Attend the New Employee Welcome (NEW) Orientation

• This event is your official welcome to UC Davis Health, and covers our history, culture, resources and more.

• NEW takes place twice a month at the UC Davis Medical Center, and all new hires are automatically enrolled in a session. Details can be found in your @ucdavis.edu email inbox. Attendance is mandatory, and those who don’t attend in-person can register for the virtual event via the link emailed to you by your onboarding specialist. Email questions to hr-learning@ucdavis.edu.

Complete Some Essentials

Meet UCPath: Your personal employee portal

Bookmark this one-stop shop for payroll, benefits, human resources, and more. 

Contacts and Resources

Reporting a Workplace Injuries
 

• If you experience a workplace injury, it’s essential to follow proper reporting procedures to ensure you receive the appropriate care and support.

• Find up-to-date information about Reporting a Workplace Injury and direct any questions to the Workers’ Compensation team at (916) 734-6180.

• Mandatory Notice: Victims of Domestic Violence, Sexual Assault and Stalking

• Employers must provide this information to new workers when hired and to other workers who request it.

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  Rights of Victims

  Victims of domestic violence, sexual assault, stalking, crimes causing physical or mental injury, crimes involving a threat of physical injury, and individuals whose immediate family member is deceased as a direct result of a crime, have specific rights under California law.

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  Your Right to Take Time Off

  • Legal and Safety Protection:
    You have the right to take time off from work to obtain relief from a court, such as a restraining order, to protect your health, safety, or welfare and that of your children.
  • Additional Leave (Companies with 25+ Employees):
    If your company has 25 or more workers, you can also take time off to:
    • Get medical attention for injuries caused by crime or abuse.
    • Receive services from a domestic violence shelter, rape crisis center, or victim services organization.
    • Obtain psychological counseling or mental health services related to crime or abuse.
    • Participate in safety planning and take actions to prevent future crime or abuse.
  • Using Paid Leave:
    You may use accrued paid sick leave, vacation, personal leave, or compensatory time off for these absences unless otherwise specified by a union agreement. If you don’t have paid leave, you still have the right to take unpaid time off.
  • Notification and Proof:
    • While you are encouraged to notify your employer before taking time off, your employer cannot discipline you if you provide proof of your absence within a reasonable time.
    • Proof may include a police report, court order, a document from a licensed medical professional, victim advocate, health care provider, counselor, or a written statement from you or someone acting on your behalf certifying the reason for your absence.

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  Your Right to Reasonable Accommodation

  • Workplace Changes:
    You have the right to request changes in your workplace to ensure your safety. Reasonable accommodations may include:
    • Installing locks.
    • Changing your shift or phone number.
    • Transferring or reassigning you.
    • Providing assistance with documenting incidents.
  • Certification Requirements:
    Your employer may request a signed statement certifying your request is for a proper purpose and may ask for proof of your need for an accommodation.
  • Confidentiality:
    Your employer must keep your request confidential and cannot share it with coworkers or anyone else.

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  Your Right to Be Free from Retaliation and Discrimination

  Your employer cannot treat you differently, fire you, or retaliate against you because:

  • You are a victim of domestic violence, sexual assault, stalking, or other crimes mentioned above.
  • You requested time off to get help.
  • You asked for accommodations or changes in your workplace to ensure your safety.

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  Filing a Complaint

  You can file a complaint with the Labor Commissioner’s Office if your employer retaliates or discriminates against you.

  For more information, contact the California Labor Commissioner’s Office:

  • Phone: 213-897-6595
  • Website: www.dir.ca.gov/dlse/DistrictOffices.html

  If you do not speak English, an interpreter will be provided in your language at no cost to you.

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  Legal Reference

  This notice explains your rights under California Labor Code Sections 230 and 230.1.