UCLA Conditions of Employment

UCLA Seeks to provide a safe and healthy environment for the entire UCLA community. As part of this commitment, the following conditions of employment, as noted below, apply to job applicants who accept an offer of employment based on their appointment type and job category. Click on the selected topic to advance to that section.

General Conditions of Employment

A pre-employment check of a final candidate's background serves as an important part of the selection process for critical positions and is conducted to promote a safe work environment; protect key organizational assets such as people, property, and information; and enables the hiring authority to make prudent hiring decisions based upon more comprehensive job-related information.

The categories of background checks may include, but are not limited to:

▪ Confirmation of a person's identity
▪ Review of criminal conviction records
▪ Verification of educational degree, license, or certificate required for the position
▪ Review of Department of Motor Vehicles records
▪ Drug testing as required by law or University policy
▪ CA Department of Justice and FBI fingerprint scan

▪ Review of criminal conviction records

▪ Review of Department of Motor Vehicles records

▪ CA Department of Justice and FBI fingerprint scan

The University of California complies with its obligations under The California Child Abuse and Neglect Reporting Act (“CANRA”), which requires employers of Mandated Reporters (as defined in the Act) to promote identification and reporting of child abuse and neglect to child protection or law enforcement agencies; and encourages all members of the University community who observe, have actual knowledge of, or reasonably suspect child abuse or neglect at a University facility or perpetrated by University personnel to promptly report the concern to appropriate external and University officials. Click here for more information:UCLA Policy 136: Reporting Child Abuse and Neglect

For positions funded by federal contracts/subcontracts, the University is required to notify applicants that an E-Verify check will be conducted, and the successful candidate must pass the E-Verify check.

E-Verify is an internet-based system that compares information from your Form I-9 Employment Eligibility Verification to U.S. Department of Homeland Security (DHS) and Social Security Administration (SSA) records to confirm that individuals are authorized to work in the United States.

Employers must verify that an individual whom they plan to employ or continue to employ in the United States isauthorized to accept employmentin the United States. Click here for more information: https://www.uscis.gov/i-9-central

Positions that require a pre-placement health evaluation will be indicated on the position description. Applicants who have accepted a job offer for these positions with UCLA are required to complete and successfully pass the pre-employment health examination and drug screening requirements that have been identified as relevant to the position.

The California Vehicle and Public Utility Codes require employers of drivers of certain types of vehicles to obtain reports of the driver’s public driving record from the Department of Motor Vehicles (DMV).

Positions that require the employee to drive a university vehicle the following applies: As an employer of drivers, UCLA participates in the DMV “Employer Pull Notice Program” (EPN), which is a process for providing the employer with a report showing each driver’s current public driving record and the status of any required certification. Click here for more information: https://policy.ucop.edu/doc/3220480/BFB-BUS-46

Vaccinations (Immunization and Health Safety)

These policies describe requirements for immunizations and other health protocols to protect the safety and welfare of the UCLA community. This includes adhering to UC vaccine program policies and/or taking other precautionary safety measures. Provisions exist to accommodate requests for exceptions due to medical or deeply held religious beliefs.

Primary Series

Per the University of California SARS CoV-2 (COVID-19) Vaccination Program Policy, all UC employees who physically access the University’s Locations or Programs in connection with their employment or appointment must provide proof of having completed the Primary Series or, if applicable, submit a request for Exemption (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline.

New University of California Campus employees must do one of the following no later than 14 calendar days after their first date of employment (a) provide proof of receiving at least one dose of a COVID-19 Vaccine; or (b) if applicable, submit a request for Exception. If an employee submits proof that they have received at least one dose of a Primary Series vaccine, they must submit proof of having completed the Primary Series (i.e., second dose) no later than 12 weeks after their first date of employment.

All Primary Series actions must be completed through the UCLA COVID-19 Action Center.

Booster

After providing proof of completing the Primary Series, UC employees must then provide proof of receiving or, if eligible, properly declining the most recent CDC-recommended booster at least once a year within the timeframe specified by UCLA.

New campus employees must take action no later than 14 calendar days after their first date of employment and again at least once per year as specified above.

All booster actions must be completed through the UCLA COVID-19 Action Center.

Consistent with the requirements for students, student employees must provide proof of having completed the Primary Series or, if applicable, submit a request for an Exception no later than the first day of instruction for the term when they first enroll. Student employees are subject to the same booster deadlines as described above.

Please visit the UCLA Arthur Ashe Student Health and Wellness Center Immunizations website for details.

Covered Individuals hired to work at UC health care facilities must be in compliance with the CDPH Order Health Care Worker Vaccine Requirement as of their start date. Please check with your UCLA Health Human Resources for more information.

In the context of the COVID-19 pandemic, the potential confluence of infections from COVID-19 and influenza poses a threat to the health and safety of the UC community and the public at large. The University of California issued a systemwide executive order on Oct. 8, 2021, requiring all covered students, faculty, other academic appointees and staff to get vaccinated against influenza or opt out through the UCLA opt-out process after receiving information about the flu vaccine.

All influenza actions must be completed through the UCLA COVID-19 Action Center.

Click here for more information: Deadlines for COVID-19 and Flu Vaccine Compliance

Other Policies

To help achieve a campus free of substance abuse, the University of California has adopted policies prohibiting the unlawful manufacture, sale, distribution, possession or use of controlled substances and alcohol on university property or at official functions, on or off campus. Employees found to be in violation of these policies, including student employees if the circumstances warrant, may be subject to corrective action, up to and including dismissal, under applicable university policies and labor contracts, or may be required, at the discretion of the university, to participate satisfactorily in an employee support program.

Click here for more information: UC Policy on Substance Abuse and UCLA Substance Abuse in the Workplace.

Except as provided under UCLA Policy 810: Smoke and Tobacco-Free Environment, tobacco or marijuana use is not permitted on any University Owned or Leased Property. The sale, advertising or promotion of Tobacco or Marijuana Products is also prohibited on all University Owned or Leased Property.

Click here for more information: UCLA Policy 810: Smoke and Tobacco-Free Environment.