In the context of the Staff Affirmative Action Plan, "employees" refers to non-academic career, contract, or partial-year career employees at the University of California, Berkeley. There is a separate Academic Affirmative Action Plan that covers faculty and other academic employees.
|Equal Employment Opportunity (EEO)||
A term used by the federal government to refer to employment practices that ensure nondiscrimination on the basis of race, sex, religion, color, national origin, physical or mental ability, medical condition, ancestry, or age. The principle behind EEO is that everyone should have the same access to opportunities.
|eRecruit: Human Capital Management (HCM)||
The web-based application that was used for recruitment of nonacademic employees as well as hiring and personnel transactions for all employees. It was replaced in 2009 by Talent Acquisition Manager (TAM). See HCM for more information.
A responsibility considered "essential" to the successful performance of the job when it meets one or more of the following criteria defined by the Americans with Disabilities Act (ADA):
As required by the ADA, responsibilities that are essential functions of the job should be identified on the job description in the Key Responsibilities section by indicating a "Yes" in the Essential Function column.
The following terms for race and ethnic groups are used to maintain consistency with systemwide and federal reporting requirements even though they may not reflect current popular usage:
An employee who, based on duties performed and manner of compensation, is exempt from the Fair Labor Standards Act (FLSA) minimum wage and overtime provisions. Because of hourly pay practices, an employee appointed to a per diem position in an exempt title shall be treated as a non-exempt employee subject to FLSA minimum wage and overtime provisions.
An exempt employee is paid an established monthly or annual salary and is expected to fulfill the duties of their positions regardless of hours worked. An exempt employee is not eligible to receive overtime compensation or compensatory time off, and is not required to adhere to strict time, record keeping, and attendance rules for pay purposes. Exempt titles are identified in University-wide title and pay plans.
|Extended Sick Leave||
For a work incurred illness, if an employee has exhausted accrued sick leave, remains disabled, and continues to receive temporary disability payments, the employee shall receive extended sick leave payments in an amount equal to the difference between the temporary disability payments and 80% of the employee's basic salary plus any shift differential which the employee would have received. Total extended sick leave payments shall not exceed twenty-six weeks for any one injury or illness.