UCSD employees are responsible for their workplace conduct including attendance, ethical use of work time, safety, and resolving differences concerning work relationships.

Employee responsibilities at UCSD include the following:

• Be informed concerning your rights, benefits, and responsibilities. Refer to Personnel Policies for Staff Members or applicable collective bargaining agreement for details.
• Consult with your supervisor, department head, or the Human Resources (HR) contact in your department whenever you have questions concerning your job, employment status, insurance or retirement benefits, or other matters.
• Know the safety regulations that apply to your job and help promote and maintain safety standards. Report any injuries or unsafe conditions to your supervisor immediately.
• Observe departmental time, manner, and place regulations concerning meetings, posting materials, public speeches, use of facilities and services, and other related activities.
• Report to work in accordance with the established departmental work hours. The typical work schedule is weekdays from 8 a.m. to 4:30 p.m., unless your supervisor or department head informs you that an alternative work schedule is required or has been approved.
• Discuss expected absences in advance with your supervisor. Consult with your supervisor concerning any unexpected absences as soon as you know that you will be unable to report to work.
• Use UCSD time, funds, and property for UCSD business only.
• Uphold the Principles of Community.
• Respect the rights and property of others.
• Consult with your supervisor and know the standards of performance and conduct that are expected of you. You may be subject to discipline for inattention to duty, inefficiency, insubordination, absence without permission, violation of law or UCSD regulations, intemperance, dishonesty, misuse of public funds or property, or other misconduct which adversely affects UCSD.
• Try to resolve differences concerning work relationships and conditions of employment through informal discussions with your supervisor, department head, or the HR contact in your department. If you cannot reach satisfactory resolution of problems through informal conflict management, you may use the formal conflict management process.

Need an expert? Speak with your supervisor, the HR contact in your department, or the Employee Relations specialist for your vice chancellor area.