Equal opportunity employment practices generally involve adhering to federal, state and local laws that prohibit discrimination and harassment in the workplace. However, employers with a broad vision of what it means to provide equal opportunities to potential and current employees create numerous -- not unconventional per se -- ways to level the playing field. Department of Labor Office of Federal Contract Compliance Programs enforces the executive order that mandates affirmative action plans for companies that provide goods and services to the federal government. In addition, state and local laws often mirror federal laws -- they, too, set out employer obligations and rights concerning fair employment practices.
In conformance with federal and state law and university policy we are guided by the principle that there shall be no difference in the treatment of individuals because of race, color, religion, national origin, sex, age, disability, veteran status.
Equal opportunity and access to programs shall be available to all members of the university community, both students and employed personnel at every level, and to all units, facilities, and services of the university.
In the employment of all personnel, the university recognizes that, as a public agency, it has a further commitment: Two important concepts are embodied in equal employment opportunity: Nondiscrimination Affirmative Action Affirmative action requires more than employment neutrality.
The affirmative action concept requires positive action to insure against perpetuation of benign neutrality in employment practices. Equal Employment Opportunity Compliance with Laws Through the policies and programs set forth in the Affirmative Action Plan, the university undertakes to comply fully with all federal, state, and local laws relating to educational opportunity, equal employment opportunity, and affirmative action.
Responsibility for Implementation It is the responsibility of every member of the university community—employees, students, and all who use the facilities of the university—to become familiar with the provisions of the university Affirmative Action Program. Their responsibilities include, but are not necessarily limited to, the following: Overall programmatic responsibility to assure that all employment practices of the university are conducted in a manner which does not discriminate unlawfully.
Overall direction of the university's Affirmative Action Plan within their colleges, divisions, and departments. Maintenance of central personnel and related records in a manner facilitating achievement of the goals of the Affirmative Action Plan. All records should be kept for the current year and three previous years.
Director of Compliance The full-time position of Director of Compliance will be maintained. The Director of Compliance shall have immediate responsibility for implementation of the Affirmative Action Plan and for such related duties. Career Development It is recognized that to some extent achievement of equitable distribution of underrepresented group members and women throughout all job classifications in the university, as projected in goals and timetables, will be the result of initial assignments, subsequent transfers, promotions, and possible training.
All such appointments shall be made in accordance with affirmative action and equal opportunity concepts and policies and subject to review by the Compliance Office.
Equal Benefits University employment benefits will be formulated and administered without discrimination. One or more copies will be kept on file in the university library and made available to any interested person upon request.
Affirmative Recruitment The university is committed to the proposition that the proportions of underrepresented group members and women in its student population should assure their adequate representation in careers of their choice and where their potential contribution has not been realized.
The university is also committed to the identification and elimination of any discrimination in the provision of educational and related services and to the establishment of procedures which will assure equal treatment and educational benefits. University Sanctioned Organizations Proposed All organizations, unless legally exempt, in order to be sanctioned by the university, will be required to submit to the Vice President of Student Services an annual statement of nondiscriminatory intent and practice.
Such acts include, but are not limited to, defamatory statements made by faculty members in class, or by other employees in the course of their work, which demean or insult individuals because of their race, sex, national origin, disability, or otherwise covered characteristic.
Nondiscrimination in Off-Campus Programs In keeping with our Statement of Policy and Intent, the University must keep in mind and ensure the inclusion of all off-campus programs and activities. Programs or activities that the university does not operate but which are required components of educational or employment programs are subject to the Affirmative Action and Equal Employment Opportunity policy.
The university can be held liable in instances where discrimination occurs against students or employees in such related programs. Employees and students, while functioning in their university-associated roles, must also be protected from discriminatory acts including sexual harassment from vendors, subcontractors, and other non-university employees or students.
Provisions for Individuals with Disabilities and Vietnam Era and Disabled Veterans The university does not discriminate on the basis of disability or veteran status.
Recruitment, advertising, and job application procedures Hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff, and rehiring Rates of pay or any other form of compensation and changes in compensation Job assignments, job classifications, organizational structures; position descriptions, lines of progression, and seniority lists Leave of absence, sick leave, or any other leave Fringe benefits available by virtue of employment, whether or not administered by the covered entity Selection and financial support for training, including: Apprenticeships, professional meetings, conferences, and other related activities, and selection for leaves of absence to pursue training Activities sponsored by covered entity including social and recreational programs Any other term, condition, or privilege of employment.
The University assures that only the portion of veteran's military records relevant to the specific job applied for shall be considered in determining qualifications.Equal employment opportunity counselor training • 1–19, page 5 Venue • 1–20, page 5 EEO Complaints involving the Secretary of the Army or officials of the Office of the Secretary of the Army; Chief.
Chelan County is committed to providing equal employment opportunity for all employees and applicants for employment on the basis of merit without regard to race, color, religion, gender, age, national origin, or physical or mental disability.
Sample of Complaint Letter to EEOC How to Effectively Complain to the EEOC The U.S. Equal Employment Opportunity Commission (EEOC) is a proper place to complain to if you believe you were discriminated against at your workplace or were retaliated against because of .
Equal opportunity employment practices generally involve adhering to federal, state and local laws that prohibit discrimination and harassment in the workplace. However, employers with a broad vision of what it means to provide equal opportunities to potential and current employees create numerous.
Provide equal opportunity in employment for all people, and to prohibit discrimination in employment because of race, color, religion, sex, national origin, age, physical or mental disability. Understanding Your Employment Rights Under the Americans with Disabilities Act (ADA): A Guide for Veterans Introduction.
In recent years, the percentage of veterans who report having service-connected disabilities (i.e., disabilities that were incurred in, or aggravated during, military service) has risen. About twenty-nine percent of recent veterans report having a service-connected.