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This policy is to ensure that university funds allocated toward recruitment and relocation are appropriately approved by the hiring department and processed in compliance with university policies and local, state, and federal requirements.
Expenses associated with recruiting a new employee are considered reimbursable business expenses and must comply with the university expense policies.
Until the candidate has accepted the position, the candidate is on recruitment status.
Recruitment expenses are not taxable.
All or part of new faculty or staff members’ relocation expenses
The Office of Conduct, Accountability, and Professionalism (OCAP) investigates violations of university policy that have not been investigated by the Office of Equity and Diversity, the Office of Compliance, the Office of Internal Audit or an office investigating research misconduct. It should coordinate appropriately with other investigative offices, and may draw on reports from affiliated institutions and from schools.
Similar to the Office of Equity and Diversity, OCAP investigates, makes findings of fact, and determines if university policy was violated.
All university expenses must be considered reasonable in terms of price, purpose and necessity and must be in the best interest of the university. Therefore, each university reimbursement and payment request must be supported by a written business purpose, regardless of the item, type of service, amount or form of payment.
Additionally, names of the individuals who benefited from the transaction must be included on the payment request, regardless of source of funds, venue location (on or off campus), and
All staff employees are eligible for these unpaid leaves; excluded are those claiming student status (including teaching and research assistants). Faculty should refer to the Faculty Handbook. For all leaves described in this policy, in the event of a difference between the policy and a collective bargaining agreement, the terms of the collective bargaining agreement govern.
Eligibility for receiving pay or a percentage of pay during these unpaid leaves depends on the situation and is outlined in more detail in the
Accounting and Auditing Complaint Reporting
Discrimination, Harassment, Sexual Harassment, and Sexual Assault
Staff Complaint Process
Reporting fraud – disability and workers’ comp
Student complaint procedures
Sexual harassment complaints against faculty, see Faculty Handbook, Section 6
Sexual harassment complaints against students, see SCampus
California Military Spouse Leave
Domestic Violence or Sexual Assault – Victim Leave
Family Care and Medical Leave (also see Faculty Handbook, Section 9)
Medical Leave (staff only; for faculty, see Faculty Handbook, Section 3)
Military Leave (also see Faculty Handbook, Section 3)
Paid Jury Duty (also see Faculty Handbook, Section 3)
Paid Sick Time
Paid Staff Vacation
Paid University Holidays
Paid Winter Recess (staff)
Personal Leave (staff only)
Sabbatical leave, see Faculty Handbook, Section 3
Special leave, see Faculty Handbook, Section 3
Staff Parental Leave (faculty should see Faculty Handbook, Section
Appropriate Attire and Appearance
Alternative Work Schedule
Layoffs and Reorganizations
Providing Employment References
Recruitment and Hiring
Staff Disciplinary Practices
Terms and Conditions of Employment
Time and Attendance Records
Acceptance of Summons, Complaints and Subpoenas
Conflict of Interest in Research
Conflict of Interest in Professional and Business Practices
Cooperation with Compliance Investigations
Equal Opportunity, Affirmative Action and Non-Discrimination
Human Anatomic Materials Procurement
Institutional Conflict of Interest in Research
International Collaborations and Export Controls
Payment Card Industry Data Security Standards
Protection of Consumer Financial Information
Protection of Social Security Numbers and Other Restricted Information
Relationships with Industry
Environmental Health and Safety
Galen Center – Alcoholic Beverages
Pets on University Property
Unmanned Aerial Systems (drones)