Complete All Onboarding Steps

When you receive an offer of employment, you will receive emails from your recruiter about onboarding steps (background screening, health screening, drug screening, etc.) If you haven't completed those steps, or are unsure, review the Onboarding Page. Questions can be directed to your recruiter or the SSO. 

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.