Misconduct Disclosure

Two California state laws impact the UCOP hiring process. These laws require final job candidates to disclose certain types of past misconduct.

About Senate Bill 791 and Assembly Bill 810

Senate Bill 791 and Assembly Bill 810 introduce new disclosure requirements for final job candidates in California.

  • Senate Bill 791 (SB 791) requires final candidates for academic and administrative positions at California State University (CSU), the University of California (UC), and community college districts to disclose any final administrative or judicial decisions within the past seven years that found them responsible for sexual harassment. Candidates may also indicate if they have appealed such a decision.
  • Assembly Bill 810 (AB 810) expands the scope of misconduct beyond sexual harassment to include harassment, discrimination, unethical behavior, and other forms of misconduct. It also requires final candidates to sign a waiver allowing UC to contact prior employers for verification. This bill includes specific provisions for academic leadership positions.

Who these requirements apply to:

These requirements apply to all final candidates for faculty, staff and student positions who accept a conditional offer of employment at UCOP. This includes internal UCOP candidates and current UC employees transferring from a UC campus.

Hiring process changes:

The information you provide is confidential and will not be discussed with managers and supervisors. HR is the only one who gets these resources.

Effective immediately, UCOP’s hiring process includes the following steps:

  • Final candidates who accept a conditional offer of employment for a position must complete a misconduct disclosure form covering the past seven years.
  • They must sign a release form authorizing UCOP to request information from their current or former employer(s) regarding disclosed misconduct.
  • Job postings on the UC Careers website will include a notice about this requirement (but this is not required for third-party job postings or external job boards).
  • We will inform applicants of these requirements during the application submission process, alongside other standard disclosures.
  • Managers and supervisors are not required to take any action with respect to misconduct disclosures, and should not ask candidates any related questions during the hiring process.

This new requirement reinforces UCOP’s commitment to fostering a safe and respectful workplace. While a disclosure does not automatically disqualify a candidate from employment, it enables UC to make informed hiring decisions that align with our values and policies.

Recordkeeping and confidentiality

UCOP HR oversees this process, working with an external vendor to manage the collection of candidate disclosures and release forms. UCOP HR maintains a confidential record of all misconduct disclosures and related paperwork, and will only notify hiring managers of the final decision.

Misconduct Disclosure Resources (right side bar)

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