In accordance with CSU Executive Order 883, and state and federal law, CSUSM shall upon request, strive to provide reasonable accommodation to an employee or applicant for employment with a disability or medical condition, to perform the essential functions of their jobs. Reasonable accommodation is determined by the CSU following its receipt of an individuals' request for accommodation and engagement in an interactive process with the individual to identify the appropriate reasonable accommodation given the nature and extent of the individuals disability or medical condition. More information is available on the Reasonable Accommodation website.
The possession, consumption or sale of alcoholic beverages on California State University San Marcos property is prohibited unless approved by the President of the campus or his/her designee. Consumable alcohol allowed on campus includes beer, wine and, in certain situations, distilled spirits. The President has delegated approval authority for the consumption and/or sale of alcoholic beverages to the Vice President, University Advancement. California State University San Marcos is committed to an alcohol policy that promotes responsible approaches and considerations of alcohol use through education, counseling, support, and regulation enforcement. The University reserves the right to grant approval or disapproval of alcohol use on any University property. Written approval from the campus President or designee is required prior to the use of alcohol on University property.
See Drug Free Workplace.
The mission of the Civility Campaign is to engage CSUSM students, faculty, and staff in learning opportunities to create
a community that navigates social justice issues and multiple perspectives through
self-reflection, care, respect, and empathy while acknowledging the culture and humanity
CSUSM is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive or disruptive. All employees are expected to conduct themselves in a professional and civil manner. Employees are expected to inform the department administrator, program manager, Human Resources, Faculty Affairs, or the Office of Inclusive Excellence if they have reason to believe unprofessional behavior, harassment or other discriminatory acts are occurring.
Program managers and departmental administrators have the responsibility of preventing and eliminating unprofessional behavior, harassment and other discriminatory conduct within their respective areas. If program managers or departmental administrators become aware, either formally or informally, that unprofessional behavior, harassment or other discriminatory acts may be occurring, they must take immediate steps to ensure that the matter is addressed. When the issue or alleged problem is not within their assigned area of responsibility, they should inform Human Resources, Faculty Affairs or Inclusive Excellence.
See also Discrimination, Harassment and Retaliation.
The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, commonly referred to as the Clery Act is a federal mandate requiring all institutions of higher education that participate in federal student financial aid programs to disclose information about certain campus policies, procedures, and crime that occurs on the campus and certain off campus locations. The Clery Act affects nearly all public and private institutions and is enforced by the U.S. Department of Education. The Clery Act, formerly known as the Crime Awareness and Campus Security Act, was signed in 1990 and was amended in 2008, requiring institutions to provide timely warnings of dangerous situations threatening the campus community and collect, report, and disseminate certain crime data to everyone on campus annually. Additional amendments occurred in 2013 when The Violence against Women Reauthorization Act (VAWA,) also known as the Campus SaVE Act, was signed into law which imposes additional obligations on colleges and universities under Title IX and Clery crime reporting.
Information regarding CSUSM's Campus Security Report can be found on the Clery Act website. A paper copy of the report will be provided upon request. For information about Title IX, discrimination, harassment, and retaliation prevention policies For information regarding CSUSM's Discrimination, Harassment and Retaliation Policies, please see the DHR website.
Confidential employees, as defined by in 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.
Confidential employees are not represented by an exclusive bargaining representative. Employment rights, benefits and conditions are addressed in the CSU Confidential Employees Human Resources Program Guidelines. Additional information on Confidential employees may be obtained on the CSU website at http://www.calstate.edu/HRAdm/Policies/confidential.shtml.
As defined by CSU Executive Order 1096 and 1097, Discrimination means Adverse Action taken against an Employee, Student or Third Party by the CSU, a CSU employee or a Student, because of a Protected Status.
Protected Status: includes Age, Disability (physical or mental), Gender (or sex), Genetic Information, Gender Identity (including transgender), Gender Expression, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color or ancestry), Religion or Religious Creed, Sexual Orientation, and Veteran or Military Status.
Adverse Action: is an action that has a substantial and material adverse effect on the Complainant’s employment or ability to participate in a University program or activity free from DHR. Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.
