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3. Employment and Affirmative Action

3.1. Employment

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3.1.2. Equal Employment Opportunity / Affirmative Action

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Effective Date: 5-16-1973

Revision Date: 9-22-2009

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, Vietnam-era veterans status, non-relevant mental or physical disability or any other protected status as provided for and to the extent required by 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, gender identity or expression.

The sexual orientation, gender identity or expression provision of this policy shall not prohibit the University from maintaining relationships with agencies of the federal government and shall not be applied to conflict with any provisions of the Michigan Constitution.  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 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 and Revision

Minutes of the Board of Regents: May 16, 1973, para. .1236M.  January 23, 1996, para. .5068M.  June 17, 2003, para. .6132M; March 20, 2007, para. .6695., Minutes of the Board of Regents September 22, 2009