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HR POLICIES and PROCEDURES
Welcome to the CSUB Human Resources Policies and Procedures web page. This site will provide you with information pertaining to University policies and procedures.
Accessibility and Reasonable Accommodations
The policy of CSU Bakersfield is to make its programs, services, and activities accessible to students, faculty, staff, and the general public who visit or attend a campus-sponsored event, with disabilities. This policy is in accordance with applicable state and federal laws including, but not limited to, the ADA, 42 U.S.C. § 12101 et seq.;Sections 504 and 508 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. §794 et seq.; and applicable state laws, including but not limited to the California Fair Employment and Housing Act (FEHA), Government Code § 12940 et seq. andEducation Code § 67302 and 67310-13.
For employees, accessibility generally includes physical entry into buildings, workstations, and meeting rooms. It also includes accessibility of office equipment, technology, and information communicated electronically and digitally in the course of employment. If there is an issue with accessibility, please inform the Section 504Compliance Officer/ADA Coordinator, Claudia Catota, Assistant to the President for Equity, Inclusion, and Compliance. Inquiries concerning compliance may be presented to this person at 9001 StockdaleHighway, Bakersfield, CA 93311, (661) 654-2137. More information is available at http://www.csub.edu/compliance/index.html
Employees with a disability may request reasonable accommodations that will assist them in carrying out their job duties. Any staff member with a qualified disability may request a reasonable accommodation with the Office ofHuman Resources. Faculty members may request a reasonable accommodation with the Office of the President (Equity,Inclusion, and Compliance).
Affirmative Action/Equal Opportunity
California State University, Bakersfield is an equal opportunity employer and treats employees and applicants equally regardless of race, color, national origin/ancestry (including language use restrictions), marital status, religion, sex (including pregnancy), gender identity and expression, sexual orientation, disability/medical condition, covered veteran status, genetic information, and age (40 or over). In addition, CSU Bakersfield is an Affirmative Action Employer subject to the requirements of Federal Executive Order 11246 and CSU Executive Order 1088.
Background Check Policy
California Child Abuse and Neglect Reporting
Children at the Workplace
Collective Bargaining Policy
The University has an interest in the development of harmonious and cooperative labor relations between the University and its employees. It is University policy to neither encourage nor discourage the organization of employees nor the selection by employees of persons or organizations to represent them in the employment relationship with the University.
Employee organizations have traditionally offered a variety of benefit programs for their members, particularly insurance plans. Although some of these plans are payroll deductible, the University does not provide supervision or administration for these plans, so enrollment or other participation is a matter between you and your association. Inquiries about these various plans should be referred to the sponsoring employee organization.
The Public Employment Relations Board has authorized the following units for collective bargaining purposes. The units group together employees who are considered to have an internal or occupational community interest.
- Unit 1 - Physicians
- Unit 2 - Health Care Support
- Unit 3 - Faculty
- Unit 4 - Academic Support
- Unit 5 - Operation Support Services
- Unit 6 - Skilled Crafts
- Unit 7 - Clerical/Administrative Support Services
- Unit 8 - University Police
- Unit 9 - Technical Support Services
- Unit 11 - Academic Student Employees
A listing of specific classifications included in each unit may be found in the current CSU Collective Bargaining Agreements. Further information may be obtained by contacting the Office of Human Resources at ext. 2266.
Disruptive and Violent Behavior
California State University, Bakersfield is committed to creating and maintaining a safe working, learning, and social environment for all students, employees and visitors which is free from violence, threats, intimidation, hostile acts and disruptive behavior.
Civility, understanding, and mutual respect toward all persons are intrinsic to the existence of a safe and healthy campus. Threats or acts of violence, or hostile, intimidating, or disruptive behavior not only impact the individuals concerned, but also the mission of the University. The University prohibits acts or threats of violence, and any person who commits such acts is subject to disciplinary action, and/or civil or criminal prosecution.
The University has zero tolerance for potentially violent or violent acts against any member of the campus environment, or against any property.
For the purpose of this policy, violence, threats of violence and other inappropriate behaviors include, but are not limited to:
- any act that is physically or emotionally assaulting; or
- any threat, behavior or action which is interpreted by a reasonable person to carry the potential of:
- harming or endangering the safety of others;
- resulting in an act of aggression; or
- destroying or damaging property.
Established student, personnel, and public safety procedures will serve as the mechanisms for resolving such situations. Each incident will be taken very seriously and may be reported to, and records maintained in, the Office of Risk Management (Admin 104, 654-2266).
Members of the campus community are encouraged to report to the Public Safety Office, the appropriate school dean, or the employee's area supervisor, acts of violence, threats of violence or any other behavior which by intent, act or outcome could harm another person or property.
Individuals who severely disrupt classrooms, offices or common spaces may be removed from the campus. Deans may deny class enrollment to a student whose behavior compromises the learning environment. Formal sanctions may also be administered by the Coordinator for Student Discipline and Judicial Affairs.
It is the policy of California State University, Bakersfield to provide a drug-free, healthful, safe and secure work environment. Under the guidelines of the CSUB Drug-Free Workplace policy, employees must, as a condition of employment, abide by the terms of the policy. Employees are expected and required to report to work on time and in an appropriate mental and physical condition for work. The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance on the campus or while conducting University business off campus is absolutely prohibited.
