Primary Regulatory Resources

Primary Regulato= ry Resources

Links to state web sites and reso= urces

CALSTRS Supervisors

Though many of the l= inks below will serve as useful resources, your most important resources will be your internal Human Resources Office at CALSTRS. The individuals in this department= can assist you with human resource planning, employee classification, discipline issues, labor relations, equal opportunity issues, health and safety, fair political practices, medical leaves, disability issues etc.

A complete listing o= f your CalSTRS HR contacts can be found under Tab 20 of the “Supervising For Performance” binder or in the CD “Supervisor’s Toolbox” under MS Publisher files.

IMPORTANT LINKS to CALIFORNIA STATE SUPERVISOR RESOURCES

All links below can be found on the CD “Supervisors Toolbox” under

the subdirectory “Regulatory Topic Tools”.

Link to the State of California Supervisor’s Handbook=

145 pages in PDF for= mat

Lots of relevant inf= ormation / Save and refer to this site often – as changes do occur<= /span>

http://www.= dpa.ca.gov/general/Supervisors_Handbook.pdf

Link to State of California, Department of Personnel Administration (DPA)

Your starting point = for updates and general information

http://www.dpa.ca.gov/home.shtm

See also DPA Pub=
lications

http://www.dpa.ca.=
gov/general/Publications.shtm

Link to the State of California Personnel Board (SPB)<= /o:p>

www.spb.ca.gov

Collective Bargaining Agreements are available = at

http://ww= w.dpa.ca.gov/collbarg/collectivebargaining.shtm

Link to State code regarding supervisory traini= ng requirement

http://www.dpa.ca.gov/t= cid/stc/pol_12a.htm

Link to Orientation for the Great State Employee

Rights and responsib= ilities for all state employees (Very brief description of rights, responsibilities= and policies for all state employees) / Includes 21 bargaining units in appendi= x.

http://www.dpa.ca.gov/benefits/general/orientation/GreatStateEmp.doc=

Links to California Workplace Policies (at DPA site)

http://www.dp= a.ca.gov/jobinfo/personnelpolicies.shtm

Links by Regulatory Topic=

Employee discipline and preventative actions

DPA Home Site

http://www.dpa.ca.gov/home.shtm

Link to ”The Supervisor'=
s Handbook, A Guide to Employee Conduct and Discipline"

and "Supervisor's Field G=
uide for Employee Discipline"

http://www.dpa=
.ca.gov/textdocs/freepmls/PML9407.TXT

Performance appraisals

Refer to your partic= ular departmental bargaining unit contract http://ww= w.dpa.ca.gov/collbarg/collectivebargaining.shtm

Grievances and the grievance process=

Corrective actions

Adverse Actions

Other Personnel actions

Refer to your partic= ular departmental bargaining unit contract http://ww= w.dpa.ca.gov/collbarg/collectivebargaining.shtm

Forms for employee g= rievance and appeals

http://www.dpa.ca.gov/collbarg/Employee%20Grievances%20&%20Ap= peals.shtm

Affirmative action

The State is an equal opportunity employer. It is the policy of the State that its workforce be representativ= e of California’s diverse population. All efforts to ensure a representative workforce are consistent with State civil service and merit system principles and regulations.

All State employees are entitled to= a work environment free of discrimination based on race, color, age, religion, sex, disability, national origin, ancestry, marital status, sexual orientat= ion, or political affiliation. It is illegal to retaliate against an employee for filing a discrimination complaint or participating in the complaint process. For information concerning the complaint process, contact your departmental EEO/AA Officer or your Personnel Officer.

Labor relations

· California= State Personnel Board (SPB) www.spb.ca.gov=

· California= Fair Employment and Housing Agency www.dfeh.= ca.gov

· The Great = State Supervisor’s Handbook http://www.= dpa.ca.gov/general/Supervisors_Handbook.pdf

Employment laws and issues relating to persons = with disabilities

Governme= nt Code Section 19795(b) requires each state department to establish a disability advisory committee (DAC). The purpose of the DAC is to advise the departmental director of issues of concern to the department's employees wi= th disabilities. Departmental DAC members participate on the SPB's Statewide Disability Advisory Council (SDAC). The SDAC helps departme= ntal DACs by sharing ideas for improving the representation of state employees w= ith disabilities, proposing solutions to reasonable accommodation problems, and providing information and training on disability issues. <= /span>

&nb= sp;

Consult = your agency’s HR Department for information about your disability advisory committee or information about disability issues.

