Employee* (See previous section)
Qualifications for unclassified assignments may
vary according to the specific position. The
supervisor shall check the detailed criteria for each
unclassified position, and make sure this
information is provided to the unclassified
employee. Additionally, unclassified assignments,
with the exception of Academic Development
Grantee and Community Services Teacher, must be
approved by the Personnel Commission.
December 2009
CONDITIONS OF ASSIGNMENT
STTUUDDEENNTT EM
MPPLLO
OYYEEEESS
ASSSSIIGGNNM
MEEN
NTT LIIM
MIITTAATTIIO
ON
NSS

As “at-will” workers, student employees will
only be paid for hours and duties actually
assigned and worked.


Student employees must be paid for all hours
worked. Student employees are not allowed
to volunteer to work unpaid hours.
All student employees must be in good
academic standing and must continue to
make satisfactory progress towards obtaining
a degree or certificate.

Enrollment requirements for student
employees apply for regular academic terms
(Fall and Spring) at the primary institution of
enrollment, and do not apply during summer
sessions or winter intersessions.

Students employed as Student Aides, Student
Workers, and Program Assistants may be
employed for a cumulative maximum of five
years. Students in those positions may work a
maximum of twenty-five (25) hours per week
during regular academic terms, and up to the
maximum allowed for unclassified employees
during other periods.

Students employed by special funding or
through a financial aid program that requires
more than twenty-five (25) hours per week
may be employed as required by the
applicable program.

Students employed as Student Aides, Student
Workers, and Program Assistants must be
enrolled in 12 units of which at least six (6)
units (excluding community services classes)
are within the District.

Student employees are assigned to assist
faculty and/or staff and shall not do the work
of faculty and/or staff.

Student employees may earn academic credit
toward a Cooperative Education class, as well
as compensation for a Federal Work Study
(FWS) job. Contact the worksite Financial Aid
Office for more details.

Student employees must be enrolled in and
maintain the qualifying number of units and
grade point average (GPA) at the worksite
during the semester worked (usually 12 units
and a 2.0 GPA*). The supervisor and the
Personnel Office will verify student
employees’ eligibility during each semester
based on their enrollment.

For student employees who are Federal Work
Study employees, additional limitations on
their employment may exist and should be
reviewed with the Federal Work Study (FWS)
director.

If student employees are injured while
working, their injuries must be reported to
their supervisors immediately. Student
employees are entitled to Workers’
Compensation benefits, but are not entitled to
Unemployment Insurance.
____________________________________
* Unit requirements may vary by position. Check
eligibility criteria for specific position.
December 2009
UNNCCLLAASSSSIIFFIIEEDD EM
MPPLLO
OYYEEEESS

Professional Expert, Community
Representative, and Recreation Employee
assignments shall be approved by the
Personnel Commission prior to the
employment of persons in such positions.
For the criteria used by the Personnel
Commission to determine the designation of
exemption from classified service, see
PERSONNEL COMMISSION RULE 517.A.2.

Unclassified positions are exempt from
classified service.

The District reaffirms that at no time are
unclassified employees to take the place of a
college staff member.

Professional experts may be hired for special
projects of limited duration.

Community Representatives shall be
employed in advisory or consulting capacities
for no more than 90 days in a fiscal year,
provided that:
(1) The authorized duties are not those
normally assigned to a class of positions in
the classified service;
(2) The authorized duties are approved by the
Personnel Commission in advance of
employment; and,
(3) A regular classified employee of the
Community College District shall not
receive a concurrent appointment to such
a position.
ASSSSIIGGNNM
MEEN
NTT LIIM
MIITTAATTIIO
ON
NSS

Unclassified assignments are established on a
temporary basis for special projects of limited
duration.
HIRING PROCESS
Before student and unclassified employees can
begin working, they must complete the hiring
process at the Personnel Office. The Personnel
Office is located at the worksite; ask the
supervisor for the specific location. Student and
unclassified employees shall not start work until
all paperwork has been processed by the
Personnel Office. Supervisors will let employees
know when they can begin working.

