Employee Notices

It is the policy of California State University, Northridge to maintain a workplace free of illegal drugs. California State University, Northridge employees and students are expected to comply with campus rules and regulations which expressly prohibit the unlawful manufacture, use, sale, purchase, transfer or possession of dangerous drugs or narcotics, as those terms are used in federal statutes. This includes marijuana, cocaine, heroin and morphine, as well as barbiturates and amphetamines.

In addition, campus regulations prohibit employees and students from being under the influence of alcohol and/or any legal or illegal drug while engaged in work on or off campus. Legally prescribed medications which do not adversely affect the employee’s or student’s work ability, job performance, or the safety of that individual or others, are an exception to this policy

Complete text of the Drug-Free Workplace Policy and procedural guidelines may be viewed at: Alcohol & Drug Free Workplace Policy.

Information on Potential Health Risks, Penalties, and Resources for Help may be viewed at: Alcohol & Drug Free Workplace Policy Information. 

A copy of the California State University, Northridge Annual Crime Awareness & Security Report (ASR), and Fire Safety Report (Clery) is available and can be obtained by contacting the Department of Police Services (DPS) at (818) 677-3224 or by accessing the Department of Police Services website. The report includes statistics for the previous three years concerning crimes that occurred on campus, in certain off-campus buildings or property owned or controlled by the University, and on public property within or immediately adjacent to the campus. The report also includes institutional policies concerning campus security, alcohol and drug use, crime prevention, reporting of crimes, sexual assault, fire safety, and other matters.

OSHA's Form 300A 

The California Child Abuse and Neglect Reporting Act, California Penal Code §§ 11164-11174.3 ("CANRA" or the "Act"), identifies certain groups of employees as "Mandated Reporters" of child abuse and also imposes various obligations on and extends certain protections to those Mandated Reporters as well as their employers. As a covered employer, the California State University (CSU) is required to comply with the Act.

Apart from the legal obligations the Act imposes, it is the policy of the California State University to require all Management Personnel Plan employees and all volunteers, and to strongly encourage all other members of the CSU community who are not designated under the Act, to report child abuse and neglect occurring on CSU premises or at an official activity of, or program conducted by, the CSU.a

You will be notified by Human Resources if you are a "Mandated Reporter".  As such, you must complete the acknowledgement form provided to you.  For additional information on CANRA, please visit: http://csun.edu/hr/child-abuse-and-neglect-reporting-act-canra.

You can view and download an accessible version of the Supplemental COVID-19 Related Leave poster here.

Please visit the CSUN Benefits Administration SPSL website here, for updates and MOUs impacting the use of allotted hours. 

COVID-19 Vaccination

On July 27, 2021, the California State University announced that it will require faculty, staff and students who are accessing campus facilities at any university location to be immunized against SARS-CoV-2, the virus that causes COVID-19. You can access and read the full interim policy here.

Faculty, staff, and student employees must provide certification of full vaccination status, request a medical or religious exemption, or certify they are not physically coming to campus exemption.

You may provide this self-certification or request an exemption through the myNorthridge Portal. Once logged into the portal, under the Policies and Procedures pagelet of the Faculty or Staff tab, select the EE Vaccine Self-Certification link and complete the form accordingly.

Faculty, staff and student employees working on campus, who do not self-certify that they have been fully vaccinated or who have been provided a medical or religious exemption, are required to participate in free weekly COVID-19 testing.

COVID-19 Booster

Additionally, as announced December 22, 2021, to be fully immunized against SARS-CoV-2 and in compliance with the university's COVID-19 vaccination policy, faculty, staff and students who are accessing university facilities or programs are required to receive a vaccine booster shot.

All non-represented employees and students who are accessing campus facilities must provide certification of booster no later than February 4, 2022 or upon eligibility according to CDC guidelines.

All APC (Unit 4) represented employees who are accessing campus facilities must provide certification of booster no later than May 13, 2022, or upon eligibility according to CDC guidelines, whichever is later.

All CFA (Unit 3) represented employees who are accessing campus facilities must provide certification of booster no later than February 28, 2022, or upon eligibility according to CDC guidelines, whichever is later.

All CSUEU (Units 2, 5, 7, & 9) represented employees who are accessing campus facilities must provide certification of booster no later than Friday, April 29, 2022, or upon eligibility according to CDC guidelines, whichever is later.

All SUPA (Unit 8) represented employees who are accessing campus facilities are expected to provide certification of booster no later than March 31, 2022, or upon eligibility according to CDC guidelines, whichever is later.

All other represented employees are encouraged to obtain their booster as soon as eligible and input their certification. We will update you of specific timeline requirements after the meet and confer processes are completed.

Please visit Employee COVID-19 Vaccination Information for vaccination information, including how to obtain a copy of your vaccination record or how to schedule a vaccination appointment.

Additionally, unvaccinated employees, until fully vaccinated, or those who request a medical or religious exemption are subject to weekly COVID-19 testing. Campus-sponsored weekly testing shall be provided at no charge to the employee and the time spent testing is considered hours worked. Please visit COVID-19 Employee Testing for testing information.

California State University Northridge’s Office of Human Resources website may track IP address information to improve functionality and content, and to monitor the site’s performance. Data is used to provide answers to specific questions about the usage and performance of the website or individual web pages. At no time is IP address data shared with parties external to the University.

Some pages within the Office of Human Resources website require personal information in order to provide online services, including applying for employment with the University. Personal information is gathered and stored in a secure manner to prevent monitoring or interception. The Office of Human Resources and its designated online service providers do not share personal information with third parties.

