Equal Employment Opportunity and Affirmative Action
The policy of w88 Line 1 Line 2 Line 3 (w88) is to provide equal employment opportunities without regard to race, creed, color, religion, age, sex, marital status, disability, national origin, ancestry or any other consideration made unlawful by federal, state or local laws. The policies relate to all phases of employment including, but not limited to, recruiting, employment, placement, promotion, demotion, transfer, termination, layoff, recall, rates of pay or other forms of compensation, selection for training, use of all facilities and participation in all University sponsored employee activities. w88 Line 1 Line 2 Line 3 is committed to treating all colleagues with Dignity and Respect. Before any new employee can be assigned to any position at w88 Line 1 Line 2 Line 3, the individual must provide proof of identity and eligibility to work as specified by the Immigration Reform and Control Act of 1986.
Non-Discrimination and Equal Opportunity Provisions
w88 Line 1 Line 2 Line 3 is committed to promoting diversity, nondiscrimination, and equal opportunity compliance in all University programs, facilities, and activities in regard to the following laws:
- Title VII of the Civil Rights Act of 1964, as amended, which prohibits discrimination on the basis of race, color, and national origin
- Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits discrimination against qualified individuals with disabilities
- The Age Discrimination Act of 1975, as amended, which prohibits discrimination on the basis of age
- Title IX of the Education Amendments of 1972, as amended which prohibits discrimination on the basis of sex in educational programs
Questions regarding nondiscrimination and equal opportunity policies may be addressed to the Director of Human Resources.
Americans with Disabilities Act Amended
w88 Line 1 Line 2 Line 3 prohibits the harassment of individuals based on disability in accordance with Section 504 of the Rehabilitation Act of 1973 and Title II of the American with Disabilities Act of 1990. The ADA prohibits discrimination against applicants and employees who are “qualified individuals with a disability”. In 2008, President George W. Bush signed the ADA Amendments Act, which gave workers with disabilities broader protections by adding the following to the list of “major life activities”: “caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.”
An employee/candidate must be able to perform the essential functions of the position, with or without accommodations to work in or be hired for a position. Please contact your immediate supervisor or Human Resources should you require an accommodation. Harassment based on disability shall be defined as criticizing, taunting, belittling, or denying education or work related opportunities to an individual based on a documented disability.
The University will seek to prevent such harassment by:
- Publishing this policy in student and faculty/staff handbooks/guides
- Bringing awareness of this policy in new student and faculty/staff orientations
- Proactively investigating and, where justified, redressing reported incidents of such harassment
- Investigations will be the responsibility of the University’s General Counsel and may be assigned to the VP of Student Affairs and Student Success or the Human Resources Director, depending on the nature of the event
Individuals who feel they have been harassed on the basis of a documented disability will have access to the University grievance procedures. Individuals who are found to have harassed another individual based on a disability will be subject to the disciplinary procedures of the University. The president will be advised of all findings of disability harassment and proposed disciplinary actions based on those findings.
Harassment and Harassment Relief
w88 Line 1 Line 2 Line 3 requires that harassment, sexual or otherwise, be treated as a serious matter. All claims of harassment are thoroughly investigated. Any form of harassment by any member of the workforce, a student, vendor or outside contractor directed at the individual’s race, color, sex, sexual preference or orientation, religion, veteran status, age or physical or mental disability is a violation of this policy, will be treated as a serious matter, and will result in appropriate action up to termination. See Sex- and Gender-Based Discrimination, Harassment, Misconduct and Retaliation.