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Posts Tagged: Human Resources

UC Sexual Violence and Sexual Harassment Policy updated

UC Agriculture and Natural Resources is committed to creating and maintaining a community where all individuals who are employed or participate in University programs and activities can work and learn together in an atmosphere free of violence, harassment, discrimination, exploitation or intimidation. 

Our commitment includes complying with Title IX, which prohibits discrimination on the basis of sex in education programs or activities operated by recipients of federal financial assistance. Sexual harassment and sexual violence are forms of sex discrimination prohibited by Title IX. 

To fulfill its obligations under Title IX and other related state and federal laws, including the Violence Against Women Reauthorization Act (VAWA), which amended the Clery Act, effective January 1, 2016, the University implemented an updated Sexual Violence and Sexual Harassment Policy. The updated policy outlines the University's procedures for responding promptly and effectively to reports of prohibited conduct such as sexual harassment and sexual violence, which includes sexual assault, dating violence, domestic violence, stalking and gender-based harassment. The policy prohibits retaliation against a person for the good-faith reporting of any of these forms of conduct or participating in any related investigation or proceeding. The University of California systemwide Policy on Sexual Violence and Sexual Harassment is available online at http://policy.ucop.edu/doc/4000385/SVSH

UC ANR's local procedures have been added to the Administrative Handbook and are available at http://ucanr.edu/sites/anrstaff/files/255148.pdf on page 5. The procedures for reporting incidents are also located on UC ANR's Discrimination and Sexual Violence Prevention website under Reporting Sexual Violence and Sexual Harassment

To further support the UC ANR community, UC ANR recently expanded its resources by adding the UC Davis Center for Advocacy Resources and Education (CARE). CARE is the Advocacy Office for Sexual and Gender-based Violence and Sexual Misconduct, and it serves as a confidential resource for UC ANR staff and academics, as well as students, who have experienced any form of sexual violence, including sexual assault, sexual harassment, domestic/dating violence and stalking. CARE provides 24/7 emergency response, crisis intervention and support services for survivors.

All UC employees (except those specifically identified and designated as confidential employees) are required to notify the Title IX Officer if they receive information from a student about a possible incident of sexual violence or sexual harassment. CARE and the UC Davis Academic and Staff Assistance Program (ASAP) can offer confidential consultations without reporting the incident to the Title IX Officer. 

Any member of the UC ANR community may report conduct that may constitute sexual violence, sexual harassment, retaliation and other prohibited behavior by contacting the UC ANR Title IX Officer, John Sims, or another Responsible Employee. A Responsible Employee in UC ANR who receives a report alleging sexual violence or sexual harassment must promptly notify the UC ANR Title IX Officer even if the individual making the report requests that no action be taken. Responsible Employees include academic appointees, all personnel of the UC ANR Human Resources Office, and directors, managers and supervisors. 

Anyone who is aware of an act or acts of violence can anonymously report the incident by reporting the incident to The UC Whistleblower hotline at http://www.ucop.edu/uc-whistleblower or (800) 403-4744. 

The University will respond promptly and effectively to any report of harassment and discrimination and will take appropriate action to prevent, correct and, when necessary, discipline behavior that violates University policy. 

Creating an atmosphere free of violence, harassment and discrimination for everyone to work and learn is a responsibility that we all share. Thank you for helping maintain a safe and comfortable community for UC ANR members and stakeholders. 

For more information, please visit UC ANR's Discrimination and Sexual Violence Prevention website at http://ucanr.edu/sites/DiscriminationSexual_Violence

 

Posted on Friday, March 16, 2018 at 9:54 PM

Emergency support from UC's Health and Welfare plans

UC Systemwide Human Resources is working with UC's benefit plan carriers to ensure their readiness to meet the needs of those affected by the devastating wildfires in Northern and Southern California. 

If you need extra assistance, please contact your plan directly (contact information is here and below). Customer service representatives will do their best to offer the help you need as quickly as possible.

Replacing lost prescriptions

If you have lost an essential prescription medication in the fire, you or your pharmacy may call your pharmacy benefits administrator and request an emergency supply. You may also request a change of address for your home delivery, or a transfer to pick up your prescription at a network pharmacy.

