The Office of Affirmative Action administers the policies and procedures related to equal employment opportunity, affirmative action, and the Americans with Disabilities Act.
Services Provided
Advise and Consult with Search Committees.
At the beginning of a search, hiring units may invite an OAA staff member to meet with the search committee to review equal opportunity and affirmative action principles, policies and procedures, explain the forms used in the search, availability and utilization data, discuss possible recruitment sources and strategies, and special outreach efforts. As the search progresses, OAA staff are available to discuss screening procedures, evaluation of applicants' qualifications, reference checking, and on campus interviews. When hiring units identify finalists, OAA staff members are available to discuss the relative strengths of the candidates and how diversity may be considered in the final decision.
Coordinate the Interactive Process for Reasonable Accommodation.
The ADA Coordinator assists applicants, employees, hiring officials, supervisors and managers in determining the essential functions of jobs and obtaining documentation of functional abilities and limitations, unless the limitations are obvious; researching and considering possible accommodations; and selecting an effective accommodation. The ADA Coordinator works with Disability Support Services to ensure that students receive academic accommodations and with program sponsors to ensure that programs and activities are accessible. The ADA Coordinator prepares a record of the process and informs individuals of the appeal process when a reasonable accommodation is denied.
Manage Affirmative Action and Equal Employment Opportunity Compliance.
OAA staff consults with department officials concerning recruitment efforts to inform individuals covered by the affirmative action program of job opportunities, to assess the degree to which the department affords qualified individuals an equal opportunity to apply for jobs, training, promotion and transfers, OAA staff may also review salaries disciplinary and termination records to look for evidence of inequitable salaries or differential treatment.
Investigate and Resolve Discrimination and Harassment Complaints.
The OAA responds to reports and complaints or concerns about discrimination or harassment on the basis of race, color, sex, national origin, religion, age, ancestry, military status, veteran status, sexual orientation, gender identity and disability. OAA staff interview individuals who report discrimination or harassment, organize an administrative review team to evaluate the report and determine how to resolve the report. If an investigation is warranted, the team prepares a complaint, informs the accused, interviews witnesses and obtains relevant documents, decides whether discrimination or harassment has occurred, and recommends appropriate sanctions and corrective actions, if necessary. Complaints are confidential. Click here to view the Policy and Procedure for Discrimination and Harassment Complaints.
Provide EEO Counseling.
OAA staff provides informal confidential assistance on matters in which there is no allegation of discrimination or harassment. They listen to concerns, help individuals to evaluate situations and select options to resolve concerns; answer questions, make referrals for mediation, employee assistance, human systems consultant, and ombudspersons; and explain complaint resolution procedures. OAA staff may review documents, or contact department officials to ask questions about policies, practices, or procedures, but they will only disclose an individual's name with the individual's permission. However, in situations where there is risk of injury, danger to health and safety, disruption of operations or loss of property, staff must inform appropriate K-State officials. OAA staff does not make administrative or academic decisions.