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Division Policies and Procedures

Awards and Recognition

Benefits

Quick Reference to Benefits Information

Disability and Life Insurance

eBenefits

Flexible Benefit Plans

Health Care Plans

Leave of Absence Programs

Other Benefits Programs

Paid Time Off

Classification/Compensation

Cal State University (CSU) System-wide Resources

Classification Review Request

Classification Standards - Quick Comparison

Confidential Employees

Confidential employees, as defined by the Higher Education Employer-Employee Relations Act (HEERA), are those who are required to develop or present management's position with respect to meeting and conferring with the exclusive representatives of collective bargaining or whose duties normally require access to confidential information which contributes significantly to the development of management's position.  Please see the CSU Policies website for further information regarding confidential employees. 

Exempt Employees

Exempt employees are those whose primary work assignment is in a represented or non-represented staff position (including those in the Management Personnel Plan) which is determined to be "exempt" from the Fair Labor Standards Act (FLSA).  See the Fair Labor Standards Act (FLSA).

Fair Labor Standards Act

The FLSA establishes minimum wage, overtime pay, record keeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.  Consistent with the US Department of Labor regulations, Human Resource Services is responsible to evaluate each position description and determine it exemption status under the FLSA.  Additional FLSA information is available on CSU Policies website.  The FLSA status for all classifications and skill levels is provided in the CSU Salary Schedule.

Guide to Developing Effective CSUF Position Descriptions

Helpful Information for Employees Preparing for a Classification Review

In-Range Progression E-Z Reference Table

Management Employees

Management employees are covered by the Management Personnel Plan (MPP) cited in Title 5, California Code of Regulations, with salary structure, evaluation and benefits, among other matters, being governed by these regulations. Continuation of management assignments is at the pleasure of the President.

Non-Exempt Employees

Employees in positions classified as "non-exempt" from the provisions of the Fair Labor Standards Act (FLSA) as amended, must be paid overtime for all hours worked in excess of forty hours in a week in accordance with the provisions of the FLSA and collective bargaining agreements, if applicable.


If an employee holds both a non-exempt position and an exempt position at the same time, the employee must be considered as non-exempt for pay purposes and is eligible for overtime pay for any hours worked after 40 hours in a week.  Additional information is available at FLSA Policies

Position Description

A position description is maintained in Human Resource Services for all staff and management employees describing current job duties and responsibilities. Position descriptions should be updated to reflect all current duties and submitted to Human Resource Services for review. New employees should review and discuss their position description with their immediate supervisor.  Upon completing the sign-in paperwork a new employee is given the position description for their current position to sign for inclusion in their personnel file.  The position description form and guidelines for completion are available on the HR webpage.

Reassigning an Employee

Reclassification E-Z Reference Table

Salary and Wage Administration

Staff Classification and Compensation Manual

Stipends

See how to request a monthly stipend (management initiated only).

Stipends E-Z Reference Table

Disability Accommodation

California State University Board of Trustees Policy on Disability Support and Accommodations

Executive Order 926 documents and make explicit the system-wide policies for the disability support and accommodation program and to engender monitoring and full compliance with all of the disability support and accommodation elements noted herein.

Cal State Fullerton administrative and personnel activities shall abide by the following standards to eliminate discrimination against persons with disabilities and provide equal opportunity and access to qualified individuals with disabilities.

Ensure that an individual is not limited or segregated in a way that adversely affects the opportunities or status of that person because of his or her disability;Not participate in contractual arrangements with organizations which discriminate against persons with a disability;Use standards, criteria or methods of administration that do not discriminate on the basis of disability;Make reasonable accommodation to known physical or mental limitations of qualified individuals unless it can be demonstrated that the accommodation imposes an undue hardship on the business operation of the University; and Not deny employment opportunities based on the need of the University to make reasonable accommodations to an applicant's or employee's impairment.

