Staff Forms and Resources
Review this page for resources and information relating to day to day work at CCA.
The majority of Human Resource functions are available to all employees in Workday.
Employee self-service items include:
- Timesheets and paystubs
- Compensation and benefit details
- Update personal and emergency contact information
- Enroll in the commuter and parking Flexible Spending Accounts
- Enroll in the 403(b) Retirement Account
- Submit a job requisition for a new position opening or hire a new worker (managers only)
Review Workday support and self-help guides » as well as Workday Learning
CCA is required to provide employees with federal and state legal postings, informing employees about their rights and responsibilities. Please reach out to firstname.lastname@example.org with any questions.
- Fair Labor Standards Act (FLSA) Minimum Wage - Federal Minimum Wage $7.25 per hour
- Overtime Pay
- Child Labor
- Tip Credit
- Nursing Mothers
- Additional Information
- Occupational Safety and Health Act (OSHA)
- Job Safety and Health
- Worker Rights
- Employer Requirements
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Reemployment Rights
- Health Insurance Protection
- Right to be free from discrimination and retaliation
- Employee Polygraph Protection Act (EPPA) - Prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
- Examinee Rights
- Equal Employment Opportunity is the Law - Applicants to and employees are protected under Federal law from discrimination on the bases of: race, color, religion, sex, national origin; disability, age, sex (wages), genetics, retaliation.
- What to do if you believe discrimination has occurred
- Family and Medical Leave Act (FMLA) - Provides employees with 12 months of service and with at least 1250 hours worked during the last 12 months with 12 weeks of unpaid leave for birth or placement for adoption of child, one's own serious health condition, or for the serious health condition of spouse, child or parent.
- CA Minimum Wage
- Paid Sick Leave - Provides information about paid sick leave entitlement and usage.
- Payday Notice - Regular paydays for employees of CCA shall be as follows: Exempt every 1st and 15th of the month, Non-exempt are every 10th and 26th of the month.
- Safety & Health Protection On the Job
- Emergency Number - Dial 911
- Notice to Employees Injuries Caused by Work
- MPN website: www.chubb.com
- MPN Identification number: 7173-75-19
- If you need help locating an MPN physician, call your MPN access assistant at: 1-800-699-9916
- Workers' compensation insurer: Chubb
- Whistleblower Protections
- Who is protected?
- What is a whistleblower?
- What protections are afforded to whistleblowers?
- How to report improper acts
- California Law Prohibits Workplace Discrimination & Harassment
- Transgender Rights in the Workplace
- Your Rights and Obligations as a Pregnant Employee
- Family Care and Medical Leave and Pregnancy Disability Leave
- Notice to Employees
- Unemployment Insurance
- Disability Insurance
- Paid Family Leave
- Time Off to Vote - You may take as much time as you need to vote, but only two hours of that time will be paid
Local Ordinances: City & County of San Francisco
Discrimination/Unlawful Harassment Policy
CCA is an equal-opportunity institution of higher education and employer and is firmly committed to nondiscrimination in its delivery of educational services and employment practices.
In compliance with all applicable federal and state laws, such decisions will be made irrespective of the individual’s race, color, religion, religious creed, ancestry, national origin, age (except for minors), sex, marital status, citizenship status, military service status, sexual orientation, gender identity or expression, medical condition (cancer related or genetic condition), disability and/or any other status protected by law.
(Gender identity or expression includes having, or being perceived as having a gender-related identity or expression whether stereotypically associated with a person’s actual or perceived gender.)
When necessary, the college will reasonably accommodate individuals with disabilities if the individual is otherwise qualified to meet the fundamental requirements and aspects of the program and safely perform all essential functions, without undue hardship to the college and/or without altering fundamental aspects of its educational program.
Prohibited Unlawful Harassment and Retaliation
The college is committed to maintaining the community as a place of work and study for faculty, administrators, staff and students, free of sexual and other unlawful harassment, intimidation, and exploitation. The college does not tolerate behavior that constitutes sexual or other unlawful harassment of any member(s) of the college community.
The college remains committed to providing an environment free of sexual harassment and harassment because of race, color, religion, religious creed, ancestry, national origin, age (except for minors), sex, marital status, citizenship status, military service status, sexual orientation, gender identity or expression, medical condition (cancer related or genetic condition), disability and/or any other status protected by law.
Prohibited harassment in any form, including verbal and physical conduct, visual displays, threats, demands and retaliation is unlawful and will not be tolerated. This policy provides complaint procedures to assist the college in its efforts to implement this policy. To submit a complaint, please use the Initial Complaint Form or email email@example.com.
