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Notice to Job Applicants

All applicants for employment are covered by laws, regulations, and UCSD policies in the areas of equal employment opportunity, affirmative action, information practices, eligibility to work, background checks, and conflict of interest.

Equal employment opportunity

UCSD does not engage in discrimination against or harassment of any person employed or seeking employment on the basis of:

  • Race
  • Color
  • National origin
  • Religion
  • Sex
  • Physical or mental disability
  • Medical condition (cancer-related or genetic characteristics)
  • Ancestry
  • Marital status
  • Age
  • Sexual orientation
  • Citizenship
  • Status as a covered veteran (special disabled veteran, Vietnam-era veteran, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized)

This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation, consistent with the provisions of applicable state and federal laws and university policies.

Affirmative action

UCSD undertakes affirmative action consistent with its obligations as a federal contractor for:

  • Minorities and women
  • Persons with disabilities
  • Special disabled veterans, Vietnam-era veterans, or any other veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized

UCSD commits itself to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. These efforts conform to all current legal and regulatory requirements, and are consistent with university standards of quality and excellence.

The State of California Information Practices Act of 1977

When UCSD asks individuals to supply personal information, UCSD must inform the individual of the following:

  1. Information on the Application Form is requested for affirmative action administrative and reporting purposes.
  2. Furnishing the information requested is voluntary. There is no penalty for not providing the information.
  3. Individuals have the right to review their own records in accordance with UC personnel policies and collective bargaining agreements.
  4. The Assistant Vice Chancellor-Human Resources is responsible for maintaining the information supplied on this form.
  5. The information supplied will be given to government agencies responsible for civil rights laws if these agencies request such information.

Eligibility to work in the United States

UCSD may employ only individuals who are legally eligible to work in the United States as established by providing documents specified in UC policy supporting the Immigration Reform and Control Act of 1986.

Background check

UCSD may require job-related background information on final candidates (non-employees) for critical positions and employees who are promoted, reclassified, or transferred into critical positions.

Background checks may include, but are not limited to:

  • Criminal conviction record
  • Driving record
  • Verification of license, certification, or education degree
  • Credit record
  • Confirmation of an individual’s identity

Conflict of interest

The Political Reform Act requires individuals hired into Designated Official positions to file a Statement of Economic Interests. Additionally, employees in Designated Official positions, as identified in the university’s Conflict of Interest Code must file financial disclosure statements each year.

Campus security

The UCSD Annual Campus Security Report as mandated by the "Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act of 1998," contains crime statistics and outlines security-related policies and practices. The Notice of the Annual Clery Report (PDF) can be viewed online.

For more information, contact Human Resources at (858) 534-0284.
Notice: The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) and local implementing procedures or applicable collective bargaining agreement for full text of referenced information.