Option is provided in the admissions application.
As part of our recruitment efforts and in view of our opportunity mission, it is important that we demonstrate the same principles to providing opportunity in our employment activities as we provide in our educational activities. To that end, the university’s hiring team is tasked with understanding diversity’s role within our institution and to recommend steps to capitalize on diversity, and to assist in implementing those steps. Also, as an institution, we will continuously demonstrate in our verbalizations and actions the importance that we place on sustaining a diverse work environment and workforce.
The HR department reaches out to the employees and through the HR process this data is revealed in confidential & collected within the respective department.
BENEFITS DISCLAIMER
The University has established a variety of employee benefit programs designed to assist eligible employees in meeting the financial burdens that can result from illness and disability. Below is a very short general description of the benefits to which employees may be entitled. This general explanation is not intended to, and does not provide, all the details of these benefits. The following does not change or otherwise interpret the terms of the official plan documents. An employee’s rights can only be determined by referring to the full text of the official plan documents, which are available for examination in the Business Office. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents will govern in
all cases. Nothing contained in the benefit plans shall be construed to create a promise of employment or future benefits, or a binding contract between the University and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect. UWLA reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of its benefit plans, including any health benefits that may be extended to retirees and their dependents. The University reserves the exclusive right, in its sole and absolute discretion, to administer, apply and interpret its benefit plans, and to decide all matters arising in connection with the operation or administration of such plans. For more complete information regarding any of the UWLA benefit programs, please refer to the Summary Plan Descriptions, or contact the Business Office.
ELIGIBILITY
Full-time and, when applicable, part-time employees are eligible for most group benefit programs offered by the University. Effective, August 1, 2014, eligibility begins on the first day of the month following the employee’s first 30 days after date of hire. Temporary employees are not eligible. UWLA does not offer paid benefits to its employees’ eligible dependents. Employees may add their eligible dependents to, as defined and approved by each individual healthcare provider, to the group healthcare benefit plans at their own expense.
HEALTH INSURANCE
Employees have the choice of selecting a PPO (Preferred Provider Organizations) or a HMO (Health Maintenance Organization) plan. The Business Office will assist employees in making the necessary arrangements for enrollment. A complete description of the plans is provided to each employee as Summary Plan Descriptions and appropriate supplements. University of West Los Angeles Employee Handbook Revised 01/11/2018
DENTAL INSURANCE
UWLA offers two dental plan options: in network dental coverage and out of network dental coverage.
VISION
UWLA’s vision program also includes both network and non-network coverage.
Please note: should an employee enroll in the medical and dental programs provided by the University, the University will provide the cost of vision care.
GROUP LIFE INSURANCE
The University offers full-time employees who are scheduled to work 30 hours or more per week an employer-paid basic group term life policy along with an accidental death and dismemberment policy.
FAMILY TEMPORARY DISABILITY INSURANCE (FTDI OR PAID FAMILY LEAVE) FTDI (Paid Family Leave)
Gives workers at companies of any size partial reimbursement of their pay for up to six weeks during any 12-month period. The law does not create a new right to a leave of absence,
but rather provides pay for the time an employee is off work for a covered reason such as to bond with a new child (by birth, adoption or foster care) or for a seriously ill parent, child, spouse, registered domestic partner or child of a registered domestic partner. There is no guarantee of reinstatement after taking Paid Family Leave. For more information, contact the Business Office or visit www.edd.ca.gov.
BENEFITS DISCLAIMER
The University has established a variety of employee benefit programs designed to assist eligible employees in meeting the financial burdens that can result from illness and disability. Below is a very short general description of the benefits to which employees may be entitled. This general explanation is not intended to, and does not provide, all the details of these benefits. The following does not change or otherwise interpret the terms of the official plan documents. An employee’s rights can only be determined by referring to the full text of the official plan documents, which are available for examination in the Business Office. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents will govern in
all cases. Nothing contained in the benefit plans shall be construed to create a promise of employment or future benefits, or a binding contract between the University and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect. UWLA reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of its benefit plans, including any health benefits that may be extended to retirees and their dependents. The University reserves the exclusive right, in its sole and absolute discretion, to administer, apply and interpret its benefit plans, and to decide all matters arising in connection with the operation or administration of such plans. For more complete information regarding any of the UWLA benefit programs, please refer to the Summary Plan Descriptions, or contact the Business Office.
ELIGIBILITY
Full-time and, when applicable, part-time employees are eligible for most group benefit programs offered by the University. Effective, August 1, 2014, eligibility begins on the first day of the month following the employee’s first 30 days after date of hire. Temporary employees are not eligible. UWLA does not offer paid benefits to its employees’ eligible dependents. Employees may add their eligible dependents to, as defined and approved by each individual healthcare provider, to the group healthcare benefit plans at their own expense.
HEALTH INSURANCE
Employees have the choice of selecting a PPO (Preferred Provider Organizations) or a HMO (Health Maintenance Organization) plan. The Business Office will assist employees in making the necessary arrangements for enrollment. A complete description of the plans is provided to each employee as Summary Plan Descriptions and appropriate supplements. University of West Los Angeles Employee Handbook Revised 01/11/2018
DENTAL INSURANCE
UWLA offers two dental plan options: in network dental coverage and out of network dental coverage.
VISION
UWLA’s vision program also includes both network and non-network coverage.
Please note: should an employee enroll in the medical and dental programs provided by the University, the University will provide the cost of vision care.
GROUP LIFE INSURANCE
The University offers full-time employees who are scheduled to work 30 hours or more per week an employer-paid basic group term life policy along with an accidental death and dismemberment policy.
FAMILY TEMPORARY DISABILITY INSURANCE (FTDI OR PAID FAMILY LEAVE) FTDI (Paid Family Leave)
Gives workers at companies of any size partial reimbursement of their pay for up to six weeks during any 12-month period. The law does not create a new right to a leave of absence,
but rather provides pay for the time an employee is off work for a covered reason such as to bond with a new child (by birth, adoption or foster care) or for a seriously ill parent, child, spouse, registered domestic partner or child of a registered domestic partner. There is no guarantee of reinstatement after taking Paid Family Leave. For more information, contact the Business Office or visit www.edd.ca.gov.
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CIVIL RIGHTS LAW; EMPLOYMENT DISCRIMINATION LAW; Employment Law; FAMILY LAW; Gender Law
We do have elective course offerings on these subject, but they are offered at various times and not every year.
No active LGBTQ+ student group.
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In keeping with our mission the University of West Los Angeles is a family. Our culture of diversity creates a unique equitable educational empowerment environment. We provide opportunities for resilient learners to become servant leaders to their communities. As such, we have recently opened the equity office as a method to provide for all our stakeholders.