Regents of the University of California Professional Librarians (PERB 0247HB)

STATE
	OF
	CALIFORNIA
DECISION
	OF 	THE
PUBLIC
	EMPLOYMENT
	RELATIONS
	BOARD
IN
	THE
	MATTER
	OF:
UNIT
	DETERMINATION
	FOR
	PROFESSIONAL
LIBRARIANS
	OF 	THE
	UNIVERSITY
	OF
CALIFORNIA
	PURSUANT
	TO
	CHAPTER
	744
OF
	THE 	STATUTES
	OF
	1978
	{HIGHER
EDUCATION
	EMPLOYER-EMPLOYEE
RELATIONS
	ACT)
)
)
)
)
)
)
)
)
)
____________________
)
Case
	No.
SF-PC-1001
	et
	al.
PERB
	Decision
	No. 	247b-H
March 	23, 	1983
Appearances:	
Philip
	E.
	Callis,
	Attorney 	for
	California
	State
Employees
	Association;
	Robert
	J.
	Bezemek,
	Attorney 	(Bennett
	&
Bezemek)
	for 	the
	American
	Federation 	of
	Teachers;
	Douglas
	H.
Barton,
	Attorney 	(Corbett,
	Kane, 	Berk
	&
Barton)
	and
	James
	N.
Odle, 	Associate
	Counsel
	for 	the
	Regents
	of 	the
	University 	of
California.
Before 	Tovar,
	Jaeger,
	Morgenstern
	and
	Burt,
	Members.*
DECISION
On
	September 	30, 	1982,
	the
	Public
	Employment
	Relations
Board
	(PERB
	or
	Board)
	issued
	a
	decisionl	
under
	the 	Higher
*Chairperson
	Gluck
	did 	not
	participate
	in
	this 	decision.
lunit
	Determination 	for
	Professional 	Librarians 	of 	the
Universit 	of 	California
	Pursuant 	to
	cha
	ter
	744
	of
	Statutes
	of
1g
	er
	E uca
	ion
	Emp
	oyer-Emp 	oyee
	Re
	at1ons 	Act
(9/30/82)
	PERB
	Decision
	No. 	247-H. 	See
	also
	the
	decisionconcerning 	requests 	for 	reconsideration
	and
	judicial
	review,
Unit 	Determination 	for 	Technical
	Employees;
	Clerical
	Employees;
Service
	Em~loyees;
	Professional 	Scientists
	and
	Engineers,
Lawrence 	Livermore 	National 	Laboratory; 	Professional
Librarians;
	and
	Professional 	Patient
	Care 	Employees
	of 	the
University 	of 	California 	Pursuant 	to 	Chapter
	744
	of 	the
Statutes 	of
	1978 	(Higher 	Education 	Employer-Employee
	RelationsAct) 	(2/4/83)
	PERB
	Decision
	Nos. 	24la-H 	and 	244a-H 	through
248a-H.

Education 	Employer-Employee 	Relations 	Act 	(HEERA)2 	creating 	a
bargaining 	unit 	of 	professional 	librarians 	for 	employees 	at 	the
University 	of 	California 	(UC). 	Pending 	that 	decision,
exclusionary 	issues 	were 	raised 	by 	the 	parties 	with 	respect 	to
the 	alleged 	managerial, 	supervisory, 	confidential 	and 	casual
status 	of 	employees 	in 	the 	professional 	librarians 	unit, 	as
well 	as 	several 	other 	proposed 	UC 	units. 	The 	hearing 	on 	these
exclusionary 	issues 	began 	on July 	14, 	1982. 	See 	Unit
Determination 	for 	Employees 	of 	the 	Regents 	of 	the 	University 	of
California 	(9/4/81) 	PERB 	Order 	No. 	Ad-114-H 	and 	(4/20/82) 	PERB
Order 	No. 	Ad-114a-H. 	It 	soon 	became 	apparent 	that 	the
development 	of 	the 	record 	for 	this 	and 	related 	UC 	units 	would
be 	an 	unduly 	lengthy 	and 	complex 	process 	since 	a 	total 	of
approximately 	7,000 	exclusionary 	issues 	were 	involved. 	As 	a
result, 	on 	August 	4, 	1982, 	during 	testimony 	pertaining 	to
another 	unit, 	the 	Board 	ordered 	the 	hearing 	suspended 	pending
further 	procedural 	orders. 	Unit 	Determination 	for 	Employees 	of
the 	Regents 	of 	the 	University 	of 	California 	(8/4/82) 	PERB 	Order
No. 	Ad-114b-H.
Thereafter, 	on August 	12, 	1982, 	the 	director 	of
representation 	issued 	a 	pre-hearing 	notice 	and 	order 	for
2The 	HEERA 	is 	codified 	at 	Government 	Code 	section 	3560 	et
seq. 	All 	statutory 	references 	are 	to 	the 	Government Code
unless 	otherwise 	specified.
2

investigation,
	production
	of
	documents,
	and
	hearing.
	See
--
Unit
Determination 	for
	Employees
	of 	the
	Regents
	of 	the
	University
	of
California
	(Exclusionary
	Phase)
	(9/14/82)
	PERB
	Order
	No.
Ad-114c-H.
	This 	order
	directed
	UC
	to 	submit
	declarations
	and
relevant
	supporting
	documents
	to
	support
	each
	whole
classification
	(List
	A
submission)
	and
	each
	individual
	employee
(List
	B
submission)
	exclusionary
	claim.
	The
	order 	provided
that
	the
	documentation
	submitted
	by
	UC
	should
	be
	legally
sufficient
	to
	constitute
	its
	case-in-chief
	for
	all
	disputed
classifications
	and
	employees.
The 	employee
	organizations
	were
	directed 	to
	review
	the
material
	submitted
	by
	UC
	and
	to
	submit
	counter-declarations
	and
relevant
	documents 	where
	they
	opposed
-
□
C's	
exclusionary
claims.
	The 	employee
	organizations
	were
	advised
	that
	a
	failure
to
	file
	counter-declarations
	would 	be 	deemed 	a
	waiver 	of
opposition
	to 	the 	claim 	unless 	opposition
	was
	stated
	on
	the
ground
	that
	a
	prima
	facie
	case
	was
	not
	established
	by
	UC.
	The
parties
	were
	then 	advised
	that
	PERB
	would 	examine
	the
	disputed
claims
	on
	the 	basis 	of 	the
	totality
	of
	materials
	submitted
	by
the
	parties
	to 	determine 	whether
	a
	sufficient
	case
	was
presented 	for 	decision
	by
	the
	Board
	itself,
	or 	whether
	further
investigation
	or 	formal 	hearing
	would 	be
	required 	to 	resolve
disputed 	issues 	of
	fact.
As 	a
	result
	of 	the 	procedural 	history 	described 	above, 	the
record 	in 	this 	matter 	substantially 	consists 	of
	declarations
3

submitted
	by
	UC
	and
	the
	American
	Federation
	of
	Teachers
(AFT)
.3	
AFT's
	and
	California 	State
	Employees
	Association's
(CSEA)
	cases
	consist
	mainly 	of 	the
	argument
	that
	UC's
documentation
	is
	insufficient
	to
	establish
	a
	prima
	facie
	case
for 	exclusion. 	Therefore,
	they
	contend,
	none
	of 	the 	claimed
exclusions
	should
	be
	allowed.
	The
	record
	also 	consists
	of 	the
transcript
	and
	exhibits
	in
	the 	matter
	of
	the 	Unit 	Determination
for 	Professional 	Librarians
	of
	the
	University
	of
	California,
supra,
	PERB
	Decision
	No.
	247-H,
	including
	class 	specifications,
job
	descriptions,
	the
	staff
	personnel
	manual
	and
	salary
schedules.
	As
	discussed,
	infra,
	the 	record
	in
	some
	cases
establishes
	and
	in
	some
	cases
	does
	not
	establish
	a
	prima
	facie
case
	sufficient
	to 	exclude 	the 	disputed
	classifications
	and
employees.
As
	part
	of
	their
	responses 	to
	PERB's
	request 	for 	argument,
CSEA
	and
	AFT
	submitted
	a
	joint
	list
	of
	58
	librarians
	whom
	they
agree 	should
	be
	excluded
	from
	the
	unit
	as
	supervisory.
	These
employees
	are
	listed
	in
	Appendix 	A
attached 	hereto.
	Although
not 	formalized
	in
	a
	written
	agreement,
	this
	list
	is
	tantamount
to	
a
	stipulation
	with
	UC.
	The 	Board 	has
	held
	that
	it
	will
approve
	a
	stipulation 	in
	a
	unit 	determination 	matter
	when
	the
3specifically,
	UC
	submitted
	189
	declarations 	in 	supportof 	managerial, 	supervisory, 	confidential
	and
	casual
exclusions.
	AFT
	responded 	with
	two
	counter-declarations
disputing
	UC's
	supervisory 	claims 	and
	CSEA
	with 	none.
4

stipulation 	does 	not 	contravene 	the 	Act 	or 	established 	Board
policies. 	Centinela Valley 	Union 	High 	School 	District 	(8/7/78)
PERB 	Decision 	No. 	62. 	A review 	of 	the 	record 	reveals 	that 	it
is 	adequate 	to 	support 	the 	stipulations. 	Therefore 	the
stipulations 	are 	approved 	by 	the 	Board.4
DISCUSSION
The 	terms 	"managerial 	employee", 	"supervisory 	employee" 	and
"confidential 	employee" 	are 	defined 	in 	subsection 	3562(1) ,5
4The 	Board 	does 	not 	specifically 	designate 	these
employees 	as 	supervisors. 	In 	the 	State Employer-Employee
Relations 	Act, 	Phase 	III, 	Unit 	Determination 	Proceeding
(10/18/79) 	PERB 	Order 	No. 	Ad-79-S, 	the 	Board 	stated 	that 	it:
••. 	views 	the 	focus 	of 	the 	Phase 	III 	unit
determination 	proceedings 	to 	be 	a
determination 	of 	those 	rank 	and 	file
employees 	who 	are 	to 	be 	included 	in 	the
designated 	appropriate 	units. 	However, 	the
burden 	is 	on 	the 	.•• 	party 	which 	may 	seek
to 	exclude 	employees 	from 	uni ts 	because 	of
alleged 	managerial, 	supervisory 	or
confidential 	status--to 	affirmatively
justify 	their 	exclusion. 	This 	can 	be 	done
by 	showing 	evidence 	of 	actual 	job
requirements 	which 	would 	disqualify 	the
subject 	employees 	from 	placement 	in
representation 	units 	irrespective 	of 	which
exclusionary 	category 	those 	employees 	may
fit.
Thus, 	the 	Board 	approves 	only 	the 	exclusion 	of 	the 	employees
from 	the 	unit 	and 	not 	the 	specific 	basis 	for 	the 	exclusion.
5subsection 	3562(1) 	provides:
"Managerial 	employee" 	means 	any 	employee
having 	significant 	responsibilities 	for
formulating 	or 	administering 	policies 	and
programs. 	No 	employee 	or 	group 	of 	employees
shall 	be 	deemed 	to 	be 	managerial 	employees
5

section 	3580.36 	and 	subsection 	3562(e)7,
solely 	because 	the 	employee 	or 	group 	of
employees 	participate 	in 	decisions 	with
respect 	to 	courses, 	curriculum, 	personnel 	and
other 	matters 	of 	educational 	policy. 	A
department 	chair 	or 	head 	of 	a 	similar 	academic
unit 	or 	program 	who 	performs 	the 	foregoing
duties 	primarily 	on 	behalf 	of 	the 	members 	of
the 	academic 	unit 	or 	program 	shall 	not 	be
deemed 	a 	managerial 	employee 	solely 	because 	of
s uch 	du ti es •
6section 	3580.3 	provides:
"Supervisory 	employee" 	means 	any 	individual,
regardless 	of 	the 	job description 	or 	title,
having 	authority, 	in 	the 	interest 	of 	the
employer 	to 	hire, 	transfer, 	suspend, 	lay 	off,
recall, 	promote, 	discharge, 	assign, 	reward, 	or
discipline 	other 	employees, 	or 	responsibility
to 	direct 	them, 	or 	to 	adjust 	their 	grievances,
or 	effectively 	to 	recommend 	such 	action, 	if,
in 	connection 	with 	the 	foregoing, 	the 	exercise
of 	such 	authority 	is 	not 	of 	a 	merely 	routine
or 	clerical 	nature, 	but 	requires 	the 	use 	of
independent 	judgment. 	With 	respect 	to 	faculty
or 	academic 	employees, 	any 	department 	chair,
head 	of 	a 	similar 	academic 	unit 	or 	program, 	or
other 	employee 	who 	performs 	the 	foregoing
duties 	primarily 	in 	the 	interest 	of 	and 	on
behalf 	of 	the 	members 	of 	the 	academic
department, 	unit 	or 	program, 	shall 	not 	be
deemed 	a 	supervisory 	employee 	solely 	because
of 	such 	duties; 	provided, 	that 	with 	respect 	to
the 	University 	of 	California 	and 	Hastings
College 	of 	the 	Law, 	there 	shall 	be 	a
rebuttable 	presumption 	that 	such 	an 	individual
appointed 	by 	the 	employer 	to 	an 	indefinite
term 	shall 	be 	deemed 	to 	be 	a 	supervisor.
Employees 	whose 	duties 	are 	substantially
similar 	to 	those 	of 	their 	subordinates 	shall
not 	be 	considered 	to 	be 	supervisory 	employees.
?subsection 	3562(e) 	provides:
"Confidential 	employee" 	means 	any 	employee 	who
is 	required 	to 	develop 	or 	present 	management
6

