Legal Update Memo No. 03-2024(CC) – Classified Employees – Notification of Reasonable Assurance of Employment for 2024-2025 (CC)

Download PDF:  03-2024(CC) – Classified Employees-Notification of Reasonable Assurance of Employment for 2024-2025 w Attachments (SPR)

 

Classified Employees

In order for classified employees who do not work during the summer to be held ineligible for unemployment benefits, Unemployment Insurance Code (“Code”) § 1253.3 requires that districts send these employees a “letter of reasonable assurance” no later than 30 days prior to the last day of the academic year or term.[1]  The Code requires very specific language.  The attached sample letters comply with Code requirements.

Letter No. 1 is a sample letter for classified employees who work fewer than 12 months.

Letter No. 2 is a sample letter for categorical, special, or federally-funded classified employees who work less than 12 months.

Letter No. 3 is a sample letter for classified substitutes to be used if the college district has a classified substitute list.

General

Some employees will file for unemployment benefits with the Employment Development Department (“EDD”) after receiving a letter of reasonable assurance.  The Code requires they be told that filing for benefits is an option.  In response to such a claim, the district should be prepared to produce a copy of the letter of reasonable assurance issued to the employee.   For this reason it is important to scan or save a copy of each letter of reasonable assurance given to each employee so it can be produced to EDD in response to a claim.

Colleges Operating “Year-Round”

The California Supreme Court held that under Unemployment Insurance Code § 1253.3, K-12 substitute teachers and other qualifying school employees may be eligible for unemployment benefits if they do not work during a district’s summer session, and, the summer session resembles a “regular term.” A summer session is deemed a “regular term” if it as a whole resembles the other academic terms of the school year in which it maintains consistent enrollment, staffing, budget, instructional programs, or other objective characteristics.[2]

The Court clarified, “if a school district with conventional fall and spring semesters also offers a two-week summer session with limited offerings and limited enrollment, the summer session would not be a ‘regular’ term. By contrast, if a district offers a summer session that resembles the fall and spring semesters in terms of enrollment, staffing, budget, and the instructional program offered, then the summer session would qualify as a ‘regular’ term.” (Id.)  While this ruling was directed at K-12 school districts, if a classified community college employee is not employed during the summer and files a claim for unemployment benefits with EDD, the district should be prepared to provide EDD with data related to the difference in enrollment, staffing, budget, and instructional programs offered between spring and summer sessions to demonstrate that the summer session is not a “regular term” as outlined by the Court.

If you question whether your district’s summer session meets the Court’s description of a “regular term,” it is recommended that you issue the letter of reasonable assurance to qualified employees as a precaution.

Please contact our office with questions regarding this Legal Update or any other legal matter.

 

 

The information in this Legal Update is provided as a summary of law and is not intended as legal advice.  Application of the law may vary depending on the particular facts and circumstances at issue.  We, therefore, recommend that you consult legal counsel to advise you on how the law applies to your specific situation.

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[1] Unemployment Insurance Code Sec. 1253.3, subd. (h) refers to the “end of the academic year or term” not the last day of service for the employee.

[2] United Educators of San Francisco etc. v. California Unemployment Ins. Appeals Bd. (2020) 8 Cal.5th 805.