Personnel Policy Manual for Support Staff

SUBJECT: EQUAL EMPLOYMENT OPPORTUNITY

POLICY STATEMENT:

As stated in the Le Moyne College Equal Employment Opportunity and Affirmative Action Policies, (See Exhibit 307A) Le Moyne College has and will continue to provide all employees and applicants equal opportunity in the manner provided by law in all aspects of employment regardless of their race, color, creed, national origin, age, sex, marital status, disability or handicapped status. These individuals will be recruited, referred for hiring consideration, and employed with the appropriate utilization of their skills and capabilities. Qualified employees will be afforded non discriminatory consideration for promotion and job advancement, and there will be no discrimination with regard to assignments, rates of pay, promotions, transfers, training, terminations, accessibility, working conditions, and benefits.

IMPLEMENTATION:

1. It is the policy of Le Moyne College to give equal treatment to all persons without discrimination as defined above.

2. All employment practices are to provide that all individuals be recruited, hired, assigned, trained, advanced, compensated, and retained on the basis of their qualifications, and treated equally in these and all other respects without regard to race, color, creed, national origin, age, sex, marital status, disability, or handicapped status.

3. It shall be considered the responsibility of all department heads/supervisors to further the implementation of this policy and ensure conformance by their subordinates.

4. All department heads/supervisors must take affirmative action in the elimination of any possible discrimination toward employees and applicants for employment with the College in all categories and levels of employment and personnel.

5. With regard to discrimination or problems arising from race, color, creed, national origin, age, sex, marital status, disability or handicapped status, employees may appeal directly to the Affirmative Action Officer.

a. The College will conduct a good faith investigation of the charges.

b. If the investigation is conclusive, corrective action will be taken as in other offenses, including discharge, if warranted.

c. If the investigation is not conclusive, the accusing employee will be informed that the investigation did take place and advised that it was inconclusive, with the explanation that the opportunity still exists to bring additional evidence.

6. The final enforcement of this policy rests with the President who will be responsible for all final decisions with regard to Equal Employment Opportunity.