Policy Number: 4.120
BACKGROUND/HISTORY
In accordance with anti-discrimination law, it is the purpose of this policy that Â鶹ÊÓƵ provides equal opportunity in employment, compensation, and other terms and conditions of employment.
SCOPE
This policy applies to all aspects of the relationship between Â鶹ÊÓƵ 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 Â鶹ÊÓƵ.
AUTHORITY
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
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—sexual or otherwise—based 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
Â鶹ÊÓƵ is committed to providing an environment free from discrimination and harassment in employment, education programs, and activities. The College prohibits discrimination based on legally protected characteristics under applicable federal and state law, including race, color, religion, sex, national origin, age, disability, veteran status, or genetic information.
This commitment is reflected in the following employment practices and procedures.
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 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.