Your  Account:
Office of Human Resources(760) 750-4418hr@csusm.eduCraven Hall 1200 333 S. Twin Oaks Valley Road San Marcos, CA 92078

Policies and Definitions

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A

  • Absence as a Witness
    If staff employees are subpoenaed as a witness in a matter of interest to the CSU, they will receive their regular salary for the absence, providing that all court fees are remitted to the CSU. Whenever possible, employees should confer with the attorney requesting their appearance to determine whether certified copies of appropriate documents would be suitable and would eliminate the need for a court appearance. Additional information regarding such absences may be found in the appropriate Collective Bargaining Agreements.
  • Absence Notification
    The employee’s supervisor will provide instructions for reporting absences according to procedures established by the employee’s department. Unforeseen absences due to illness, an emergency, or other uncontrollable circumstances must be reported immediately, along with an indication of when work will be resumed. A planned absence must be arranged in advance and approved by the supervisor, and all absences are subject to supervisory approval. Employees are considered “absent without leave” on any day or during any period of absence when supervisory approval has not been obtained. An absence without leave for five working days or more constitutes a voluntary resignation, and in the absence of mitigating circumstances, automatic separation from the University will result.
  • Absence Without Leave - Automatic Resignation
    In accordance with the collective bargaining agreements and Education Code, Section 89541, an employee who is absent for five consecutive workdays without securing authorized leave shall be considered to have automatically resigned from CSU employment as of the last day worked. All unauthorized absences, whether voluntary or involuntary, shall apply to the five consecutive workday period.
  • Academic Employees
    Instructional faculty members, librarians, coaches, and counselors are covered by the collective bargaining agreement for Unit 3 - Faculty, represented by the California Faculty Association. The Office of Faculty Affairs is responsible for coordinating the implementation of personnel policies and procedures for faculty unit employees and academic student employees in Unit 11.
  • ADA Reasonable Accommodation

    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.

  • Additional Employment Policy
    Additional employment refers to any California State University (CSU) employment that is in addition to the employee's primary appointment. The CSU Additional Employment Policy establishes reasonable limits on the total amount of employment an individual may have within the CSU system and provides guidelines for payment of overtime for a non-exempt employee’s additional employment assignment. Additional information is available on the CSU Policies website.
  • Administrators
    See Management Personnel Plan (MPP).
  • Affirmative Action/Non-Discrimination Programs in Employment
    See Equal Employment Opportunity (EEO) 
  • Alcohol use on Campus

    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.

  • Appointments and Employment Status
    CSUSM is strongly committed to achieving excellence through diversity and believes that hiring highly qualified individuals to fill positions contributes to the overall strategic success of the University. Job offers may be extended after a competitive recruitment, approval by the program manager, and final technical review and approval by Human Resources or Faculty Affairs. Emergency appointments may be made for a limited duration without a recruitment.

    Each University employee is appointed to a particular position with a formal written notification of appointment from the appropriate program manager (or designee). The notification must include, at minimum, the job classification, skill level (when applicable), time base, initial salary, and effective date of the appointment. Management employees are at-will and serve at the pleasure of the President. Staff appointments may be temporary or probationary. Temporary appointments are made for a specified period of employment. 

 B

  • Background Checks, Fingerprinting, Alcohol/Drug Testing, and Medical Examinations
    Background Checks, fingerprinting, alcohol/drug testing, and medical examinations (conducted for police personnel only) may be required as part of the selection process and assist the University to obtain additional information that helps determine an individuals overall employability, thus ensuring the protection of current employees, students, property, and information of the University. Any pre-employment conditions including background checks, alcohol/drug testing, or medical examinations must be authorized and coordinated through Human Resources or Faculty Affairs. Applicants, volunteers, and employees being promoted, reassigned or reclassified, shall certify their willingness to undergo a background check, alcohol/drug testing, or medical examinations, if required for the position. Selection and background check requirements for police personnel will be conducted according to CSU policy and Peace Officer Standards and Training (P.O.S.T.) requirements.

C

  • Civility

    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 of others.

    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.

  • Clery Act

    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.

  • Collective Bargaining Agreements
    CSU Collective Bargaining Agreements outline the agreed upon working conditions and rights for represented employees. You may view Collective Bargaining Agreements on the CSU website at https://www2.calstate.edu/csu-system/faculty-staff/labor-and-employee-relations.
  • Confidential Employees

    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.