Seeking medical, dental or vision care

If your medical facility is closed due to the fires, or if you have left the area and are unable to see your usual medical or dental provider, please call your plan's customer service representative for help finding a provider near you.

Any VSP member in need of eye care and/or replacement glasses due to the wildfires can call VSP Member Services at 800-877-7195 and have their VSP benefits reinstated regardless of eligibility.

Emotional health support

There are a number of options available to those who need emotional support coping with stress and loss caused by the wildfires. Please contact your Faculty and Staff Assistance Program or your behavioral health plan for a referral.  

Claims for loss of life or property, disability

UC faculty or staff in Northern California who have an auto, homeowner or renter's policy with California Casualty and have been forced to evacuate their home, suffered smoke damage, or suffered other fire related damage, please call 800-800-9410. Press 4 when prompted or remain on the line to be transferred to a claims specialist who will quickly assist you.

If you are a UC employee impacted by the fires and you have a current disability claim, Liberty Mutual will support you by:

  • Exercising leniency with regard to providing notice of loss, proof of loss, medical record due dates, and appeal deadlines
  • Accepting a verbal change-of-address (with appropriate information to establish identity)
  • Offering option to activate direct deposit for short-term disability
  • Waiving the 10-day waiting period for stop payment procedures and reissuance of benefits

Liberty Mutual will send a special email message to claimants (who have provided an email address) covering the above information and providing alternate contact information.

Prudential stands ready to assist with any life or AD&D claim issues that might need special handling of any kind.

Contact information for UC plans

PPO plans

  • Medical (Anthem): 844-437-0486
  • Behavioral health (Anthem): 844-792-5141 
  • Pharmacy (OptumRx): 855-489-0651 (Core, UC Care, UC Health Savings Plan); 855-798-4682 (UC High Option, UC Medicare PPO)

HMO plans

  • Medical and pharmacy:

o   Health Net Blue & Gold: 800-539-4072

o   Health Net Seniority Plus: 800-443-0815

o   Kaiser Permanente: 800-464-4000

o   Kaiser Senior Advantage: 800-443-0815

o   Western Health Advantage (WHA): 888-563-2252

  • Behavioral health:

o   Optum Behavioral Health (Health Net Blue & Gold, Kaiser Permanente, WHA): 888-440-8225

o   Kaiser: Call your local clinic

 Other plans

  • Delta Dental: 800-777-5854 (PPO); 800-422-4234 (HMO)
  • Vision Service Plan (VSP): 866-240-8344
  • California Casualty: 800-800-9410
  • Liberty Mutual: 800-838-4461
  • Prudential: 800-524-0542

RELATED LINKS

 

Posted on Monday, October 16, 2017 at 10:15 AM

Understanding UC’s benefits for domestic partners

UC offers comprehensive benefits to faculty, staff and retirees, and to their families. The rules around these benefits can be complicated, though, especially for domestic partners. If you are in a domestic partnership, check out Establishing a Domestic Partnership and Benefits for Domestic PartnersPDF to make sure you understand the rules and how to ensure your partner doesn't lose out on any valuable benefits. 

One important reminder is that eligibility requirements for health and welfare benefits are different from eligibility requirements for UC Retirement Plan (UCRP) benefits. That means your partner might be eligible for one kind of benefits, but not the other — and only if you take the necessary steps. Here's an overview.

Health and welfare benefits

Opposite-gender domestic partners are only eligible for health and welfare benefits if the employee or the domestic partner is age 62 or older. For same-gender domestic partners, there is no age requirement for health and welfare benefits eligibility.

While no documentation of the relationship is required to enroll and start coverage, you will receive a Family Member Eligibility Verification packet which will require you to provide proof of your domestic partnership in order to continue the coverage. If you do not provide proof, your partner will be disenrolled.

UCRP survivor and death benefits

UCRP is different. There is no age requirement for eligibility for UCRP survivor and death benefits for same-gender or opposite-gender domestic partners. But your domestic partnership must be established by an approved method, apart from the Family Member Eligibility Verification process described above. See Establishing a Domestic Partnership and Benefits for Domestic PartnersPDF for details.

