In-Range Progression (IRP)
An In-Range Progression (IRP) is a salary increase within your current classification’s pay range. It may be granted when an employee takes on additional responsibilities, develops new or enhanced skills, demonstrates strong performance, or to address salary equity or retention considerations. (Article 23.12)
An IRP may be submitted to Human Resources by an employee or an employee’s manager.
An employee, or appropriate administrator, can request an IRP when there are clear changes in their role, such as increased responsibilities, new skills, strong performance, and/or salary or inequity concerns. Requests can generally be submitted at any time, but employees must wait at least 12 months between IRP requests.
IRP requests are evaluated based on factors such as increased responsibilities, new or enhanced skills, strong performance, salary or market equity, and retention needs. Each request is reviewed by HR on a case-by-case basis using supporting documentation.
APC supports members by providing guidance and support throughout the IRP process. Members can work with APC stewards in reviewing supporting documentation to better understand IRP criteria, strengthen their request, and navigate campus procedures. APC also advocates for fair IRP practices through the contract and helps ensure the process is followed appropriately.
According to Article 23.12, “review of an in-range progression request shall be completed within ninety (90) days.”
A well-documented IRP request should clearly state your increased or new responsibilities, enhanced skills, and contributions, using specific examples, which may include performance evaluations, and supporting documentation. It should also highlight exceptional performance and clearly articulate your request for an increase in your salary based on these factors and/or pay equity.
Performance evaluations can strengthen an IRP request by demonstrating consistent or exceptional performance; however, they are only one of several factors considered in the overall review.
Performing duties that substantially exceed the scope of an employee’s current classification may support a reclassification review and, depending on the circumstances, may also support an IRP request. It is important to understand an IRP is not a cure for being misclassified.
IRP increases are funded by the campus. The decision to grant an IRP and the amount of the increase are determined at the campus level.
There is no defined minimum or maximum increase for an IRP. The final amount is determined based on the circumstances and campus decisions.
If an IRP request is denied, employees may review any feedback provided with their campus steward and consider submitting a future request if responsibilities or qualifications change.
Per Article 23.12 of the APC contract, employees must wait at least 12 months between IRP requests.
No, you cannot file a grievance if your IRP is denied. However, APC may file a grievance if there is a violation of the IRP process outlined in the contract.
Reclassification
A reclassification, also referred to as a classification review, is a formal evaluation by HR of a position description to determine whether it should be placed in a different classification. This may occur when an employee’s duties, responsibilities, and required skills have significantly and consistently changed over time. If approved, it may result in a new classification and a salary adjustment.
An employee should consider requesting a reclassification when their position has evolved beyond its current classification due to ongoing changes in duties, responsibilities, or required skills. This is typically appropriate when responsibilities have increased in complexity or scope on a sustained basis, not for temporary assignments or individual performance alone.
While the APC contract allows employees to request a classification review, the specific process varies by campus. Generally, the process involves reviewing your current position description and submitted supporting documenting any changes in duties and responsibilities.
Depending on your campus procedures, you may consult with your supervisor and/or submit a request directly to HR and they will evaluate the request using CSU classification standards and issue a determination.
For campus-specific guidance, please consult your APC campus steward.
APC supports members by providing guidance throughout the reclassification process. Members can work with APC stewards to determine if reclassification is appropriate, strengthen their documentation, and better understand classification standards and campus procedures. APC may also provide guidance on communicating with your supervisor, and preparing for discussions with HR.
You should include a detailed and up-to-date description of your current duties and responsibilities, highlighting any increased scope, complexity, or level of independence in your work. Provide specific examples that demonstrate these changes and their impact on your department, along with information showing how the role has evolved over time or in response to organizational changes and potentially may align with a different classification standard. When possible, work with your supervisor to ensure the information is accurate and complete.
A reclassification review focuses on whether an employee’s assigned duties align with a different classification standard, while an IRP generally involves salary progression within the employee’s existing classification due to specific factors (e.g., to resolve salary equity issues).