  • Confidentiality Policy
    The University has a responsibility to protect sensitive employee data and maintain confidentiality of that data under the Information Practices Act (IPA) and Title 5. Please see the CSUSM Information Security Program website for additional information.
  • Conflict of Interest
    Employees are not to engage in any activity that is inconsistent with or in conflict with their duties. Examples of such activity would be using university influence or resources for private gain; divulging confidential information to unauthorized sources; accepting a gratuity from anyone seeking to do business with the university; or not devoting required attention to the duties of his or her position. Employees should consult with their department administrator prior to engaging in any activity which may conceivable interfere with the employee’s duties at the University.

    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 certain designated positions and are updated annually. 

D

  • Discrimination

     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.

  • Drug Free Workplace

    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.


E

  • Employee Assistance Program

    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.

  • Employment Eligibility Verification Process (I-9)
    Federal law requires all U.S. employers to verify the employment eligibility of all individuals hired or rehired on or after November 7, 1986. This includes citizens and non-citizens. Verification of employment eligibility requires proof that the individual is authorized to work in the U.S. and proof of the individuals 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.
  • Equal Employment Opportunity (EEO) Policy
    CSUSM is an equal opportunity employer subject to Title VII of the Civil Rights Act of 1964 that prohibits discrimination in employment and to Executive Order 11246 that requires federal contractors to take affirmative action as a means of achieving equal employment opportunity. CSUSM has long been committed to providing equal opportunity in its academic and work settings and ensuring the campus is free of unlawful discrimination and harassment.  The university believes a rich diversity of people and points of view enhances the quality of education and work experience.  This commitment to diversity is a fundamental principle of the University's values. More information can be found on the EEO website.
  • Equipment, Supplies, Personnel and Non-University Related Use
    As public employees, CSU employees are public officials subject to laws and regulations on incompatible activities related to conflict of interest, ethics, and use of public information for personal gain. Restricted activities include, but are not limited to, using state time, facilities, equipment, supplies, or confidential information for private gain, receiving extra compensation from the state for performance of duties as a state employee, and receiving personal gifts from anyone seeking to do business with the recipient's appointing authority. 
  • Exempt Employees

    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.


F

  • Fair Labor Standards Act (FLSA)
    The Fair Labor Standards Act (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 US Department of Labor regulations, the Human Resources department is responsible for evaluating each position description and determining its exemption status under the FLSA. The CSU and employee unions may negotiate more generous provisions than provided in 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.

    See also Exempt Employees, Non-Exempt Employees
  • FERP

    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.


G

  • Gift Policy
    As public employees, CSU employees are public officials subject to laws and regulations on incompatible activities related to conflict of interest, ethics, and use of public information for personal gain. Restricted activities include, but are not limited to, using state time, facilities, equipment, supplies, or confidential information for private gain, receiving extra compensation from the state for performance of duties as a state employee, and receiving personal gifts from anyone seeking to do business with the recipient's appointing authority. Please see the CSU Policies website for additional information on incompatible activities.

  • Harassment

    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.


I


J


K

 

L

 

M

  • Management Personnel Plan (MPP)
    Management employees are those CSU employees designated as "management" or "supervisory" under the Higher Education Employer-Employee Relations Act. Employment rights, benefits and conditions are governed by the CSU Management Personnel Plan cited in Title 5 (Division 5) of the California Code of Regulations. Continuation of management assignments is at the pleasure of the President.

    Management Personnel Plan employees do not serve a probationary period because their employment is “at will” and they serve at the pleasure of the President or designee. The department administrator must consult with Academic Personnel or Human Resources as appropriate prior to taking any non-retention action. In such cases, the employee may invoke the reconsideration procedure (Reconsideration Procedures.doc).

    Additional information on the Management Personnel Plan may be obtained on the CSU website at: http://www.calstate.edu/HRAdm/Policies/mpp.shtml
  • Military Leave Policy
    Under the Military and Veterans Code 395.03, eligible CSU employees who are members of the reserve corps 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 for any one military leave of absence or during any one fiscal year for active duty military leave. Additionally, eligible employees on military leave have reinstatement rights to their previous position. For additional information, please see the CSUSM Military Leave website.
  • Minors, Employment of
    Minors (under age 18) must obtain certificates of age or permits to work for CSUSM prior to the appointment date. Minors may obtain work permits through their school district or superintendent’s office. A minor’s age limits the number of hours s/he may work in a day during the school year and when school is not in session. All work must be performed outside of school hours. Minors who are high school graduates or have obtained a certificate of proficiency, are not required to obtain a work permit and are not subject to the work hours restrictions.

