The University strives to be proactive in its attempts to resolve disputes regarding workplace issues. Employees are encouraged to discuss issues with their supervisors. Supervisors and administrators are encouraged to seek assistance from Human Resources to mutually determine options or to provide recommendations on resolving problems. Human Resources will assist administrators with interpretation of collective bargaining agreements and will provide guidance and representation on any grievances. Human Resources is also responsible for processing and monitoring grievance activity on the campus as well coordinating release time requests for campus union representatives and addressing information requests from the unions.
From time to time, training is provided for personnel regarding problem resolution, dealing with difficult people and other related topics. Represented employees may also refer to their respective collective bargaining agreements for specific guidelines on complaint or grievance matters.
Below is a list of the policies, procedures, and guidelines for complaints of employee, visitor, or contractor conduct believed to be in violation of our policies prohibiting discrimination, harassment or improper governmental activities and retaliation for opposing these activities. Human Resources, located in room 2810 of Lindero Hall, is responsible for the implementation of employee relations programs, policies and procedures. The individual responsible for program oversight and implementation is Anna Pavin, Associate Vice President of Human Resources, located in Room 2824 of Lindero Hall. Please direct all claims against employees, visitors, vendors, or contractors to Human Resources at the locations specified above, or by calling them at 805-437-8490.
Nondiscrimination and Affirmative Action Programs in Employment:
- Executive Order 1088: Systemwide Guidelines for Affirmative Action Programs in Employment.
- Executive Order 926: Systemwide Policy on Disability Support and Accommodations.
Prohibiting Discrimination, Harassment and Retaliation for Reporting Harassment or Participating in a Harassment Investigation:
Executive Order 1096: Systemwide Policy Prohibiting Discrimination, Harassment and Retaliation Against Employees and Third Parties and Procedure for Handling Discrimination, Harassment and Retaliatione
Allegations by Employees and Third Parties
Prohibiting Discrimination, Harassment, and Retaliation Against Students:
- Executive Order 1097: Student discrimination, harassment, or retaliation complaints against CSU employees must be filed pursuant to Executive Order 1097: Systemwide Policy Prohibiting Discrimination, Harassment, and Retaliation Against Students and Systemwide Procedure for Handling Discrimination, Harassment and Retaliation Complaints by Students.
Whistleblower Policy, Complaint Procedure, and Guidelines:
- Executive Order 1058: Complaint Procedure for Allegations of Retaliation for Having Made a Protected Disclosure under the California Whistleblower Protection Act
- Executive Order 929: Reporting Procedures for Protected Disclosure of Improper Governmental Activities and/or Significant Threats to Health or Safety
- Executive Order 930:CSU Drug-Free Workplace Policy
- CSU Collective Bargaining Agreements
- CSU Additional Employment Policy (PDF, 145KB)
- CSU Employment and Incompatible Activities (PDF, 260KB)
- CSU Revised Policy on Nepotism (PDF, 132KB)
- CI Policy - Drug-Free Work Environment (PDF, 14KB)
- CI Policy - Violence in the Workplace (PDF, 29KB)
- Other current campus policies and statements can be found in the CI Administrative Policy Manual.
Any questions regarding employee relations should be directed to:
Associate Vice President