Employment in the District

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Our Employee Services

Union Representation

Employment Policies

Our Employee Services

Employees of the District are organized into three employment groups: the Classified Service, the Academic Service, and the Unclassified Service. In addition to the general employment policies and practices of the District, each “service” has its own unique employment policies, processes and procedures.

The Classified Service

Classified employees are employed in non-academic positions and play a key role in the success of our students. When an individual first decides to become a student, it is usually a classified employee who answers their initial questions, takes their application and enrolls them in classes. Once enrolled, students benefit from the services provided by instructional assistants, laboratory technicians, library and instructional media technicians, clerical and facilities personnel, all of who are classified employees. In all, the classified service is composed of approximately 2,300 employees in more than 320 job classifications.

Appointments to regular classified positions are made following completion of a comprehensive and competitive examination process—the results of which are used to establish a list of individuals that are eligible for employment with the District. Selection to fill a vacancy begins with the candidates who have placed in the top three ranks on the list and are available to start work within a reasonable length of time at the location where the vacancy exists. As vacancies occur, eligibles are contacted for hiring interviews by the colleges.

Classified Employees

Like the term implies, regular positions are the established and ongoing positions that make up the Classified Service.  Regular employees are appointed to such positions from an eligibility list. In the Classified Service, employees may be hired into both full-time and part-time positions.  Persons employed in regular positions are subject to a probationary period.  Upon satisfactory completion of the initial probationary period, the employee becomes permanent.

Regular employees enjoy many rights and privileges.  Among these benefits are:

  • Paid vacations
  • Paid holidays
  • Retirement benefits (if eligible)
  • Illness leave and certain other leaves of absence
  • Progressive salary advancement until the maximum of the salary range is reached
  • Hospital, medical, dental, vision care and supplemental life insurance benefits
  • Right to compete in promotional examinations when they meet the minimum qualifications for the position

Employees serving in temporary assignments are at-will, i.e. terminable at any time with or without cause. The primary types of temporary employment are as follows:

  • Relief employees are hired temporarily for up to 6 months to supplement the regular staff for the purpose of completing a specific project or to meet peak workload demands.
  • Substitute employees are hired temporarily to replace regular employees who are on leave from their positions.

Relief and substitute assignments are also filled through appointments of individuals who have placed on employment eligibility lists.  In the event an eligibility list does not exist or there are an insufficient number of eligibles for a job classification, individuals who meet the District’s established minimum qualifications but have not yet qualified for employment via the competitive examination process can be employed.  These employees are known as provisionals.

Academic Employees

Academic employees -- faculty and administrators -- represent the single largest employee group in the district.

The colleges offer a range of courses and programs with more than 50 major areas of study represented.  Most faculty hold a master’s degree in their field.  Those who teach in the vocational fields have many years of related work experience.

In addition to classroom faculty, non-classroom faculty--counselors, librarians, and department chairs--also interact with students and staff.  Many academic departments also include classified employees who serve as aides, assistants and technicians and who work with the faculty and support the instructional program.

The District also employs academic administrators as presidents, vice presidents, directors, deans, associate deans, and associate directors.  These individuals, like the classified service, support the faculty as they carry out the teaching and learning mission of the District.

Academic employees are employed primarily in teaching positions. However, there are non-teaching employees such as counselors, department chairs, librarians, nurses and administrators who are responsible for the supervision of instructional and student services who are also part of the Academic Service.

Unclassified Employees

Certain types of positions and employees are excluded from both the classified and academic services.  These positions and employees comprise the Unclassified Service.  They include employment categories such as student workers, Professional Experts and Community Representatives. Unclassified employees are covered by a unique set of employment rules and conditions.  For example, student employees are required to be enrolled in school, in a specified number of units, and make satisfactory progress toward their educational goals.  Such positions are typically part-time and/or intermittent depending on program or project needs.  These employees are “at will” meaning that their employment can be ended at any time at the discretion of the District.

Union Representation

Unions represent the District’s classified employees, with the exception of individuals in management and confidential positions.  As provided by State law, the role of unions is to represent their members in negotiations with the District on matters related to hours, wages and the terms and conditions of employment. During negotiations, each union and the District agree to a bargaining agreement that is typically in effect for three years. Union representatives also represent their members in various “shared governance” activities such as District-wide and college committees related to matters such as budget, planning & development, staff development, and diversity. Upon request of a member, union representatives are also available to assist them with individual employment issues and disciplinary matters.