    Minors are subject to state and federal restrictions on the type of work they can perform. This includes minors who are high school graduates or have a certificate of proficiency.

N

  • 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. 
  • Non-Exempt Employees
    Non-exempt employees are those whose primary work assignment is in a represented or non-represented classification that is determined to be non-exempt under the Fair Labor Standards Act (FLSA). Non-exempt employees are subject to the overtime provisions of FLSA and are eligible for overtime and, if permitted by a collective bargaining agreement, compensatory time off.

    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.

    See also Fair Labor Standards Act (FLSA) Policy.

O

  • 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 (FLSA) and in compliance with the appropriate collective bargaining contract. In certain circumstances, some exempt employees may be eligible for overtime pay.

    See also Fair Labor Standards Act (FLSA) Policy.

P

  • Performance Evaluation
    The University requires periodic performance appraisals for each permanent, probationary, or Management Personnel Plan (MPP) employee. Probationary employees are typically evaluated on a quarterly basis during their probationary period, and then are moved to the annual evaluation cycle once permanency is achieved. Temporary employees should be evaluated on a periodic basis as determined by the supervisor.

    A supervisor may conduct an evaluation of an employee’s performance at any time to recognize and record outstanding, borderline or unsatisfactory performance.

    The finalized performance evaluation shall be placed in the employee’s personnel file.
  • Position Descriptions
    The Position Description documents job functions and the skills, knowledge, abilities, and other characteristics needed for satisfactory performance of the job. It should be updated regularly to ensure that it reflects the employee’s current responsibilities. The Position Description is used for determining correct classification or administrative level and for recruitment, selection, employee training, and employee evaluation purposes. It is maintained in the Human Resources department as an official record of the duties assigned to a position.
  • 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.

    See also FERP and Retired Annuitant.
  • Probationary Periods
    New probationary staff employees must successfully complete a probationary period of service before permanent status may be granted. A time base or classification change during the probationary period may result in an employee having to serve a new probationary period. An employee is required to serve a probationary period upon promotion to a higher classification or skill level. Completion of a new probationary period may be required of an employee whose position is reclassified to recognize a significant change in duties and responsibilities.
  • Promotion
    A promotion is the appointment to a higher level position as a result of selection through a competitive recruitment process (unless exempted by a collective bargaining agreement) based on the requirements in the position announcement. By contrast, a reclassification is the movement to a different classification or skill level based on significant change in the scope of responsibilities assigned to an incumbent’s position.
  • Public Contract Code Restrictions
    The Public Contract Code restricts CSU employees and immediate past employees from contracting with the CSU to address certain CSU employee conflict of interest provisions.

Q

 

R

  • Reassignment
    Every individual in a staff or Management Personnel Plan (MPP) position accepts and holds employment in a classification subject to reassignment to any position in that classification. Reassignments from one position to another are normally accomplished through the employment application process. However, consistent with classification level, an employee may be reassigned, depending on the campus needs and the best interest of the University. Specific information on reassignments is contained in individual collective bargaining contracts.

    An employee may be reassigned temporarily to another classification appropriate to the employee's qualifications and performance at the university. Management Personnel Plan employees and other unrepresented employees may request reconsideration of a reassignment.
  • Records Retention Guidelines for Employment-Related Records
    CSU campuses are responsible for maintaining, retaining and disposing of employment-related documents in accordance with appropriate CSU records retention and disposition schedules. For information on records retention, contact Human Resources.​
  • Reference and Background Checks

    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.

  • Relatives, Employment of
    See Nepotism policy.
  • Retaliation

    As defined by CSU Executive Order 1096 and 1097, Retaliation means Adverse Action taken against a person because the person has or is believed to have:

    1. Exercised rights under this Executive Order;
    2. Reported or opposed conduct which was reasonably and in good faith believed to be in violation of this Executive Order;
    3. Assisted or participated in a policy-related investigation/proceeding regardless of whether the Complaint was substantiated; or,
    4. Assisted someone in reporting or opposing a violation of this Executive Order, or assisted someone in reporting or opposing Retaliation under this Executive Order.

    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.

  • Retired Annuitant

    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.


S

  • Sexual Harassment Policy
    CSUSM is committed to creating and maintaining an environment in which faculty, staff, and students work together in an atmosphere of mutual respect and free from unlawful harassment. Assembly Bill 1825 is a state law that mandates all members of the CSU community identified as supervisors to take two (2) hours of sexual harassment prevention training. Each individual identified as a supervisor will be required to take this training on a two (2) year cycle, as well as within the first six (6) months of their assumption of supervisory duties. For information regarding CSUSM's Discrimination, Harassment and Retaliation Policies, please see the DHR website.