For information regarding CSUSM's Discrimination, Harassment and Retaliation Policies, please see the DHR website.
See also Harassment and Retaliation.
In compliance with the Federal Drug-Free Workplace Act of 1988 and the Federal Drug-Free Schools and Communities Act of 1989, CSUSM certifies that the university is to be a drug-free workplace and learning community and that unlawful manufacture, sale or attempted sale, distribution, dispensing, possession or use of controlled substances by employees, students or members of the campus community is prohibited on University property or at University functions or activities.
A variety of services have been designed to help prevent or treat substance abuse. Employees and students are encouraged to seek assistance for substance abuse or dependency problems voluntarily (self-referral). Confidential assistance for employees is also available through the Employee Assistance program at www.mylifematters.com (password: "cougars") or (800) 367-7474.
See also Alcohol Use policy.
As part of the CSUSM's commitment to promote employee health and well-being, we have contracted with Empathia, or LifeMatters, to help faculty, staff, and their household members resolve personal and workplace challenges. Through the Employee Assistance Program (EAP), CSUSM employees and their immediate family members can receive face-to-face counseling, life management services, and other resources aimed at assisting members with a variety of issues, including but not limited to, stress and anxiety, marital, family and relationship issues, grief and depression and substance abuse. EAP services are strictly confidential as required by law.
For additional EAP information, please visit the Employee Assistance Program website, or log on to LifeMatters by Empathia by visiting www.mylifematters.com (password: "cougars") or by phone at (800) 367-7474.
Exempt employees are those whose primary work assignment is in a represented or non-represented classification (including those in the Management Personnel Plan) that is determined to be exempt under the Fair Labor Standards Act (FLSA).
If an employee holds both an exempt and non-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.
See also Fair Labor Standards Act (FLSA) Policy.
The Faculty Early Retirement Program (FERP) allows tenured instructional faculty, librarians, and counselors to continue teaching after retiring from service. CalPERS sets limits to the amount of work allowed post-retirement. Currently CalPERS allows workload up to 50% (15 units) per academic year. More information can be found on the Faculty Affairs website.
See also Retired Annuitant.
As defined by CSU Executive Order 1096 and 1097, Harassment means unwelcome conduct, based on the Complainant’s Protected Status, that is sufficiently severe, persistent or pervasive that its effect, whether or not intended, could be considered by a reasonable person in the shoes of the Complainant, and is in fact considered by the Complainant, as limiting her/his ability to participate in or benefit from the services, activities or opportunities offered by the University.
Harassment includes, but is not limited to, verbal harassment (e.g., epithets, derogatory comments, or slurs), physical harassment (e.g., assault, impeding or blocking movement, or any physical interference with normal work or movement), and visual forms of harassment (e.g., derogatory posters, cartoons, drawings, symbols, or gestures.)
Protected Status: includes Age, Disability (physical or mental), Gender (or sex), Genetic Information,
Gender Identity (including transgender), Gender Expression, Marital Status, Medical
Condition, Nationality, Race or Ethnicity (including color or ancestry), Religion
or Religious Creed, Sexual Orientation, and Veteran or Military Status.
For information regarding CSUSM's Discrimination, Harassment and Retaliation Policies, please see the DHR website.
See also Civility, Discrimination, Retaliation.
The appropriate administrator for the department will ensure reference checks are conducted for each finalist for a recruitment. This includes completion of fingerprint/background checks if required for the position. The University reserves the right to confirm or investigate any information provided by the applicant including salary, educational background, or verification of required licensure/certification.
See also Background Check, fingerprinting, and medical examinations.
Retaliation may occur whether or not there is a power or authority differential between the individuals involved.
See Civility, Discrimination and Harassment.
See also Whistleblower policy.
The University may employ CalPERS retirees in accordance with the requirements and limitations set forth in the California Public Employees’ Retirement Law. CalPERS is ultimately responsible for interpreting the law as it applies to post-retirement employment. Department administrators shall consult with Human Resources or Faculty Affairs prior to offering employment to a CalPERS retiree. Non-compliance may result in retroactive termination of retirement status with reinstatement to active employment and serious financial consequences to both the member and the University.
See also FERP and Post-Retirement Employment.