If not a U.S. citizen, take the Alien Residency
Card, I-94 or I-20 Form (Employment Eligibility
Verification);

If the employee is a student employee, the
student’s current college course schedule(s)
and/or registration receipt(s) will be required;

Direct Deposit of the employee’s paycheck
can be set-up and managed online -- See your
campus Personnel Office for more
information.
Take the following documents to the Personnel
Office:

Social Security Card;

Form of photo identification such as a driver’s
license, College I.D., or passport;
There are Fingerprint Requirements for all
employees. Check with the Personnel Office at
the worksite location or see HUMAN RESOURCES
GUIDE HR P-111 for details.
December 2009
PAY CHECKS AND RATES OF PAY

The hiring process must be completed in the
Personnel Office before any District employee
can receive a paycheck.

When the student or unclassified employee
has completed the hiring process, he or she
will be assigned an employee number.

The timesheet should list the hours worked
each day (rounded off to the nearest 15
minutes) and be signed (in ink) when
submitted to the supervisor.

The supervisor must sign the time sheet
before it is submitted to Payroll.

The student or unclassified employee should
work according to the schedule and duty
hours arranged with the supervisor, making
sure not to work in excess of the maximum
hours assigned per week.

The first paycheck should be received 2-4
weeks after work begins. The paycheck is
mailed to the employee’s home address or
direct deposited into the employee’s bank
account.

The student employee is paid for each hour
worked and is not paid for holidays, jury duty,
illness or vacation time.

Check with the worksite Personnel Office for
the pay day schedule. For information on pay
rates see:

Depending upon the assignment, the
unclassified employee may be paid by the
hour or by the project. The unclassified
employee is not paid for holidays, jury duty,
illness or vacation time.




Student Employee: BOARD RULE 101902;
Professional Expert: BOARD RULE 101104.10;
Unclassified Employee: BOARD RULE 101105;
Academic Development Grantee: BOARD
RULE 101109.
WORK SCHEDULES
The supervisor should work with the student or
unclassified employee to establish the employee’s
work schedule. In the case of the student
employee, the supervisor may need to work with
the student employee at the beginning of each
semester to establish or revise the work schedule,
as the student’s hours of availability may change
with each semester’s class schedule. Every
attempt should be made to schedule work hours
in accordance with the student’s class schedule,
being mindful that the department, too, has
staffing needs that should be taken into
consideration when assigning work hours. The
supervisor and employee should discuss any
special requests or schedule conflicts well in
advance. Work schedule expectations for the
student or unclassified employee include:

The employee will arrive at work at his/her
scheduled start time and remain during
scheduled work hours.

The employee will adhere to the work
schedule unless both the supervisor and
employee mutually agree to a change.

The employee will notify the supervisor at the
earliest possible opportunity if the employee
is absent or late for work.
December 2009
LUUNNCCHH AANNDD REESSTT BRREEAAKKSS



If the employee is aware that he or she will be
absent or plans to take some time off, the
supervisor will be notified in advance.
Once a mutually agreeable work schedule has
been reached, the employee’s inability to
maintain the work schedule may impact the
needs of the office or project and may result
in the termination of the employee’s
assignment with the District.
It is district policy that unclassified employees
shall not work more than eight (8) hours in
any work day to avoid overtime hours and
pay.
As a general rule, employees who work a period
of more than five hours are allowed an “off-theclock” meal period of thirty (30) minutes.
Student and unclassified employees with a daily
shift that exceeds 5 hours per day should
arrange to take their lunch break during the midpoint of their daily shift, working with their
supervisors to arrange reasonable lunch and/or
rest breaks.
Because of limits on allowable hours that can be
worked each week, student employees usually
do not work a daily shift that exceeds five (5)
hours. Student employees working a daily shift
that does not allow a lunch break are allowed a
rest break of ten (10) minutes for each four (4)
hours worked.
WORKPLACE EXPECTATIONS
WOORRKKPPLLAACCEE COONNDDUUCCTT
COONNFFIIDDEENNTTIIAALLIITTYY
As members of the LACCD community, all
employees assume an obligation to act in a
manner conducive to the maintenance of good
order and respect for the rights and property of
others. Employees’ conduct is expected to be
consistent and compatible with the goals and
purposes of an educational institution.
Additionally, student employees are expected to
conduct themselves in a manner that is consistent
with the District’s Student Code of Conduct (see
BOARD RULE §9803).
Student and unclassified employees may come in
contact with confidential materials such as
financial information, employee information,
grades, telephone numbers, addresses, etc. All
District employees are prohibited from sharing
information with others or using it for themselves
for any reason not connected with office business.
Under no circumstances are LACCD employees
permitted to release information to any
unauthorized person including, but not limited
to, a friend, outside caller or other departments;
supervisors should handle requests of this nature.
Breach of confidentiality is a serious offense and
shall result in termination of employment.
Supervisors shall discuss confidentiality issues
with student and unclassified employees upon
hire.
As representatives of LACCD, the District expects
its employees to exhibit professionalism on the
job and in their contact with others. Professional
conduct can range from the manner in which they
answer the telephone or address a visitor to the
integrity and honesty with which they perform
their work.
December 2009
INNAAPPPPRROOPPRRIIAATTEE WOORRKKPPLLAACCEE
COONNDDUUCCTT
As an employee of the Los Angeles Community
College District, you may be terminated for failure
to demonstrate conduct appropriate to an LACCD
employee. Inappropriate conduct that may be
grounds for termination of employment include,
but are not limited to, the following:

Failure to follow directions given by the
supervisor or a college official.

Work while under the influence of alcohol,
stimulants, or other drugs.

Failure to maintain a minimum 2.0 grade
point average or the required number of
units (course load) throughout the semester.

The act of reporting work hours while
attending a class or taking an exam.
UNNCCLLAASSSSIIFFIIEEDD EM
MPPLLO
OYYEEEESS
In addition to the previously detailed
inappropriate workplace conduct, an unclassified
employee may be terminated for:


The violation of College and/or office policy
on the confidentiality of community college,
student and/or employee records and the
use of office equipment.

Use of computers, internet or other college
equipment inappropriately and/or without
authorization.

Failure to complete the duties assigned or
failing to complete assigned tasks in a timely
manner.

Failure to adhere to the arranged work
schedule, without notifying the supervisor.

Failure to be present at work on time as
scheduled or repeated tardiness.

The act of reporting more hours on the time
sheet than you actually worked.
WOORRKKPPLLAACCEE ATTTTIIRREE
Unclassified employment is professional
employment; the unclassified employee is
expected to dress in appropriate workplace attire.
STTUUDDEENNTT EM
MPPLLO
OYYEEEESS
In addition to the inappropriate workplace
conduct detailed above, a student employee may
be terminated for failure to maintain the
qualifications for employment, including but not
limited to the following:

Failure to complete the duties assigned
commensurate with the terms of the
assignment and/or failure to complete
assigned tasks in a timely manner.
Violation of the College Student Code of
Conduct (see BOARD RULE §9803).
December 2009
DEPARTMENTAL TRAINING AND SUPERVISION
DEEPPAARRTTM
MEEN
NTTAALL TRRAAIIN
NIIN
NG
G
SSUUPPEERRVVIISSIINNGG SSTTUUDDEENNTT EEM
MPPLLO
OYYEEEESS
Each department is responsible for providing
training to the new student or unclassified
employee, according to the needs of the position.
However, there are some general steps that can
help any department better acclimate new
employees to the worksite:
Student employment provides an opportunity to
build workplace and technical skills; therefore, the
student employee should not be working
unsupervised.




Introduce the new employee to all of the staff
(this includes full-time staff, student workers,
faculty, management, etc.). This gives the new
employee a sense of belonging and
demonstrates common courtesy toward the
person starting a new job with new coworkers.
Explain all departmental procedures to the
new employee. Provide helpful handouts if
there are numerous details to grasp
immediately. Examples of information to
provide include how to answer the phone,
who handles what types of calls, what forms
are needed, answers to frequently asked
questions, staff member phone extensions,
important names or codes to remember, and
computer procedures for special systems.
Be sure to define what is acceptable for the
new employee in terms of attendance, time
reporting, punctuality, appropriate attire,
breaks and other basic aspects of the
departmental work environment.
Give the new employee a tour of the
workspace. Point out where things are, such
as supplies, restrooms, vending machines,
copiers and fax machines. Impress upon the
new employee that his or her contribution, as
a member of the team, is important to the
success of the overall department or project.

The student employee‘s work location should
not be isolated; instead, the student
employee should be assigned to a work
location where there are other staff.

A member of the faculty, staff or
administration within the department should
regularly monitor the student employee’s job
duties and performance.

All student employees will have a designated
supervisor. In the absence of the designated
supervisor, an alternate supervisor will be
appointed.

Keys / key cards shall not be assigned to the
student employee.
SSUUPPEERRVVIISSIINNGG U
UNNCCLLAASSSSIIFFIIEEDD
EEM
MPPLLO
OYYEEEESS

As a professional worker, the unclassified
employee may work independently, but the
supervisor should give some attention to
ensuring that assignment and/or project
needs are being met.