    See also Civility, Harassment and Discrimination.
  • Smoking Policy
    CSUSM is a smoke, vapor and tobacco free campus, contributing to our commitment to be a respectful, safe and healthy learning and working environment for all our faculty, staff, students, and visitors. More information can be found on the CSUSM Smoke Free website.
  • Social Security Number Verification
    The Social Security Number (SSN) is the sole employee identifier for tax reporting purposes. Internal Revenue Service (IRS) and California Franchise Tax Board regulations require the SSN for reporting of income and taxes. 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). CSUSM 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.
  • 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.
  • Staff Employees
    Staff employees include all employees except those in academic, management, student or volunteer positions, whether covered by a Collective Bargaining Agreement or not.
  • Student Assistants
    Persons appointed to Student Assistant positions must be enrolled in the minimum number of units as required by their student status: Undergraduate students -- 6 units per semester; Graduate students -- 4 graduate level units per semester. Graduate students involved only in thesis work may be employed for up to two quarters. 

    Student Assistants are eligible to work no more than 20 hours per week during the academic term. During academic breaks, a Student Assistant may work a maximum of 40 hours per week. More information on student employee can be found on the HR Student Employment website.

    Student jobs are listed through the Career Center on Handshake. More information on student employment on campus is available on the Student Employment website.
  • Substance Abuse

    See Drug Free Workplace.

    The Employee Assistance Program has services and resources available for assisting faculty and staff with substance abuse and recovery. For program information, please visit the Employee Assistance Program website or log in to www.mylifematters.com (password: "cougars").


T

  • Telecommuting
    The University supports the use of a telecommuting work option in positions where appropriate as determined by the appropriate administrator. 
  • Timesheets/Time Reporting
    Timesheets and leave usage reports must be submitted to Payroll Services by the due date specified on the current Payroll Calendar. Forms and instructions are available on the Payroll Services Forms website. Additional faculty/staff pay information, such as direct deposit information, pay dates and calendars, is available on the Payroll Services website.

U

V

  • Vehicle Use Policy
    University vehicles shall be used only in the conduct of University business. This means "only when driven in the performance of, or necessary to, or in the course of, the duties of University employment.'' More information is available on the Safe Driving Program website.
  • Volunteer
    Volunteers perform work or provide services to the University without remuneration of any kind. They are not covered by a collective bargaining agreement. For additional information, please visit the Volunteer website.

W

  • Whistleblower Policy
    The Whistleblower Protection Act establishes procedures for employees and applicants for employment to make protected disclosures of improper acts by state agencies or their employees. The Office of Human Resources has been designated by the President to receive complaints from Employees, Former Employees, and Applicants for CSU employment who wish to report alleged Improper Governmental Activity. More information can be found on the Whistleblower Compliance website.
  • Work Hours
    General policies regarding work schedules, changes in assignments, and holidays are addressed in various collective bargaining agreements and in CSU policies. Normally, full-time staff employees provide services to the university on the basis of a five-day, 40-hour workweek. Most departments and offices maintain business hours from 8 a.m. until 5 p.m., Monday through Friday, and employees are scheduled accordingly. Some departments have 24-hour operations which require shift work. Workweek and rest period schedules are established and administered by department administrators. Work schedules are subject to change to accommodate departmental or University needs; any change in an employee's regular schedule will normally be accompanied by reasonable notice.

    Based on CSU policy, exempt employees are required to report only full days of absence against accrued leave balances. Partial days of absence may be charged only when an exempt employee is on approved FMLA leave. Non-exempt employees may report absences in increment of fractional hourly increments.
  • Workplace Violence
    CSUSM is committed to creating an environment that is free from violence. The university will not tolerate violence, threats of violence, or harassing behavior against students, employees, or other persons on university property; or violence or threats of violence against university property. Any person(s) who commits a violent or harassing act, threatens to commit a violent or harassing act, or inflict bodily harm, is subject to disciplinary action, including dismissal, and/or civil or criminal prosecution.All weapons are prohibited on campus. More information can be found on the Workplace Violence Policy website.

X

 

Y

 

Z

 

Office of Human Resources(760) 750-4418hr@csusm.eduCraven Hall 1200 333 S. Twin Oaks Valley Road San Marcos, CA 92078