Out of State Work and Travel Guidelines
UC ANR prides itself on being a collaborative, community-focused organization with a mission to improve the lives of Californians throughout the state. To serve that mission, it is critical that we continue to be considerate of when and how we work outside of the state. To ensure we are prioritizing our communities and the health and safety of individuals, we have updated the Out of State Work and Travel Guidelines:
Out of State Work
Employees may temporarily relocate out of state to work in limited situations where the remote work would not impact the duties of the position, and/or opportunities for engagement. Employees in these temporary arrangements should keep in mind there may be additional considerations with health insurance and income, state or local tax implications. Permanent out of state remote work opportunities are not currently supported. ANR does not allow employees to work outside of the US. Temporary out of country telecommuting may be considered on an exceptional basis only.
UC ANR advises employees to ensure they are following all relevant CDC guidelines before commencing work-related travel out of state. At this time, employees who can travel for work out of state safely may do so; however, we continue to urge caution and avoidance of unnecessary travel. Safety measures may include prohibiting travel to some destinations, testing before or after travel, and quarantining before and/or after travel, depending on the itinerary and traveler's vaccination status. More information for UC ANR travelers can be found on our COVID-19 Travel Guidance webpage, which maintains links to current CDC and CDPH guidance and advisories for travelers.
Daily Clearance to Work Survey
This is a reminder that employees who are working on site, in the field, or out in the community need to complete a Clearance to Work survey each day they are working anywhere other than their home. The survey is an important step to ensure we are all self-monitoring for COVID-19 symptoms and ensuring that people who have symptoms, have tested positive, or have been exposed to someone who has COVID-19 do not come to work or represent ANR in in-person interactions. The best way to complete the survey is by a unique link that is emailed to employees each morning. Supervisors or Directors can request that employees be added to the online survey by submitting an updated In-Person Employee Roster to Brian Oatman.
If you don't pass the survey, stay home. Notify your supervisor and don't come in to work. If you think that a “stay home” result on the survey is an error, reach out to your supervisor and contact ANR Risk & Safety Services at the number indicated on the survey response message. In some cases, we may assess the situation and have a new survey sent to you. Also, if you answer the survey that you are not scheduled to work onsite and then later find that you need to come to the worksite, request a new survey. Don't come in to work until you have completed an updated survey. If you can't get a new email survey, use the paper/pdf version of the Employee Clearance to Work Survey, notify your supervisor of the changed status, and sign in at your workplace to note your attendance.
I am extremely pleased to announce the following 10 UC Cooperative Extension positions are released for recruitment:
- #11 Plant Pathology Area Advisor, Santa Cruz County
- #13 Soils and Irrigation Advisor, Kern County
- #15 Urban Agriculture/Small Farms Area Advisor, San Bernardino County
- #27 Community Nutrition & Innovative Technologies Specialist, UC Davis
- #31 Forest and Fuels Management Specialist, UC Berkeley
- #37 Subtropical Crops Pathology Specialist, UC Riverside
- #45 Diversified Agricultural Systems Area Advisor, Lake County
- #55 Forestry and Natural Resources Area Advisor, Sutter-Yuba counties
- #59 4-H Youth Development, San Mateo-San Francisco counties
- #63 Integrated Vineyard Systems Area Advisor, at Hopland Research and Extension Center
Note that only the office location is noted beside the title; the CE Advisor positions are multicounty positions. A full description of each position is available at the corresponding position number at the bottom of https://ucanr.edu/sites/anrstaff/Divisionwide_Planning/2018_Call_for_Positions, with some modifications.
In May 2021, Program Council identified 15 UC Cooperative Extension Advisor and five UCCE Specialist positions from the list of departures and the remaining positions from the 2018 position call process (updated in 2019) as critically urgent to fill. To avoid overwhelming our Human Resources colleagues, the other 10 positions of the 20 will be released in late September as we ramp up hiring for future recruitment.
We look forward to releasing additional positions for recruitment – both academic and program support members – throughout the next several months. Rebuilding our UC Cooperative Extension footprint, to address California's emerging and future needs, is made possible by the historic 2021-22 state budget increase. We are extremely grateful for the support and look forward to working with our partners to leverage these resources.
After an extensive consultation period, UC's final policy regarding required COVID-19 vaccinations has been approved. For the safety and well-being of the entire university community, the policy will require, with few exceptions, that all students, academic employees and staff be vaccinated against the COVID-19 virus on or before August 15, 2021.
The policy allows for limited exceptions to COVID-19 vaccination based on a medical exemption, disability accommodation, or religious objection; pregnant individuals may also request a deferral if they wish for the duration of the pregnancy. Contact Dave Ritz (firstname.lastname@example.org) for further information.
The policy states that employees who choose not to be vaccinated, and have no approved exemption, accommodation or deferral, potentially put others' health at risk and may face disciplinary actions.
Uploading employee COVID vaccination verification
If you have not already, please upload proof of vaccination by completing this short COVID-19 Vaccine Tracking Status Survey. Information gathered in this survey will only be used by designated Human Resources and Risk Management officials for tracking, reporting and determining workplace safety procedures as policy or law requires.
More information coming
UC is expecting to follow up with additional information on the implementation shortly. We know many of you will have questions or may wish to discuss your individual situations further. Please review the Systemwide - Frequently Asked Questions and contact Dave Ritz (email@example.com) with any questions you may have.
Thank you for helping to keep our community healthy.
For the safety and well-being of the entire university community, UC has proposed a COVID-19 vaccination policy. This policy will require, with few exceptions, that all students, faculty and staff be vaccinated against the COVID-19 virus. In support of this policy, individuals are required to show proof of vaccination.
Please take the short COVID-19 Vaccine Tracking Status Survey, by tomorrow, July 15. Note: some people have experienced challenges in uploading the image of the vaccination record - please be patient if you have to upload it more than once. Review the June 14 ANR Updatefor additional information about the survey.
Please also be reminded that the Daily Clearance to Work Survey for 2nd Street employees requires taking your temperature each morning.
Thank you for helping to keep our community healthy.
I am pleased to announce that Greg Gibbs has accepted our offer to be UC ANR's new Executive Director of Development Services. Greg succeeds Lorna Krkich, who retired on April 2.
Many of you likely already know Greg as he has served as the Director of Major Gifts at UC ANR since 2017. Greg brings more than 15 years of fund development expertise, with 11 years at UC Davis before joining UC ANR. Over the past few years, the Development Services team has been generating approximately $3 million to $5 million annually through new endowments, capital campaigns, giving days, and many other new donor relationships; and I am certain that Greg will continue to grow our overall fund-development strategies and capacity.
Greg transitioned into his new position on July 1, 2021, and I'd like to thank the Development Services team for sustaining the department and continuing their outstanding work during the recruitment period. Please join me in congratulating Greg on this well-deserved promotion.