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)

Per the UC Policy on Vaccination Programs, all UC employees who physically access the University’s Locations or Programs in connection with their employment or appointment must attest to being up-to-date or affirmatively decline the COVID-19 vaccine.

New Personnel must provide proof of being Up-To-Date on COVID-19 vaccination or properly decline such vaccination within 14 calendar days of the first date of employment.

Vaccine declarations must be completed through the UCLA COVID-19 Action Center.

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.