respectively.a 	The 	definitions 	in 	these 	sections 	of 	HEERA
essentially 	parallel 	the 	definitions 	of 	managerial, 	supervisory
and 	confidential 	employees 	found 	in 	the 	State 	Employer-Employee
Relations 	Act 	(SEERA) .9
positions 	with 	respect 	to 	meeting 	and
conferring 	or 	whose 	duties 	normally 	require
access 	to 	confidential 	information 	which
contributes 	significantly 	to 	the 	development
of 	such 	management 	positions.
8Managerial 	and 	confidential 	employees 	are 	excluded 	from
coverage 	under 	HEERA 	in 	subsection 	3562(f). 	Supervisory
employees 	have 	limited 	rights 	as 	set 	forth 	in 	section 	3580
et 	seq.
9The 	SEERA 	is 	codified 	at 	section 	3512 	et 	seq.
The 	definition 	of 	"managerial 	employee" 	in
subsection 	3513(e) 	of 	SEERA 	refers 	to 	agency 	or 	department
-policies 	or 	programs, 	does 	not 	exclude 	decisions 	relevant 	to
courses, 	curriculum, 	personnel 	and 	other 	matters 	of 	educational
policy, 	and 	does 	not 	include 	reference 	to 	department
chairpersons. 	Subsection 	3513(e) 	provides:
"Managerial 	employee" 	means 	any 	employee
having 	significant 	responsibilities 	for
formulating 	or 	administering 	agency 	or
departmental 	policies 	and 	programs 	or
administering 	an 	agency 	or 	department.
The 	definition 	of 	"supervisory 	employee" 	in 	section 	3522.1
of 	SEERA 	does 	not 	contain 	the 	department 	chairperson 	language
of 	HEERA. 	Section 	3522.1 	provides:
"Supervisory 	employee" 	means 	any 	individual,
regardless 	of 	the 	job description 	or 	title,
having 	authority, 	in 	the 	interest 	of 	the
employer, 	to 	hire, 	transfer, 	suspend, 	lay
off, 	recall, 	promote, 	discharge, 	assign,
reward, 	or 	discipline 	other 	employees, 	or
responsibility 	to 	direct 	them, 	or 	to 	adjust
their 	grievances, 	or 	effectively 	to
recommend 	such 	action, 	if, 	in 	connection
7

In 	deciding 	this 	case, 	we 	find 	no 	reason 	to 	depart 	from 	the
Board's 	conclusions 	regarding 	exclusionary 	issues 	set 	forth 	in
Unit 	Determination 	for 	the 	State 	of 	California 	Pursuant 	to
Chapter 	1159 	of 	the 	Statutes 	of 	1977 	(State 	Employer-Employee
Relations 	Act) 	(12/31/80) 	PERB 	Decision 	No. 	llOc-s.10 	Thus,
we 	conclude 	that 	the 	burden 	of 	proving 	an 	exclusionary 	claim
rests 	with 	the 	party 	asserting 	it.11 	Stipulations 	of 	fact
submitted 	by 	the 	parties 	are 	accepted 	as 	conclusive.
Additionally 	see 	the 	detailed 	discussion 	regarding 	managerial
with 	the 	foregoing, 	the 	exercise 	of 	such
authority 	is 	not 	of 	a 	merely 	routine 	or
clerical 	nature, 	but 	requires 	the 	use 	of
independent 	judgment. 	Employees 	whose
duties 	are 	substantially 	similar 	to 	those 	of
their 	subordinates 	shall 	not 	be 	considered
to 	be 	supervisory 	employees.
The 	definition 	of 	"confidential 	employee" 	in 	subsection
3513(£) 	of 	SEERA 	refers 	to 	individuals 	who 	develop 	or 	present
management 	positions 	with 	respect 	to 	II employer-employee
relations" 	as 	compared 	to 	"meeting 	and 	conferring." 	Subsection
3513(f) 	provides:
"Confidential 	employee" 	means 	any 	employee
who 	is 	required 	to 	develop 	or 	present
management 	positions 	with 	respect 	to
employer-employee 	relations 	or 	whose 	duties
normally 	require 	access 	to 	confidential
information 	contributing 	significantly 	to
the 	development 	of 	management 	positions.
lOunit 	Determination 	for 	Employees 	of 	the 	California
State 	University 	and 	Colleges 	Pursuant 	to 	cfiapter 	744 	of 	the
Statutes 	of 	1978 	(Higher 	Education 	Employer-Emplo
7ee 	Relations
Act) 	(9/22/81) 	PERB 	Decision 	No. 	173-H 	and 	(11/17 	81) 	PERB
Decision 	No. 	176-H.
llsee 	also 	In 	Re: 	The 	State 	Employer-Employee 	Relations
Act, 	Phase 	III, 	Unit 	Determination 	Proceeding, 	supra, 	PERB
Order 	No. 	Ad-79-S.
8

and
	supervisory
	employees
	in
	Unit 	Determination 	for
Professional
	Scientists
	and
	Engineers,
	Lawrence
	Livermore
National
	Laboratory,
	of 	the
	University 	of
	California
	Pursuant
to
	Chapter
	744
	of
	Statutes
	of
	1978
	(Higher
	Education
Employer-Employee
	Relations
	Act
	(3/8/83)
	PERB
	Decision
No.
	246b-H,
	at
	p.
	8
	et
	seq.
As 	was
	stated 	in 	that 	case,
	the 	Board's
	analysis
	according
to 	the
	principles 	established 	in
	the
	SEERA
	unit 	determination
decision
	has 	been
	complicated 	because
	the 	record 	provides
	few
direct
	facts
	regarding 	the
	amount
	of
	time
	the
	employees
	in
issue
	perform
	duties
	substantially
'
the
	same
	as
	those
	of
	their
subordinates,
	or
	whether
	the
	exercise
	of
	supervisory
	duties 	is
sporadic
	and
	atypical
	or
	requires
	the
	use
	of 	independent
judgment.
	Abse~t
	such
	facts,
	the 	evidence
must
	be
conservatively
	approached. 	Thus,
	the
	point 	at
	which 	an
employee's
	supervisory
	obligation
	to 	the
	employer
	outweighs 	the
entitlement
	to
	the
	rights
	afforded
	rank-and-file
	employees
	will
be
	reached 	only
	where
	the 	record
	indicates
	the
	substantial
performance 	of
	supervisory
	duties. 	Additionally,
	certain
supervisory 	duties
	may
	indicate	
a	
serious 	potential
	for
	a
conflict
	of
	interest
	with 	bargaining 	unit
	members 	and
	thus
require
	the 	exclusion 	of 	the
	employee.
ORGANIZATION
	OF
	THE
	UC
	LIBRARY SYSTEM
An
	overview 	of 	the
	UC
	library
	system
	is 	essential 	in 	order
to 	accurately 	apply 	the 	exclusionary
	criteria 	set 	forth 	in
	the
statutes. 
9

The
	system
	is
	complex,
	consisting
	of
	at
	least
	one 	main
library
	and
	often 	several
	branch
	libraries
	on
	each
	University
campus.
	In
	addition,
	there 	are
	10
	unaffiliated
	libraries
located 	in
	various
	academic
	departments.12
The
	upper
	echelon
	of
	management
	at
	a
	main
	or 	branch
	library
consists
	of 	the
	university
	librarian
	who
	heads
	the
	facility,
and
	the
	assistant
	university
	librarians
	and
	associate
university 	librarians
	who
	work
	directly
	under
	him
	or
	her.
Incumbents
	in
	these
	positions
	share 	the
	top-level
	management
responsibilities
	of
	their
	respective
	libraries.
	None
	of
	these
positions
	were
	placed
	in
	the
	professional
	librarians
	unit
established
	by
	the
	Board.
The
	second
	echelon 	of
	library
	employees
	are
	grouped
	in
	the
following
	descending
	series
	with
	titles
	as
	follows:
	librarian,
associate 	l.ibrarian
	and
	assistant 	librarian.
	Incumbents
	in
these
	positions
	are
	at
	the 	crux 	of
	this
	dispute.
	An
appointment 	to
	a
	position 	in
	any
	titl~
	in 	this 	series
	falls
within
	one
	of
	three 	categories: 	career, 	potential 	career,
	or
temporary.13	
A
potential
	career
	appointment
	is
	distinguished
12see
	HEERA
	Unit 	Determination 	Hearings,
	Phase
	I 	-
Exhibit
	35:
	University 	of
	California 	Libraries:
	A
Plan 	for
Development 	1978-88,
	at
	pp. 	207-210. 	The
	UC
	Berkeley
	Law
Library 	is
	an 	example 	of
	an
	unaffiliated 	library.
13see
	HEERA
	Unit 	Determination 	Hearings,
	Phase 	I 	-
Exhibit
	34: 	Academic
	Personnel
	Manual
	at 	section
	82-17.
10

from
	a
	temporary 	appointment
	by
	the
	fact 	that
	no
	definite
	date
of
	termination
	of 	the 	appointment
	is
	specified. 	Additionally,
only
	appointees
	in
	potential
	career
	appointments
	may
	qualify,
after
	a
	trial
	period
	and
	careful
	review,
	for
	a
	continuing
career
	appointment.
Generally,
	librarians
	work
	in
	one
	of
	two
	departments--
public 	service
	or
	technical 	service.
	Public
	service 	deals
	with
reference 	materials
	and
	the
	circulation
	of
	library materials.
Approximately
	70
	percent
	of
	the
	librarians
	are 	assigned
	to
	the
public 	service
	branch
	at
	each
	campus.
	They
	have
	significant
contact
	with
	students, 	faculty
	and
	researchers.
	Technical
service 	relates
	to 	the
	acquisition
	and
	cataloging 	of
	the
library
	collection. 	Librarians 	in 	the 	technical 	service
	branch
have
	contact
	with
	administrative 	professionals
	such 	as 	computer
programmers
	and
	analysts.
EXCLUDED
	SUPERVISORY
	EMPLOYEES
Following 	the
	parties'
	agreement
	to 	the 	exclusion
	of
	the
employees
	listed
	in
	Appendix
	A,
	127 	employees
	in
	the
	librarians
unit
	remain
	in 	dispute.14	
UC
	has
	designated
	121
	of
	these
employees 	as
	supervisors.15	
The
	evidence 	submitted
	by
	UC
	in
support 	of 	excluding 	each 	of 	these 	individuals
	is 	largely
identical 	in 	content
	and
	specificity.
14see 	the 	discussion, 	supra 	at
	pp.
	4 and 	5.
1 5uc	
has
	designated 	the 	remaining
	six
	employees 	as
managers, 	to
	be
	discussed, 	infra.
11

