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Human Resources


  • Clery Act Compliance
    • Pursuant to the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the annual security report (ASR), is now available for viewing at The ASR contains the current security and safety-related policy statements, emergency preparedness and evacuation information, crime prevention and sexual assault prevention information, and drug and alcohol prevention programming. The ASR also contains statistics of Clery Act crimes for Fresno State for the previous three years. A paper copy of the ASR is available upon request by contacting the office of the Director of Title IX and Clery Compliance located at the University Student Union, 5280 N Jackson Avenue, Fresno, CA 93740 M/S SU71.
  • Conflict of Interest

  • Mandatory Reporting of Child Abuse and Neglect

  • Employment Policy Governing Employee References
    • Summary
      This policy outlines the principles and procedures for providing professional references for current and former CSU
      employees which include a prohibition on providing a positive verbal or written reference on behalf of the CSU for current or
      former employees who are found to have engaged in misconduct that resulted in the employee being non-retained,
      terminated, or separated through mutually agreed upon settlement terms. If an employee is currently under investigation for
      misconduct or violation of university policy, requests for a reference by the CSU may not be given until the investigation and
      any appeals have concluded.
      Below are key points:
      •  Employees receiving requests for references from third parties must confer with their Campus Human Resources
        (staff, student, and/or management employees) or Faculty Affairs (faculty employees) Departments prior to
        responding to the request, as the employee being asked to provide the reference may be unaware of relevant
        information. Employees may not provide references on behalf of the CSU for employees who have been nonretained
        or separated due to a finding that they engaged in misconduct.
      • Personal references are permitted, but they must clearly indicate that they are not made on behalf of the CSU.
        Therefore, personal references may not be written on CSU Letterhead.
      •  Employment verifications for current or former employee must always be directed to the Campus Human Resources
        Department. Such verifications are limited to job title(s), dates of employment, and job duties.

          For full details and further explanation please refer to the Employment Policy Governing the Provision of Employee References.