The supervisor will determine whether the
unclassified employee requires keys / key
cards. If it is determined that keys / key cards
are required, the supervisor will take the
appropriate action to have keys / key cards
assigned to the unclassified employee.
December 2009
RESIGNATION/TERMINATION OF EMPLOYMENT
Employment for both student and unclassified
employees is “at-will” employment. This means
that the District can terminate student and
unclassified employees at any time with or
without cause or reason, just as student and
unclassified employees may choose to resign at
any time.
The supervisor should be given as much advance
notice as possible (minimum two weeks) if the
employee plans to quit the assignment before
completion of the semester or completion of the
assignment or project.
USE OF LACCD EQUIPMENT AND TECHNOLOGY
District property and resources are provided for
District business, not personal use. The use of
District property, equipment and resources (i.e.
facilities, copy and fax machines, postage,
supplies, computers, LACCD and its Colleges’
names, stationery, telephones, etc.) by LACCD
employees must be limited to District business
only. Student and unclassified employees
should report problems with District equipment
to a supervisor immediately.

Do not install any software on office
computers under any circumstances or
download any materials, such as games or
programs, from the Internet.

The District’s computers, network system
and voice mail system are intended for the
District’s business use. All records (including
e-mail, voice mail and other messages)
generated or stored on these computers or
systems are District records. The District
reserves the right to access and disclose, at
any time and for any purpose, all records
sent over or stored in its systems. A
person’s use of the District’s computers
and/or systems constitutes his or her
consent to this access and disclosure.

Supervisors should advise student and
unclassified employees not to share their
passwords or use another person’s
password. Sharing passwords or using
someone else’s password is a violation of
District policy.

Student and unclassified employees are
responsible for understanding and
complying with the District’s computer and
network use policies. Supervisors shall refer
student and unclassified employees to the
worksite technology use policy and to LACCD
ADMINISTRATIVE REGULATION B-27 and
ADMINISTRATIVE REGULATION B-28 for more
details.
STTUUDDEENNTT EM
MPPLLO
OYYEEEESS

December 2009
The college’s designated systems
administrator may provide student
employees with temporary computer access
accounts. Supervisors should advise student
employees that college computer use shall
be limited to college-related activities only.
assignment or project, the unclassified
employee should contact the location IT
Department.
UNNCCLLAASSSSIIFFIIEEDD EM
MPPLLO
OYYEEEESS
Unclassified employees may be provided an
account for computer access from the college’s
designated system administrator and its use
shall be limited to college-related activities only.

For the installation of software necessary to
accomplish the duties associated with an
WORKPLACE INJURY
The Los Angeles Community College District is
committed to providing a safe working
environment for all employees and minimizing
the adverse impact of work-related injuries. In
this effort we provide a variety of safety and
claims services for our employees. Our goal in
requiring the reporting of incidents is to
promote prompt notification of unsafe
conditions so that prompt and appropriate
remediation can take place. Incident reporting
ensures that a record is on file with the
employer. In no way does this waive the
employee’s right to workers’ compensation
benefits.
EM
MPPLLO
OYYEEEE REESSPPO
ON
NSSIIBBIILLIITTIIEESS
If an employee is injured while working on
campus, the injury must be reported to the
supervisor immediately. Student and unclassified
employees are entitled to Workers’
Compensation benefits, but are not entitled to
Unemployment Insurance. The District pays the
cost of this insurance, which provides weekly
cash benefits and/or medical care for employees
who are injured or become ill as a direct result of
their job. See the RISK MANAGEMENT webpage on
the District’s website for more information.

Report an occupational injury to the
supervisor immediately and seek medical care
when necessary.

Go to the campus Sheriff’s Office to report the
incident or injury as soon as possible; the
Sheriff will complete the Incident Injury
Report Form to ensure that there is a record
on file with the employer. In no way does this
waive the unclassified worker’s right to
workers’ compensation benefits.