The 	record 	does 	not 	provide 	a 	detailed 	account 	of 	the
day-to-day 	duties 	of 	any 	librarians. 	Absent 	rebutting
evidence, 	however, 	the 	Board 	finds 	that 	UC 	has 	established 	in
most 	instances 	a 	prima 	facie 	case 	for 	exclusion. 	The 	excluded
employees 	are 	listed 	in 	Appendix 	B attached 	hereto.
While 	~here 	are 	slight 	variations 	in 	the 	record 	regarding
Appendix 	B employees, 	the 	following 	general 	statements 	hold
true. 	With 	regard 	to 	authority 	to 	hire, 	Appendix 	B employees
either 	select 	from 	a 	pool 	of 	applicants 	the 	individuals 	to 	be
hired 	into 	t.heir 	work 	unit, 	or 	make 	recommendations 	with 	regard
to 	the 	hiring 	of 	job 	applicants 	that 	are 	routinely 	followed.
Further, 	Appendix 	B employees 	are 	responsible 	for 	the 	annual
and 	probationary 	performance 	evaluations 	of 	their
subordinates. 	With 	respect 	to 	probationary 	employees, 	the
performance 	evaluations 	are 	critical 	to 	a 	determination 	that
the 	employees 	will 	either 	be 	retained 	or 	discharged. 	The
combination 	of 	these 	duties 	indicates 	that 	Appendix 	B employees
play 	a 	significant 	role 	in 	hiring 	decisions 	which 	affect 	their
subordinates.
The 	record 	shows 	that 	some 	Appendix 	B employees 	are
directly 	responsible 	for 	merit 	salary 	increase 	and 	promotion
decisions 	or 	make 	recommendations 	in 	these 	matters 	which 	are
routinely 	followed. 	In 	numerous 	other 	areas, 	including
12

discipline 	and 	grievances, 	Appendix 	B employees 	have 	either 	the
authority 	to 	take 	action 	or 	to 	recommend 	effectively 	a 	solution
or 	action. 	It 	is 	not 	necessary 	to 	state 	categorically 	that 	any
of 	the 	foregoing 	duties 	would 	alone 	establish 	supervisory
status. 	Taken 	as 	a 	whole, 	the 	many 	and 	various
responsibilities 	are 	sufficient 	to 	establish 	supervisory
status. 	This 	is 	especially 	so 	because 	the 	evidence 	in 	favor 	of
exclusion 	is 	unrebutted.
CSEA 	and 	AFT 	argue 	that, 	notwithstanding 	the 	evidence 	of
supervisory 	authority, 	the 	employees 	designated 	by 	UC 	as
supervisors 	should 	not 	be 	excluded 	from 	the 	unit 	for 	two
reasons. 	First, 	they 	perform 	work 	substantially 	similar 	to
that 	of 	their 	subordinates 	and, 	second, 	they 	supervise 	only
employees 	who 	are 	not 	members 	of 	the 	unit. 	However, 	with 	the
exception 	of 	the 	two 	employees 	discussed, 	infra, 	there 	is 	no
evidence 	in 	the 	record 	to 	support 	the 	claim 	that 	they 	perform
work 	substantially 	similar 	to 	that 	of 	their 	subordinates.
Similarly, 	the 	record 	does 	not 	indicate 	that 	their 	supervisory
duties 	are 	limited 	to 	nonunit 	employees. 	Further, 	the 	fact
that 	supervisors 	supervise 	only 	nonunit 	employees 	does 	not
preclude 	designation 	of 	them 	as 	supervisory.16
16As 	the 	Board 	pointed 	out 	in 	Sacramento 	City 	Unified
School 	District 	(3/25/80) 	PERE 	Decision 	No. 	122 	at 	p. 	13, 	both
the 	Educational 	Employment 	Relations 	Act 	and 	the 	National 	Labor
13

In 	conclusion,
	the
	Appendix
	B
employees
	are
	excluded
	from
the
	unit
	on
	the
	basis
	that
	there
	has
	been 	an
	unrebutted
	prima
facie
	showing
	that
	they
	are
	supervisors 	within
	the
	meaning
	of
section
	3580.3.
APPENDIX
	C
EMPLOYEES 	INCLUDED
AFT
	submitted
	two
	counter-declarations
	to 	support 	the
inclusion 	of
	two
	employees.
	The
	declarants
	are
Stanley
	Stevens,
	an
	associate
	librarian
	(3616)
	at
	the 	Santa
Cruz
	library,
	special 	services 	section,
	map
	unit;
	and 	Raymond
Philip
	Hoehn,
	Jr.
	(3612),
	a 	map
	librarian,
	government 	documents
department
	at
	UC
	Berkeley.
	The
	evidence
	indicates 	that
Mr.
	Stevens
	is
	responsible
	for 	the
	physical
	environment
	of 	the
map
	room,
	equipment
	and
	supplies.
	These
	responsibilities
occupy
	80
	percent
	of
	his
	time. 	Supervision 	of
	three 	nonunit
employees
	occupies 	approximately
	10
	percent 	of
	his
	time.
Mr.
	Hoehn's
	responsibilities
	include 	acquiring, 	cataloging
	and
providing 	reference 	services
	for 	cartographic 	materials.
Relations
	Act
	contain 	the
	same
	rationale
	for 	the 	exclusion 	of
supervisors
	from
	rank
	and
	file
	units:
••.
	to 	protect
	management's
	interest
	inthe 	undiluted 	loyalty
	of 	those
	employees
	to
whom
	it
	delegates 	supervisory
responsibilities
	and
	to
	guard
	against
potential 	conflicts
	of
	interest
	between
supervisors
	and
	the
	employees 	they 	supervise.
This
	rationale 	is
	equally 	applicable 	to
	HEERA.
14

Ninety
	percent 	of
	Mr.
	Hoehn's 	time
	is
	spent
	doing
	these
	duties
and
	five
	percent
	is
	spent
	representing
	the
	unit
	at
	various
meetings. 	Supervision 	of
	two
	nonunit
	employees
	occupies
approximately
	five 	percent 	of
	his
	time.
The
	record
	reflects
	that
	Hoehn 	and
	Stevens
	are
professionals
	who
	spend,	
at	
most,
	10
	percent 	of
	their
	time
	on
supervision, 	that
	such.supervision
	is
	exercised
	over
nonprofessional
	employees
	who
	are
	not 	in 	the
	unit 	petitioned
1
for,
	and
	that
	the 	supervised
	employees
	are
	performing
	work
which
	is
	merely
	adjunct 	to 	the
	professional 	duties
	of
	Hoehn 	and
Stevens.
	Such
	supervisory
	activity 	is
	incidental
	to
	their
professional
	activities,
	and
	is
	not
	carried
	out
	essentially
	in
the
	interest
	of
	their
	employer. 	Redlands
	Unified
	School
District
	(8/27/82)
	PERB
	Decision
	No.
	235.
	It
	is 	this
combination 	of
	factors
	which
	persuades
	us
	that 	their 	inclusion
would
	not
	present
	a
	danger
	of
	conflict
	of
	interest
	within 	the
unit,
	and
	that 	their
	infrequent 	exercise
	of 	supervisory
authority
	is
	insufficient 	to 	ally 	their 	interest
	with
management 	so 	as
	to 	create
	the
	more
	generalized
	conflict 	of
interest
	which
	the
	Legislature
	sought 	to 	avoid
	when
	it
	declared
that 	supervisors 	are 	to
	be
	excluded
	from
	rank
	and
	file 	units.
This
	rationale
	was
	expressed 	as 	follows
	by
	the 	National
	Labor
Relations
	Board
	in 	Adelphi
	University
	(1972) 	195
	NLRB
	639, 	644
[79
	LRRM
	1545]:
15

The
	underlying
	rationale
	of
	this
	body
	of
precedent
	is
	that
	an
	employee
	whose
principal 	duties
	are
	of 	the
	same
	character
as
	that
	of 	other 	bargaining
	unit
	employees
should 	not
	be
	isolated
	from 	them
	solely
because
	of 	sporadic
	exercise 	of 	supervisory
authority
	over
	nonunit
	personnel.
	No
	danger
of
	conflict
	of
	interest
	within
	the
	unit
	is
presented,
	nor 	does
	the
	infrequent 	exercise
of
	supervisory
	authority
	so
	ally
	such
	an
employee
	with
	management
	as 	to·
create
	a 	more
generalized
	conflict
	of
	interest
	of
	the 	type
envisioned
	by Congress
	••••
Mr.
	Stevens
	and 	Mr. 	Hoehn
	are 	therefore
	included
	in 	the
	unit,
as
	indicated
	in
	Appendix
	C
attached 	hereto.
A
handful 	of 	the
	employees
	designated
	by
	UC
	as
	supervisors
simply
	do
	not 	possess 	the
	requisite
	supervisory
	authority 	to
warrant
	their
	exclusion
	from
	the
	unit.
	These 	employees
	are
listed
	in
	Appendix 	c. 	The
	record
	reveals
	that
	these
	employees
have,
	at
	the 	most, 	only 	advisory
	power
	in 	matters 	of
	hiring,
transfers,
	salary 	increases,
	promotions,
	discipline
	and
grievances.
	Viewing
	the 	record
	as
	a
	whole, 	the 	evidence
presented
	on
	these
	employees 	does
	not
	establish
	a
	prima
	facie
case 	for 	exclusion.
	Thus,
	we
	find
	Appendix
	C employees
	to
	be
appropriately
	included 	in 	the
	unit.
MANAGERIAL 	EMPLOYEES
UC
	seeks 	to 	exclude
	16 	employees 	~rom
	the
	unit
	as
managerial.
	Ten
	of 	these
	16 	employees 	have 	been
	excluded 	as
	at
16

least
	supervisory
	pursuant 	to
	the
	parties'
	agreement.17	
The
remaining
	six
	employees
	are
	incumbents
	in 	three
classifications.18
The
	six
	employees
	designated
	by
	UC
	as 	managerial 	perform
virtually
	the
	same
	duties.
	The
	record
	reveals
	that
	these
employees
	are
	solely
	responsible
	for 	the
	overall 	operation 	of
their 	units.
	They
	also
	have
	individual
	responsibility 	to
develop
	and
	administer 	important
	policies
	and
	programs
pertaining
	to
	their 	units.
	They
	exercise 	discretionary
authority
	in 	developing
	and
	modifying
	institutional
	goals
	and
priorities.
	Moreover, 	they 	perform
	a 	number
	of
	duties
indicating 	substantial 	responsibility
	in 	developing,
administering
	and
	modifying
	the
	unit
	budget.
Absent
	contrary 	evidence, 	the
	Board
	concludes
	that 	these
employees,
	listed
	in
	Appendix 	D
attached 	hereto,
	have
significant 	responsibilities
	for
	both
	formulating
	and
administering
	UC
	policies
	and
	programs.
	Therefore,
	they
	are
excluded
	from
	the
	unit
	as 	managerial.
17Again, 	as
	was
	stated 	in 	footnote
	4,
	supra,
	and
	in 	the
State
	Employer-Employee
	Relations 	Act,
	Phase
	III,
	Unit
Determination 	Proceeding, 	supra,
	PERB
	Order 	No. 	Ad-79-S,
	thefocus 	of
	this 	decision 	is
	the 	determination 	of 	those 	employees
who
	are 	to
	be
	included 	in 	the 	unit.
	The
	specific 	basis 	for 	the
exclusion 	of
	an 	employee, 	whether
	it
	is
	managerial, 	supervisoryor
	confidential 	status, 	is
	not 	relevant 	for
	this
	purpose.
18pour 	are 	classified
	as 	a
	librarian
	-
	career 	status(3612).
	One
	is 	classified
	as 	an
	associate 	librarian
	-
	career
status
	(3616). 	One
	is 	classified
	as 	an
	associate 	librarian
	-
potential 	career 	status
	(3617).
17

