| |
Southwestern
Community College - Policies and Procedures Manual |
| Policy
Title: |
Equal
Employment Opportunity |
4.16 |
| Responsible
Division: |
Administrative
Services |
|
| Date
Approved: |
January
2000 |
|
|
|
| 1. |
It
is the policy of the college that
neither race, religion, color, creed, national
origin, sex, age, political affiliation, nor
personal disability is to be considered in
the:
| a. |
Recruitment
and employment of new employees of the
college. |
| b. |
Promotion,
demotion, transfer, lay-off, termination,
or selection of employees of the college
for training and development. |
| c. |
Establishment
of rates of pay including the awarding
of salary adjustments and/or annual
salary increases. |
|
| 2. |
The
commitment to equal career opportunity
is undertaken through a continuing program
of affirmative action in order to assure that
all personnel policies and practices relevant
to total employment by the college will guarantee
equal opportunities for all persons. The college
is committed to increase the representation
of minorities at all levels in the work force.
Equal employment opportunity and equal educational
opportunity are viewed as integral parts of
the mission and purpose of the college. (See
Ethnic Diversity charts found in Institutional
Effectiveness plan) |
| 3. |
Special
Provisions Relative to Age
Equal employment opportunity as to age applies
to persons age 40 and above. State and federal
laws forbid employment discrimination on the
basis of age. It is unlawful "to fail
or refuse to hire or to discharge any individual
or otherwise discriminate against any individual
with respect to compensation, terms, conditions,
or privileges of employment, because of such
individual's age." |
| 4. |
Special
Provisions Relative to Disabled
| a. |
Equal
employment opportunity for persons with
disabilities includes the making of
a reasonable accommodation to the known
physical and mental limitations of a
qualified disabled applicant or employee
who would be able to perform the essential
duties of the job if such accommodation
is made. This may include: making facilities
used by employees readily accessible
to and usable by such persons; job restructuring
(reassigning non-essential duties and/or
using part-time or modified work schedules),
acquisition or modification of equipment
or devices; provision of readers or
interpreters; and/or other similar actions.
The college will make such adjustments
for the known limitations of otherwise
qualified disabled applicants and employees,
unless it can be demonstrated that a
particular adjustment or alteration
would impose an undue hardship on the
operation of the college. |
| b. |
Whether
an accommodation is reasonable must
depend on the facts in each case. Factors
to be considered in determining this
include: the nature and cost of the
accommodation needed; the type of operation,
including the composition and structure
of its work force; and the overall size
of the particular program involved,
with respect to number of employees,
number and type of facilities, and size
of budget. |
|
| 5. |
Bona
Fide Occupational Qualifications
| a. |
Age,
sex, or physical requirements may be
considered if they constitute a bona
fide occupational qualification necessary
for job performance in the normal operation
of the college. Whether such a requirement
is a bona fide occupational qualification
will depend on the facts in each case.
This exemption will be construed very
narrowly and the college will have the
burden of proving the exemption is justified.
|
| b. |
Physical
fitness requirements based upon pre-employment
physical examinations relating to the
minimum standards for employment may
be a reasonable employment factor other
than age or sex. Provided, however,
that such standards are reasonably necessary
for the specific work to be performed
and are uniformly and equally applied
to all applicants for the particular
job category, regardless of age or sex.
|
| c. |
A
differentiation based on a physical
examination may be recognized as reasonable
in certain job situations which necessitates
stringent physical requirements due
to inherent occupational factors such
as the safety of the individual employees
or other persons in their charge, or
those occupations which by nature are
particularly hazardous. Job classifications
which require reflexes or a high degree
of speed, coordination, dexterity and
endurance would fall in this category.
|
| d. |
To
establish age, sex, or physical requirements
as a bona fide occupational qualification,
it will be necessary to submit a recommendation
to the Director of Human Resources and
Facility Development, setting forth
all facts and justification as to why
the requirement should be considered
as an employment factor in each of the
classifications in question.
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