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Throughout the course of life events, it is likely that many of us will navigate trauma. This page provides some resources, tools, and strategies to help us navigate these challenges.
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These guides explain how to score and submit your FY26 Individual Accountability Plan (IAP) goals in HR Umbrella and how managers can review and approve IAP goal scores.
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Managers can find answers to frequently asked questions about SB 1334. This law requires California public employers, including the University of California, to provide meal and rest periods to non-exempt (hourly paid) employees who provide or support direct patient care in a general acute care hospital, clinic, or public health setting (“Health care employees”).
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Wellness Champions are passionate staff and faculty who promote resources, spark engagement, and bring wellness into everyday work life. Get to know the people behind the movement and the impact they’re making in their departments.
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On-call status means an employee is not actively working but must remain available to respond to work-related needs if contacted.
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Overtime rules at UCSF are governed by UC policy, collective bargaining agreements, and applicable state and federal laws. Supervisors should confirm an employee's exempt/non-exempt status and representation status before making overtime-related decisions.
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These calendars include important deadlines for submitting transactions in Oracle to ensure the timely processing of the requested action. Included here are calendars for general HR transactions and for one-time and recurring pay actions.
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Navigating benefits eligibility as a Per Diem employee can be complex. While Per Diem roles generally do not carry benefits eligibility at the time of hire, there are specific pathways to gaining eligibility based on your appointment percentage or the hours you work over set periods of time.
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What managers should do when notified of a pending accretion.
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What generally happens when a union petitions to have jobs accreted into a represented unit.