CONFIDENTIAL
	EMPLOYEES
Subsection
	3562(e)
	of
	HEERA
	provides
	that
	a
	confidential
employee
	is
	one
	who
	is
	required
	to
	develop 	or
	present
management
	positions
	with
	respect
	to
	"meeting
	and
	conferring."
This 	term,
	like
	the
	term 	"employer-employee
	relations"
	in
section
	3513{f)
	of
	SEERA,
	includes,
	at
	the
	least,
	the
processing
	of
	employee
	grievances
	and
	employer-employee
negotiations.19	
Subsection
	3562(e}
	also
	provides
	that
	a
confidential
	employee
	is
	one 	whose
	duties
	normally
	require
access 	to
	confidential
	information
	which
	contributes
significantly
	to
	the
	development
	of
	management
	positions.
The
	frequency 	with
	which 	an 	employee
	has
	access 	to 	or
possesses 	information 	of
	a
	confidential
	nature
	is
	not
controlling.
	However,
	it
	must 	be
	in 	the
	regular
	course
	of
	the
employee's
	duties
	and 	more
	than
	a
	happenstance.20
Specifically,
	the
	Board 	has
	stated:
The 	mere
	access 	to
	or
	possession 	of
confidential
	information
	by 	an 	employee
	willnot,
	however,
	in
	and
	of
	itself
	result
	in
19Fremont
	Unified 	School
	District
	(12/16/76)
	EERB
Decision
	No. 	6,
	at
	p.
	11; 	Marin 	Community
	College
	District
(6/26/78)
	PERB
	Decision
	No. 	55,
	at
	p.
	20; 	Rio 	Hondo 	Community
College
	District
	(12/28/82)
	PERB
	Decision
	No. 	272.
Prior 	to 	January
	1,
	1978,
	PERB
	was 	known 	as 	the 	Educational
Employment
	Relations
	Board 	(EERB).
2Osan
	Rafael 	City 	Schools 	(10/3/77)
	EERB
	Decision
	No.
	32,
at 	p. 	3.
18

that
	employee's
	designation
	as
confidential.
	A
confidential
	employee 	must
function
	as 	such
	in 	the
	regular
	course
	of
his
	or
	her
	duties
	before 	the
	denial
	of
representation 	rights 	that
	accompanies
	such
classification 	is
	justified.
	[Footnote
omitted.]
21
In
	sum, 	more
	than
	a
	fraction
	of 	the
	employees' 	time 	must
	be
spent
	on
	confidential
	matters.22	
The
	individual
	must 	have
access 	to
	or 	possess
	sufficient
	information
	to
	warrant
	the
conclusion
	that
	the 	employer's
	ability
	to 	negotiate
	with
employees
	from 	an
	equal 	posture
	might
	be
	jeopardized,
	and
	the
balance 	in
	employer-employee
	relations 	distorted,
	if
	the
information
	was
	prematurely
	made
	public.23
The
	Board 	has
	also 	stated 	that:
The
	assumption
	is
	that
	the
	employer
	should
	be
allowed
	a
	small 	nucleus 	of
	individuals
	who
would
	assist
	the
	employer
	in 	the
	development
of 	the 	employer's
	positions
	for 	the 	purposes
of
	employer-employee
	relations
••.•
. 	. 	•
	the 	employer,
	in 	order 	to
	fulfill 	its
statutory 	role
	in
	its
	employer-employee
relations,
	must
	be
	assured 	of 	the 	undivided
loyalty
	of
	a
	nucleus 	of
	staff
	designated
	as
"confidential
	employees."24
2lcampbell
	Union 	High
	School
	District
	(8/17/78)
	PERB
Decision
	No.
	66,
	at
	p. 	4.
22Los 	Rios 	Community
	College
	District
	(6/9/77)
	EERB
Decision
	No.
	18, 	at 	p.
	21.
23campbell 	Union 	High
	School
	District,
	supra,
	PERB
Decision
	No. 	66,
	at 	p. 	4.
24
sierra
	sands 	Unified 	School
	District
	(10/14/76)
	EERB
Decision
	No. 	2, 	at
	pp. 	2-3. 	That 	case 	was 	decided 	under
subsection 	3540.l(c) 	of 	the 	EERA, 	which 	provides:
19

Section
	3562(e)
	thus 	contemplates
	a
	small
	number
	of
confidential
	employees 	working
	at
	the
	most
	knowledgeable
	levels
in
	the 	areas
	of 	bargaining
	and
	grievance
	processing.
UC
	contends
	that
	the 	evidence
	submitted
	in 	support
	of
	the
exclusion
	of 	claimed
	managers
	and
	supervisors
	from
	the
professional
	librarians
	unit 	also
	proves
	that
	nearly
	all
	of
these 	individuals 	also
	meet
	the
	criteria
	for 	exclusion
	on
	the
basis
	of
	confidential 	status 	set
	forth
	in 	subsection
3562(e}.
25	
In
	fact,
	UC
	submitted 	evidence
	pertaining 	to
	the
alleged 	confidential 	status
	of
	all
	except
	16
	of
	its
	claimed
managers
	and
	supervisors.
To
	exclude
	all
	of 	these
	employees 	as
	confidential
	would
hardly 	create
	a
	"small 	nucleus" 	of
	employees
	who
	develop
	or
have
	access 	to
	confidential
	information 	with
	respect
	to
	meeting
and
	conferring.
	In
	drafting
	subsection 	3562(e), 	the
Legislature
	cannot
	have
	intended
	that
	the
	169
	librarians
	should
all
	be
	excluded 	as
	confidential.
	In
	discussing 	the
	limited
exclusion 	of
	confidential
	employees,
	the 	United
	States
	Supreme
Court 	has
	recently
	noted
	that 	professional
	employees
	are 	nearly
"Confidential
	employee" 	means 	any 	employee
who,
	in 	the 	regular 	course 	of 	his 	duties,
has
	access
	to,
	or 	possesses 	information
relating 	to, 	his 	employer'semployer-employee
	relations.
25uc
	did 	not 	claim 	the 	exclusion 	of
	any 	employee
	in 	the
librarians 	unit 	exclusively
	on
	the 	ground
	that 	the 	employee
	is
confidential.
20

always 	likely 	to 	be 	privy 	to 	some 	confidential 	business
information 	relating 	to 	bargaining 	and 	grievance 	issues.
However, 	if 	such 	employees 	were 	all 	designated 	confidential,
that 	basis 	for 	exclusion 	would 	"swallow 	up 	and 	displace 	almost
the 	entirety 	of 	the 	professional-employee 	inclusion." 	NLRB 	v.
Hendricks 	County 	Rural 	Electric 	Membership 	Corp. 	(1981) 	454
U.S. 	170 	[108 	LRRM 	3105, 	3110]. 	Instead, 	based 	on 	the 	National
Labor 	Relations 	Board's 	"labor-nexus 	test," 	confidential 	status
is 	limited 	to 	(1) 	those 	employees 	who 	assist 	and 	act 	in 	a
confidential 	capacity 	to 	persons 	who 	formulate, 	determine 	and
effectuate 	management 	policies 	in 	the 	field 	of 	labor 	relations,
and 	(2) 	persons 	who, 	although 	not 	assisting 	persons 	exercising
managerial 	functions 	in 	the 	labor-relations 	area, 	regularly
have 	access 	to 	confidential 	information 	concerning 	anticipated
changes 	which 	may 	result 	from 	collective 	bargaining
negotiations. 	Id., 	108 	LRRM 	at 	3109-3112.
The 	evidence 	does 	not 	indicate 	that 	any 	of 	the 	librarians
satisfies 	the 	labor-nexus 	test. 	For 	example, 	nearly 	all 	the
disputed 	employees 	attend 	meetings 	where 	management 	positions
and/or 	strategy 	with 	respect 	to 	collective 	bargaining 	matters
are 	discussed. 	The 	fact 	that 	well 	over 	100 	librarians 	attend
such 	meetings 	in 	itself 	reveals 	that 	the 	information 	discussed
at 	such 	meetings 	is 	not 	confidential.
21

Further,
	the
	evidence
	presented
	is
	not
	sufficient
	to
establish,
	without
	further
	support,
	that
	more
	than
	a
	fraction
of 	the
	disputed
	employees' 	time
	is
	spent
	on
	the
	alleged
confidential
	matters.
	It
	is
	apparent
	that
	the
	participation
	of
these
	employees
	in 	bargaining
	and
	grievance
	matters
	is
	only
incidental
	to
	their
	regular
	responsibilities
	in 	the
	library.
Absent
	a
	showing
	of
	significant
	involvement
	in
	confidential
matters,
	none
	of 	the 	disputed
	employees
	qualifies
	for
confidential
	status.
In 	conclusion,
	nothing 	in 	the 	record
	establishes 	that
	these
librarians
	are
	part
	of 	the 	small 	nucleus 	of
	individuals
	who
	are
actively
	involved 	in
	collective
	negotiations
	and
	grievance
resolution 	at
	the
	highest
	levels,
	or
	that
	they
	regularly
perform
	confidential 	duties.
	Given
	the
	narrow
	definition
	of
confidential
	employee,
	the 	lack 	of 	evidence 	regarding 	the
performance
	of
	confidential 	duties
	by
	librarians,
	and
	the
apparent 	infrequency 	of 	performance
	of
	any
	duties
	which
	might
exist,
	none
	of 	the 	disputed
	employees 	can
	be
	excluded
	from
	the
unit
	as
	confidential.
CASUAL 	EMPLOYEES
Casual
	employees
	are 	those
	who, 	due
	to
	their
	sporadic 	or
intermittent 	relationship
	with 	the 	employer, 	lack
	a
	sufficient
community
	of
	interest
	with 	regular
	employees
	to
	be
	included 	in
the 	representational 	unit.
	Unit 	Determination 	for 	Employees 	of
22

the
	California 	State
	University
	and
	Colleges 	Pursuant
	to
Chapter
	744
	of 	the
	Statutes
	of
	1978
	(Higher
	Education
Employer-Employee
	Relations
	Act)
	(9/22/81)
	PERB
	Decision
No.
	173-H;
	citing
	Mission
	Pak 	Co. 	(1960) 	127
	NLRB
	1097 	[46
	LRRM
1161].
	In
	considering
	the
	status
	of
	alleged 	casual
	employees
and
	the 	appropriateness
	of 	excluding
	them 	from
	the
	librarians
unit,
	we
	are 	required 	to
	consider 	the
	fo.llowing
	criteria 	set
forth
	in
	section
	3579
	of
	HEERA
	which,
	in
	pertinent
	part,
provides:
(a)
	In
	each
	case
	where
	the
	appropriateness
of
	a
	unit
	is
	an
	issue,
	in 	determining
	an
appropriate
	unit,
	the
	board
	shall
	take
	intoconsideration
	all
	of 	the 	following
	criteria:
(1) 	The
	internal
	and
	occupational
community
	of
	interest
	among
	theemployees,
	including,
	but 	not
	limited
to,
	the
	extent 	to
	which
	they 	perform
functionally 	related 	services
	or
	work
toward
	established
	common
	goals,
	the
history 	of
	employee
	representation
	with
the 	employer,
	the 	extent 	to
	which
	suchemployees 	belong
	to
	the
	same 	employee
organization, 	the 	extent 	to
	which
	the
employees 	have 	common
	skills,
	working
conditions,
	job
	duties,
	or
	similareducational
	or
	training
	requirements,
and
	the
	extent 	to
	which
	the
	employees
have
	common
	supervision.
In
	addition 	to 	the
	above
	statutory
	criteria,
	the
	Board
	has
consistently 	held, 	in 	accordance 	with 	other
	jurisdictions, 	that
such
	factors
	as
	qualifications,
	job 	function, 	compensation,
hours 	of
	work,
	fringe 	benefi·ts, 	integration 	of
	work
	function,
and
	interchange
	between 	employees
	are 	relevant 	in 	determining
23

community
	of
	interest.26	
As
	stated
	in
	Monterey
	Peninsula
Corranunity
	College
	District, 	Id.:
•.•
	community
	of
	interest 	is
	not
determined
	by
	going
	down 	a
	check
	list
	of
these
	factors.
	The
	point
	of 	the
	comparison
is
	to 	reveal
	the
	interests
	of 	the
	employees
and
	ascertain
	whether
	they
	share
	a
substantial
	mutual
	interest
	in
	matters
subject 	to
	meeting
	and
	negotiation.(Citation 	omitted.)
	The
	interests
	of
included
	employees 	must
	be
	mutual
	not
distinct,
	and
	substantial
	not
	tenuous.
Thus,
	employees
	may 	be
	excluded
	from 	a
particular 	unit 	either
	because
	their
interests
	are 	separate
	and
	apart
	from
	those
of 	the
	employees
	in
	that 	particular 	unit,
(citation
	omitted) 	or
	because
	their 	interest
in
	negotiable 	matters 	subject 	to
	the
	controlof
	the
	employer
	is
	so
	insubstantial 	that
they
	do
	not
	share
	mutual
	interests
	wih
	other
unit
	employees.
	(PERB
	Decision
	No. 	76
	at
p. 	13.)
UC
	has
	designated 	three
	job
	classifications
	in 	the
librarians
	unit
	which
	it
	claims 	are 	designed 	for
	use
exclusively
	by 	employees
	who
	have 	a
	casual
	employment
relationship
	with 	the
	university.
	These
	classifications
	are
temporary
	librarian
	(3614), 	temporary
	associate
	librarian
(3618) 	and
	temporary
	assistant 	librarian
	(3622).
26Hartnell
	Community
	College
	District
	(1/2/79)
	PERB
Decision
	No. 	81; 	Monterey
	Peninsula
	Community
	College
	District
(10/16/78)
	PERB
	Decision
	No. 	76. 	See
	also
	Kalamazoo
	Paper
	Box
Corp.
	(1962) 	136
	NLRB
	134 	[49
	LRRM
	1715].
24