The college will take prompt and effective corrective action in response to occurrences of harassing behavior, including, where appropriate, disciplinary action up to and including termination or expulsion.
The policy explicitly applies to college administrators, staff, students and faculty and all other individuals engaged with college activities. Individuals who know of harassment, or believe that they have been harassed, in violation of this policy should submit a complaint using the Initial Complaint Form or email firstname.lastname@example.org.
This policy must be adhered to by all college administrators, staff, faculty, students, contractors and other individuals involved in any employment, educational or other relationship with the college.
Prohibited harassing behavior
Harassing behavior, when engaged in on any basis prohibited by this policy, make take a variety of forms. Examples of the kinds of behavior that may constitute such harassment include, but are not limited to:
- Verbal conduct such as epithets, derogatory comments, slurs, or unwelcome sexual advances, invitations, or comments;
- Visual conduct such as derogatory posters, photography, cartoons, drawings or gestures;
- Physical conduct such as unwanted touching, blocking normal movement, or interfering with work;
- Threats and demands, such as those which seek submission to sexual requests, in order to retain employment or educational benefit, and/or offers of job or educational benefits or conditions in return for favors;
- Retaliation, in the form of adverse employment or educational actions, for good faith opposing, reporting or threatening to report harassment or for participating in good faith in investigations, proceedings or hearings related to this policy.
Sexual harassment warrants special attention
Conduct in violation of this policy occurs when an individual’s behavior involves (1) unwelcome sexual advances; (2) unwelcome requests for sexual favors; or (3) other unwelcome verbal, physical or visual behavior of a sexual nature. Also, such conduct can become a violation of this policy and of the law when:
- Submission to such behavior is made explicitly or implicitly a term or condition of an individual’s education or employment; or
- Submission to, or rejection of, such behavior by an individual is used as the basis for educational or employment decisions; or
- Such behavior otherwise has the purpose or effect of unreasonably interfering with, or otherwise creating an intimidating, hostile, or offensive educational or employment environment.
Retaliation is prohibited
An individual’s good-faith filing or pursuing a complaint under this policy or otherwise reporting, complaining or assisting or cooperating in good faith with a complaint of harassment will not be the basis for any adverse college decisions concerning a student, faculty or staff member’s employment, or student position or status. Such retaliation is forbidden by this policy.
Equal Employment Practices and Accommodations
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, the college will make reasonable accommodations 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 would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of their job should contact the director of human resources and request such an accommodation. The college will conduct an investigation to identify the barriers that make it difficult for the applicant or employee to have an equal opportunity to perform their job and then identify what possible accommodation, if any, would help to eliminate the barriers. If the accommodation is reasonable and will not impose an undue hardship, the college will make the accommodation. The college may also propose alternative accommodation(s).
Please click here for more information about the CCA Disability Accommodation Policy, including information on Support and Service Animals.
Policy Concerning Immigration Enforcement Action at CCA
For a description of the College's policies concerning immigration enforcement action at CCA and for immigration-related resources, please see the Policy Concerning Immigration Enforcement Action at CCA. This Policy sets forth the policies and procedures for students, faculty, and staff of CCA in the event that immigration enforcement action takes place at CCA. A list of legal service providers who provide legal immigration representation or referrals to legal representation is located at the end of the Policy.
As stated in the Policy, any person or office of CCA that receives a request from an immigration enforcement agency or officer should route the request to the Office of Human Resources at or by calling (415) 703-9550, option 1. Please see the Policy for more information on how requests are handled by the College.
Please note, the College has designated Maira Lazdins, VP of Human Resources, as a contact regarding this Policy. Please send inquiries to email@example.com.
CCA has also designated the following persons to assist with this Policy. These deputy officers are as follows:
- Jose de los Reyes, Interim Registrar
firstname.lastname@example.org, (415) 551-9360
- Associate Director, Residential Education, Administration, & Leadership
- Em Meine, Senior Director of Faculty Affairs and Records
email@example.com, (415) 551-9348
- Maira Lazdins, VP of Human Resources
In the event of a time-sensitive matter and when the campus may otherwise be closed such that the VP of Human Resources and the alternate deputy officers are unavailable, students, staff and faculty may direct inquiries relating to the Policy to a CCA Public Safety Officer, who will assist in directing the inquiry to the appropriate person.