A reclassification request may be submitted by either the employee or their supervisor.
There is no set timeline for a reclassification review. In many cases, the process may take several months for HR to complete.
If your reclassification request is denied, you can discuss the outcome with your supervisor and HR. You may consult with APC campus stewards regarding next steps. You may consider resubmitting in the future if your duties and responsibilities change or explore whether an In-Range Progression may be appropriate. Please remember the university is not required to provide insights into its reclassification process.
There is no set timeline for submitting a reclassification request. It is generally recommended to revisit this option when there are meaningful and sustained changes to job duties and responsibilities.
Workplace Safety
If you believe your workplace is physically unsafe, report the concern immediately to your supervisor or the appropriate campus office, such as Environmental Health & Safety. If the situation presents an immediate danger, prioritize your safety and remove yourself from the area if possible. Document the concern and contact your APC campus steward if you need guidance or support.
APC members have the right to a safe and healthy work environment, to report unsafe working conditions without retaliation, and to raise workplace safety concerns so they can be reviewed and addressed. Employees may also request appropriate safety equipment and, in some circumstances, request a temporary relocation if their work environment presents a clear risk to health or safety.
Workplace safety concerns should be reported as soon as possible to your supervisor or the appropriate campus office, such as Environmental Health & Safety or HR. If the concern is not addressed or you need guidance, you may also contact the California Department of Occupational Safety and Health (DOSH) or your APC campus steward.
According to Article 31.6, after you report a safety concern, the university should review and investigate as soon as possible, and determine whether corrective action is necessary. They may or may not share the steps that will be taken to correct the concern.
You may also follow up with your supervisor, if you haven’t heard back in a reasonable amount of time.
The APC contract does not establish a specific timeline for the university to respond to workplace safety concerns. However, reported issues should be reviewed and addressed as promptly as possible, particularly when health or safety risks are involved.
Employees have the right to report workplace safety concerns without retaliation, per state and federal laws. If you believe you have experienced retaliation after submitting a safety concern, document what occurred and contact your APC campus steward for guidance and support.
If you are injured at work, seek medical attention if needed and report the injury to your supervisor as soon as possible. Be sure to follow campus procedures for documenting the incident and any required workers’ compensation reporting.
APC can help members understand their workplace safety rights, provide guidance on reporting concerns, assist with documentation, and support communication with campus administration when needed. APC may also help address situations where safety concerns are not being handled appropriately.
Discipline and Investigations
If you are called into a meeting that could lead to discipline, ask whether the meeting could result in disciplinary action. If the answer is yes, or if the purpose is unclear, you have the right to request APC representation before the meeting continues. Remain professional, take notes, and avoid signing or agreeing to anything before reviewing it with your APC campus steward.
If a meeting unexpectedly becomes disciplinary or investigatory, you may stop the meeting and request APC representation before continuing. If your request for representation is denied, document what happened and contact your APC campus steward as soon as possible. You should not feel pressured to answer questions without representation present.
You have the right to APC representation during meetings that could lead to discipline, often referred to as Weingarten Rights. You also have the right to understand the nature of the allegations being discussed, respond to concerns or allegations, take notes, ask questions, and submit a written rebuttal when appropriate. Disciplinary action must be handled fairly and in accordance with the contract.
Depending on the circumstances, you may be able to submit a written rebuttal, file a grievance, or pursue other appeal options under the contract and applicable state law. Because timelines may apply, you should contact your APC campus steward promptly to understand the appropriate next steps.
The university does not have a time limit to deliver a decision following a disciplinary meeting. You may ask when to expect a response and whether the outcome will be provided in writing. If a written reprimand is issued, additional timelines related to personnel file placement may apply.
Your APC steward may help protect employee rights throughout the disciplinary process by attending meetings, explaining procedures, helping employees prepare responses, identifying potential contract concerns, and offering guidance on rebuttals, grievances, or next steps. Their role is to help ensure the process is fair and consistent with the contract and providing representation as allowed by the contract state law.