UC
	makes 	two
	arguments
	with
	regard
	to 	alleged 	casual
employees.
	It
	first
	contends
	that
	any
	employee
	in
	these
	three
classifications
	who
	does
	not
	qualify
	for
	membership
	in
	one
	of
the
	several
	retirement
	systems
	for
	which
	university
	employees
may 	be
	eligible
	should
	be 	deemed
	casual
	and
	excluded
	from
	the
bargaining
	unit.
	Generally, 	the 	requirements 	for
	membership
	in
these
	systems
	are
	that
	a
	university
	employee
	must
	work 	more
than
	50
	percent
	time
	ana
	that
	the 	appointment
	be
	of
	more
	than
	a
year's
	duration.
	UC
	argues
	that
	only
	employees
	who
	meet
	these
criteria
	for 	retirement
	system
	participation
	have
	sufficient
employment
	interests
	to
	warrant
	their
	inclusion 	in 	the
bargaining
	unit.
UC,
	in 	essence,
	is
	attempting 	to 	define
	a
	point
	at
	which
	an
employee's
	relationship
	with
	the
	university
	is
	transformed
	from
intermittent
	and
	sporadic 	to
	substantial
	and
	continuing.
	If
	an
employee 	works 	a
	sufficient
	percent 	of 	the
	time 	and
	length
	of
time
	to 	qualify
	him
	for
	participation
	in
	a
	university
retirement
	system, 	then
	UC
	contends
	that
	the 	individual
	is
	not
casual.
	If
	the
	employee
	fails
	to
	reach 	the
	qualifying 	plateau,
then
	UC
	contends
	that
	the
	status
	of
	that
	person 	should 	per 	se
be
	casual.
The 	Board 	has
	specifically 	rejected
	such 	an
	approach. 	In
Dixie 	Elementary 	School
	District
	(8/11/81)
	PERB
	Decision
No.
	171, 	the 	Board 	modified
	ari
	existing 	unit 	of 	regular
25

full-time, 	substitute
	and
	temporary
	teachers
	by
	including
certain
	unrepresented 	day-to-day
	substitutes
	and
	temporary
teachers.
	The
	Board
	noted
	that
	there
	was:
••.
	no
	indication 	that
	the
	[petitioned-for]
teachers'
	interest
	and 	commitment
	to,
	or
empathy
	with,
	the 	concerns
	of
	others 	within
the
	bargaining
	unit
	is
	proportional 	to
	their
number-of-days-employment. 	Moreover,
	to
impose 	a
	threshold
	requirement 	for
	inclusionin
	the
	unit
	based
	on
	number-of-days-employment
would 	be
	inevitably
	arbitrary
	[footnote
omitted].
	There
	is
	no
	rationale 	instructing
where
	the
	line
	establishing
	the
	minimum
	should
be
	drawn.
	Accordingly,
	this
	Board 	does
	not
require,
	as
	a
	condition
	of
	unit
	membership,
that
	a
	classroom
	teacher
	work
	for
	a
	specified
number
	of 	days.
	(PERE
	Decision
	No. 	171
	at
pp.
	7-8.)27
Additionally,
	the
	Board
	has
	rejected
	the
	argument
	that 	less
than
	50
	percent 	part-time
	employment
	alone 	should
	automatically
result
	in 	the
	casual 	designation 	of
	an
	employee.
	See
	Belmont
Elementary 	School
	District, 	Id.,
	EERB
	Decision
	No. 	7;
	Paramount
Unified
	School
	District
	(10/7/77)
	EERB
	Decision
	No. 	33.
The 	mere
	fact 	that
	an 	employee 	does
	not
	work 	a
	sufficient
number
	of
	days 	or 	percent 	of
	time
	to 	qualify 	for
	participation
in
	a
	university 	retirement
	system 	does
	not,
	in
	and
	of
	itself,
indicate 	that
	the
	employee 	does 	not 	share
	a 	community
	of
interest
	with 	other 	unit
	members. 	The
	record 	reveals
	that
	the
27Temporary 	employees 	were
	also 	included 	in
	a
	bargaining
unit 	of 	teachers 	in
	Belmont 	Elementary 	School
	District
(12/30/76)
	EERB
	Decision
	No.
	7, 	based 	on
	similar
	working
conditions
	and 	employment 	as
	part 	of 	the 	regular 	faculty 	pool.
26

claimed 	casual 	employees 	may 	perform 	duties 	similar 	to 	those 	of
career 	or 	potential 	career 	employees; 	receive 	the 	same 	rates 	of
pay; 	have 	the 	same 	qualifications, 	skills 	and 	education; 	work
the 	same 	shifts; 	report 	to 	the 	same 	supervisors; 	and 	receive
roughly 	equivalent 	benefits. 	Absent 	evidence 	to 	the 	contrary,
there 	is 	no 	reason 	to 	believe 	that 	such 	an 	employee 	does 	not
share 	a 	substantial 	connnunity 	of 	interest 	with 	other 	unit
employees. 	Ineligibility 	to 	participate 	in 	one 	of 	the
university 	retirement 	systems 	is 	not, 	by 	itself, 	enough 	to
persuade 	us 	differently.
UC 	secondly 	argues 	that, 	if 	the 	Board 	does 	not 	adopt 	the
retirement 	system 	eligibility 	criterion, 	individuals 	in 	the
three 	classifications 	claimed 	as 	casual 	should 	be 	excluded 	from
the 	librarians 	unit 	because 	they 	lack 	an 	expectation 	of
continuing 	employment 	with 	the 	university. 	UC 	cites 	a 	host 	of
NLRB 	cases 	for 	the 	proposition 	that 	employees 	who 	lack 	a
"reasonable 	expectation 	of 	future 	reasonably 	regular
employment" 	should 	be 	excluded 	as 	casual. 	Connecticut
Distributors 	Inc. 	(1981) 	255 	NLRB 	1255, 	1262 	[107 	LRRM 	1229];
see 	also 	J.R. 	Simplot 	Food 	Processing 	Division 	Inc. 	(1960) 	128
NLRB 	1391 	[46 	LRRM 	1484]; 	American 	Federation 	of 	State, 	County
and 	Municipal 	Employees 	(1976) 	224 	NLRB 	1057 	[93 	LRRM 	1137];
Advanced 	Mining 	Group, 	Division 	of 	Republic 	Corp. 	(1982) 	260
NLRB 	No. 	73 	[109 	LRRM 	1281]. 	In 	all 	of 	these 	cases, 	however,
27

employees 	were 	excluded 	as 	casuals 	either 	because 	the 	parties
had 	virtually 	agreed 	to 	their 	exclusion, 	or 	because 	the
durations 	of 	the 	employees' 	appointments 	were 	extremely
limited. 	This 	is 	not 	the 	case 	for 	the 	alleged 	casual 	employees
in 	the 	librarians 	unit.
Although 	employees 	in 	these 	temporary 	classifications 	have
apparently 	no 	reason 	to 	rely 	on 	reappointment, 	their
relationship 	to 	the 	university 	and 	other 	unit 	members 	is 	far
from 	limited. 	They 	may 	be 	appointed 	full-time 	to 	their
positions 	for 	up 	to 	two 	years 	in 	the 	same 	capacity 	as 	other
unit 	members. 	Thereafter 	nothing 	precludes 	reappointment.
Their 	work 	is 	career 	oriented 	and 	presumably 	approached 	with
the 	same 	professional 	goals 	and 	expectations 	that 	all 	unit
employees 	possess. 	They 	are 	subject 	to 	the 	same 	library
policies 	and 	procedures, 	the 	same 	pay 	and 	promotion 	structure,
the 	same 	working 	conditions, 	and 	the 	same 	disciplinary 	rules.
Based 	on 	these 	facts 	we 	find 	that 	the 	employees 	in 	the 	alleged
casual 	classifications 	possess 	a 	significant 	community 	of
interest 	with 	other 	unit 	members, 	and 	therefore, 	should 	be
included 	in 	the 	unit.
ORDER
Upon 	the 	foregoing 	Decision 	and 	the 	entire 	record 	in 	this
case, 	the 	Public 	Employment 	Relations 	Board 	ORDERS 	that:
28

(1) 	The
	employees
	listed
	in
	Appendix 	A
are
	excluded
	from
the
	Professional 	Librarians
	Unit 	according
	to
	the
	agreement
	of
the
	parties
	and
	based
	upon
	the
	factual
	record 	in
	this
proceeding.
(2) 	The
	employees
	listed
	in
	Appendices
	Band
	Dare
excluded
	from
	the
	unit
	as
	supervisory
	or 	managerial 	for
	the
reasons
	stated
	in
	the 	foregoing 	Decision.
(3) 	The
	employees
	listed
	in
	Appendix
	Care
	included
	in
	the
unit
	for
	the 	reasons
	stated
	in 	the 	foregoing
	Decision.
(4)
	No
	employees
	are
	excluded
	from
	the
	unit
	as
confidential
	for 	the 	reasons
	stated
	in 	the 	foregoing
	Decision.
(5) 	The
	classifications
	of
	temporary
	librarian
	(3614),
temporary
	associate
	librarian
	(3618) 	and
	temporary
	assistant
librarian
	(3622)
	are
	not
	casual
	and
	are 	included 	in 	the
	unit
for 	the
	reasons
	stated
	in 	the 	foregoing 	Decision.
(6) 	Any
	technical 	errors 	in
	this
	Order
	shall
	be
	presented
to 	the
	director
	of 	representation
	who
	shall
	take
	appropriate
action
	thereon 	in 	accordance 	with
	this
	Decision.
By
	the
	BOARD
29

03/l9/B3
CODE _______ _
361.2
3612
:5612
3t:)l2
3612
3612
3612
3612
:3612
3612
flTL.E _tl,~ME
Lrllnl 	CAR
Ll:t PIJ 	CAR
LBRN -- UiR
U:f/N 	CAR
I.• Hlm 	CAR
u,rw 	CAR
L/.!RN 	CAR
LllflN 	CM{
U1RN ... CAR
LDRM 	CAR
u1rm 	Ct;R
L[{RN 	CAR
LfllW 	CAR
u, f/N 	CAR
1.1:RN 	CAR
L[IRN 	CAR
LBRN -- CAR
u:irm 	CAR
LIHtN 	CAR
LDRN 	CAR
LF.tRN 	CAR
l..lc!RN 	CAR
LE•PN 	CAR
UtFW -· CAR
L.Eel~tJ ·- Cr'iH
Lf'.IRN 	CAR
LJJIH1 	Ct1R
M'PEi•mrx A -·· EIH'LUYEE', TO r:1: I XCI.UDED FROM PIWFTS~;[fHl(iL LlJ!fJ,fL[(iil('.: l_lf!l T I 7 	BY STIPULATION
STtiT
~,TAT
ShH
flTfH
'.:;TAT
f:;Tf"lT
STr➔ T
STAT
STAT
':HAT
!HAT
~lTAT
!HAT
STAT
STAT
SlrH
STAl
STAl
STAl
STAT
STAT
~,TAT
STAT
STAT
f,Tt1T
c,;TAT
STr)T
Nr'iME
ANDERSON. 	SHARON M,
BENENFELD, 	f1L.t1N
BFRRY. 	POhER fl.
[10TIOM'.°-, 	PITr't B.
BOYER, 	RUili
BRiijCOE, 	PETER M.
BRUN, 	r:. 	ii.
BUZZMW, 	riAHION
COOPER, 	RICHARDS,
C RDl~~ill1'll,J, 	P .
EATON, 	EUGENIA
Fr'IRRELL, 	LOIS C,
FITCH, 	[1, 	F.
Gm BENS, 	C,
GI l!f.lG, 	GF U f~GE
OITTLE~,OM, MARC
GOFF, l-.lI Lt. UiM J.
ltINCl(L.FY I (\IHI
HOM, 	l(lhl ·,n T.
HOF!tl, 	JUl1'i I<.
CritiPlF,	--···-•············~·
UC[!
IJCL.1'.
UCI
IJCSC
UCI
UCR
UCSD
UCI
UCB
UCSD
UCI
ucn
UCSD
UCSB
UCLA
UCSD
UCSI:i
UCLA
UCJ:
IJCJ
UCLi'.\
urn
PhGF
31.50 l
Jlj7J
3~iJ 7
6230
6241
03/19/83 	APPENDIX A - EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17 BY STIPULATION 	PAGE
CODE ....... 	TITLE NAME 	NAME 	CAMPUS 	REC....
3617 	LBRN - CAR STAT 	ANDERSON, SHARON M. 	UCSD 	3527
3612 	LORN - CAR STAT 	BAKER, SHARON D. 	UCD 	3505
3612 	LBRN - CAR STAT 	BARR, MARY 	UCSF 	3501
3612 	LERN - CAR STAT 	DENENFELD, ALAN 	UCLA 	3516
3612 	LBRN - CAR STAT 	BERRY, ROGER B. 	UCI 	3547
3612 	LERN - CAR STAT 	ROTIONS, RITA B. 	ucso 	3535
3612 	LBEN - CAR STAT 	BOYER, RUTH 	UCI 	7495
3612 	LORN - CAR STAT 	BRISCOE, PETER M. 	UCR 	3523
3612 	LBRN - CAR STAT 	BRUN, C. H. 	UCSF 	3539
3612 	LBRN - CAR STAT 	BUZZARD, MARION 	UCI 	3548
3612 	LERN - CAR STAT 	COOPER, RICHARD S. 	UCB 	34 73
3612 	LARN - CAR STAT 	CRONSHAW, P. 	UCSB 	3540
3612 	LBRN - CAR STAT 	EASLEY, JANET T. 	UCI 	3549
3612 	LERN - CAR STAT 	EATON, EUGENIA 	UCLA 	3517
3612 	LERN - CAR STAT 	FARRELL, LOIS C. 	UCR 	34 74
3612 	LERN - CAR STAT 	FITCH, D. E. 	UCSB 	3541
3612 	LBRN - CAR STAT 	GIBBENS, C. 	UCSB 	3542
3612 	LORN - CAR STAT 	GIBES, GEORGE 	UCLA 	6230
3612 	LBRN - CAR STAT 	GITTLESON, MARC 	UCSD 	6241
3612 	LEHN - CAR STAT 	GOFF, WILLIAM J. 	UCSI 	3528
3612 	LBRN - CAR STAT 	HINCKLEY, ANN 	UCLA 	3519
3612 	LBRN - CAR STAT 	HODINA, A. J. 	UCSB 	3543
3612 	LBRN - CAR STAT 	HOM, KIMIYO T 	UCR 	3480
3612 	LBRN - CAR STAT 	HORN, JUDY K . 	UCJ 	3550
3612 	LBRN - CAR STAT 	JONES, NOPAH E. 	UCLA 	3520
3612 	LBRN - CAR STAT 	KENNEDY , ' COTT 	UCO 	3508
3612 	LBRN - CAR STAT 	KOYAMA, JANICE T. 	UCH 	6225