CCA Public Safety:
- On campus (SF): Dial 9510 from any campus phone
- Off campus: Dial (415) 703-9510
- Abe Leal, Director of Public Safety
firstname.lastname@example.org, (415) 551-9230
No pets are currently allowed on campus. If you are an employee with a disability and are requesting to bring a support or service animal to campus, please email email@example.com. More information about the college's current policy on support and service animals can be found here.
CCA employees must immediately notify their supervisor and Human Resources when a work-related injury or illness occurs, no matter how minor. The college wants its employees to receive proper and timely care.
Strict guidelines exist for properly reporting illness and injuries. Delays in reporting can result in postponement in or nonpayment of treatment. As an injured worker, it is your responsibility to report accurate and timely information.
- Notify Human Resources (see Meet the HR Team for any work-related injury or illness which occurs). A Human Resources representative will assist in determining the required course of treatment. Should the injury or illness occur after regular business hours, or if immediate medical attention is required, contact Public Safety for assistance 415.621.239.
- In some cases, first aid will be all that is needed, and HR will complete an injury report to keep on file.
- If medical treatment is required or desired, the injured employee will be referred to one of the medical facilities listed below. Human Resources will provide the necessary forms and authorization for treatment.
Employees have the right to predesignate a personal physician for the treatment of work-related injuries. All predesignation forms are kept on file in Human Resources. If the employee indicates they have predesignated a personal physician, please contact Human Resources at 415-703-9550 for further assistance.
Note: If a student or campus visitor is injured, report it to the Student Affairs Office or a Public Safety officer.
Authorized Medical Treatment Centers - San Francisco Campus
- St. Francis Health Center: 24 Willie Mays Plaza, San Francisco
- Kaiser Occupational Health Center: 601 Van Ness Avenue, Opera Plaza, Mezzanine Level, Suite 2008, San Francisco
- Kaiser SF Medical Center: 2238 Geary Boulevard, 3rd Floor, Injury Center, San Francisco
- After-Hours Emergency California Pacific Medical Center, St. Luke’s Campus: 3555 Cesar Chavez Street, San Francisco
CCA now partners with Vault Verify to handle all incoming requests for employment, income and social service verifications for current and former CCA employees. Please see below for more information on this service.
What is Vault Verify?
Vault Verify is a secure, automated employment and income verification service.
What types of organizations typically request verification?
Examples of organizations include banks, mortgage lenders, property management firms and leasing agents.
What information would I provide to a verification requester?
To obtain verification of employment and/or income, please visit www.vaultverify.com and use our CCA code 42973.
Are employees able to access their own information?
Yes, as an employee you may access the Vault Verify employee portal to view your own information online by visiting: https://vaultverify.com/VVApp/EP.aspx. Additionally, you can call 415-703-9550 and press option 4 for employment verifications or email firstname.lastname@example.org.
First time visitors to the Vault Verify site will be required to register prior to accessing the portal. Registration may be completed by clicking on the Register Now button. During registration you will be asked to confirm our company code, your social security number, name, employee ID number and to provide an email address that you would like to associate with your access. Once the registration process is complete, an email will be delivered to you by Vault Verify providing access to your employee portal environment.
Who do I contact if I have additional questions about my employment verification?
Please email email@example.com or call (415) 703-9550 and select option 4 for employment verifications.
Overtime Rules for Nonexempt Employees
As necessary, nonexempt employees may be required to work overtime. The following are standards for overtime work. Reference the Staff Handbook for further information.
- Staff members may not work during hours that would require overtime pay unless their supervisor has previously authorized the overtime work
- Any work over eight hours in a day or 40 hours in a workweek must be paid at one and a half times the employee’s regular pay rate. All daily hours worked in excess of 12 hours per day must be paid at double the employee’s regular pay rate
- If a nonexempt employee works seven consecutive days during the workweek, all work during the first eight hours of the seventh day must be paid at one and a half times the normal pay rate, and any work in excess of eight hours on the seventh day must be compensated at twice the regular pay rate
CCA complies with San Francisco's Lactation in the Workplace Ordinance. Please reference CCA Lactation Accommodation Policy for information including how to request for an accommodation.
There are two lactation locations on the San Francisco campus designated as a lactation space.
The first lactation location is located on the first floor of the 80 Carolina building down the hallway to the right of the elevator in room 118. A code to this room can be requested from Human Resources.
The second lactation location is located in the main building (1111 Eighth Street) between rooms 101 & 102Al. A code to this room can be requested from Human Resources.