The Office of Affirmative Action administers the policies and procedures related to equal employment opportunity, affirmative action, and the Americans with Disabilities Act.
Reaffirmation of EEO Policy Statement
The university has established a written Affirmative Action Plan with respect to equal opportunity. This Affirmative Action Plan (AAP) has been prepared in conformity with E.O. 11246 and the implementing regulations of Office of Federal Contract Compliance Programs (OFCCP), 41 C.F.R. Part 60-1 et seq., including Revised Order No. 4, as amended, 41 C.F.R. Part 60-2. This AAP is designed to provide guidance to management with respect to the university's commitment to full implementation of its Equal Employment Opportunity/Affirmative Action policy. The university's official policy statement, signed by its President, is included in the Plan. The university's policy includes, without limitation, the following commitments:
To continue to provide equal employment opportunity to all qualified persons, and to recruit, hire, train, promote, and compensate persons in all jobs without regard to race, color, religion, sex, age, disability, or national origin.
To identify and analyze all areas of its employment process so as to further the principles of equal employment opportunity. Employment decisions in all areas are made on the basis of furthering the objective of equal employment. Specific examples include:
Recruitment and Selection
In conformity with applicable law, the recruitment, testing and hiring of all personnel will continue to be conducted without discrimination against any individual with regard to race, color, religion, sex, age, disability, or national origin. All employee selection criteria used by the university conforms to the Uniform Guidelines on Employee Selection Procedures 41 C.F.R. Part 60-3 (1978). Known sources of minority and women potential applicants will be contacted regularly so as to maximize the participation of such applicants.
Promotion
Individuals will continue to be upgraded and promoted on the basis of their abilities, skills, and experience. The university ensures that minority and women employees who are qualified, as well as those who are qualified through training, are considered for promotion. In making promotion decisions, the supervisors directly involved and other appropriate personnel ensure that promotions are based on valid occupational qualifications.
Transfers
When vacancies occur, the supervisor directly involved and other appropriate personnel will continue to make positive efforts to effect transfers of minority and women employees whenever such transfers will increase the likelihood of greater job opportunity in areas where minority and female employees may have been or may now be underutilized.
Layoffs
If reductions in the university's work force become necessary, they will be based on non-discriminatory policies. The university will review those persons affected by the reductions to assure compliance with this policy and to ensure that minorities and women are treated in a non-discriminatory manner with respect to layoff and recall.
To administer personnel actions affecting employees in areas such as compensation, benefits, transfers, layoffs, returns from layoff, university-sponsored training, education, tuition assistance, and social and recreational programs, without regard to race, color, religion, sex, disability, or national origin. The university periodically reviews personnel actions and collects data on a continuing basis for the purpose of monitoring such actions.
To promulgate and administer the university's employee benefit plans, including pension, disability, and welfare insurance benefits, in conformity with the regulations of OFCCP, to the extent that such regulations are generally applicable and consistent with federal law. The Affirmative Action Officer meets periodically with appropriate management persons to review the progress made and to develop alternatives if required. The Affirmative Action Plan in its entirety is reviewed and updated annually. At that time, the total Plan is reviewed with appropriate management personnel.