03/1.9/03
CODE
3612
3612
3612
36:12
361.2
3612
3613
361.t.,
3t,l
6
361.1.,
361.6
3616
3617
3617
3617
36:1.7
APPENDIX
A -
	EMPLOYEES
	TO
BF
FXCLUDED
FROM
	PROFESSIONAL
LIBPARIANS UNI! 	17
	BY
STIPULATION
TITLE
NhME
-----------------------
LHRN 	C()R
STfiT
LBf:P	
C{IR
STrYl
LDl~N	
C(\R
STAT
LflRN
	CAR
STAT
LBIW	
CAR
[,TrH
LDHN 	CAR
iJT,YT
1
..•
rnm	
Ct1R
STAT
LltRN
	CAI~
~,T
r.1T
LBl~N	
CAR !,T,'.'iT
Lflf/N 	CM
~,Tt1T
LliRN 	POTENT
CAR
STAT
L!lflt~	
POTENT
CAR
STAT
AS':,OC
LitRN
	--
CAR
STAT
rii,:~;oc LE•HN
-- CAR
STAT
AGBDC
Lf1RN
--
Cr'.\R
STAT
1)!>'.';oc
LBRN
	CAR
STAT
A!rnoc
LE•RN
-··
CAR
STAT
11!:>'.',0C
Lf:!RN 	CAR
STAT
M,SOC
LE•RN	
CAR
STAT
1iSGOC
L[lf/N	
CAR
STAT
h!',BOC
LDRM 	CAR
STAT
,it,sor: t.[lrm	
POTENT
CAR
STAT
r'.'iSGOC
LBRN 	POTENT
CAR
STAT
M;~;oc l..BRN	
POTENT CAR
STAT
r,s':;oc
LBRN 	POTENT CAR
ST Al
r.!:;~;oc
LB f!N	
POTENT CAR
STt1T
Lt1U LDflN
NtiME	
---
~.
-·
--
_
_.
··----
--
-
---
---
--
··-
---
MYER!:;,	
ELI
Thl!EIH
L.
NFU, 	DOP.l
'.~
PECI<, 	JE(\N
M.
ROTHENBERGER,
	JAMES
SCALZO,
	GERALDINE
TAYLOR,
	MARION
E.
VJERICII,
	PICIU)IW
WALLACE
UILSON,
	dt,Ptl.YN
J.
COHEN,	
ti.
WILLIAMSON,
	FAYE
M.
COOLMAN,
	JACQUELINE
'	
FRY,
	TflDMh'.',
HOFFMANN,
	LINDA
M,
MILl..SAF',	
LMrnY	
D.
PRESTON, 	OPEGDR
11.
ROBINSON,
	MARGAREf
:HBIA,
	TE
.lJl![IER
S,
VAH
VEPREN,
	DARDY
WEEKS,
	KENNETH R.
HERSCHMAN,
	JUDITH
HULING. 	rltirJCY
CMiPW~:
UCL(\
UCI:l
UCl
UCfl
IJCS[I
UCR
UCB
ucsc
I.IC
I~
ucm,
UCL11
ucsc
UCI.1
ucnc
IJCP
IICLA
urnr
UCP
UCF1
HEC
3'570
3t,O l
PAGE 	2	03/19/83 	APPENDIX A - EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17 BY STIPULATION
CODE
3612 	LBRN - CAR STAT 	MINK, JAMES 	UCLA 	6235
3612 	LBRN - CAR STAT 	MYERS, ELIZABETH L. 	UCB 	3190
3612 	LBRN - CAR STAT 	NEW, DORIS 	UCI 	6227
3612 	LBRN - CAR STAT 	PECK, JEAN M. 	UCR 	34 73
3612 	LBRN - CAR STAT 	RHEE, SUSAN F. 	UCSI 	3532
3612 	LBRN - CAR STAT 	ROTHENBERGER, JAMES 	UCR 	3525
3612 	LARN - CAR STAT 	SCALZO, GERALDINE 	UCR 	3497
3612 	LBRN - CAR STAT 	TAYLOR, MARION E. 	UCSC 	3538
3612 	LBRN - CAR STAT 	VIERICH, RICHARD WALLACE 	UCR 	3524
3612 	LERN - CAR STAT 	WILSON, HARTLYN J. 	UCSD 	3534
3613 	LBRN - POTENT CAR STAT 	COHEN, A. 	UCSB 	62413
3613 	LERN - POTENT CAR STAT 	WILLIAMSON, FAYE M. 	UCB 	3554
3616 	ASSOC LBRN - CAR STAT 	COOLMAN, JACQUELINE 	UCSD 	6260
3616 	ASSOC LBRN - CAR STAT 	FRY, THOMAS 	UCLA 	3578
3616 	ASSOC LBRN - CAR STAT 	HOFFMANN, LINDA H. 	UCD 	6256
3616 	ASSOC LBRN - CAR STAT 	MILLSAP, LARRY D. 	UCSC 	3537
3616 	ASSOC LBRN - CAR STAT 	PRESTON, GREGOR A. 	UCD 	3601
361 	ASSOC LBRN - CAR STAT 	ROBINSON, MARGARET 	UCSC 	6262
3616 	ASSOC LBRN - CAR STAT 	SIBIA, TEJINDER S. 	ucn 	6258
3616 	ASSOC LBRN - CAR STAT 	VAN VERREN, DAROY 	UCLA 	6259
3616 	ASSOC LBRN - CAR STAT 	WEEKS, KENNETH R. 	UCSF 	3577
3617 	ASSOC LBRN - POTENT CAR STAT HERSCHMAN, JUDITH 	UCSD 	6267
3617 	ASSOC LBRN - POTENT CAR STAT HULING, NANCY 	UCR 	7324
3617 	ASSOC LERN - POTENT CAR STAT LEUNG, SHIRLEY W. 	UCR 	3607
3617 	ASSOC LBRN - POTENT CAR STAT MILLER, CAROLYN V. 	ICSC 	3609
3617 	ASSOC LBRN - POTENT CAR STAT WHALEY, J. 	UCT 	3611
3635 	LAU LBRN 	BERRING. ROBERT 	II(
It 	7577
TITLE NAME 	NAME 	CAMPUS 	REC

::1637
APPENl:i!X A -
	EMPLOYEE~,
	HJ r:r [.,:CLUDFD
FROM
PIWF[Gr,IONAL
Llt1P11RHlNG UNIT
	l7
BY
STIPULATION
LEWH,,	
(ti.I'
PFD
REY
NOLI!':,
	HIOMAS
H.
U'tliPlJ!,	
.
-··--··-··-
llCll
ucr,
l'AGE 	3
HEC	
CODE
03/19/83 	APPENDIX A - EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17 BY STIPULATION 	PAGE
CODE 	TITLE NAME 	NAME 	CAMPUS 	REC.
3637 	ASST LAW LBRN 	JANES, JUIN 	UCD 	3620
3637 	ASST LAW LERN 	LEWIS, ALFRED 	UCD 	3621
3637 	ASST LAW LERN 	PIPER, FAT 	uu, 	3627
3637 	ASST LAW LERN 	REYNOLDS, THOMAS H. 	UCE 	6277

CODE
3612
3612
3612
3t,12
J,',:1.2
:v,12
3612
3b12
3b1.2
3612
3612
3612
361.2
3612
361.2
3612
Tl ILE NAME
LBRN 	C,)R STr'H
LE<HN 	CAR r,TfH
LBRN 	CAR !:;T,H
LBFW 	Cf\R STAT
LBRN - CAR SIAT
L..BRN 	CM~ !HAT
LBFW -- CAR ~,TAT
LIH~N 	CAR STAT
l..[lfH/ 	CAR SH1T
L.FtfW 	CAR STAT
LBHN 	CAR ~;lf-iT
u~rm - CAI~ STAT
LE!f!N 	CAR :,T,H
LBRN -- CAR !HAT
CAR fflt1T
L[IRN -- CAR STAT
LBF11-l -- CAR STAT
LBRN -- CAR STAT
1..• mw --- CAR :iTAT
LBRN 	CAR STAT
l..[lf{M 	CAR f>lAT
UtPN 	CAR DIAi"
LDfW 	CAr{ ~,TAT
LBIW 	C1'lR ff!AT
LBfW 	C(\R :,TAT
LJJrm 	CflR 'HAT
APPENDIX B - SUPERVISORY EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS IJNIT 17
NAME
ADfiM, 	Mff,lFNNE
BELL, 	POI!E RT F .
BELLANTI, 	ROBERT
BOWLES, 	G~PRETT A.
Bl.il'HING, 	t,LISOIJ
ElUH.. ER, 	C'tNTHlA
CIIEN, 	CIIJ f'.
IHWif,, 	,,onu;
FRENCH, 	BEVERLEE
FRY, 	STEPHEN
GANSON, 	JUDITH A.
GAULT, 	,lt''tMES E.
GOLD, 	SUZM!NE
GONZALEZ:, 	SILVIA
GlJI .. L IOI~, 	su~:; AN
IMIWF, 	PETER E.
JOHNSON, 	ESTHER M.
I< AIHOR, 	Jt"lMES R.
KINNISON, 	PATRICIA
KIRESEN. 	FVELYN M.
KISLITZIN, 	ELIZABETH H.
l<OENJG, 	!IORDTHY A,
I(1.l(;N, 	._JIii_, Ir
1...LF~'.Ol.Jl r ··· 	,, .
ChMPU'.1
IJCLA
UCD
UCLA
UCSD
UCU1
uci:i
IJC~,F
UCSD
UCl.,f\
lJCR
UCB
UCB
IJCD
UCLA
UCB
UC[!
IJCSD
UCB
UC/I
IICLfi
PAD[
REC
6239
7567
3507
03/19/83 	APPENDIX B - SUPERVISORY EMPLOYEES TO RE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17 	PAGE 	1
CODE 	TITLE NAME 	NAME 	COMPUS 	REC....
3612 	LBRN - CAR STAT 	ADAM, ADRIENNE 	UCLA
3612 	LBRN - CAR STAT 	BELL, ROBERT E. 	Ucn 	3506
3612 	LBRN - CAR STAT 	BELLANTI, ROBERT 	UCLA 	3515
3612 	LBAN - CAR STAT 	BOWLES, GARRETT A. 	UCSD 	239
3612 	LBRN - CAR STAT 	BUNTING, ALISON 	UCLA 	6229
3412 	LBRN - CAR STAT 	BUTLER, CYNTHIA 	UCI 	3552
3612 	LORN - CAR STAT 	CHEN, CHT P. 	UCR 	3471
3617 	LBRN - CAR STAT 	DAVIS, DORIS 	UCSF 	3502
3612 	LBRN - CAR STAT 	EVANS, PETER A. 	7567
3612 	LBRN - CAR STAT 	FRENCH, BEVERLEE 	UCSD 	6210
3612 	LBRN - CAR STAT 	FRY, STEPHEN 	UCLA 	3518
3612 	LBRN - CAR STAT 	GANSON, JUDITH A. 	UCR 	3524
3612 	LBRN - CAR STAT 	BAULT. JAMES E. 	UCK 	3476
3612 	LBRN - CAR STAT 	GOLD, SUZANNE 	UCE 	34 77
3612 	LBRN - CAR STAT 	GONZALEZ, SILVIA 	UCL 	3507
3612 	LBRN - CAR STAT 	GULLION, SUSAN 	UCLA 	6231
3612 	LBRN - CAR STAT 	HANFF, PETER E. 	UCB 	6224
3612 	LBRN - CAR STAT 	JOHNSON, ESTHER M. 	UCE
3612 	LBRN - CAR STAT 	KANTOR, JAMES R. 	UCR 	348:
3612 	LBRN - CAR STAT 	KINNISON, PATRICIA 	UCSD 	624:
3612 	LBRN - CAR STAT 	KIRESEN, EVELYN M. 	UCR 	3483
3612 	LBRN - CAR STAT 	KISLITZIN, ELIZABETH H. 	UCll 	3484
3612 	N - CAR STAT 	KOENIG, DOROTHY A. 	ucn
3612 	LBRN - CAR STAT 	KORNSTETH, BARBARA 	3486
3612 	N - CAR STAT 	KWAN, CECILIA 	UCD 	351 1
3612 	LBRN - CAR STAT 	KWAN, JULIE 	UCLA 	6232
3612 	LBRH - CAR STAT 	LEFKOWITZ, 1. 	UCLA 	623.3