California State University Executive Order 926

Request a Disability Accommodation

For information on accommodations or to request an accommodation, please contact:

Alisha Brown
Workers' Compensation Program Manager/Disability Accommodation Coordinator (Interim)
657 -278-2824
e-mail: abrown@fullerton.edu

College Park, Suite 700
2600 E. Nutwood Ave.
Fullerton, California 

Harassment, Discrimination and Retaliation

Amorous or Sexual Relationships between Faculty, Staff and Students

CSU Employment Policies on Discrimination, Harassment and Retaliation

CSU Student Policies on Discrimination, Harassment and Retaliation

Complaint Process for Employees

Discrimination

Harassment/Sexual Harassment

Retaliation for Filing Discrimination or Harassment Complaints

Disability Discrimination

Complaint Process for Students

Sexual Harassment

Sexual Harassment is antithetical to academic values and to a work environment free from the fact or appearance of coercion. It is violation of University policy and may result in serious disciplinary action. Sexual harassment consists of nonconsensual sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature on or off campus, when: a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or academic standing, or b) submission or rejection of such conduct is used as the basis for employment decisions or for academic evaluation, grades or advancement, or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance creating an intimidating or hostile academic or work environment. California State University, Fullerton's sexual harassment policy is the foundation for your understanding of and protection from sexual harassment. Complaints can be made to Human Resources, University Police, Athletics, WoMen's Center or Academic Affairs.

Sexual Misconduct

California State University, Fullerton is committed to maintaining and strengthening an educational, working, and living environment founded on civility and mutual respect. Sexual misconduct is antithetical to the standards and ideals of our community and will not be tolerated. CSUF aims to eradicate sexual misconduct through education, training, clear policies, and serious consequences for violations of these policies. Sexual misconduct incorporates a range of behaviors including rape, sexual assault (which includes any kind of nonconsensual sexual contact), sexual harassment, intimate partner violence, stalking, and any other conduct of a sexual nature that is nonconsensual, or has the purpose or effect of threatening, intimidating, or coercing a person or persons. When there is a lack of mutual consent about sexual activity, or there is ambiguity about whether consent has been given, a student can be charged with, and found guilty of, committing a sexual assault or another form of sexual misconduct.

Much sexual misconduct includes nonconsensual sexual contact, but this is not a necessary component. Threatening speech that is sufficiently serious to constitute sexual harassment, for example, constitutes sexual misconduct. Photographs, video, or other visual or auditory records of sexual activity made without explicit consent constitute sexual misconduct, even if the activity documented was consensual. Similarly, sharing such recordings without explicit consent is a form of sexual misconduct. For example, forwarding a harassing electronic communication may constitute an offense.

Many forms of sexual misconduct are also prohibited by California and federal law, including Title IX of the education amendments of 1972, and could result in criminal prosecution or civil liability.

Sexual Violence

Sexual violence is an array of nonconsensual sexualized behaviors ranging from uncomfortable touch to penetration. No form of sexual violence will be tolerated at CSUF. RAINN ;is a sexual violence resource hosting a 24 hour crisis hotline and robust informational pages. Types of sexual assault are defined here: http://www.rainn.org/get-information/types-of- sexual-assault. TheWoMen's Center is a resource on campus to report an assault or get referral information. All sexual harassment, which includes sexual violence, is a violation of student and employee civil rights. A Title IX report can be made by visiting Human Resources, WoMen's Center, Athletics, or University Police.

Title IX

Title IX of the Education Amendments of 1972 protects people from discrimination based on sex in education programs and activities that receive federal financial assistance.

Examples of the types of discrimination that are covered under Title IX include sexual harassment (including sexual violence), the failure to provide equal opportunity in athletics, and discrimination based on pregnancy. To enforce Title IX, the U.S. Department of Education maintains an Office for Civil Rights, with headquarters in Washington, DC and 12 offices across the United States.

California State University, Fullerton is dedicated to ensuring Title IX rights. To file a complaint or learn more about Title IX visit Human Resources.

