The biological, foster or adoptive parent, a stepparent or a legal guardian of an employee or an individual who stands or stood in loco parentis to an employee when the employee was a child. Parent does not include “parent-in-law.”
Non-represented Employees. There is one set of personnel policies - Personnel Policies for Staff Members (PPSM) - for non-represented career staff employees in the following groups:
All non-represented positions will continue to be governed by PPSM. Positions will be assigned to either the MSP program or the PSS program based upon the body of work and the level of the job.
|Physical, Environmental, and Mental Demands (PEM)||
A form used in the recruitment of all new and significantly changed positions to identify the physical, environmental, and mental requirements of the position. See Physical, Environmental, and Mental Demands (PEM) Form (Word) for details.
PeopleSoft Internet Architecture: technical architecture used by PeopleSoft in its web-based applications
Personnel Payroll System: payroll system used by UC campuses, designed and updated by the Office of the President. PPS holds payroll, benefits data, and leave accrual
Personnel Policies for Staff Members: the policies that cover employees who are not exclusively represented by a union
|Pregnancy Disability Leave (PDL)||
The California Fair Employment and Housing Act provides up to four months (88 work days) leave during the time a woman is actually disabled and unable to perform her job due to pregnancy, childbirth, or related medical conditions.
Upon the documented advice of her health care provider, a pregnant employee may request temporary reassignment to a less strenuous or hazardous position. If the employer can reasonably accommodate such a request, it must be granted.
Also known as the California Civil Rights Initiative, Proposition 209 is a California ballot proposition which, upon approval in November 1996, amended the state constitution to prohibit public institutions from considering race, sex, or ethnicity, except where “strictly necessary” to maintain eligibility for federal funding. The University is required to comply with federal affirmative action requirements in order to remain eligible for funding as a federal contractor. Under federal guidelines, the use of race or gender as a “plus” factor in making employment decisions is permitted, but not required. Therefore, the use of race or gender as a “plus” factor is no longer a part of the University’s affirmative action plan. However, federal enforcement agencies have determined that race and gender recruitment efforts are “strictly necessary” components of an effective affirmative action plan. Therefore, the University continues to conduct inclusive recruitment and outreach in job groups where there is underutilization.
Position Resource Tracking: module of BIBS used to track permanently budgeted positions