Equal
Employment Opportunity / Affirmative
Action
| Effective Date: |
05.16.1973 |
Revision Date: |
06.17.2003 |
| Chapter Name: |
Employment
/ Affirmative Action |
Policy Number: |
3.1.2 |
| Policy Name: |
Equal
Employment Opportunity / Affirmative
Action |
| A
PDF version of this policy is available
via this link. |
UNIVERSITY POLICY STATEMENT
It is the policy of Eastern Michigan University,
in recognition of the essential rights of all employees
and applicants as individuals, to recruit and hire
in all job classifications without regard to race,
color, religion, creed, sex, age, national origin,
ancestry, marital status, veterans status or physical
or mental disability as provided for and to the
extent required by state and federal statues. Further,
it is the policy of the University to take affirmative
action to ensure that all personnel actions such
as rate of compensation, promotion, retirement,
transfers, fringe benefits, layoffs, return from
layoff, University training programs, social and
recreational programs are administered without regard
to race, color, religion, creed, sex, age, national
origin, ancestry, marital status, veterans status
or physical or mental disability as provided for
and to the extent required state and federal statutes. Finally,
it is the policy of the University to recruit, hire
and take other personnel actions in all job classifications
without regard to sexual orientation.
The sexual orientation provision of this policy
shall not prohibit the University from maintaining
relationships with agencies of the federal government. Further,
except where approved by separate action of the
Board of Regents the sexual orientation provision
of this policy shall not apply to employment benefits,
family housing, financial aid packages and student
residency status.
UNIVERSITY PRACTICE
Eastern Michigan University reaffirms its equal
employment opportunity and affirmative action policies
and is committed to their full implementation. Good
faith efforts shall be directed toward equality
of employment opportunity that transcends racial
and sexual identities for present and potential
employees. To this end, traditional recruitment
and employment patterns have been amended to increase
the number and proportion of women and minority
individuals in instructional and noninstructional
positions in every department, unit and division
of the University, where these individuals are underutilized. Diversity
of personnel--men, women, minority and majority--all
properly represented at every level of responsibility
will bring new richness to our environment, intellectually
and socially.
The affirmative action plan represents the reaffirmation
of Eastern Michigan University to eliminate discrimination
in recruiting, employment and inequities based on
race or sex within its own structure and to provide
leadership in this area for society at large.
The University has also implemented an affirmative
action plan for veterans and persons with disabilities
consistent with the regulations of the Vietnam Era
Veterans Readjustment Act of 1974 and Sections 503
and 504 of the Rehabilitation Act of 1973.
The President and all persons with hiring authority
will continue to establish and follow result-oriented
procedures to implement these policies of equal
employment opportunities and affirmative action. The
Director of Diversity and Affirmative Action will
monitor the progress of the program as it is defined
herein and redefined as progress is being made in
reaching and maintaining the goal of equal employment
opportunity.
The University shall communicate to prospective
employees the existence of the University's affirmative
action program and make available such elements
of the programs as will enable such prospective
employees to know of and avail themselves of its
benefits.
If employees are pictured in consumer or help-wanted
advertising, both minority and majority men and
women should be shown.
The University shall send written notification
of policies to all subcontractors, vendors and suppliers
requesting appropriate action on their part.
The University's affirmative action and equal employment
opportunity policies and procedures shall be available
to the public through the Office of Diversity and
Affirmative Action, Human Resources Office and the
Office of Assistant Vice President for Academic
Affairs.
RESPONSIBILITY FOR IMPLEMENTATION
The President of Eastern Michigan University is
responsible for the overall implementation of this
program. However, each vice president, dean,
director, department head, and other supervisory
personnel has specific responsibility for developing
and implementing the program in relation to recruitment,
employment, promotion and salary progression within
his or her functional areas of responsibility. These
individuals shall be evaluated on the basis of their
performance in the implementation of the University's
equal employment opportunity and affirmative action
policies by their immediate supervisors.
The Director shall have the responsibility of coordinating
all aspects of the equal employment opportunity
and affirmative action program. The Director
shall, through the General Counsel/University Attorney
and Vice President for Business and Finance advise
the President concerning statements of policy and
the identification of problem areas; assist in arriving
at methods for solutions to problems; provide the
necessary procedural guidance; and coordinate the
efforts in complying with these programs among the
various departments.
The Director shall work with the vice presidents,
deans, directors, department heads and other supervisory
personnel to establish guidelines for implementation,
along with goals and timetables where required by
law. The goals and timetables shall be reviewed
and updated periodically. The goals and timetables
shall specify those areas requiring particular attention
and what is specifically expected to be done to
carry out the responsibilities of the program, along
with the necessary time schedules for the achievement
of results.
Eastern Michigan University will implement an affirmative
action program for handicapped persons consistent
with the regulations of Sections 503 and 504 of
the Rehabilitation Act of 1973.
SCOPE OF POLICY COVERAGE
The above policy covers all University employees
and individuals seeking employment with
the University.
| Authority
for Creation or Revision: |
|
Minutes of the Board of Regents: May 16,
1973, para. .1236M. January 23, 1996,
para. .5068M. June 17, 2003,
para. .6132M
|
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