The University of California, Irvine (UCI) seeks to provide a safe and healthy environment for the entire UCI community. As part of this commitment, all applicants who accept an offer of employment must comply with the following conditions of employment. Click on the selected topic to advance to that section.
Background Check & Live Scan
A pre-employment check of a candidate's background serves as an important part of the selection process and is conducted to promote a safe work environment; protect key organizational assets such as people, property, and information; and enables the hiring authority to make prudent hiring decisions based upon more comprehensive job-related information.
The categories of background checks include, but are not limited to:
Child Abuse and Neglect Reporting
The University of California complies with its obligations under The California Child Abuse and Neglect Reporting Act (“CANRA”) that requires employers of Mandated Reporters (as defined in the Act) to promote identification and reporting of child abuse and neglect to child protection or law enforcement agencies and encourage all members of the University community who observe, have actual knowledge of, or reasonably suspect child abuse or neglect at a University facility or perpetrated by University personnel to promptly report the concern to appropriate external and University officials.
Click here for more information: https://policy.ucop.edu/doc/4000603/CANRA
For positions funded by federal contracts/subcontracts, the University is required to notify applicants that an E-Verify check will be conducted, and the successful candidate must pass the E-Verify check.
E-Verify is an internet-based system that compares information from your Form I-9, Employment Eligibility Verification, to U.S. Department of Homeland Security (DHS) and Social Security Administration (SSA) records to confirm that individuals are authorized to work in the United States.
Click here for more information: https://www.e-verify.gov/employees/e-verify-overview
Legal Right to Work in the U.S.
Employers must verify that an individual whom they plan to employ or continue to employ in the United States is authorized to accept employment in the United States.
Click here for more information: https://www.uscis.gov/i-9-central
Pre-Placement Health Evaluation
In addition to the background check and Live Scan, all applicants who have accepted a job offer with UCI Health are required to complete and successfully pass the pre-employment health examination and drug screening requirements that have been identified as appropriate for the position.
These policies describe requirements for immunizations and other health protocols to protect the safety and welfare of students, faculty and staff, and our communities. This may include vaccinations or other precautionary safety measures. Provisions exist to accommodate requests for exceptions due to medical or deeply held religious beliefs.
The following policy and mandate describe requirements for immunizations and other health protocols, such as non-pharmaceutical interventions, to protect the safety and welfare of students, faculty, staff, and our communities.
Per the University of California SARS CoV-2 (COVID-19) Vaccination Program Policy, all covered individuals must provide proof of Full Vaccination or, if applicable, submit a request for Exemption (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. New University of California Campus employees must (a) provide proof of receiving at least one dose of a COVID-19 Vaccine no later than 14 calendar days after their first date of employment and provide proof of second dose of a two-dose regimen no later than eight weeks after the first date of employment; or (b) if applicable, submit a request for Exception or Deferral no later than 14 calendar days after their first date of employment. Further new campus employees who have not received the COVID-19 booster and have not been approved for an exception or deferral, have five months, plus two weeks, from the date they received their second dose (or single dose of a one-dose regimen) of the vaccine to receive the booster. (Capitalized terms in this paragraph are defined in the policy).
UCI Health Affairs Employees
Individuals who work, train, or otherwise access any UC health facilities – including medical centers, ambulatory surgery centers, Student Health Services, Counseling & Psychological Services, and other campus- and school-based medical and behavioral health clinics are subject to California Department of Public Health guidelines, and must be in compliance with the order as of their first date of employment unless a request for declination is made based on “Qualifying Medical Reasons” or “Religious Beliefs.” If a request for declination is not made, new employees must have received a single dose of a one-dose regimen or second dose of a two-dose regimen for COVID-19, as well as any boosters consistent with manufacturer instructions and applicable agency approval, authorization, or listing, by their first date of employment.
*Campus employees are those individuals who do not work, train, or otherwise access any UC health facilities; including Student Health Services, Counseling & Psychological Services and other campus- and school-based medical and behavioral health clinics not affiliated with UCI.
Click here for more information: https://hr.uci.edu/partnership/futureofwork/uc-covid-policy.php
The University of California annually issues a systemwide executive order requiring all covered students, faculty, other academic appointees and staff to get vaccinated against influenza or opt out using a form supplied by their location after receiving information about the flu vaccine. Those who opt out will be required to wear masks (face coverings) while on campus through the end of the flu season even if masking requirements for COVID-19 are modified or revoked prior to the flu season end date.
Click here for more information: https://hr.uci.edu/partnership/futureofwork/uci-flu-vaccination-policy.php
Drug Free Environment
The illegal use, possession of, or distribution of alcohol or of controlled substances, by University employees in the workplace, on University premises, at official University functions, or on University business is governed by law, University policy, and campus regulations.
Employees found in violation of these laws and/or policies may be subject to corrective action, up to and including dismissal, and may be referred for criminal prosecution or required to participate in an employee support program or appropriate treatment program.
Click here for more information: https://hr.uci.edu/partnership/policies-procedures/pdf/DAAPP-Notice.pdf
Smoke and Tobacco Policy
UCI has an institutional obligation to maintain a Smoke and Tobacco Free environment. Consistent with this obligation, UC policy, and state law, smoking and use of tobacco or tobacco products and marijuana are prohibited in:
Click here for more information: https://policy.ucop.edu/doc/4000371/SmokingPolicy