Faculty Employment Opportunities

The university is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. You can learn more about federal equal employment opportunity protections by accessing the Department of Labor’s notices: Equal Opportunity Poster.pdf.

Individuals with disabling conditions who require accommodation during recruitment may contact the ADA Coordinator at (209) 667-3159.

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 document form upon hire.

The person holding this position is considered a ‘mandated reporter’ under the California Child Abuse And Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment.

The annual Campus Security and Fire Report includes statistics for the previous three years concerning reported crimes that occurred on campus, in certain off-campus buildings or property owned or controlled by Stanislaus State, and on public property within or immediately adjacent to and accessible from the campus. The report also includes institutional policies concerning campus security, such as alcohol and drug use, crime prevention, the reporting of crimes, sexual assault and campus fire statistics. You can obtain a copy of this report on the Equity Programs & Compliance website.

To request a printed copy, call: (209) 667-3572, fax: (209) 667-3104, or email: Public_Safety@csustan.edu.

Information regarding Campus Security Reports at other locations.

The University requires a criminal background check to be completed for all of its new employees, current employees seeking promotional or transfer opportunities, and current employees assigned new duties. Necessary background investigations will be conducted, as required, depending upon the job requirements of the position.  These could include, but are not limited to, employment verification, education verification, reference checks, and criminal records checks via processing of fingerprints through the Department of Justice and FBI, as well as license verification upon employment.  Additionally, all applicants or employees whose responsibilities include regular or direct contact with minor children are subject to the child abuse background check.  Failure to consent to any background check will disqualify an applicant from further consideration. Additionally, an applicant who fails to provide the necessary information or who provides false or misleading information may also be disqualified from further consideration. Later discovery of false or misleading information related to the background check may result in the offer of employment being withdrawn or subject the employee to disciplinary action, up to and including termination. Full disclosure of all misdemeanors and felonies should be made in connection with this application.