Under the terms of the policy, employees must report to the Office of Human Resources within five days any conviction under a criminal drug statute for violations occurring at the University or while conducting University business.
The University recognizes drug dependency as an illness and a major health problem. Employees needing help in dealing with such problems are encouraged to use the Employee Assistance Program as a resource.
The Employee Handbook has been designed to acquaint you with University policies and procedures and to familiarize you with programs, facilities and services offered by the University. The information in this guide is not intended to be all inclusive but provides an overview of the University and of matters pertaining to University employment.
Questions regarding information contained in this guide should be directed to the Human Resources Office. Any of the information presented here is subject to change without notice. In the event of conflict between information in the handbook and the collective bargaining agreements (for represented employees), the latter will prevail.
Please click here to view the CSUB Employee Handbook
Employment Reference Checks Policy
From time to time, the University may receive inquiries from outside individuals regarding the status of your employment. For example, we may receive calls from banks, credit agencies, or prospective employers, asking us whether you are employed with the University, your current position with the University, your salary, and why you may have left CSUB.
You should be aware that, when we receive such inquiries about your employment, the University has a strict policy of providing only limited information. Consequently, no employee (other than certain authorized individuals in Human Resources) may provide any information regarding current or former employees (either on or off-the-record) to any non-employee. This includes letters of reference that represent the University. The only information that we provide is your dates of employment and your position with the University. We will not reveal your salary, although if we are asked to confirm your salary, we will say "yes" or "no" to a particular amount.
The University's strict policy prohibits us from revealing any information about why you may have left us. However, in some instances, you may want us to reveal additional information. In those instances, we require written authorization from you, permitting us to divulge such additional information.
Systemwide Policy Prohibiting Discrimination, Harassment and Retaliation Against Employees and Third Parties and Procedures for Handling Discrimination, Harassment and Retaliation Allegations by Employees and Third Parties
Immigration Visa Pay Policy
Lactation Accommodation Policy
Non-Discrimination Policies and Complaint Procedures
The California State University (CSU) is committed to enforcing and maintaining employment policies and procedures that comply with applicable state and federal nondiscrimination laws and regulations. In compliance with federal and state laws, as well as CSU policies, CSU Bakersfield prohibits discrimination and harassment on the basis of age, disability-medical condition, genetic information, marital status, race, color, national origin, religion, retaliation, sex, gender identity and expression, sexual orientation, and covered veteran status. In addition, retaliation against an individual for filing a complaint of discrimination or in some other way opposing discriminatory practices, or participated in an investigation related to such a complaint is prohibited.
The specific non-discrimination policies and procedures applicable to campus employees are covered by their respective collective bargaining agreements. If the complaint arises from a non-represented employee (e.g. MPP, confidential) or a student from their course of employment, then CSU Executive Order 1089 will apply. In addition, employees may also file complaints with the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunities Commission (EEOC) in accordance with state and federal law.
Persons who believe they are being or have been subjected to discriminatory acts are encouraged to report such acts as soon as possible. For further information, please contact Claudia Catota, Assistant to the President for Equity, Inclusion, and Compliance at (661) 654-2137 or email@example.com. More information can be found here: http://www.csub.edu/compliance/complaint/index.html
Outside Employment Disclosure Requirements - MPP and Executive Employees
Packaging and Storage of Faculty Recruitment Files
When packaging recruitment files for storage, please insure that the individual manila files are grouped with rubber bands and clearly labeled (by writing directly on the file.) On each group of files, indicate the recruitment's hiring date with the month, year, position recruited for and the department name. If you are packaging more than one recruitment in a box, please clearly indicate each recruitment separately. Please use 8 1/2 x 11 file folders, as that is all we have room for.
Also, please make sure all materials regarding the recruitment are included in the file, including applications, vitas, affirmative action responses, job announcements and copies of the advertisement used. If you have any questions, please contact the Office of Human Resources.
Procedures for HR-Related Situations
Reconsideration Procedures for Employees not Represented by an Exclusive Representative
Sexual Assault Education and Response Policy and Procedures
CSU Bakersfield does not discriminate on the basis of sex, gender, or sexual orientation in its education programs or activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by CSU Bakersfield (both on and off campus). Title IX protects all people regardless of their gender or gender identity from sex discrimination, which includes sexual harassment and violence.
The Title IX Coordinator for CSU Bakersfield is Claudia Catota, Assistant to the President for Equity, Inclusion and Compliance, located at 9001 Stockdale Highway, Bakersfield, CA 93311. She may be reached at (661) 654-2137 or firstname.lastname@example.org
More information on sexual violence prevention and response can be found at: http://www.csub.edu/compliance/Title%20IX/index.htmlSexual Assault Education and Response Policy and Procedures
The purpose of this policy is to define the telecommuting program for California State University, Bakersfield and the guidelines and rules under which it will operate. This policy applies to all telecommuting activities of the University and is authorized by California Government Code sections 14200-14203 and/or CSUEU/CSU Collective Bargaining Agreement, Section 18.25. All managers and telecommuters should be familiar with the contents of this policy.
The University supports the use of a telecommuting work option for home offices in positions whose job duties can be performed away from campus. This policy recognizes the benefits to the University available through a planned and managed telecommuting program.