A Skelly meeting is part of the due process rights afforded employees by the contract and state law. A Skelly meeting occurs after an employee receives a notice of adverse action, but before any final decision regarding the impact of the discipline has on the employee.
For more information about the Skelly Hearing process click here.
Conflict Resolution
If you are experiencing a workplace conflict, document the situation and contact your Campus Chief Steward for guidance. Your steward can help you understand your rights, discuss possible options, and support you through the resolution process. You are encouraged to reach out even if you are unsure whether the issue involves a contract or policy concern.
Conflicts and disputes related to the APC Collective Bargaining Agreement (CBA) are addressed through Article 10 and Article 5.
Article 10 – Grievance Procedure outlines the formal process for filing a grievance if you believe there has been a direct violation, misapplication, or misinterpretation of a specific term of the CBA.
Article 5 – Reconsideration Procedure refers to a request you may file with your supervisor about an alleged violation, misapplication, or misinterpretation of a specific written CSU policy governing working conditions or work rules.
It is recommended that you contact your APC campus steward as soon as you have concerns about a workplace issue, such as workplace treatment, contract questions or potential violations, disciplinary action, unresolved conflict with managers or coworkers, or if you need help navigating a workplace process or concern. Communicating early can help employees better understand their rights, clarify contract provisions, and prevent issues from escalating.
Your APC campus steward will meet with you to discuss the situation, review notes or documentation, and help identify the possible next steps. Depending on the situation, this may include informal resolution efforts or assisting with formal procedures such as filing a grievance. Your APC steward may consult with Labor Relations when necessary.
Conflict resolution focuses on addressing and resolving workplace concerns informally through communication and collaboration. A grievance, on the other hand, is a process to formally address a specific violation of the APC contract. In some instances, a conflict may pertain to issues that APC is only able to provide general advice.
Leaves
Per the APC Collective Bargaining Agreement (CBA), Unit 4 employees may have access to both paid and unpaid leaves of absence, depending on eligibility and circumstances.
Article 20 (Leaves of Absence with Pay) includes leave options such as jury duty, military leave, witness leave, bereavement leave, citizen’s necessity leave, parental leave, and organ donor or bone marrow leave.
Article 22 (Leaves of Absence Without Pay) includes leave options such as temporary incapacity due to illness or injury, parental leave, pregnancy disability leave, military leave, leave to care for a qualifying family member or significantly close person, and other approved unpaid leave options.
Additional leave-related benefits, such as sick leave and vacation leave, are addressed separately in the APC contract.
If you have questions about your eligibility for a specific type of leave, contact your APC campus steward for guidance.
Sick leave is paid time off that may be used for an employee’s illness, injury, medical appointments, or the care of a qualifying family member.
Per Article 19 of the CBA, full-time employees accrue eight (8) hours of paid sick leave after completing one qualifying pay period and continue to accrue eight (8) hours for each additional qualifying pay period. There is no maximum limit on sick leave accrual.
Vacation leave is paid time off that eligible APC Unit 4 employees earn over time based on their appointment type and length of CSU service. Vacation leave may be requested for approved time away from work, subject to departmental operational needs.
Per Article 26 of the CBA, vacation accrual rates vary based on years of service, and accrual limits apply depending on an employee’s length of CSU employment.
The Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) provide eligible employees with protected leave for qualifying medical and family-related reasons. This may include leave for an employee’s serious health condition, the care of a qualifying family member, or the birth, adoption, or foster placement of a child.
Per Article 22 of the CBA, leave eligibility and protections may vary depending on individual circumstances.
For questions about eligibility or how these protections apply to your situation, contact your APC campus steward for guidance.
Personal leave generally refers to an approved unpaid leave of absence for personal reasons that may not qualify under another specific leave category.
Per Article 22 of the CBA, unpaid leave may be available for a variety of circumstances, depending on eligibility and approval requirements.
If you are considering a personal leave of absence, contact your APC campus steward for guidance on available options and campus procedures.
