Subject: AFFIRMATIVE ACTION STATEMENT
Section
HR
Part
Policy
Statement
1
Effective Date 03/22/01
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to Policies & Procedures
POLICY
STATEMENT
EQUAL
EMPLOYMENT OPPORTUNITY
Fayetteville State University emphatically states that it will
provide
equal employment opportunities for all persons regardless of race, color,
national origin, creed, religion, sex, age, handicapping condition, or political
affiliation, except where religion, sex, or age are bona fide job relative
employment requirements. This is in
keeping with Title VII of the Civil Rights Act of 1964 as amended, Executive
Order 11246, the Rehabilitation Act of 1973, the Civil Rights Restoration Act of
1988, the Americans with Disabilities Act of 1990, the Civil Rights Act of 1991,
NC G.S. 126-16 and other applicable federal and State laws.
In furtherance of this policy, Fayetteville State University prohibits
retaliatory action of any kind taken by any employee against another employee or
applicant for employment because that person made a charge, testified, assisted
or participated in any manner in a hearing, proceeding or investigation of
employment discrimination. Moreover,
personnel policies and practices are to be conducted in a work environment that
is fair; free from discrimination; and free from harassment based on race,
color, sex, national origin, religion, creed or disability.
To ensure that equal employment opportunity exists throughout the
University, a results oriented program has been implemented to overcome the
effects of past discrimination and to eliminate any artificial barriers to
employment opportunities that may exist in any of our programs.
This program ensures greater utilization of all persons by identifying
the underutilized groups in the workforce and making special efforts to increase
their participation in recruitment, selection, training and development, upward
mobility programs and any other term, condition, or privilege of employment; and
also provides when necessary, reasonable accommodations for applicants’ and/or
employees’ handicapping conditions when doing so will enable them to
successfully perform job duties or benefit from training.
Objectives, and timetables have been established to reduce or eliminate
underutilization through our equal employment opportunity plan and program.
Responsibility for the development of this plan and program was assigned
to the EEO Officer. However,
responsibility for the implementation of and compliance with this plan and
program is being shared by all managers and supervisors.
The equal employment opportunity program will be evaluated and monitored
continuously. Periodic progress
reports will be presented to the Chancellor by the EEO Officer.
Fayetteville State University is committed to this program and is aware
that with its implementation, positive benefits will be received from the
greater utilization and development of previously underutilized human resources.
Adopted this the 1st day of March 2002.
Chancellor
POLICY
Fayetteville
State University offers Equal Opportunity to its employees and applicants for
employment with regard to:
-
race, color, religion, national origin, or political affiliation;
-
sex or age (except where sex or age is bona fide occupational
qualification); or
-
handicap in regard to any position for which an applicant or employee is
qualified.
This
policy shall be followed in recruiting, hiring, and promoting into all position
classifications.
Other
Areas of
Equal Opportunity:
In
addition, the University will insure that the following will be administered
without discrimination on the basis of race, color, religion, national origin,
political affiliation, sex, age, or handicap:
1. Other personnel action, such as compensation, benefits, transfers,
lay-offs, returns from lay-offs, demotions, and terminations;
2.
University-sponsored training programs;
3.
Education;
4.
Tuition assistance;
5.
Social and recreation programs; and
6.
University facilities.
Equal
Opportunity Officer
and Committee:
The
Chancellor has appointed the Equal Opportunity Officer to coordinate
administration of Equal Opportunity Programs throughout the University.
He has also appointed an Equal Opportunity Committee from the faculty and
staff to interpret and monitor the Affirmative Action Plan.
The Plan contains all of the items contained in this statement and many
other matters concerning the University’s commitment to the principle of Equal
Opportunity. The Plan has been
distributed to Vice Chancellors, Deans, Academic Heads, Managers, and
Supervisors with the request that it be shared with other interested parties.
RESPONSIBILITIES
Equal Opportunity Officer:
Authority
for administration of the policy has been delegated to the University Equal
Opportunity/Affirmative Action Officer by the Chancellor.
He is assisted by the Chairperson of the Equal Opportunity/Affirmative
Action Committee and the Equal Opportunity/Affirmative Action Committee, whose
membership is drawn from across the University and has been appointed by the
Chancellor.
Administrators:
Vice
Chancellors, Deans, and principal Administrative Heads are responsible for
initiating action to recruit, appoint, and upgrade qualified women and
minorities to all faculty and staff levels.
Supervisors:
Managerial
and supervisory personnel have a specific responsibility to carry out the intent
and spirit of the University’s Equal Opportunity Policy by assuring that all
employees under their direction are aware of and in compliance with the policy.
DETAILED INFORMATION
For
detailed information concerning the University’s Equal Opportunity/Affirmative
Action Policy, refer to a copy of the Equal Opportunity/Affirmative Action Plan.
A copy of the Plan can be obtained from any division head or supervisor.
APPLICANT/EMPLOYEE APPEAL
Discriminating Actions:
Instances of
discrimination should be brought to the University Associate Equal Opportunity
Officer. He/she, along with the
University Equal Opportunity Officer and the University-wide Equal
Opportunity/Affirmative Action Committee, can help resolve matters of
discrimination within the University. The
filing of a grievance will in no way adversely affect the employee’s treatment
on the job.
In
addition, any applicant for employment or any employee who believes that he/she
has been discriminated against in any of the following personnel actions because
of his/her race, religion, color, creed, national origin, sex, age, political
affiliation, or physical disability may appeal directly to the State
Personnel Commission:
1.
Employment;
2.
Promotion;
3.
Training;
4.
Transfers;
5.
Salary adjustment;
6.
Merit salary increment;
7.
Demotion;
8.
Lay-off; or
9.
Termination
Corrective
Action:
If,
in its review of the complaint, the State Personnel Commission determines that
the plaintiff was discriminated against, it will issue binding corrective
orders to the University to counteract such discrimination against the
plaintiff.
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