The CSU Policy Governing the Provision of Employee References outlines the procedures of such references and aligns with our guiding principles to demonstrate integrity in all matters and not provide positive references for employees who have engaged in significant misconduct, including serious CSU policy violation.  Key provisions of the policy notate:

• Before providing an official CSUN letter of recommendation or a reference, either verbally or in writing, you must confirm the individual for whom you are providing the reference has not had a finding against them and that there are not currently any pending investigations/appeals.  Please complete this form and allow up to 72 hours for review and a response.
• Employment verifications (confirmation of work dates and job title) must be directed to Human Resources at https://www.csun.edu/payroll/voe.
• Personal references are permissible provided it is clearly noted the reference is being provided in an individual capacity and not on behalf of CSUN or the CSU. 

Please review the detailed policy at:Viewing (policystat.com). 

Should you have any questions please reach out to HR Employee Relations at er@csun.edu or Faculty Affairs at faculty.affairs@csun.edu.

The University will conduct interviews, reference checks, fingerprinting and other selection activities for the purpose of determining an applicant's qualifications. All offers of employment to new employees are contingent upon presentation of documents demonstrating the appointee's identity and work authorization consistent with the provisions of the Immigration Reform and Control Act.

California State University, Northridge is an Affirmative Action/Equal Opportunity Employer.  We consider qualified applicants for employment without regard to race, color, religion, national origin, age, gender, gender identity/expression, sexual orientation, genetic information, medical condition, marital status, veteran status, or disability. Applicants who wish to request an accommodation for a disability may contact the Office of Equity and Diversity at (818) 677-2077.

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in employment. If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help.

You can access a printable copy of the following poster here.

CSUN is committed to promoting a family-friendly environment by providing programs and services to help employees achieve success at the university and in their personal lives. In supporting a family-friendly environment, CSUN recognizes the importance and benefits of breastfeeding for both mothers and their infants.

To view CSUN's Lactation Accommodation policy and access nursing mothers' resources, visit: https://www.csun.edu/benefits/lactation

In accordance with Title 5 of the California Code of Regulations (Section 42740), full-time MPP and Executive Employees are required to disclose all outside employment for the identification of and to preclude any conflict of commitment.

1. Definition of Outside Employment:

For the context of this policy, outside employment refers to any employment not compensated through the CSU payroll, including CSU foundation and CSU auxiliary employment. Volunteer work does not apply to this policy.

2. Disclosure Requirements:

MPP and Executive employees are expected to report any and all outside work for which the employees are being compensated. In addition, requests for written disclosure may also be made when the appropriate administrator deems it necessary to ascertain that the employee’s outside employment does not conflict with normal work assignments or satisfactory performance.

In the event that an administrator requests the disclosure of outside employment from a current employee, the written disclosure is to be provided to the administrator within 10 days.

3. Reporting Requirements:

• At the Time of hire or Appointment — Prospective MPP and Executive employees must disclose all current outside employment as a precondition of hire.
• Annually – All MPP and Executive employees must submit an annual disclosure by July 15 of each year, reporting on outside employment held the previous calendar year (January 1 through December 31).
• Within 30 Days of Accepting Outside Employment – Employees must advise their supervisor of the outside employment opportunity within 30 days of accepting any outside employment.
• Upon Request – Employees shall provide any requested information within 10 days of an appropriate administrator's request.

4. More Information:

• The Outside Employment Disclosure and Acknowledgement Policy 
• CSU Human Resources (HR) Letter 2016-16
• Outside Employment Disclosure Form For Management Personnel Plan (MPP) Employees (Contact Employee Relations for Form)
• Outside Employment Disclosure Form For Senior Management Employees (Contact Employee Relations for Form)

As a Federal Contractor, CSUN will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

If you have any questions regarding this matter, please feel free to contact Employee Relations at (818) 677-6566.

No current active notices.

If you require a disability accommodation pertaining to the application process, please contact Recruitment Services at applications@csun.edu.

CSUN engages in the interactive process, a good-faith, ongoing dialogue with employees, to determine if a reasonable accommodation would enable the employee to perform the essential functions of the job safely and fully.

California State University, Northridge adopted smoke- and tobacco-free guidelines across its campus at the start of the Fall 2015 semester.

The use, sale, distribution or advertising of tobacco products is prohibited on the campus. In addition, no organization sanctioned by the university will be able to accept money or sponsorships from companies or other entities engaged in the manufacturing of tobacco products; and the university cannot accept gifts or grants from tobacco companies. Also, university publications can’t accept any form of advertising of tobacco products.

Tobacco products and devices include, but are not limited to, the following examples:

• Cigarettes
• Cigars
• Pipes (including hookah)
• Electronic smoking devices such as e-cigarettes
• Smokeless tobacco and nicotine delivery systems (e.g., chewing tobacco, snuff and SNUS)
• Simulated tobacco products that imitate or mimic tobacco products (e.g., herbal, cloves, bidis and kreteks).

For more information about the policy/guidelines, the benefits of quitting, or tools for quitting, please visit: https://www.csun.edu/clear-the-air

The Office of Human Resources has been designated by the President to receive complaints from Employees, Former Employees, and Applicants for CSU employment who wish to report alleged Improper Governmental Activity and/or Significant Threat to Health or Safety has occurred or is occurring at CSUN

Employees and Third Parties, including applicants, who wish to submit a complaint are encouraged to visit: https://www.csun.edu/hr/whistleblower.

You can access a printable copy of the following poster here.