Documents and Records

Accessing Employee Personnel Files

CSU Records Retention & Disposition Schedules

Confidentiality of Employee Data

Conflict of Interest

According to Conflict of Interest Provisions, public officials may not make, participate in making, or in any way use or attempt to use their official positions to influence a governmental decision in which they know or have reason to know they have a disqualifying conflict of interest. University employees shall not vote, make recommendations, or in any way participate in personnel or financial decisions if such participation constitutes a conflict of interest. Annual disclosure statements are required upon appointment to designated positions and are updated annually. For additional information, please see the CSU Policies website on Conflict of Interest.

Retention and Disposition Schedules Implementation – Executive Order No. 1031

Faculty/Staff Relations

Additional Employment Policy

The Additional Employment Policy establishes reasonable limits on the total amount of employment an individual may have within the CSU system.

Affirmative Action Plan (Under Construction)

Under Development

Annual Campus Security Report

Child Abuse and Neglect Reporting Act

Collective Bargaining Agreements

Conflict of Interest

Consent for Sexual Activity

Sexual activity requires consent, which is defined as clear, unambiguous, and voluntary agreement between the participants to engage in specific sexual activity. Consent cannot be inferred from the absence of a "no"; a clear "yes," verbal or otherwise, is necessary. Although consent does not need to be verbal, verbal communication is the most reliable form of asking for and gauging consent, and individuals are thus urged to seek consent in verbal form. Talking with sexual partners about desires and limits may seem awkward, but serves as the basis for positive sexual experiences shaped by mutual willingness and respect.

Consent cannot be obtained from someone who is asleep or otherwise mentally or physically incapacitated, whether due to alcohol, drugs, or some other condition. Consent cannot be obtained by threat, coercion, or force. Agreement given under such conditions does not constitute consent.

Consent must be clear and unambiguous for each participant throughout any sexual encounter. Consent to some sexual acts does not imply consent to others, nor does past consent to a given act imply ongoing or future consent. Consent can be revoked at any time. For all of these reasons, sexual partners must evaluate consent in an ongoing fashion and should communicate clearly with each other throughout any sexual encounter. For more information on "consent" contact the WoMen's Center.

Discrimination/Harassment

Employee Records

Ethics and Conflict of Interest (On-line Training)

The Ethics and Conflict of Interest Code Training Program provides information regarding CSU ethics statutes and regulations. This training provides a working terminology for conflict of interest, an understanding of The Political Reform Act of 1974, an approach to evaluating your economic interests, an analysis of potential workplace conflicts, activities for contractual conflict and incompatibility, and other tools. This training program is mandatory for all CSU employees who are required to file a Statement of Economic Interests (Form 700 or 700-U) and optional for others.

Performance Evaluation Guidelines

Title IX

Veterans Survey

The California State University (CSU) is a federal contractor subject to the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA), as amended, which requires that federal contractors take affirmative action to employ and advance in employment qualified individuals without discrimination based on a covered veteran status. To fulfill statistical reporting and affirmative action monitoring requirements, the CSU invites you to voluntarily identify your veteran status by answering the Veterans Survey. Submission of this form is voluntary and no adverse consequences will result from either providing this information or declining to provide it. Information you submit will be kept confidential as required under applicable federal and state law. Should you decide not to self-identify at this time, you may do so at any time in the future. Note: If you are disabled, and need accommodation to perform the job properly and safely, please contact the Office of Diversity & Equity (657) 278-3951 to begin an interactive discussion to identify
and provide you a reasonable accommodation.

Fee Waiver

Payroll

Absence Management

Attendance Process

Collective Bargaining Agreements

Direct Deposit

Employment Verifications

I-9 Verification Process

The employment eligibility verification procedure requires each campus to verify the employment eligibility of all employees hired on or after November 7, 1986. Verification of employment eligibility requires proof that the individual is authorized to work and proof of the individual's identity through completion of the I-9 Form. The I-9 Form must be completed within three days of hire. Please see the CSU Employment Policies for additional information.