&nb= sp;

In order= that departments establish effective DACs, the SPB and the SDAC have prepared the following information guide, = How to Have an Effective Disability Advisory Committee.

Link to = CA Handbook “How to Have an Effective Disability Advisory Committee̶= 1;

http:/= /www.spb.ca.gov/CIVILRIGHTS/how_to_dac.htm

Summary = of State of CA Policies

The State of California adheres to a number of laws and policies, summarized below, that are design= ed to promote a safe, comfortable, and professional work environment for all employees. For details of these laws and policies, contact your Personnel Office.<= /p>

Americans with Disabilities Act
The federal Americans with Disabilities Act (ADA) protects permanently disabled employees and job applicants from discrimination based= on their disabilities. The ADA requires employers to provide reasonable accommodations to enable individua= ls with disabilities to apply for and perform their job. California’s Fair Employment and Housing Act provides civil rights protections similar t= o, and in some cases broader than, the ADA.

D= rug Testing
The State enforces a drug-free workplace policy, including drug testing for employees in sensitive positions. Some state agencies also are required to = meet federal drug and alcohol testing requirements for commercial drivers. Newly hired correctional employees are subject to random drug testing.

E= qual Employment Opportunity=
The State is an equal opportunity employer. It is the policy of the State t= hat its workforce be representative of California’s diverse population. All efforts to ensure a representative workforce are consistent with State civil service and merit system principles and regulations.

All State employees= are entitled to a work environment free of discrimination based on race, color, age, religion, sex, disability, national origin, ancestry, marital status, sexual orientation, or political affiliation. It is illegal to retaliate against an employee for filing a discrimination complaint or participating = in the complaint process. For information concerning the complaint process, contact your departmental EEO/AA Officer or your Personnel Officer.

F= amily Medical Leave
The federal Family and Medical Leave Act of 1993 and the California Family Rights Act entitle eligible employees to take up to 12 weeks of unpaid, job-protected leave each year for specified family and medical reasons.

P= regnancy
Pregnant employees are allowed to continue to work as long as the employee's health and the health of the unborn baby are not adversely affected. The employee must be able to adequately perform essential job duties in a safe manner. An employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to take a pregnancy disability leave = for up to four months.

R= easonable Accommodation
The State will make reasonable accommodations to adjust the application process, job, and/or work environment to permit qualified persons with disabilities to apply for and/or continue State employment.

S= exual Harassment
Sexual harassment is a form of discrimination prohibited by the Civil Rights Act of 1964 and the California Government Code. Sexual harassment is define= d as unsolicited and unwelcome sexual overtures, regardless of whether they are written, verbal, physical, and/or visual. If you believe you have been hara= ssed or you feel threatened, you should seek assistance from your supervisor or Equal Employment Opportunity Officer/Counselor.

S= moking
All State agencies provide a smoke-free work environment for employees. “Smoke breaks” usually are permitted at the discretion of the supervisor in lieu of the time regularly allotted for breaks and rest perio= ds. Your department will have a designated area (usually located outside the building) where smoking is permitted.

T= elecommuting
The State encourages the use of telecommuting as a work option where manage= ment finds it serves a practical benefit to the agency. If your agency or depart= ment allows telecommuting and you are interested in this work option, check with your supervisor for more details.

W= ork and Family
The State has a number of policies designed to help employees balance work = and family life. These policies include flexible leave arrangements and modified work schedules. Each agency is required to designate a “work and family” coordinator to assist in implementing departmental programs a= nd policies to ensure a family-friendly work environment.

W= orkplace Violence
To ensure a safe environment for employees and the public, State offices are required to have a Workplace Violence Prevention Program. Acts or threats of violence, harassment, intimidation, or other disruptive behavior will not be tolerated. Such behavior should be reported to a supervisor or other appropriate personnel immediately. Employees committing such acts are subje= ct to disciplinary action, which may include termination, and/or criminal penalties.