This section outlines information related to required state and federal employment notices. For updated state, federal, local ordinances, please reference Employer Postings.

The following related policies can be found on the Policies portal page:

• Harassment, Discrimination and Retaliation Prevention Policy
• Employee Protection (Whistleblower) Policy
• Mandated Reporter for Child Abuse & Neglect Policy
• Compliance with California & Federal Drug-Free Workplace Acts
  • Alcohol/Drug Policies

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• At-Will Employment Status
• Equal Employment Opportunity
• Disability Accommodation
• Clery Campus Security Act
• Immigration Law Compliance

CCA sincerely values and appreciates the contributions that each employee makes toward the College’s educational mission. However there may bear instances where employees and/or the college wish to end the employment relationship. It is therefore important to understand that nothing in this handbook, or in any other writing of the College, creates or is intended to create a promise, contract, or representation of continued employment for any employee.

Unless an employee has an individual, negotiated agreement personally executed by an executive officer of the College with the approval of the Vice President of Human Resource or an employee is subject to a collective bargaining agreement, employment with CCA is at-will may be terminated by either the college or the employee at any time, with or without cause and with or without notice.

The college has staff employees who are both covered by a collective bargaining unit and staff employees who are not covered by the bargaining unit. The staff Collective Bargaining Agreement (CBA) is a union contract that covers eligible staff positions at CCA. For CBA covered staff, the CBA takes precedence over the Employee Handbook in terms of application of rights, responsibilities, policies and procedures in areas that differ from the employee handbook. The faculty handbook can be found on the Academic Affairs section on the CCA Portal. Staff members are in non-instructional jobs that generally support the administrative and operational needs of the college in order to carry out the educational mission.

Any employee whose terms and conditions of employment are governed by the CBA should refer to the CBA for a discussion of the personnel policies and benefits applicable to them. Accordingly wherever employment details in this employee handbook differ from the terms expressed in the CBA with CCA, the specific terms of the CBA control.

Any statements or conduct that an employee believes is such a promise or contract must not be relied upon, unless it is placed in writing in explicit terms to and personally executed by an executive officer of the College with the approval of the Vice President of Human Resources. No implied contract concerning any term or condition of employment can be established by any other statement, conduct, policy, or practice. Examples of the types of terms and conditions of employment that are within the sole discretion of the College include, but are not limited to, promotions; demotions; transfers; hiring decisions; compensation; benefits; qualifications; discipline; layoffs or recalls; rules; hours and schedules; work assignments; job duties and responsibilities; production standards; subcontracting; reduction, cessation, or expansion of operations; sale, relocation, merger, or consolidation of operations; or determinations concerning the use of equipment, methods, or facilities.

CCA is an equal-opportunity employer and makes all employment decisions, including, recruitment, hiring, placements, transfers, and promotions, on the basis of qualifications of the individual for the positions being filled and the college prohibits unlawful employment decisions and discrimination based on sex (includes pregnancy, childbirth, breastfeeding, and related medical conditions), race (including hairstyle and hair texture), ancestry, citizenship, color, religion, religious creed, age (over 18 years), mental or physical disability, medical condition as defined by law, exercising the right to family care and medical leave, parental status, genetic information, political affiliation, national origin, marital status, military or veteran status, sexual orientation, gender, gender expression, gender identity, reproductive health decisions. CCA’s commitment to equal opportunity employment applies to all persons involved in the operations of the college and prohibits unlawful discrimination by any employee of the college, including supervisors and coworkers.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, the college will assess the request and if the accommodation is reasonable as determined by the college, will offer reasonable accommodations or propose alternative accommodation(s) for the known physical or mental limitations of an otherwise qualified individual who is an applicant or an employee, unless undue hardship for the college or its employees would result. Any applicant or employee who requires an accommodation should contact Human Resources at hr@cca.edu and request such an accommodation. The full accommodation process can be viewed on the Policy Portal page.

To receive federal grants, CCA must comply with the Clery Act; the college is in full compliance with all aspects of this law. Employees should report all crimes that are on or adjacent to the campus, to the proper authorities in Public Safety and their supervisors. Additional information regarding CCA commitment to the Clery Act can be found here.

CCA is committed to employing only United States citizens and aliens who are authorized to work in the United States, and do not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility within three (3) business days of commencing employment. Former employees who are rehired may also be required to complete the form.

Employees with questions or seeking more information on immigration law issues are encouraged to contact Human Resources. Employees may raise questions or complaints about immigration law compliance without fear of reprisal. Additional information regarding the college’s immigration enforcement can be found here.