Not only do we offer medical care in San Francisco, but we also have outreach clinics around Northern California and beyond.
One way UCSF Medical Center has proven that we believe in practicing what we preach is through our official declaration that we are a smoke-free medical center and campus. As part of our quest to elevate and perpetuate our high standing in the health sciences, UCSF Medical Center employees will need to comply with the following requirements.
All final applicants selected for a position are required to undergo a background check facilitated by UCSF Medical Center. In accepting a position, it is understood that employment is contingent upon a satisfactory criminal background check. A satisfactory background check is the absence of a criminal record which bears a demonstrable relationship to the applicant/employee’s suitability to perform the required duties and responsibilities of the position.
A conviction [plea of guilty or nolo contendere (no contest) or a verdict of guilty of an offense] may not prevent employment by University of California, San Francisco. A complete disclosure of all convictions for such offenses is necessary before being considered for employment. Failure to make a complete disclosure of such convictions may result in the rescission of offer or dismissal.
Employment reference checks and verifications are also part of the normal employment process.
At the time of hire, the following will be required:
|–||Submission of proof of current work eligibility|
|–||United States of America citizens will be required to sign the State of California Oath of Allegiance|
|–||A Patent Agreement must be signed upon employment.|
In addition to the criminal background check, candidates offered employment at UCSF Medical Center will be required to undergo the following:
Searches will be conducted with the Office of Inspector General (OIG) exclusion list, the General Services Administration (GSA) exclusion list, National Sex Offender Registry and the National Criminal Database. Verifications of education will be conducted for positions requiring a college degree or above as a minimal requirement, license and certifications verification for positions requiring a license or certification and DMV records (for positions requiring operation of a vehicle). Fingerprinting is required for any position having direct access to or responsibility for cash or cash equivalent or unescorted access to certain identified radioactive materials in compliance with the Nuclear Regulatory Commission’s regulations.
A pre-placement health clearance and assessment to determine the new hire candidate’s ability to perform the essential functions of the position with or without accommodation is required. A refusal to participate in the pre-placement health clearance will result in a rescission of offer.
A pre-employment substance abuse screening is required. A refusal to participate in the pre-employment substance abuse screening will result in a rescission of offer.
As a result of revised Family and Medical Leave Act (FMLA) regulations, a new FMLA notice, titled Employee Rights and Responsibilities under the Family and Medical Leave Act, has been developed and is available for all applicants to review at the following link: http://www.dol.gov/whd/regs/compliance/posters/fmla.htm
|•||Annual Security Report & Annual Fire Safety Report|
|•||Nondiscrimination and Affirmative Action Policy|
|•||Policy on Non-Discrimination Regarding Language Spoken in the Workplace|
|•||The Federal Deficit Reduction Act|
|•||UCSF Policy on Sexual Violence and Campus Response/Procedures|
|•||University of California Policy on Sexual Harassment|
|•||University of California Policy on Substance Abuse|
|•||Zero Tolerance Standard for Workplace Violence|
Additional details can be found on the Occupational Health Program website.