91������

Effective Date

October 29, 2010

Revised Effective Date 

December 13, 2021

Approved By

Philip P. DiStefano, Chancellor

Owner

Affirmative Action Officer, Human Resources

I. Purpose

It is the ongoing policy and practice of the 91������ (91������) to provide equal employment opportunity (EEO) to all individuals and to take affirmative action (AA) with respect to qualified individuals from underrepresented groups.

EEO means providing individuals with equal access to all phases of the employment process regardless of race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. EEO shall apply to all terms, conditions, and privileges of employment, including but not limited to recruiting, advertising, hiring, probation, testing, training and development, job assignments, job classifications, organizational structures, position descriptions, lines of progression, leave, promotion, demotion, transfer, compensation, benefits, educational assistance, discipline, termination, layoffs, social, cultural and recreational programs, and retirement. AA means taking positive efforts to recruit, employ, retain and advance in employment qualified women, minorities, individuals with disabilities, and protected veterans[1] in order to overcome the effects of past discrimination. 91������’s AA program has the support of the Chancellor and entire administration.

II. Policy

91������ does not discriminate in any condition of employment on the basis of race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. 91������ is committed to making employment decisions in all job titles based on valid job requirements, without regard to race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. 91������ will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant.[2] 91������ maintains an internal audit and reporting system to ensure compliance with this Policy.

All employees and applicants for employment are protected by this policy and EEO/AA regulations and law from reprisal, harassment, coercion, intimidation, threats, interference, or discrimination for:

1. Filing a complaint with 91������'s Office of Institutional Equity and Compliance (OIEC) or any state or federal office charged with the enforcement of EEO policies
2. Assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local law pertaining to EEO or AA, including but not limited to Executive Order 11246, as amended (EO 11246); the Vietnam Era Veteran's Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212 (VEVRAA); section 503 of the Rehabilitation Act of 1973, as amended 29 U.S.C. 793 (Section 503); or their implementing regulations in 41 CFR §60-1, §60-2, §60-300 and §60-741
3. Opposing any act or practice made unlawful by any federal, state, or local law pertaining to EEO or AA
4. Exercising any other right protected by any federal, state, or local law pertaining to EEO or AA

Implementation of 91������'s EEO programs and AA compliance is assigned to the Chief Human Resources Officer for 91������ and the Affirmative Action Officer. In furtherance of 91������’s policy regarding AA and EEO, 91������ has developed a written Affirmative Action Plan (AAP) that sets forth the policies, practices and procedures that 91������ is committed to in order to ensure that its policy of nondiscrimination and AA for qualified women, minorities, individuals with disabilities, and protected veterans is accomplished. The AAP is developed, implemented, and updated on annual basis. This AAP is available for inspection by any employee or applicant for employment upon request, during normal business hours, in 91������’s Department of Human Resources.

All personnel with responsibility for employment and personnel decisions are directed to perform their duties in accordance with this Policy.

[1] For purposes of AA, protected veteran means a veteran who is protected under the non-discrimination and affirmative action provisions of VEVRAA; specifically, a veteran who may be classified as a “disabled veteran,” “recently separated veteran,” “active duty wartime or campaign badge veteran,” or an “Armed Forces service medal veteran,” as defined by 41 CRF §60-300.2.

[2] This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee's essential job functions discloses the compensation of such other employees or applicants to individuals who do not otherwise have legitimate or legal basis for obtaining the information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor's legal duty to furnish information.