Represented classified employees receive a copy of their collective bargaining agreement upon initial employment and when a new contract is negotiated.  The District and unions may sometimes agree to reopen provisions of contracts or issue memorandums of understanding (MOU) during the term of a contract.  Employees will also receive and should incorporate these MOUs into their collective bargaining agreement.

Collective Bargaining Representatives

Unit Union Representative
1 Clerical/Technical, AFT College Staff Guild, Local 1521A
2 Maintenance, SEIU Local 99
3 Building Trades, Building Trades Council
S Supervisory, SEIU Local 721


Union Dues

Most of the District’s classified employees are covered by Collective Bargaining Agreements.  Upon being offered regular employment with the District, information will be available regarding whether or not your job classification is represented by an employee organization, if applicable, and your rights to join, support, or refrain from joining or supporting such employee organization.  All questions concerning union representation should be referred to the Office of Employee and Labor Relations, Human Resources Division at (213) 891-2442.

AFT College Staff Guild-Article 7

Local 99 Contract-Article 6

Local 721 Contract-Article 6

Building Trades Contract-Article 9

Unrepresented Employees

A union does not represent employees in job classifications that have been designated as management or confidential.  The hours, wages, and terms and conditions for these employees are outlined in Board and Personnel Commission Rules.

Employment Policies

It is the policy of the Los Angeles Community College District to employ individuals without regard to race, color, national origin, ancestry, religion, creed, sex, age, disability, marital status, gender identity, or sexual orientation.  Every effort is made to ensure that this policy is followed in all personnel practices including recruitment, hiring, placement, upgrading, transfer, demotion, treatment during employment, rate of pay or other forms of compensation, election for training, layoff, or termination.

Classified employees of the District are encouraged to take advantage of periodic training and staff development programs designed to expand employee knowledge and understanding of the underlying principles and goals of the District’s commitment to diversity.

Questions regarding this policy should be directed to the Office of Diversity, Equity, Inclusion, and Access at (213) 891-2315.

Board Policy 7100

AFT College Staff Guild-Article 3

Local 99 Contract-Article 3

Building Trades Contract-Article 3

It is the policy of the District to provide its employees with an environment that is free of harassment and discrimination; where uniform standards will be used to judge actions and behaviors; and where they are free to confidentially report any incidences of harassment without fear of retaliation.

Sexual harassment may include, but is not limited to:

  • Making unwelcome, unsolicited contact with sexual overtones
  • Verbal harassment or abuse
  • Unwelcome pressure for dates
  • Disparaging remarks about one’s gender
  • Sexist jokes about one’s clothing, body or sexual activities
  • Deliberate blocking of physical movement
  • Obscene gestures
  • Demands for sexual favors accompanied by implied or overt threats
  • Display of sexually suggestive objects, cartoons, posters
  • Request for sex in exchange for grades, recommendations, job opportunities
  • Making reprisals, threats or implied threats of reprisal following rejection of harassment by withholding grades, promotions, scholarship recommendation or by a poor performance evaluation

Supervisory employees have an obligation to report all such conduct to the college and/or District Office of Diversity, Equity, Inclusion, and Access. Non-supervisory employees have an obligation to report such conduct when the victim is a student.

Employees, students or other persons acting on behalf of the District who engage in sexual harassment shall be subject to discipline, up to and including discharge, expulsion or termination of contract.

Questions regarding this policy should be directed to the Office of Diversity, Equity, Inclusion, and Access at (213) 891-2315.

Board Policy 3433

AFT College Staff Guild-Article 3


The Los Angeles Community College District provides computer resources to assist employees in their work.  The intent of these resources is to carry out the legitimate business of the District.  Administrative Procedures 3720-3724 sets forth the acceptable use of all District and College electronic information resources and equipment owned or managed by the District, and describes the rights and responsibilities of District faculty, staff, and students and other members of the District community with respect to use of these resources.

Faculty, staff, and students and other members of the District community do not have an expectation of privacy with respect to their use of District electronic information resources or data, files, or other records generated, stored, or maintained on District resources.

