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Exemptions Requests

Understanding Exemption Requests

At UCLA, competitive recruitment is a key component of our commitment to fair and inclusive hiring practices. However, there are specific scenarios in which recruitment exemptions may be approved, allowing a position to be filled without a competitive search. 

This page provides general guidance on when and how an exemption may be requested, as outlined in UCLA Procedure 20 – Recruitment. 

Before authorizing any recruitment exemption, hiring authorities must consult with and obtain approval from the Campus Human Resources (CHR) Talent Acquisition & Workforce Planning Manager, unless otherwise noted. 

When an Exemption May Be Considered 

Exemptions may be appropriate in specific operational or policy-driven situations. Below are examples of scenarios that may qualify for exemption approval: 

  1. Demotion or lateral transfer of an employee within the same organizational unit.
  2. Lateral transfer of an employee accompanied by the budgetary provision for the employee's position.
  3. Transfer, reinstatement or reemployment of an employee in accordance with:
  4. Sections III.D.1 and III.D.5-7 (Family and Medical Leaves) of PPSM-2.210 (Absence from Work).
  5. Section III.D.3 (Leave due to Pregnancy, Childbirth, or Related Medical Condition (PDL)) of PPSM-2.210 (Absence from Work).
  6. Section III.E.1 (Military Leave) of PPSM-2.210 (Absence from Work);
  7. Section III.F (Special Reemployment) of PPSM-66 (Medical Separation); and
  8. Section III.D (Reassignment) of PPSM-81 (Reasonable Accommodation).
  9. Recall of a laid-off employee or placement of an employee with preference for reemployment or transfer in accordance with:
  10. Procedure 60 – Layoff & Reduction in Time from Professional & Support Staff Career Positions)
  11. An employee's job title or responsibilities have changed as a result of a reorganization or reassignment of functions among positions within the same organizational unit.
  12. Appointment of an employee who was competitively selected for a UC-sponsored paid internship program, and who, upon completion of the internship, is appointed to a vacant position for which the employee meets the minimum required qualifications, subject to local guidelines and approval by the department head.
  13. Reinstatement of a former UCLA employee within 90 days of separation, at the discretion of the department head, into the same department, payroll title, position description, and salary.
  14. Selection of a qualified candidate from a qualified candidate pool generated through a competitive recruitment conducted within the past six months, for the same job title and minimum required qualifications.
  15. Filling a casual/restricted (student) appointment. CHR approval not required.
  16. Filling a limited appointment designated for less than 1,000 hours within a 12-consecutive-month period. CHR approval not required.
  17. In-sourcing or conversion to University employment of a worker who has been providing covered services to the University pursuant to Section A of Regents Policy 5402 (Policy Generally Prohibiting Contracting for Services).
  18. An employee approved for contract-to-career appointment conversion, as described in Section D.1.d.i above.
  19. A mandated change in appointment type resulting from the creation of a new bargaining unit or a unit modification ordered by the Public Employment and Relations Board (PERB).
  20. A filled Academic or Professional and Support Staff (PSS) position is reclassified to a Management and Senior Professional class; or a filled Academic or Management and Senior Professional (MSP) position is reclassified to a Senior Management Group (SMG) position. 

Note: These exemptions are subject to policy and collective bargaining agreement compliance and do not override reemployment rights or recall obligations. 

Step-by-Step Instructions 

For a detailed walkthrough of how to request a recruitment exemption, including required documentation and approval routing, please visit: 

Exemptions to Recruitment Requests – Step-by-Step Guide 

Questions?

If you have questions, please contact your Campus Human Resources Talent Acquisition Consultant (TAC).

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