Mandatory Payroll Deductions

Military Leave

Under the Military and Veterans Code, eligible CSU employees who are members of the reserve cops of the Armed Forces of the United States, the National Guard, or the Naval Militia normally receive up to thirty (30) calendar days of CSU pay in a fiscal years for active duty military leave. Additionally, eligible employees on military leave have reinstatement rights to their previous position. For additional information, please see the CSU Policies website.

Overtime

Overtime is defined as authorized time worked in excess of forty (40) hours in a seven (7) day period by non- exempt employees based on the provisions of the Fair Labor Standards Act and in compliance with the appropriate collective bargaining contract. In certain circumstances, some exempt employees may be eligible for overtime pay. Please see the Fair Labor Standards Act information on the CSU website for additional information.

Paycheck Calculator

Salaries and Wages

Social Security Verification

The Social Security Number (SSN) is the sole employee identifier for tax reporting purposes. The California State University (CSU) campuses and the Chancellor's Office, as state employers, are responsible for accurately recording and reporting SSN's to our pay agent, the State Controller's Office (SCO). CSUF is responsible for verifying each employee's SSN upon commencement of employment and requires that the employee present his or her Social Security card to Human Resources or Payroll Services at the time of hire. Additional information is available on the CSU Policies website.

Tax Status/Withholding Changes

Frequently Asked Questions

Performance Evaluations

Position Management (Under Construction)

Coming Soon

Under Development

Coming Soon

Under Development

Professional Development

How to Register for Workshops/Classes

Recruitment

Background Checks

In an effort to provide the safest possible environment for students, visitors, faculty and staff, and enhance the security of physical resources, CSU, Fullerton shall, consistent with the requirements of the law and prudent practices, conduct criminal records background checks on applicants or current employees who are under final consideration for a position that has been designated as security sensitive.

Create a Job Requisition in Brass Ring

Emergency Hire Checklist

Employee Application Process

California State University, Fullerton positions are online for staff and management positions. In order to be considered for an open position at CSUF you will need to submit or create your resume through the online application process. A confirmation message will be sent to you upon completion of the application process. To submit or create a resume on online, go to: BrassRing , select the jobs you are interested in, and submit or create your resume online. New jobs are posted on the website weekly for a minimum of fourteen days.

Employee Separation & Property Clearance Checklist

Fingerprinting

Any pre-employment conditions including fingerprint/background checks, must be authorized and coordinated through Human Resource Services. As part of the application process, prospective employees are required to certify their willingness to be fingerprinted. Please see the CSU Policies website for additional information.

Hiring an Emergency Hire Placement

Hiring a Retired Annuitant

Hiring a Special Consultant

Interview Guide (Conducting the interview process)

Job Postings

Position vacancy announcements shall be posted, at minimum, on the official employment websites for Jobs @ CSUF. Management positions are advertised on a broad regional or nationwide basis for at least one month. Staff positions are advertised for at least two weeks. Faculty employment opportunities are listing in three categories at the Jobs @ CSUF.

Nepotism

The University seeks the best possible candidates for management, faculty, and staff positions. Appointments of close relatives in the same or different units or departments may occur as long as the CSU standards are met. Please see the CSU website for detailed information on the CSU Nepotism Policy.

Recruitment Management System Training Manual

Recruitment Process Guide

Recruitment Process Checklist

Retired Annuitant Checklist

Special Consultants

Special Consultants are hired to perform special assignments of a temporary nature, based on a particular knowledge, ability or expertise. Incumbents in this classification are paid with a daily rate. Please see the CSU Policies website for additional information.

Special Consultant Checklist

Retirement Programs

Post-Retirement Employment

Government Code provisions permit former CSU academic and staff/management employees who retire and receive retirement benefits from the California Public Employees' Retirement System (CalPERS) to accept limited CSU employment without jeopardizing retirement benefits or requiring reinstatement from retirement. Under certain circumstances, retirees may be appointed as rehired annuitants to staff/management positions but are restricted to working 960 hours for all CalPERS' covered employers in a fiscal year. Please see the CSU Employment Policies website for additional information.

Safety/Risk Management

Workers' Compensation