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Employment Notices

The following employment notices are provided to both job applicants and current employees regarding important policies/laws impacting work-related rights and obligations.

Cal Poly Pomona strives to make its programs, services, and activities accessible to individuals with a disability who visit or attend campus-sponsored events, activities or programs. Prospective and current employees should contact:

The ADA Coordinator is the designated campus authority to prescribe specific accommodations for prospective and current employees requesting reasonable accommodation who have documented disabilities.  For more information, visit the Accessibility and Reasonable Accommodations website.

In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and the Annual Fire Safety Report are available for viewing at:

The Annual Security Report contains three-year crime statistics and information on emergency preparedness and evacuation and prevention programs related to crimes, sexual assaults, and drug and alcohol abuse.  The Annual Fire Safety Report provides information regarding fire safety, fire safety systems and fire statistics in student residence facilities.

Cal Poly Pomona is committed to protecting the health, well-being, and safety of its campus community and assets. In furtherance of these goals, Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check).

The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. 

In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information regarding the criminal conviction history that the applicant submits for consideration such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for.

The complete text of the Background Checks Policy may be viewed at Background Checks Policy.

The California Child Abuse and Neglect Reporting Act requires employees in certain positions to report suspected child abuse and neglect and to receive training regarding this obligation. If you are subject to these requirements, you will receive notifications as part of the new employee onboarding process and you will be required to provide a written acknowledgment of your obligation.

The complete text of the policy may be viewed at Mandatory Reporting of Child Abuse and Neglect.

The California Political Reform Act requires employees in certain positions to file a Statement of Economic Interests to annually disclose their financial interests and to periodically complete training. If you are subject to these requirements, you will receive email notifications once you start work.

Additionally, all employees must disqualify themselves from participating in decisions that could foreseeably affect their personal financial interests.

For more information, visit the CSU Conflict of Interest web page and Cal Poly Pomona’s Conflict of Interest web page.

Individuals who access in-person on- or off-campus programs or activities that are operated or controlled by the University are strongly recommended to follow the COVID-19 vaccine recommendations adopted by the U.S. Centers for Disease Control and Prevention and the California Department of Public Health and to follow any campus safety measures that may be recommended or required by Cal Poly Pomona to decrease the likelihood of COVID-19 transmission or illness and allow the core mission and activities of the campus to continue. The complete text of the policy may be viewed at COVID-19 Vaccinations and Other Safety Measures.

Pursuant to the Drug-Free Workplace and Drug-Free Schools & Communities Act of 1989 (Public Law 101-226), Cal Poly Pomona has adopted and implemented a program to prevent the unlawful use or abuse of drugs or alcohol by faculty, staff and students, and to set forth standards to provide a safe, healthy, and productive community setting for work and study.

The complete text of the policy may be viewed at Policy on Alcohol and Other Drugs (PDF).

For more information, review the CSU Drug-Free Workplace Policy.

Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. See Form I-9 Acceptable Documents at U.S. Citizenship and Immigration Services website.  

Cal Poly Pomona is an Equal Employment Opportunity Employer. We consider qualified applicants for employment without regard to race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, covered veteran status or any other federal and state protected status.  The complete text of the nondiscrimination policy may be viewed at Nondiscrimination Policy.

Cal Poly Pomona engages in positive and proactive actions to ensure equal employment opportunities for all job applicants and employees.  Cal Poly Pomona has developed an Equal Employment Opportunity Program to ensure that its policy of nondiscrimination is accomplished. The Equal Employment Opportunity Statement is available for viewing here (PDF).

For more information, visit the Equal Employment Opportunity website.

You may be entitled to workers' compensation benefits if you are injured or become ill because of your job. Workers' compensation covers most work-related physical or mental injuries and illnesses.  For more information, visit Cal Poly Pomona’s Workers’ Compensation website and review the Notice to Employees – Injuries Caused by Work (PDF).

No employee shall vote, make recommendations or in any way participate in decisions that may directly affect the employment status or interest of an immediate family member. 

When an employee’s immediate family member is to be assigned to a position that is under the employee’s supervision or control or when an employee’s immediate family member reports to the same immediate supervisor as the employee, then a written plan to alleviate favoritism concerns must be prepared for review and approval by the head of the organizational unit before the immediate family member’s appointment may occur.

The complete text of the policy may be viewed at CSU Nepotism Policy (PDF)

Every state employee, except noncitizens, must declare their allegiance to both the Constitution of the United States and the Constitution of the State of California by signing the Oath of Allegiance before they start working. The complete text of the oath is available at Section 3 of Article XX of the Constitution of California (PDF)

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers.  As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. The complete text of the policy may be viewed at Out-of-State Employment Policy.

Pursuant to state law and CSU policy, Executive and Management Plan Personnel (MPP) employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. New employees will complete the form as part of their onboarding process. The complete text of the policy may be viewed at Revised Outside Employment Disclosure Requirements for Management Personnel Plan (MPP) and Executive Employees. For more information, visit Cal Poly Pomona’s Outside Employment Disclosure website.

As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action or (c) consistent with Cal Poly Pomona’s legal duty to furnish information.

For more information, see the Pay Transparency Nondiscrimination Provision poster (PDF).

A consensual sexual or romantic relationship between an Employee and any Student or Employee over whom they exercise direct or otherwise significant academic, administrative, supervisory, evaluative, counseling, or extracurricular authority is prohibited. 

For more information, see the CSU Nondiscrimination Policy.

California law provides workplace safety and health protections for workers through regulations enforced by the Division of Occupational Safety and Health (Cal/OSHA). For information on the basic legal requirements and procedures applicable to California employers, see the Safety and Health Protection on the Job poster (PDF).

Cal Poly Pomona is a smoke and tobacco-free campus. The complete text of the policy may be viewed at Policy on Systemwide Smoke and Tobacco Free Environment

The Social Security Number (SSN) is the sole employee identifier for employment tax reporting purposes. Cal Poly Pomona is responsible for accurately recording and reporting social security numbers to our pay agent, the State Controller’s Office (SCO). On your first day of employment, you will be required to present your Social Security card for tax reporting purposes. 

The complete text of the policy may be viewed at Social Security Number Verification (PDF).

California employers are required to post a Summary of Work-Related Injuries and Illnesses each year.  To view the summary, click here (PDF).

Employees may be eligible to take paid leave for the purpose of voting in statewide elections. For more information, see the Time Off to Vote poster (PDF).

The Director of Internal Audit in the Office of the President has been designated to receive complaints alleging improper governmental activity.

For more information, visit Cal Poly Pomona’s Whistleblower website.  

The University has zero tolerance for threats or acts of violence against members of the campus community. Such conduct is subject to disciplinary action up to and including dismissal from employment, expulsion from the University, or civil or criminal prosecution, as appropriate. The complete text of the policy may be viewed at Zero Tolerance for Violence.

General Inquiries

Hours: 8:00 AM - 5:00 PM I Email: I Phone: 909-869-3733
3801 W. Temple Ave, Pomona, CA 91768
Student Services Building 121, Second Floor
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