Posts Tagged: policy
Gender Recognition and Lived Name Policy
Across the University of California system, significant steps are being taken to support a more equitable and inclusive work environment. In 2020, President Michael V. Drake, M.D., announced the Gender Recognition and Lived Name Policy (GRLN) to ensure that all individuals are identified by their accurate gender identity and lived or preferred name on university-issued documents and in UC's information systems.
Using correct names and pronouns shows respect and acceptance and honors individual agency. There are many of us who are benefiting from GRLN, including trans and nonbinary people, people whose gender identity is different than indicated on official documents, survivors of abuse or trafficking, people whose lived or preferred name is a variation of their legal name (e.g., international students, faculty and staff who have adopted anglicized names), or married people who had a legal name change, but prefer to use the name under which they have published academic works.
UC ANR, UCPath and UC Systemwide have partnered to offer the following process and system improvements, effective June 20, 2023:
- UCPath online has built new options to support the Gender Recognition and Lived Name policy. These changes allow for UC ANR employees to populate changes to the Name field, which flow into our UC ANR Directory and Portal.
- The Name field is defined as a self-chosen or personal and/or preferred professional name used instead of a legal name.
- Starting on June 20, employees can change their name in UCPath using the employee self-service (no longer directly in the UC ANR portal). Watch this video for what to expect in UCPath: What to Expect for Managers and Employees
- Changes made in UCPath will be reflected in the UC ANR Directory and Portal. The legal name change process remains unaffected, for instructions go to: Update My Legal Name.
What Do You Need to Do?
- Keep your name: No change required. What is populated as your UCPath preferred name will become your Name. If there is no preferred name in UCPath, the legal name will populate the Name field.
- Update your name and/or identity: Go to UCPath employee self-service to make updates when:
- You prefer a shortened or alternate version of your legal name (ex. Elizabeth = Lizzie; Robert = Rob/Bob; Sung Kwon = Sung).
- You want to change name and gender as given/birth name/gender does not reflect your gender identity.
- Your married legal name does not match preferred name under which you are published or known professionally.
Annual whistleblower notification to all ANR employees
The University of California is committed to maintaining the highest standards of conduct in the fulfillment of its education, research, public service and patient care mission. Every employee at the University plays a role in maintaining our ethical standards. The University's Whistleblower Policy provides multiple avenues for employees to bring forward concerns of potential employee misconduct. The University encourages you to report concerns about possible improper governmental activity directly to the whistleblower hotline (universityofcalifornia.edu/hotline; (800) 403-4744); or your supervisor, department head, Locally Designated Official (LDO) or other appropriate university offices or officials.
The systemwide whistleblower hotline is independently operated to receive calls or web-based reporting from faculty, staff, students or members of the public. The hotline allows for anonymous reporting, forwarding reported concerns to appropriate University officials for processing. This hotline is staffed seven days a week, 24 hours per day and is capable of receiving reports in a number of different languages.
For more information about the whistleblower process, please visit the UC Whistleblower website and keep an eye out for posters displayed in various employee areas that outline reporting channels. Additionally, the University's whistleblower poster highlights other avenues for reporting improper governmental activity, such as the California State Auditor and the California Attorney General.
The California Government Code requires every state agency, including the University of California, to annually distribute to its employees a message from the California State Auditor that provides an explanation of the California Whistleblower Protection Act. Please find the 2023 message attached.
Our collective goal is to ensure that the University of California remains a highly ethical institution, adhering to our internal policies as well as external regulations and laws. Together, we can continue to foster an environment of integrity and uphold the principles that define our institution.
Robin Sanchez
Director of policies, compliance and programmatic agreements
Abusive Conduct Policy updates, required training
Colleagues,
We recently announced the new Presidential Policy on Abusive Conduct in the Workplace to provide UC ANR employees notice of the new policy, procedures and training requirements. The Abusive Conduct Policy covers abusive conduct and retaliation by and against members of the university community in the workplace. The policy prohibits retaliation against any person who, in good faith, reports abusive conduct, assists someone with a report of abusive conduct, or participates in an investigation or other process under the policy.
The new UC Abusive Conduct in the Workplace training materials have now been released (DA-UCLOL0075-ECO). If you did not receive an email with the required training, please reach out to humanresources@ucanr.edu. This training is required training for all employees and must be completed in the UC Learning Center within 90 days.
How to Reach Us:
UC ANR Employee and Labor Relations will coordinate complaints of abusive conduct for both academic and staff through this confidential email address: anr-abusive-conduct@ucanr.edu.
In addition, for confidential support if abusive conduct has been experienced, the following offices are good places to start:
- Harassment, Discrimination and Complaint Program (HDAPP) - supports the University's commitment to a harassment and discrimination-free work and learning environments for all members of the community by supporting prevention, assisting resolve conflict and caring for employee concerns.
- Ombuds Office – The Ombuds Office is a confidential, independent, impartial, and informal problem-solving and conflict management resource for all members of the UC Davis, UC Davis Health and UC ANR communities.
- Academic and Staff Assistance Program (ASAP) - The Academic and Staff Assistance Program offers confidential, cost-free assessment, intervention, consultation and referral services to all UC ANR employees and their immediate families.
- Center for Advocacy, Resources & Education (CARE) – If you or someone close to you has experienced sexual harassment or any form of sexual violence, CARE advocates can provide confidential help with processing emotions, going over reporting options, resource referral and more.
- Confidential Whistleblower Reports and Complaints – UC ANR provides several straightforward and uncomplicated ways by which UC ANR employees can anonymously and confidentially.
