17³Ô¹Ï

SCOPE: FACULTY AND STAFF

Issued: 4/1/00

Revised: 10/01/03; 1/01/07; 8/18/16, 3/1/2018

PURPOSE: To provide a working environment of non-discrimination for disabled workers and veterans at 17³Ô¹Ï.

POLICY: 17³Ô¹Ï will not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. 17³Ô¹Ï will employ, advance in employment, and otherwise treat qualified disabled and veteran individuals without discrimination based upon their physical or mental disability in all employment practices. 17³Ô¹Ï will comply with the rules, regulations, and relevant orders of the Secretary of Labor issued pursuant to the Rehabilitation Act of 1973 as amended and Americans with Disabilities Act Amendments Act of 2008 (ADAAA) effective January 1, 2009. All personnel actions are reviewed to ensure Equal Employment Opportunity (EEO) compliance.

CONTENTS:

1. Responsibility for Implementation
2. Dissemination of Policy
3. Development and Execution of Affirmative Action for Disabled Workers and Veterans

1. Responsibility for Implementation

The President of 17³Ô¹Ï has delegated, to the Associate Vice President for Human Resources, the responsibility for implementing policies and programs designed to provide equal access to employment opportunities for disabled workers and veterans. He/she will be given top management support and staff to manage the implementation of this program, including the following activities:

1. Develop policy statements, programs, and internal and external communication techniques.
2. Identify problem areas in conjunction with line management and known disabled and veteran employees, in the implementation of programs and development of solutions.
3. Design and implement audit and reporting systems.
4. Serve as liaison between the University and enforcement agencies.
5. Keep management informed of the latest developments designed to provide equal access.

2. Dissemination of Policy:

17³Ô¹Ï will take the following measures to disseminate its policy for employment and advancement of disabled individuals and veterans.

1. Efforts in providing equal access policies and programs for disabled employees and veteran employees will be documented in the University's policy manuals.
2. The President of 17³Ô¹Ï will stress the importance of programs for disabled persons and veterans in faculty meetings.
3. Promotion of programs for disabled persons and veterans will be done through various communication channels such as: meetings with executive, management and supervisory personnel, and school newsletters and bulletins.
4. Written notification of 17³Ô¹Ï's policy on disabled and veteran workers and a request for appropriate action on their part will be given to all sub-contractors, vendors and suppliers.

3. Development and Execution of Affirmative Action for Disabled Workers and Veterans:

The following programs and practices are in operation, or are being developed, to meet the needs of 17³Ô¹Ï.

1. Employment Practices -- 17³Ô¹Ï makes it a policy to practice equal access in all phases of the employment process. The following is a breakdown of measures that are being employed as a means of assuring that disabled workers and veterans are not being discriminated against in employment.

(1) Recruiting: The following measures are being taken to improve the applicant flow of qualified disabled workers and veterans:

(a) Contact with organizations which offer help in referring disabled persons and veterans.

(b) In help wanted advertising, include a statement that applications from disabled persons and veterans are welcomed.

(2) Selection: It is the practice of 17³Ô¹Ï to select employees on the basis of their qualifications in relation to the requirements of the job. In no case is a qualified applicant rejected because of a physical or mental disability. To assure that the selection process is unbiased, the following actions are being taken:

(a) All personnel interviewers are carefully selected and trained to objectively evaluate each disabled and veteran applicant's qualifications in relation to their ability to perform the work with reasonable accommodations to physical and mental limitations.

(b) All tests used in selection of employees have been validated as work related.

(c) Selection techniques other than tests are continuously reviewed to assure that disabled persons and veterans are receiving proper consideration of their qualifications for job openings.

(d) Job requirements, job descriptions, and job sp