Posts Tagged: employee
Employee Comment: Proposal to rescind presidential policy on hoverboards
The University of California Office of the President invites comments on a proposal to rescind the Presidential Policy on Hoverboards. The policy is proposed to be rescinded to address the following key issues:
- The policy was envisioned as a temporary, emergency policy to address fire risks created by individuals charging hoverboard batteries in or on UC properties.
- Since the policy was adopted, the following developments have occurred:
- Underwriter's Laboratories (UL) testing and listing for lithium ion-powered equipment and batteries has become more prescriptive.
- The California Office of the State Fire Marshal released a guidance document (23-003) in April of 2023 related to the storage and charging of these types of devices.
- California Assembly Bill 712 was signed into law in July of 2023 and requires landlords to allow tenants to recharge micro-mobility devices in their units. UC Legal has determined this Assembly Bill does apply to UC housing.
- The UC Council of Campus Fire Marshals released guidance in August 2023 specific to this type of equipment and its use at UC locations.
- With technology evolving rapidly, the University is better served by relying on outside standard-setting bodies, such as UL, and best practice guidance from the Office of the State Fire Marshal.
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 March 13, 2024. Please indicate “Hoverboard Policy Recission” in the subject line.
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.
UC ANR forms employee resource groups
UC ANR forms employee resource groups
Dear Colleagues,
I'm excited to announce my support of three new employee resource groups that are forming this month to connect and promote relationships among employees and to foster inclusive work environments across UC ANR.
If you are interested in joining one of these groups, I encourage you to reach out to the contacts listed.
UC ANR Black and Allied Employees (BAE)
The mission and purpose of the Black and Allied Employee Resource Group (ERG) is to:
- Foster communication and create space for connection among present, and in some instances past staff and academics. Our group provides an open forum with a safe space for dialect and encourages members to share their experiences for support, healing and collective reporting, either through informal internal channels or formal public channels.
- Provide educational and professional development information and opportunities for Black staff and academics in pursuit of growth in their current role and/or advancement within UC ANR. To help ensure equitability and open transparency in regards to instances of unfair stipends, promotions, appointments and reclassifications.
- To keep issues and conditions of Black members at the forefront of policy updates and help facilitate practice/policy creation when required. Examples include equal rights, anti-racism, anti-inclusion and discriminatory practices. We will continue to fervently seek policies of baseline professionalism and zero tolerance in regards to racism while maintaining justified and unified accountability.
Interim contacts: Esther Mosase (enmosase@ucanr.edu), Shyra Murrey (smmurrey@ucanr.edu), Ronald Walker (rlwalker@ucanr.edu)
LGBTQ+ Employee Resource Group at UC ANR (LGBTQ+ ERG)
Purpose:
- To connect and promote relationships among employees with marginalized genders, gender expressions, and sexual orientations.
- To provide support, healing, and validation for members who experience discrimination and prejudice due to heteronormativity, cissexism, homophobia, and/or transphobia.
- To prioritize perspectives, experiences and voices of LGBTQ+ members.
Contacts (for establishing the group): Katherine E. Soule (kesoule@ucanr.edu), Rebecca Ozeran, (rkozeran@ucanr.edu)
People of Color Employee Resource Group at UC ANR (POC ERG)
Proposed purpose:
- To connect and promote relationships among employees with marginalized racial and ethnic identities including people of color.
- To provide support, healing, and validation for members who experience racism, discrimination and prejudice.
- To prioritize perspectives, experiences and voices of POC members.
If you would like to be involved with the POC ERG, please fill out this form. Note that the final purpose, goals, and structure of the group will be determined by members. Questions about the POC ERG can be directed to the interim contacts Elaine Lander (elander@ucanr.edu) and Liliana Vega (live@ucdavis.edu).
Learn more
If you are interested in establishing an employee resource group at UC ANR, please contact Bethanie Brown (brbbrown@ucanr.edu), Human Resources interim executive director. Please see the UC ANR Employee Resource Group webpage for more information about each group.
Please join our town hall tomorrow, March 18, to hear more about these groups and opportunities for employees to gather for networking, development, and supporting common life experiences or backgrounds.
Best wishes and thanks for all that you do for California!
Glenda Humiston
Vice President
UC ANR COVID-19 Update: Academic and staff reduction in time
Dear Colleagues,
During these unprecedented times due to the COVID 19 pandemic, it is understandable that some academics may wish to temporarily reduce their appointment time in order to address priority family and self-care needs. Approvals for one year or less will be considered and are subject to renewal consideration. All requests to reduce the appointment time must be supported by your supervisor. Final approval rests with AVP Wendy Powers. The academic or supervisor may end such approved arrangements with a thirty-day advanced notice.
Salary, monthly sick and vacation leave, and UCRP service credit accruals will be calculated on the reduced appointment percentage. You are also encouraged to contact the UC Davis Benefits Office to discuss the implication of healthcare coverage for any such reduced appointment.
If you are interested in seeking a voluntary reduction in time, please complete the listed documents and submit to Tina Jordan (tljordan@ucanr.edu).
As noted in a previous ANR Update, staff are eligible to participate in the Employee Initiated Reduction in Time (ERIT) Program. Questions about the ERIT program may be directed to John Fox or Bethanie Brown.
Celebration corner
South Coast REC and Orange County UCCE had to cancel their Avocado Field Day and Annual Open House on June 27th, so they collaborated to create a Virtual Avocado Festival from June 22-27. The week's activities included a "Best-Dressed Avocado” contest where youth and adults competed via Instagram for prizes, webinars featuring talks on the avocado, culinary demonstrations from local chefs and friends-of-the-farm, and a live Q&A session. EFNEP recorded a video on creative, easy recipes, Master Gardeners recorded a webinar on avocado selection and cultural practices, 4-H hosted a virtual Avocado Trivia Night, and Master Food Preservers recorded a demonstration on experimenting with varieties and methods for freezing avocados.
San Benito and Santa Cruz 4-H created virtual petting zoo videos on YouTube, a creative way to spread joy and the message of 4-H within their communities while educating viewers on animal “fun facts.” See the San Benito video here and the Quail Creek video here.
Since all of the California Department of Pesticide Regulation's (DPR) test dates are postponed, the Publishing team sent out an email suggesting licensed Pest Control Advisers and those with Qualified Applicator Licenses and Certificates “Hunker Down and Study,” with links to the study guides available in the catalog. The email received very good engagement with a 38% open rate.
Glenda Humiston
Vice President
Tulelake Farm Advisor New Employee
Hello! My name is Myra Chavoya-Perez and am the new Cooperative Extension Coordinator at...
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