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Employee Forms and Resources

Last updated on Feb 12, 2024

Review this page for resources and information relating to day to day work at CCA.

Workday Support and Self-Help Guides

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

HR Forms

Employer Postings

CCA is required to provide employees with federal and state legal postings, informing employees about their rights and responsibilities. Please reach out to with any questions.


This notice is to inform employees that California College of the Arts Ranked Faculty United, California Federation of Teachers (CFT) has filed a petition with the National Labor Relations Board (NLRB), a Federal agency, in Case 20-RC-331631 seeking an election to become certified as the representative of the employees of California College of the Arts in the unit set forth below:

Including: All ranked full-time and ranked part-time faculty, including all tenured, tenure track, and ranked renewable Assistant Professors, Associate Professors, and Professors, including all ranked faculty serving as chairs, assistant chairs, associate chairs, and directors.

Excluding: All other employees, managerial employees, guards, and supervisors as defined in the Act.

This notice also provides you with information about your basic rights under the National Labor Relations Act, the processing of the petition, and rules to keep NLRB elections fair and honest.

Please view the full notice here.


State: California

Discrimination/Unlawful Harassment Policy

Equal-Opportunity Employer

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

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

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

CCA has also designated the following persons to assist with this Policy. These deputy officers are as follows:

For Students:

  • Jose de los Reyes, Interim Registrar, (415) 551-9360
  • Associate Director, Residential Education, Administration, & Leadership

For Faculty:

  • Em Meine, Senior Director of Faculty Affairs and Records, (415) 551-9348

For Staff:

  • 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, (415) 551-9230

Pet and Emotional Support Animal Policies

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 More information about the college's current policy on support and service animals can be found here.

Work-Related Injuries

Workers’ compensation insurance provides coverage for medical, surgical, and hospital services necessary for treatment of employees who suffer work-related injuries or disabilities. It also provides partial compensation for time lost from work if the employee is hospitalized or unable to work for more than one week. 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








Occupational Medicine

Concentra Medical Centers

2 Connecticut St

San Francisco



(415) 621-5055

Urgent Care Center

Concentra Medical Centers

26 California St

San Francisco



(415) 781-7077

General Acute Care Hospital

Saint Francis Memorial Hospital

900 Hyde St

San Francisco



(415) 353-6000

Urgent Care Center

Concentra Medical Centers

3 S Linden Ave

South San Francisco



(650) 238-1500

General Acute Care Hospital

St Marys Medical Center

450 Stanyan St

San Francisco



(415) 668-1000

General Acute Care Hospital

Kaiser - San Francisco Medical Center

2425 Geary Blvd

San Francisco



(415) 833-2000

Urgent Care Center

Kaiser Urgent Care

2238 Geary Blvd

San Francisco



(415) 833-2200

State Specific Workers' Compensation Notices

Employment Verifications

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 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: Additionally, you can call 415-703-9550 and press option 4 for employment verifications or email

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 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

Lactation Rooms

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.