As UC Merced continues to work through the effects of COVID-19 crisis and its impacts on our campus day-to-day operations, we recognize some areas have slowed-down and other departments are experiencing staffing shortages. UC Merced is committed to providing staff with reassignment/redeployment opportunities in other areas, outside of their home department for those who wish to continue working despite the slow-down.
Human Resources will match underutilized employees to assignments in other departments that need assistance during this time.
The Job Exchange Bank program facilitates temporary reassignments/redeployments between departments. Work should continue to be reassigned by management within a department as necessary and does not need to be submitted through the Job Exchange Bank program.
For purposes of this program the Home department is defined as an employee’s department of record in UC PATH and the Host department is defined as the department the employee will be temporarily reassigned/redeployed to.
The program will continue to run from July 1, 2020 through June 30, 2021 and is subject to end without notice.
UC Merced employees are enrolled in the Job Exchange Bank program by their supervisor. If an employee self-identifies as having lack of work, they will need to work with their supervisor to be enrolled in the program for reassignment/redeployment using the Staff Availability – Intake Form.
Host Departments with temporary job opportunities provide Compensation with information about the opportunity, including but not limited to, information about the nature of the work to be performed, percentage of time, duration, location and supervisor by submitting the Department Request for Support Staff – Intake Form.
Compensation assists to identify an appropriate reassignment/redeployment match.
To be eligible for the program, the staff member must be in a career appointment. (If an employee appointment status is contract, limited, casual or per diem and they are identified as having lack of work, please contact Compensation for additional guidance).
Duration & Percentage of Time in Job Exchange
Reassignments/redeployments are temporary and an anticipated end date is to be established between the Home Department and Host Department. The duration of reassignments/redeployments may be shortened by departments due to budgetary or operational circumstances; in which case, the employee would return to their Home Department. To the extent practicable, departments should provide the affected employee, the Home Department and Compensation with advance notice when shortening the duration of a temporary reassignment/redeployment.
Hours worked on a temporary reassignment will be paid based upon the employee’s current rate of pay and any shift differential policies that apply. In light of the budgetary impacts of COVID-19, employees are not eligible for stipends, equities or pay increases as part of this program, except where a stipend is required by the terms of a collective bargaining agreement.
The Home Department and Host Department may agree to partially fund or split fund the employee’s salary and benefits. The Host Department will submit the necessary documentation to payroll to accomplish this salary cost transfer(s).
Home Departments will continue to manage and approve the employee’s timesheet and account for paid or unpaid leaves. Employees will submit accurate timesheets in advance of deadlines. Supervisors in the Home and Host Departments will undertake arrangements to ensure the accuracy of timesheets.
A temporary reassignment/redeployment does not constitute a transfer, reclassification, demotion, promotion or entitlement to continue, future employment in the Host Department. The Home Department remains the department of record for documentation of personnel matters, including payroll and timekeeping records.
If you have any questions about the program or use of these forms, please contact Compensation at firstname.lastname@example.org