If the employee wants or needs nonemergency medical treatment, he or she must
bring the Referral for Treatment of
Occupational Injury or Illness form, which
indicates all District approved clinics, to the
clinic chosen from the form. This is the
worker’s authorization to be treated at the
chosen medical facility.
December 2009


If an injury occurs, first aid may be the
appropriate treatment. “First aid” means any
one-time treatment and any follow-up visit(s)
for the purpose of observation of minor
scratches, cuts, burns, splinters, or other
minor industrial incident, which do not
ordinarily require medical care. This one-time
treatment and follow-up visit(s) for the
purpose of observation is considered first aid
even though provided by a physician or
registered professional personnel. No time is
lost beyond the day the employee was
injured.
If the employee pays a bill, he or she should
submit a copy of the receipt to the Risk
Management Office for review and
determination of whether payment is
appropriate.

The employee must keep the supervisor
informed of the status of the injury and claim.

The employee must notify the supervisor prior
to going to doctor appointments and/or
physical therapy.
SUUPPEERRVVIISSOORR REESSPPOONNSSIIBBIILLIITTIIEESS

care to injured employees. The employee
should be instructed to provide the Medical
Referral Form to the clinic as authorization for
him or her to receive treatment at the chosen
medical facility.

Important: If an employee is hospitalized
other than for observation for 24 hours or
more, or has an injury that results in a loss of
limb (amputation) or loss of life, contact the
Risk Management Department at
(213) 891-2400 immediately, as these
must be reported to OSHA within 8 hours of
the
event.

Forward the completed Supervisors Report of
Employee Injury or Illness to the assigned
Focal Point at the worksite location or fax it to
the Risk Management Department at
(213) 891-2293.

When an employee has sought treatment for
an occupational injury, he or she is to bring a
note from the treating physician indicating the
employee’s return to work status, and
whether there are any restrictions.
Departments are to make a copy of all
doctors’ notes and correspondence for
departmental files, and send the original to
the Risk Management Department.

When the treating physician releases an
employee with a work restriction, the
supervisor should contact the District
Workers’ Compensation Claim Specialist to
discuss return to work.
A supervisor must complete the supervisor’s
report with the employee within three
business days of learning of the injury.
If an incident takes place that results in an
injury, first aid may be appropriate in some
cases. Filing of an incident and injury report
with the Sheriff’s Office is not a filing of a
workers’ compensation claim. An employee
retains the right to file a workers’
compensation claim.

Unless an employee has completed a PreDesignation of Physician Form prior to the
injury, an employee needing medical
treatment should be provided with the
Medical Referral Form and referred to one of
the facilities authorized to provide medical
December 2009
RESOURCES
4. LACCD BOARD RULES
5. 6. CHAPTER IX, CAMPUS LIFE
7. 8. 9. Article VIII, Conduct on Campus
10.11. 12. 13. § 9803, Standards of Conduct
14.15. 16. 17.
18.19. CHAPTER X, HUMAN RESOURCES
20.21. 22. Article XI, Unclassified Assignments
23.24. 25. 26. § 101104, Unclassified Employees
27.28. 29. 30. §101105, Rates of Pay
31.32. 33. 34. §101109, Academic Development Grants – Assignment and Payment
35.36. 37. Article XIX, Student Worker Classifications
38.39. 40. 41. §101900, Student Employment
42.43. 44. 45. §101901, Limitations on Time and Duration
46.47. 48. 49. §101902, Rates of Pay
50.51. 52. 53.
54. LACCD ADMINISTRATIVE REGULATIONS
55.56. Section II, Business Services
57.58. 59. B-27, Use of District and College Computing Facilities
60.61. 62. B-28, Network Security Policy
63.64. 65. 66.
67. LACCD PERSONNEL COMMISSION RULES
68.69. Rule 517, Positions Exempted from the Classified Services as “Professional Experts and
Community Representatives
70.71. 72. 73.
74. LACCD HUMAN RESOURCE GUIDES
75.76. HR P-110, New Hire
77.78. HR P-111, Fingerprints
79.80. HR R-300, Unclassified Employees
81.82. HR R-320, Student Employees
83.84. 85. 86.
87. LACCD COLLECTIVE BARGAINING AGREEMENT
88.89. AFT College Staff Guild 1521A: Article 5, General Provisions
90.91. 92. 93.
94. LACCD Risk Management Workers Compensation Guides
95.96. 97. 98.
99.100. 101. 102.
*********************************************************************************
This Handbook was developed and designed by the LACCD Joint Labor/Management “Unclassified Worker
Taskforce” in conjunction with Shawn Tramel, Assistant Administrative Analyst (Confidential), DO Human
Resources.
December 2009