It is very important to know that if you pass away before completing the steps to establish your domestic partnership, your partner could forego UCRP benefits. Protect the UCRP benefits to which your partner may be entitled by formally establishing your domestic partnership as soon as possible, regardless of whether you're enrolling your partner in UC health and welfare benefits.

Please note that Savings Choice does not include UCRP survivor or death benefits, but you can leave the vested balance of your Savings Choice account to the beneficiary or beneficiaries of your choice. Establishing a Domestic Partnership explains how to make sure all of your beneficiary information is up to date.

Posted on Tuesday, October 3, 2017 at 11:38 AM

Don’t lose your vacation time! Plan a leave now

If you can't remember when you last took time off, you might be missing out on more than rest and relaxation. UC policy limits your maximum balance of accrued vacation leave (based on your leave accrual code), and when you reach the limit, you lose any additional vacation hours you might have earned.

Taking a break from work is important for your health and well-being. Summer is a great time to work with your supervisor to schedule time away from the office, and ensure that you will continue to build up your leave balance.

How much vacation leave do I have?

Vacation leave accrual is calculated based on your appointment type, percent of time worked and how long you have worked at UC. You can see how much vacation you have accrued, as well as your maximum vacation accrual balance, by checking your time and attendance record in the Time Reporting System (for employees paid through UC Davis payroll).  

For staff employees: When should you use your compensatory time off?  

Some non-exempt staff earn compensatory time off (comp time) in lieu of overtime pay when they work more than 40 hours in a workweek. Comp time is tracked in the Time Reporting System separately from vacation leave. If you have earned comp time hours, it is best to use those hours first before using vacation leave (unless you are approaching your maximum vacation accrual balance). 

Please talk with your supervisor about taking vacation leave or comp time to ensure that you have the opportunity for rest and renewal, especially if you are approaching or have already reached your maximum vacation accrual balance.

If you still have questions regarding your leave balances, please contact ANR Human Resources.

Posted on Wednesday, July 26, 2017 at 12:39 PM
  • Author: John Fox
Tags: Human Resources (20), John Fox (12), July 2017 (10), Vacation leave (1)

April is National Sexual Assault Awareness Month

April is National Sexual Assault Awareness Month, prompting campaigns on higher education campuses across the nation. This year's theme is “Engaging New Voices.” The campaign calls on new partners and community members to help expand sexual-assault prevention efforts and ensure that the next generation fosters attitudes that promote healthy relationships, equality and respect.

UC Agriculture and Natural Resources is committed to creating and maintaining a community where all individuals who are employed or participate in University programs and activities can work and learn together in an atmosphere free of sexual violence and sexual harassment.

This is a reminder that “Responsible Employees,” which is all UC employees who are not designated as confidential resources, are required to report sexual violence, sexual harassment or other conduct prohibited by the UC Policy on Sexual Violence and Sexual Harassment. Please review UCOP's FAQs and the letter from Kathleen Salvaty, UC Systemwide Title IX coordinator, to understand your obligations as a responsible employee.

ANR's Affirmative Action Office has brought together the following resources for academic and staff employees to join the Sexual Assault Awareness Month campaign:

 What is sexual assault?

Sexual assault is a term that is used to encompass the multitude of ways in which a person can be violated in a sexual nature against her or his will. Sexual assault is defined as any sexual act directed against another person that is forcible and/or against that person's will; or, where that person is incapable of giving consent. Sexual assault is a crime in all U.S. states and territories.

Sexual Assault Awareness Month Campaign

Did you know that Sexual Assault Awareness Campaigns began in the early 1970s and the 2017 campaign is part of the world SAAM history? The National Sexual Violence Resource Center offers a summary of this history that adds broader meaning to the campaign.

In April 2001, the U.S. began to observe the month of April as Sexual Assault Awareness Month. Teal ribbons are worn to raise awareness in support of the cause.

Other Sexual Assault Awareness Month resources can be found at

For more information on Sexual Violence and Sexual Harassment, please visit UC ANR's Discrimination and Sexual Violence Prevention website at http://ucanr.edu/sites/DiscriminationSexual_Violence.

If you have questions, please contact John I. Sims at jsims@ucanr.edu or David White at dewhite@ucanr.edu.

 

 

 

Posted on Thursday, April 13, 2017 at 5:22 PM

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