Bereavement leave provides eligible APC Unit 4 employees with paid time away from work following the death of a qualifying family member or a significantly close person.
Per Article 20 of the CBA, bereavement leave is considered a leave of absence with pay. Eligibility and available leave time may depend on the specific circumstances.
For questions about bereavement leave eligibility or usage, contact your APC campus steward for guidance.
Catastrophic leave allows eligible employees to receive donated leave credits from other employees when they experience a serious illness, injury, or qualifying catastrophic circumstance that results in an extended absence from work.
Per Article 19 of the CBA, catastrophic leave may also apply when an employee needs to provide extended care for a qualifying immediate family member experiencing a catastrophic illness or injury. Employees must generally exhaust their own eligible leave balances before receiving donated leave credits.
If you believe you may qualify for catastrophic leave, contact your APC campus steward for guidance on eligibility and your campus process.
You should follow your campus guidelines for requesting leave and provide required documentation. If you have questions about the process or your rights while on leave, your APC campus steward can help explain available options and applicable contract provisions.
Certain leave requests may require different documentation, including medical certification or other supporting documents. Employees should follow campus procedures and provide only the required documentation to support the leave request.
If your leave request is denied you may request clarification regarding the decision. If you believe the decision may conflict with university policy, contract language, or legal protections, contact your APC campus steward as soon as possible. Your APC campus steward can help review the situation and discuss possible next steps.
This is dependent based on the type of leave, and other factors. Contact your APC campus steward for more information.
Supporting Another Union’s Strike Action
You may engage in lawful off-duty solidarity activities consistent with applicable law and contract provisions.
There are many things you can do to support the members of other unions, which are covered in the questions below.
Article 9 of the APC contract includes a provision that prohibits joining other unions on strike, also known as “Sympathy Strikes”.
A Sympathy Strike is when an employee stops working to support another union that is on strike, even though their own union isn’t on strike.
For all unit 4 employees, this type of strike is prohibited under the current contract, meaning employees cannot withhold work in support of another union’s strike action. (Article 9.1)
Absolutely! Before work, after work, lunchtime, on your breaktime, or on your regular day off or pre-approved time off. We encourage you to support fellow CSU employees, as permitted.
Yes, you may always request vacation/personal holiday/compensatory time off (CTO) time whenever they see fit. However, you need to comply with applicable leave approval procedures and campus requirements.
Of course, such requests are subject to the normal approval process in your department. If you do have pre-approved time off, you may support the strike.
You are not allowed to call in sick in order to join or support another union’s strike. If you are considering joining a strike line while on sick leave, discuss potential implications with your APC campus steward. Using sick leave to participate in a strike is likely to lead to disciplinary action. (Article 9.5)
You may still use sick leave whenever you are sick, have doctor appointments, etc. but not for the purpose of joining another union’s strike line. If you get questioned by your supervisor, contact your APC campus steward for guidance. If you use your sick leave for another union’s strike activities it may be subject to additional scrutiny.
You should consult APC before refusing to cross a picket line because significant contractual and disciplinary issues may arise. Generally, a striking union will create locations where you may report to work without having to cross a picket line. (Article 9.4)
We respect that some members may have strong personal or moral beliefs about honoring picket lines.
However, under the current contract, you are still required to report to work and perform their duties, even during another union’s strike. Refusing to cross a picket line may be treated as an unexcused absence and could lead to discipline.
If you have concerns about your specific situation, you are encouraged to contact your APC campus steward for guidance.
Yes, it is lawful to request that CSU provide a work location that does not require you to cross a picket line, including working remotely from your home. However, approval is not guaranteed. If your request is denied, you are still expected to report to work and perform your duties as assigned.
Please notify your APC campus steward if the request is denied so the denial can be investigated. Remember, “obey now – grieve later.”
You may support other unions through lawful solidarity activities that do not violate applicable contract provisions or work obligations. For instance, you may walk a picket line on your own time, and/or wear buttons or union branded clothing expressing your support for the striking union.