Policy Number: 4.120
BACKGROUND/HISTORY
In accordance with anti-discrimination law, it is the purpose of this policy that 黑料福利社 provides equal opportunity in employment compensation and other terms and conditions of employment.
SCOPE
This policy applies to all aspects of the relationship between 黑料福利社 and its employees, including recruitment, employment, promotion, transfer, training, working conditions, wages and salary administration, employee benefits and application of policies.
The policies and principles of Equal Employment Opportunity (EEO) also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with 黑料福利社.
AUTHORITY
Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Section 504 of the Rehabilitation Act of 1973, as amended, state laws and regulations, Board of Trustees statements of policies, the Employee Handbook and internal guidelines.
The Board of Trustees is committed to maintaining a workplace environment free from unlawful discrimination and ensuring compliance with applicable federal and state employment laws.
The President is authorized to develop and implement administrative procedures necessary to carry out this policy.
The College shall comply with all applicable federal and state equal employment opportunity laws and regulations.
DEFINITIONS
Non-discrimination. Federal, state, and local equal employment opportunity laws combine to protect job applicants and employees from discrimination on the basis of a protected status/characteristic in recruiting, hiring, appointment, transfer, promotion, tenure, classification, referral, discharge, layoff, compensation, benefits, job training, tuition assistance, participation in sponsored educational, social, and recreational programs, and other aspects of employment. Discrimination against job applicants and employees based on the following protected statuses/characteristics鈥攁ge, caregiver status, childbirth, citizenship status, color, creed, disability, domestic violence victim status, ethnicity, familial status, gender and/or gender identity or expression, marital status, military status, national origin, predisposing genetic characteristics, pregnancy, race, religion, sex, sexual orientation, unemployment status, veteran status, and any other legally protected basis is prohibited.
Non-retaliation. Federal, state, and local equal employment opportunity laws also prohibit retaliation against job applicants and employees for engaging in protected activity. Consistent with applicable law, this Policy prohibits harassment, intimidation, threats, coercion or discrimination because a job applicant or employee engaged in any of the following protected activities: (i) filed a complaint pursuant to an equal employment opportunity law or applicable College policy; (ii) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of an equal employment opportunity law or applicable College policy; (iii) opposed any act or practice prohibited by an equal employment opportunity law or applicable College policy; or (iv) exercised any other right protected by an equal employment opportunity law or applicable College policy.
Equal Employment Opportunity (EEO): The right of all employees and applicants to be treated fairly and without discrimination in all personnel actions including hiring, firing, promotions, training, and compensation.
Protected Characteristics/Classes: Specific groups protected by federal, state, or local laws (e.g., race, color, religion, sex, national origin, age, disability, or genetic information).
Discrimination: Unlawful adverse employment decisions (e.g., termination, failure to hire) based on a protected characteristic. This includes both intentional discrimination and neutral policies that disproportionately impact protected groups without a legitimate business necessity.
Harassment: Unwelcome conduct鈥攕exual or otherwise鈥攂ased on a protected characteristic that creates a hostile, intimidating, or offensive work environment.
Retaliation: Prohibited actions taken against an employee for reporting discrimination, participating in an investigation, or opposing discriminatory practices.
Reasonable Accommodation: Modifications or adjustments to the job application process, work environment, or duties that enable a qualified individual with a disability to perform essential job functions, unless it imposes an "undue hardship" on the employer.
Qualified Individual: A person who, with or without reasonable accommodation, can perform the essential functions of the position.
POLICY STATEMENT
黑料福利社 affirms and actively promotes the right of all individuals to equal opportunity in education and employment without regard to any protected basis, including race, color, sex, national origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity and gender expression or any other consideration not directly and substantively related to effective performance.
Employment Decisions
Employment decisions shall be based on job-related criteria, including qualifications, experience, performance, and institutional needs. Discrimination in any employment action is strictly prohibited.
Reasonable Accommodation
The College shall provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship on College operations.
Requests for accommodation shall be processed in accordance with established administrative procedures.
Reporting and Complaint Procedure
Employees or applicants who believe they have been subjected to discrimination in employment are encouraged to report concerns promptly.
Reports may be made to:
- Human Resources Office
- Immediate supervisor (unless the supervisor is the subject of the complaint)
- Designated compliance officer, as applicable
The College will ensure that complaints are:
- Promptly reviewed and investigated
- Handled as confidentially as practicable
- Addressed with appropriate corrective action when warranted
Retaliation Prohibited
The College prohibits retaliation against any individual who, in good faith, reports discrimination, participates in an investigation, or exercises rights under this policy or applicable law.
Violations of this provision may result in disciplinary action, up to and including termination of employment.
RESPONSIBILITIES
The officers of 黑料福利社 will be responsible for the dissemination of this policy. Directors, managers and supervisors are responsible for ensuring equal employment practices within each department. The HR department is responsible for overall compliance and will maintain personnel records in compliance with applicable laws and regulations.
The President is responsible for implementation of this policy and may delegate administrative responsibilities to appropriate College officers.
All employees are responsible for complying with this policy and supporting a workplace consistent with equal employment opportunity principles.
PROCEDURES/RELATED DOCUMENTS AND FORMS
None.