3612
3612
3612
3612
36:1.2
3612
3612
3612
3612
3612
3612
3613
36:Ll
3b16
ll"ILE NhtlE
LBPN 	ChR !HAT
LDFIN ·- Cf1R GT(1T
Lf1RN 	C(\R srnr
Ll!fHJ 	CAR STrH
1.,BI/I~ 	CAR Slr'.\T
LllllN 	CAR ~iTAT
LBRN 	Cr'.\R SH\T
Lf:f!N. 	CAR ~,TAT
LitRN .. C,iR STAT
LBRM ... Ct1R 3TrYI
LDRM 	CAR STAT
L.llf<N ... CAR STAT
LDnN 	CAR STAT
l..E!f/N ..• CAR f:,TAT
LDPN 	CAR !HAT
LElflN ... CAR STAT
LBRN ..• Ct'.\R STAT
Lltf/N 	CAR f,TAT
1..Brm 	CAR !HAT
LBf<N 	CAR ~.TAT
LBRN 	CAR !HAT
LDRN 	CAR '.:,lAT
LBRN 	CAI~ STAT
LDRIJ 	CAR fiTAT
LBRN ... POTENT CAR
LDF!N 	POTENT CAR
ri::;i;nc L.DHI~ 	C1)R
STAT
STAT
STAT
SUPERVJSUPY EMPLOYEES TO DE EXCLUDED FROM PROFESSIONAL LIDRAPIANS UNIT 17
IH1ME
LlNVlLLI 	I IERf!Ef!T
LOEF'Pl'IUI, 	JOYCE [,
McKINLE,. 	MARGAf!ET
MhTIIIJi';, 	lihHY LOl!RAINE
MJTCHFLL, 	MlN
tlOR,iN, 	T Pl.MF M.
MORENO, 	CATHERINE H.
MURTOH, 	THOMAS H,
NICflDL!,, 	GAIL M.
NIXON, 	f'OI::EF/TA
PEYTON, 	GEORGINA C,
PRATT, 	VIRGIIHA
RE!fEC, 	FS IELI-E
STEVENSON, 	ROBERTA
T1)RCZY, 	TTTPMEN
TILLETT, 	I::ARDARA B.
HIEESF, 	tJ. 	H,
lJhL TEFI, 	l'i',T
1-IRIGIH, TIHJMM,
KELLER, 	tHCllr'tEL {i,
YOU1·1(,IF'., ;\LICE
Ct,Mf'tl3
UCL.ft
IJCSD
UCLA
UCB
IJCH
tJC!,D
UCSB
UCB
UCL/)
IJCSD
UCB
UCB
UCD
UCB
UCS,F
UCSB
1./CB
UCL/',
UCB
ucn
Uil
REC
35?1
6236
31J.91
3503
CODE
03/19/83 	APPENDIX B - SUPERVISORY EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17 	PAGE 	2
CODE 	TITLE NAME
3612 	LBRN -- CAR STAT 	LINVILLE . HERBERT 	UCSB 	3544
3612 	LBRN - CAR STAT 	LOEPPRICH, JOYCE E. 	ur;J 	3551
3612 	LBRN - CAR STAT 	HCKINLEY, MARGARET 	UCLA 	3521
3612 	LBRN - CAR STAT 	MATHIAS, HARY LORRAINE 	UCLA
3612 	LERN - CAR STAT 	HEAKIN, FAITH A. 	UCSI 	3529
3612 	LBRN - CAR STAT 	MITCHELL , ANN 	UCLA 	6236
3612 	LBRN - CAR STAT 	MORAN, IRENE M. 	UCR 	3489
3612 	LBRN . - CAR STAT 	MORENO, CATHERINE H. 	UCB 	3489
361: 	LERN - CAR STAT 	MORTON, THOMAS H. 	UCSD 	35:30
3612 	LBRN - CAR STAT 	NANNA, LAURA A. 	UCSB
3612 	LBRN - CAR STAT 	NICHOLS, GAIL H. 	UCR 	3491
3612 	LBRN - CAR STAT 	NIXON, ROBERTA 	UCLA 	6237
3612 	LBRN - CAR STAT 	PEYTON, GEORGINA C. 	UCSD 	3531
3612 	LBRN - CAR STAT 	PRATT, VIRGINIA 	UCR 	3495
3612 	LBRN - CAR STAT 	REBEC, ESTELLE 	UCR 	3496
3612 	LBRN - CAR STAT 	SCHIPPERS, D. 	UCSI 	6243
3612 	LBRN - CAR STAT 	STEVENSON, ROBERTA 	UCD 	7548
3612 	LBRN - CAR STAT 	TANG, R. N. 	UCR 	3478
3612 	LBRN - CAR STAT 	TARCZY, STEPHEN 	UCSF 	3503
3612 	LBRN - CAR STAT 	TILLETT, BARBARA B. 	UCSD 	3533
3612 	LBRN - CAR STAT 	TREESE , W. R. 	UCSB 	3546
3612 	LERN - CAR STAT 	WALTER, PAT 	UCLA 	6238
3612 	LERN - CAR STAT 	WAUGH, ARTHUR B. 	UCR 	3497
3612 	LORN - CAR STAT 	WRIGHT, THOMAS 	UCLA 	3522
3613 	LBRN - POTENT CAR STAT 	KELLER, MICHAEL A. 	UCR
3613 	LBRN - POTENT CAR STAT 	YOUHANS, ALICE 	UCB 	6245
3616 	ASSOC LBRN - CAR STAT 	ADAMS, LIDIA K . 	DCI 	3591
NAME 	CAMPUS 	REC...

CO[IE	
....
---·-·
---------·-·•
--
3616
361.6
361<',
361.6
361.6
3bl6
3616
3616
36:1.f.,
361<',
3616
3616
361.b
3{,16
3616
3616
Tll'LE_N11ME
__
_
A!,SOC
LJ:1RN
r'tS,:.OC
LBFW
,y:;soc unm
·-
f)bSOC L[lRN
f'\S'.,OC L.EllW -
i't!',SOC
LBRN
Asi:;oc
LBRM
....
1:')~:;r;oc
LDFW
t,r,,irnc LBRN
..
1,n~;oc
LBRN
tii:.soc
L.BRN
-
M,SDC
t..BRN
hS'.30C
LBRN
AG~;oc L[ffW
...
l't!,!,OC
LBRN
..•
M,~;oc
LflflN
tiSE.OC Lf:llm
•..
/\!,SOC LBF/N
..
ft!'>
',OC
Lr.ll~N
1'tb30C
LBRN
t1!',SOC
LBRN
...
t,nsoc LBRN
{)nsoc U:<HN
,,G~iOC
Lf:•Fm
i'i!3tH}C LBl~N
h!'.}SOC LDRN
l\f,tiOC LBRN
APPENDIX
	13
	···
SUFTRVJGOFY EMl'LOYEES
TO
DE EXCLUTl[D
FPCH1
	f'fllHT'.,SIOtU\I.
LHHU',fnM-1~;
UrlJT
	17
CA111'US
CAR
STAT
CAR
STAT
CtiR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
Slf'H
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAR
STAT
Cf1R
~;TAT
Cf1R STAT
CAR
STAT
CAR
STAT
CAR
STAT
CAH
STAT
CAR
STAT
Ctir~ !HAT
CAR STAT
Cl\H !3Tf"tl
r'."iLEXiiNTJF
P,	
TH011t1S
,J.
ANANDt1 •
	IT IE
R
ARGUELLU3. 	IVhN
BUil[,	
JUii
J IH
L.
BUNTIIW,	
CIIIUSTINE
A ..
Cl'tRSON,	
OFTfY
N.
lJUNI(
EL,
	L J f,f1
GILBERT,
	(;MN
B.
HAYNE, 	REI:ECC1'1
HEATH,
	Mr'iPY I<.
IIINOJOS/'.1, 	::;tmANA A.
HOWARD, 	ALISON
S.
HOWARD,
	F't,TRICIA
JOHNSON,
	SUE
ANN
H.
IULEY,
	G.
	JI.
LUOMER, 	JOYCE
LUKENS, 	BEATRICE
L.
MFTZGEP, 	EUZ(iNNE
MONTANAPY, 	BARBARA
J.
MYONG, 	. lt.F
	H.
Pt-11..CllrW , , l(lC()l.lnL
YN f-l,
:;;crrnrurr-. 	t<Fin
UCB
UCB
Ur:I
ucsc
UCB
UCGF
UCD
UCB
ucsn
tJC[t
UCB
UCB
UCB
UCSD
UCLA
UClt
UCIJ'!
UCB
UCJ
l)CJ
1_1(
I
PAIK
6250
3509
3;:i71
03/19/83 	APPENDIX B - SUPERVISORY EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL. LIBRARIANS UNIT 17 	PAGE
CODE 	TITLE NAME 	NAME
3616 	ASSOC LBRN - CAR STAT 	ALEXANDER, THOMAS J. 	UCK 	3559
3616 	ASSOC LBRN - CAR STAT 	ANANDA, PETER 	UCA 	3560
3616 	ASSOC LBRN - CAR STAT 	ARGUELLES, IVAN 	UCB 	3561
3616 	ASSOC LBRN - CAR STAT 	BURE, JUDITH L. 	UCI 	3592
3616 	ASSOC LBRN - CAR STAT 	BUNTING, CHRISTINE A.. 	JCSC 	3585
3616 	ASSOC LBRN - CAR STAT 	CARSON, BETTY N. 	UCB 	7322
3616 	ASSOC LBRN - CAR STAT 	DUNKEL, LISA 	UCSF 	7325
3616 	ASSOC LBRN - CAR STAT 	FARRENS, MARY 	UCD 	6255
3616 	ASSOC LBRN - CAR STAT 	GILBERT, ANN B. 	UCR 	3566
3616 	ASSOC LBRN - CAR STAT 	HAYNE, REBECCA 	UCSI 	3583
3616 	ASSOC LBRN - CAR STAT 	HEATH, MARY K. 	UCE 	6249
3616 	ASSOC LBRN - CAR STAT 	HINOJOSA, SUSANA A. 	UCK 	6250
3616 	ASSOC LBRN - CAR STAT 	HOWARD, ALISON S. 	UCR 	3569
3616 	ASSOC LBRN - CAR STAT 	HOWARD, PATRICIA 	UCE 	3570
3616 	ASSOC LBRN - CAR STAT 	JOHNSON, SUE ANN H. 	UCSD 	3584
3616 	ASSOC LBRN - CAR STAT 	KILEY, G. D. 	UCSR 	3589
3616 	ASSOC LBRN - CAR STAT 	KIM, IK-SAM 	UCLA 	3579
3616 	ASSOC LBRN - CAR STAT 	LARRABEE, JAMES 	UCK 	6251
3616 	ASSOC LERN - CAR STAT 	LUDMER, JOYCE 	UCLA 	3580
3616 	ASSOC LBRN - CAR STAT 	LUKENS, BEATRICE L. 	ICE 	3571
3616 	ASSOC LBRN - CAR STAT 	METZGER, SUZANNE 	UCSD 	6261
3616 	ASSOC LBRN - CAR STAT 	MONTANARY, BARBARA J. 	UCD 	6252
3616 	ASSOC LBRN - CAR STAT 	MYONG, JAE H. 	UCI 	3593
3616 	ASSOC LBRN - CAR STAT 	PALCHAK , JACQUALYN A. 	UCI 	3590
3616 	ASSOC LBRN - CAR STAT 	RENTON, MARGARET A. 	UCI 	3595
3616 	ASSOC LBRN - CAR STAT 	SCHRIEFER. KEPIT 	6253
3616 	ASSOC LBRN - CAR STAT 	SOMMER. DEBORAH R. 	6254
CAMPUS 	REC