Any questions you may have should be directed to your campus/location office of information technology.

Administrative Procedure 3720

Administrative Procedure 3721

Administrative Procedure 3722

Administrative Procedure 3723

Administrative Procedure 3724

The Los Angeles Community College District falls under the provisions of the Political Reform Act, Government Code Section 81000 et seq.  This act requires District Officers and employees in certain designated positions, typically executive and administrative, to file a Statement of Economic Interests by April 1 of each year.  The purpose is to ensure that officials and employees disqualify themselves from participating in decisions which may affect their personal economic interests.

The Office of General Counsel administers this process.  If your position is one that requires you to make such a statement, you will receive the required information, documents and directions from the Office of General Counsel in late February of each year.

Administrative Procedure 2712

It is the policy of the Los Angeles Community College District to regulate the smoking of tobacco, plant, or processed substances in District buildings, offices and enclosed spaces.

Smoking includes carrying, holding, emitting, or exhaling smoke from tobacco, plant, or processed substance, or the use of comparable personal, vapor-generating devices.

The following places have been designated by the Board of Trustees or by Labor Code as areas where smoking is prohibited:

  • Classrooms
  • Public offices/places that are for the purpose of assisting students
  • Any location where a District employee is working
  • Conference Rooms
  • Cafeterias, lunchrooms, or lounges
  • Places open to the public for the primary purpose of public entertainment, including indoor sports events
  • Restrooms
  • Elevators
  • First Aid Areas or Stations

Additional places may be designated “Smoking” or “Non Smoking” areas by the Chancellor or a College President.  Places that have been so designated are clearly posted, typically at the entrance to the area or building.  However, if in doubt, a good common sense rule is that if it will annoy, inconvenience, or cause discomfort to another, it is best to seek out an area that is clearly designated as “Smoking.”

Any District employee who knowingly violates the rules pertaining to smoking or non-smoking may be subject to disciplinary action, up to and including dismissal, pursuant to the policies of the Board of Trustees.

Board Policy 3570

AFT College Staff Guild Contract-Article 8, Section C

The District maintains a drug-free workplace.  As such, the unlawful manufacture, sale, delivery, unauthorized possession, or use of any illicit drug is prohibited on property owned or controlled the District or as part of any District activity.  Anyone reporting to work under the influence of alcohol or illegal drugs, or using alcohol or illegal drugs on duty is subject to discipline up to and including dismissal.  In addition to disciplinary action by the District, violation of the drug-free policy may be cause for criminal prosecution by government or law enforcement agencies.

Employees who suspect they may have a drug or alcohol problem are encouraged to seek help through the Employee Assistance Program before the problem affects their work performance or conduct.

Board Policy 3550

The District seeks to maintain a safe and healthy environment for all students, employees, and visitors in accordance with federal and state standards.  To accomplish this goal and maintain compliance, the Risk Management Unit at the District Office has an office of Occupational Health and Safety that is responsible for establishing safety policies and procedures, advising the faculty, staff, and administration of the District in matters relating to health, safety, or the environment, and providing safety training for employees.

Employees are expected to be continuously aware of the safety needs of themselves, students, and coworkers and to take necessary preventive measures to control hazards associated with activities under their control and are responsible for adherence to applicable health, safety, and environmental regulations.  Although the safety and health of the individual must always be the top priority, prudent control of potential liability and support of the District’s Risk Management Program are also required.  Safety is to be incorporated as an integral part of all programs.

As a condition of employment and a condition to physically accessing any District building, classroom, library, gymnasium, facility, or other indoor setting, all District employees shall present proof that they have been “Fully Vaccinated” against the SARS- CoV-2 virus (COVID-19) unless they have an approved exemption for medical or religious reasons.

A District employee will be considered to have been “Fully Vaccinated” if the person receives the initial COVID-19 Vaccine inoculation(s) recommended by state or local health officials. Additional inoculations/"boosters" are recommended as set forth by state and local health officials but are not a condition of employment.

Employees who are granted a medical or religious exemption shall undergo regular testing for COVID-19 infection and shall produce proof of negative COVID-19 test results.

Administrative Procedure 2900