For additional information, please contact Ian Smith at ljsmith@ucanr.edu or anr-abusive-conduct@ucanr.edu or view the full text of the Presidential Policy on Abusive Conduct in the Workplace, including the Frequently Asked Questions, available on the UCOP website.
Employee comment: Academic review, leave policies
The University of California invites comments on proposed revisions to Section 210 and Section 710 of the Academic Personnel Manual.
APM-210 Review and Appraisal Committees
The University invites comments on proposed revisions to Section 210 of the Academic Personnel Manual: APM-210, Review and Appraisal Committees.
Summarized below are the proposed key policy revisions that are being distributed for systemwide review.
The proposed changes include the addition of mentoring to criteria and assessment, revisions to evaluation and evidence of teaching and mentoring effectiveness, contributions to diversity, equity, inclusion, and equal opportunity for policy-covered librarians, minor additions of numbering for clarity, and technical revisions for grammatical consistency. Proposed substantive changes are made to the following APM-210 sections:
- 210-1 Instructions to Review Committees That Advise on Actions Concerning Appointees in the Professor and Corresponding Series;
- 210-2 Instructions to Review Committees That Advise on Actions Concerning the Professor of Clinical (e.g., Medicine) Series;
- 210-3 Instructions to Review Committees That Advise on Actions Concerning the Lecturer with Security of Employment Series;
- 210-4 Instructions to Review Committees That Advise on the Appointment, Merit Increase, Promotion, Career Status Actions for Members of Librarian Series;
- 210-6 Instructions to Review Committees That Advise on Actions Concerning the Health Sciences Clinical Professor Series.
In addition, it is proposed that APM section 210-5, Instructions to Review Committees that Advise on Actions Concerning Appointees in the Supervisor of Physical Education Series be removed as this title series has been discontinued and no appointees remain in the title, and that Appendix B be removed since it expires June 30, 2023.
The proposed revisions to the APM-210 are posted to the Academic Personnel and Programs website under the “Systemwide Review” tab. It may also be viewed at https://ucanr.edu/sites/PCPA/Revisions/.
If you have any questions or if you wish to comment on this policy revision, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than July 24, 2023. Please indicate "APM-210 Policy" in the subject line.
APM-710 Leaves of Absence/Sick Leave/Medical Leave
The University invites comments on proposed revisions to Section 710 of the Academic Personnel Manual:
- APM-710, Leaves of Absence/Sick Leave/Medical Leave.
Summarized below are the proposed key policy revisions that are being distributed for systemwide review.
The proposed changes are largely technical revisions to add a designated person for family and medical leave due to changes to the California Family Rights Act (CFRA), effective January 1, 2023. Proposed substantive changes are made to the following APM-710 section:
- 710-20 Use of Proposed Sick Leave
The proposed substantive change allows academic appointees to use accrued sick leave for medical appointments or illness of a designated person.
The proposed revisions to the APM-710 are posted to the Academic Personnel and Programs website under the “Systemwide Review” tab. It may also be viewed at https://ucanr.edu/sites/PCPA/Revisions/.
If you have any questions or if you wish to comment on this policy revision, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than July 24, 2023. Please indicate “APM-710 Policy” in the subject line.
Human Resources: New Abusive Conduct Policy
Colleagues,
After several years of dedicated effort, including extensive systemwide discussion review, a new Presidential Policy on Abusive Conduct in the Workplace became effective on Jan. 1, 2023.
This policy applies equally to faculty, staff and student employees. The Abusive Conduct Policy covers abusive conduct and retaliation by and against members of the university community in the workplace. The policy prohibits retaliation against any person who, in good faith, reports abusive conduct, assists someone with a report of abusive conduct, or participates in an investigation or other process under the policy.
The University of California is committed to promoting and maintaining a healthy working and learning environment in which every individual is treated with respect. Abusive Conduct (also known as bullying) interferes with individuals' ability to learn, teach, research and work. Abusive Conduct in violation of this policy is prohibited. In his policy issuance letter, President Drake stated that this policy represents a critical step toward "strengthening an inclusive, respectful, and safe university community" and "expanding opportunity and excellence."
The content of this policy will be familiar to many because of its similarities to existing campus staff policy and faculty guidelines on abusive conduct. Notably, this new policy applies uniformly to all university employees, including student employees. Local procedures, including an updated website will be available in the coming weeks. UC ANR Employee and Labor Relations will intake complaints of abusive conduct.
A series of new training materials also has been developed and will be released shortly. These include a required training for all employees, which must be completed in the UC Learning Center within 90 days of its release. In addition, we will provide materials about supervisor training, a video series, and a website with a repository of systemwide and location-specific resources.
In addition, for confidential support if abusive conduct has been experienced, the following offices are good places to start:
- Ombuds Office – The Ombuds Office is a confidential, independent, impartial, and informal problem-solving and conflict management resource for all members of the UC Davis, UC Davis Health and UC ANR communities.
- Academic and Staff Assistance Program (ASAP) - The Academic and Staff Assistance Program offers confidential, cost-free assessment, intervention, consultation and referral services to all UC ANR employees and their immediate families.
- Center for Advocacy, Resources & Education (CARE) – If you or someone close to you has experienced sexual harassment or any form of sexual violence, CARE advocates are able to provide confidential help with processing emotions, going over reporting options, resource referral and more.
For additional information, please contact Ian Smith at ljsmith@ucanr.edu or humanresources@ucanr.edu, or view the full text of the Presidential Policy on Abusive Conduct in the Workplace, including the Frequently Asked Questions, available on the UCOP website.
Glenda Humiston
Vice President