CDl!E
36 l ,,,
3616
361.6
3bl7
:.lr.,.1.7
3617
3/,l 7
3(,:17
3(,1 i
36:17
3621
Jl.,21.
V,21
3621
APf'EN[IIX B -·· EHJFERVI'.fll:1 	Lr1FLOYEES TD LIF fJ<CL11J1F[1 FIWii PROIF3'.:,JOIH'!L LIBRMIIMfr.; UNIT 	li'
l IT LE t•rnME 	tH'itlF
ASSOC LBRH - CAR STAT
CAR STAT 	TOJID. 	U. T /f'.lltETH G.
ASSOC LBRN - CAR STAT 	VODVI0, 	GEORGE A.
UANt:YI, 	r.,,HILI .. E r).
lHLSOil, 	iiMH 	I,
lHLSIH!. 	1VfHWF
t,G:,;oc LBRN --
A')~lOC l..[lf!N
{,!,fWC LDRN --
t,G~30C I..• I<RN
{1~;BT LF.cRN
t,B~,T Ll)RN
,~f~B T LFIRN --
t1n~n LORN ·-•
r-1BBT LBRN
t,!:;~)T LBRN
(1\:,'.,T L[IRN
CAR STAT
CAR Sltil
CAR BTAT
POTENT CAR STAT 	ANDREWS. 	KAREN
POTENT CAR STAT 	IIAY, 	JtEJnlPAII
POTENT CAR STAT 	HURLBFRf. 	IRENE WOO
POTENT CAR STAT 	HARTIN. 	PEDECCA R.
POTENT CAR STAT 	MAUGlli''lU, 	PATRICIA
POTENT CAR STAT 	t101< RZYCV l, l<AREN
POTENT CAR STAT 	BORRENIJliD, 	SHERRILL
POTENT CAR STAT 	'.,:VIllrM, 	c;jlJRLE'l'
POTENT CAR STAT 	r'.'\LAtJ, 	J!()D
POTENT CAR STAT 	IIAfHJHART, 	LINDA
POTENT CAR STAl 	FOWLER, 	CHRISTINA C.
POTENT CAR STAT 	l..EVY, 	JUD tTM
POTENT CAR STAT 	RINALDI, 	.JULJF F.
POTENT CAR STAT 	::;TAR[~. 	,;i__ lStiN ,.,
.;:\ I
POTENT CAR SlAl 	TOllG, 	J"!Ci[i() {
0.
Ctil1PU'.~	~·· .. ··-···-··-
UCI~
IIU:
1.ICl:l
UCB
UCB
UCI
UCLA
uun.,
UCSII
UCB
UCB
UC!iC
UCLA
UCB
UCSl•
ucsr,
UCB
UCB
UCSJt
'-I
REC
3:';n:t
7573
--.i---·.. r.:·	
,.::.,, .. ,
03/19/93 	APPENDIX B - SUPERVISORY EMPLOYEES TO BE EXCLUDED FROM1 PROFESSIONAL LIBRARIANS UNIT 17 	PAGE
CODE 	TITLE NAME
3616 	ASSOC LBRN - CAR STAT 	STIRLING. ISABEL. 	UCP 	3501
3616 	ASSOC LBRN - CAR STAT 	TODD, ELIZABETH G. 	ICE 	3573
3616 	ASSOC LBRN - CAR STAT 	VOOVIN, GEORGE A 	UCR 	35 71
3616 	ASSOC LBRN -- CAR STAT 	WANAT , CAMILLE A. 	UCR 	3575
3616 	ASSOC LBRN - CAR STAT 	WILSON, MARI T. 	UCR 	3576
3614 	ASSOC LBRN - CAR STAT 	WILSON, YVONNE 	UCI 	3598
NAME
3617 	ASSOC LBRN - POTENT CAR STAT ANDREWS, KAREN 	UCLA 	6265
3617 	ASSOC LBRN - POTENT CAR STAT DAY, DEBORAH 	UCSD 	6266
3617 	ASSOC LBRN - POTENT CAR STAT HURLBERT, IRENE WOO 	UCSI 	3603
3617 	ASSOC LBRN4 - POTENT CAR STAT MARTIN. FERECCA R. 	UCR 	6263
3617 	ASSOC LBRN - POTENT CAR STAT MAUGHAN, PATRICIA 	UCR 	6264
3617 	ASSOC LBRN - POTENT CAR STAT HOKRZYCKI, KAREN 	UCSC 	6268
3617 	ASSOC LBRN - POTENT CAR STAT SORRENTINO, SHERRILL. O. 	UCL 	6278
3617 	ASSOC LERN - POTENT CAR STAT SVIHRA, SHIRLEY 	UCE 	7570
3621 	ASST LBRN - POTENT CAR STAT 	ALAN, BOR 	UCSD 	7571
3621 	ASST LBRN - POTENT CAR STAT 	BARNHART, LINDA 	UCSD 	7572
3621 	ASST LBRN - POTENT CAR STAT 	FOWLER, CHRISTINA C. 	UCR 	7573
3621 	ASST LBRN - POTENT CAR STAT 	LEVY, JUDITH 	UCR 	7575
3621 	ASST LBRN - POTENT CAR STAT 	RINALDI, JULIE F . 	UCR 	7576
3621 	ASST LBRN - POTENT CAR STAT 	STARR, SUSAN S. 	UCSD 	7577
3621 	ASST LBRN - POTENT CAR STAT 	TONG, DOGAY 	UCSI 	7578
CAMPUS 	REC

llTLE
NAME
Lt1fm	
CAR
SlAT
3612
	LJJRH
--
Cl'.\R
(,1/'U
J6l2	
t.[11/N	
CAI~
!:,TAT
Lli
Rl1	
Ct,R
STAT
L[lllN
	CAR
~,lAJ"
361::>
	LDIW	
CAR
STr
➔
T
3612
	l..f!fHJ
	CAR
t:TAT
1
...
BRI/ 	CAR
STAT
Ll<RN
	CAR
[:TAT
Llll~N 	POTEIH
CAR
STAT
LDFW 	POTENT
CAR
STAT
31..,16
	M,r:;oc
LBRN
	CAR
STAT
361.6	
f)!:;~;oc L[if?N
	CAR
STAT
f)'.~!,OC
LBIUI	
CAR
STAT
A!',SOC Ll:HlN	
CAR
STAT
,;nsoc l..BRN
	CAR
STAT
r,u~;oc
LBRN	
CAR
STAT
11'.l'.:>OC LDRN
	POTENT
CAR
11:3~,T Ll:!RN 	POTENT
CAR
APPENDL<
C -
	FMl'l.ll(FE'.:;
TO
E<E	
HJU,Ut1E1t
	HJ
	f'f'OIE~''!3H!l!{,L l
..
,IftfU)IUhNS
UtHT
	1
i'
STAT
STAT
CHOO, 	f1HJ1;
I<.
IIOEIIH, 	.
IP.
, 	RrWtiDND
	P.
l<JSII.FF·.
	t.lJllJFHE!f
E.
l<UNITZ.	
i1flrU,LD
LU!:il,
	VFnt!ON
G.
Mrit.J[ISI...E
1 ,	
I<
ATIIE
RINE
F,
YUTi\NI,
	E:UI
FRASER.
	WALTER
J.
WEINTRAUB,
	D.
	KATHRYN
CHOIJ,
	CIIPl',Ui
Y.
HAN,
	...fE(1U	
f.
LANE,
	Ji
Ir,iU,
MacJI01H1Lli.
	ERIC
MOOMf1IJ, 	.JUDI
TM
STEVEt!:3, 	;;Jf'tNLEY
[I,
MALMGREll, 	TERRI
I3flIMhl'.';IJ, HJf;(\YJUl<I
IJC[I
UCii
UCf!
uu,
UGI.I
UCD
UCO
UCI
UCB
UCB
IJCI
UCI
UCD
ucsc
IJC[I
UCB
f'Af3E
31'il 0
3512
03/19/83 	APPENDIX C - EMPLOYEES TO BE INCLUDED IN PROFESSIONAL LIBRARIANS UNIT 17 	PAGE 	1
CODE	CODE 	TITLE_NAME 	NAME 	CAMPUS 	REL....
3612 	LBRN - CAR STAT 	ANDERSON, DAVID C. 	Ucn 	3504
3612 	LBRN - CAR STAT 	CHOO, YONG K . 	UCB 	34 72
3612 	LARN - CAR STAT 	HOEHN, JR. , RAYMOND P. 	UCD 	3479
3612 	LARN - CAR STAT 	KISTLER, WINIFRED E. 	UCO 	350
3612 	LORN - CAR STAT 	KUNITZ, DONALD 	UCD 	3510
3612 	LBRN - CAR STAT 	LUST, VERNON G. 	UCD 	3512
3612 	LBRN . CAR STAT 	MAUDSLEY, KATHERINE F. 	UCO 	3513
3612 	LBRN - CAR STAT 	STEEN, JUDITH A. 	UCSC 	3537
3612 	LBRN - CAR STAT 	YUTANI, EIJI 	UCR 	3500
3613 	LBRN - POTENT CAR STAT 	FRASER, WALTER J. 	UCD 	3555
3613 	LBRN - POTENT CAR STAT 	WEINTRAUB, D. KATHRYN 	UCI 	3537
3616 	ASSOC LBRN - CAR STAT 	CHOW, CHRISTA Y. 	UCR 	7323
3616 	ASSOC LBRN - CAR STAT 	HAN, JEAN Y. 	UCR 	3547
3616 	ASSOC LBRN - CAR STAT 	LANE, DIANA 	UCI 	75.59
3616 	ASSOC LBRN - CAR STAT 	MacDONALD, ERIC 	UCI 	3596
3616 	ASSOC LBRN - CAR STAT 	MOOMAW, JUDITH 	UCD 	6257
3616 	ASSOC LBRN - CAR STAT 	STEVENS, STANLEY D. 	UCSO 	3588
3617 	ASSOC LBRN - POTENT CAR STAT MALHGREN, TERRI 	UCD 	3604
3621 	ASST LBRN - POTENT CAR STAT 	ISHIHATSU, HISAY JUKI 	UCB 	7574

3612
3612
361.7
APPENDIX
D
TITLE
NAIIE
----------------------------
l..DfH!
LDrrn
LBIHI
	CAR
STAT
1lr)ME
GARDINER,	
RUSSELL K.
1..lPOl,J, (1iHJE G,
IWVr':\I<,
	GI.UIHr'l
J.
PFEIFfFR,
	ROBERT
	E.
CAR
STAT
	HANDMnN, 	GnRY
	P,
POTENT CAR
STAT
	OGDEN, 	flnr:Ct..AY l,J.
Ctiilf'U'.,
UC!l
IJCll
UCfi
UCB
REC
3603
03/19/83 	APPENDIX D -- MANAGERIAL. EMPLOYEES TO BE EXCLUDED FROM PROFESSIONAL LIBRARIANS UNIT 17
CODE 	TITLE_NAME..... 	NAME 	CAMPUS 	REC
3612 	LBRH - CAR STAT 	GARDINER, RUSSELL K . 	UCB 	34 75
3612 	LBRN - CAR STAT 	LIPOW, ANNE G. 	UCE 	34 0
3612 	LBRN - CAR STAT 	NOVAK , GLORIA J. 	UCI 	3472
3612 	LBRN - CAR STAT 	PFEIFFER, ROBERT E. 	UCH 	3494
3616 	ASSOC LBRN - CAR STAT 	HANDMAN, GARY P	
UCB 	7324
3617 	ASSOC LBRN - POTENT CAR STAT OGDEN, BARCLAY W. 	UCR 	3603