Posts Tagged: policy
Employee Comment: BUS-50 Controlled Substances Use in Research and Teaching
The University of California Office of the President invites comments on a proposed Presidential Policy BFB-BUS-50: Controlled Substances Use In Research and Teaching. The policy is proposed to be revised and includes the following key issues:
- Clarify in detail the scope of duties of the Campus Controlled Substances Programs and the Controlled Substances Program Officers;
- Define the Campus Designation form of Drug Enforcement Agency (DEA) Registration and address requirements applicable to DEA Registrations other than Campus Designation, such as individual schedule I DEA Registrations;
- Provide more specific procedures regarding Powers of Attorney;
- Provide additional guidance as to import, export, interstate and intrastate use, transfer and transport of Controlled Substances, as well as Controlled Substances Analogues and DEA-exempt chemical preparations; and
- Establish responsible units and individuals for patient care and clinical Controlled Substances Program.
The proposed revisions to the policy may 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 April 5, 2024. Please indicate “BUS-50 Revision” in the subject line.
Employee comment: Vaccination programs policy
On Aug. 16, 2023, the University of California's Policy on Vaccination Programs – With Interim Revisions was issued. The interim revisions move the university's COVID-19 vaccination program to a systemwide opt-out program for all covered individuals. The university's seasonal influenza vaccination program remains an opt-out program. The University of California Office of the President invites comments on changes from the interim revisions to finalize this Presidential Policy.
As background, there have been significant changes in federal and state public health guidance regarding COVID-19 since the last Systemwide Review period for this policy. The federal Public Health Emergency ended on May 11, 2023, along with the COVID-19 vaccination requirements for federal employees and federal contractors. California's COVID-19 State of Emergency ended on February 28, 2023, and the California Department of Public Health rescinded its health care worker vaccination requirement effective April 3, 2023.
The draft policy is virtually identical to the policy with interim revisions that was issued on Aug. 16, 2023. Key revisions include:
- Policy will require covered individuals to either be up-to-date on COVID-19 vaccination or to opt out of COVID-19 vaccination. In the event applicable law or public health orders impose stricter vaccination requirements, such as for healthcare workers, the policy will continue to require compliance with those stricter requirements.
- As policy will no longer require covered individuals to either be up-to-date on COVID-19 vaccination or receive a university-approved exception, model forms and other content regarding the exception process were removed.
- COVID-19 vaccination program implementation guidelines were removed. Relevant language regarding vaccination data moved to main policy. Policy noncompliance language added to main policy, including citations to relevant university policies.
- Removed content regarding rescinded California Department of Public Health (CDPH) health care worker vaccine requirement.
- Updated language consistent with current public health usage. Removed outdated deadlines and content.
The proposed revisions to the policy may 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 Dec. 11, 2023. Please indicate “Vaccination Programs Policy” in the subject line.
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.