238.0 VII-9.80- POLICY ON IMPACT OF CHANGES IN THE MINIMUM QUALIFICATIONS OF JOB CLASS SPECIFICATIONS (Approved by the Board of Regents, June 9, 1995, EFFECTIVE July 1, 1996. Please refer to the "replacement for" section of this policy.) I. Purpose and Applicability This policy establishes the guidelines for the effect of changes in the minimum qualifications of job class specifications. II. Affected Employees The minimum qualifications of a job class shall be developed and/or adjusted by the Chancellor or designee to comply with local, state or federal regulations or for other bona fide occupational requisites. Employees may be affected as follows: A. Governmental Regulations When the minimum qualifications are changed to meet legal requirements (e.g., State mandated licensure or certification), continued employment in the job class shall be dependent upon meeting the new standards unless the law or regulation provides for "grandparenting" of current employees. 1. The applicable institution shall pay for all necessary and reasonable costs, and shall allow employees reasonable time off with pay to meet the mandated legal requirements. 2. Employees unable to meet, after reasonable effort, the new legally-mandated standards for the job class shall be laid off and their names placed on the applicable reinstatement list as provided in the appropriate layoff and reinstatement policies. B. Other Bona Fide Requisites When minimum qualifications of job classes are changed for other bona fide occupational requisites, not involving legal mandates, current employees who do not meet the new requirements shall be encouraged to acquire the new qualifications. 1. Although encouraged, employees shall not be required to obtain the new qualifications in order to remain in their current positions. 2. Grandparenting shall only apply to that specific job class at the institution where the employee is employed, and shall not apply to other positions in the job class series or other job classes for which the employee does not meet the minimum qualifications. IMPLEMENTATION PROCEDURES: Each Chief Executive Officer shall develop procedures as necessary to implement this policy, and shall forward a copy of such procedures to the Chancellor. Replacement for: The following policies as they apply to non-exempt employees of the UMS only are replaced effective July 1, 1996. However, Exempt employees will continue to be covered under such applicable existing policies until such time as revised policies governing Exempt employees are approved. UM Personnel Policies and Rules For Classified Employees, Section IV, Classification - Status of an Employee Whose Position is Reallocated, Reclassified, or Abolished, pages IV-2, IV-3. Additionally, this policy supersedes, in whole or in part, any policy(ies) and/or procedure(s) established by the Regents, Trustees, Presidents, or their designees, of the former institutions of the University of Maryland, and of the former State Universities and Colleges, and of the Regents of the University of Maryland System that are in conflict with this policy's purpose, applicability, or intent, that may have been overlooked and not included as a specific citation under "Replacement for."