UCOP Human Resources
Policies and Principles of Community
Everyone at UCOP has the right to a safe working environment. UCOP does not tolerate sexual violence, sexual assault, sexual harassment, dating/domestic violence or stalking. Each of us plays a critical role in ensuring the our offices are a safe place, and should know the rules of being part of the UC community.
- UC is committed to fostering a community where everyone works and learns together in a place free of harassment, exploitation and intimidation.
- UC will respond promptly to reports of sexual violence and take appropriate action to prevent it and when necessary, take disciplinary action.
- UC expects everyone to take university education and training courses on sexual violence prevention. Faculty, other academic appointees and staff are required to take sexual harassment prevention training every two years.
UCOP Procedures and Principles of Community
UCOP procedures and our Principles of Community spell out the rights and responsibilities of all employees to ensure that UCOP locations are a safe environment, and how UCOP addresses reports of sexual violence and sexual harassment.
- UCOP Principles of Community
- UCOP Human Resources Procedures — Sexual Harassment/Violence
- UCOP Human Resources Procedures — Non-discrimination in Employment
- Policy on Sexual Harassment and Sexual Violence
- Policy on Student Conduct and Discipline
- Faculty Code of Conduct
- Policy on Nondiscrimination in Employment
- Statement of Ethical Values
- Standards of Ethical Conduct
State and Federal laws
UC complies with state and federal laws related to sexual violence. These include, but are not limited to, the following:
- Title IX prohibits discrimination on the basis of sex under any federally funded education program (P.L. 92-318). Under Title IX, sexual harassment, which includes sexual violence, is a form of unlawful sex discrimination. Schools that receive federal financial assistance must take steps to prevent sexual violence and sexual harassment, and promptly and effectively respond to reports of sexual violence and sexual harassment.
- The Clery Act requires colleges and universities that participate in federal financial aid programs to report annual crime statistics on or near their campuses and to provide other safety and crime information to the campus community (P.L. 101-542). The Violence Against Women Reauthorization Act of 2013 (P.L. 113-4) requires campuses include sexual assault, domestic violence, dating violence and stalking in these reports.
- SB 967 (De León, Chapter 748, Statutes of 2014), the “Yes Means Yes” state bill, requires colleges and universities to adopt certain policies on sexual violence, domestic violence, dating violence and stalking, such as an affirmative definition of consent and a preponderance of evidence standard.
- SB 400 (Jackson, Chapter 759, Statutes of 2014), prohibits an employer from firing or “in any manner discriminating or retaliating against an employee because of the employee’s status as a victim of domestic violence, sexual assault, or stalking.” The law entitles victims to reasonable safety accommodations and procedures in the workplace, like changing a work phone number or implementing a safety plan.