ࡱ> <>;y "bjbj .,{{ "J!t>>>>>---  $"p% -- >>!222 >> 2 22V@] >ﴇ   !0J!x%%] %] X-K2G--- ---J!%--------- : EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT NICHOLLS STATE UNIVERSITY AAP YEAR: JANUARY 1, 2009 DECEMBER 31, 2009 It has been and will continue to be the policy of Ӱɴý to be an equal opportunity employer. The policies and procedures comply with Titles VI and VII of the Civil Rights Act of 1964, Executive Orders 11246 and 11375, Title IX of the Education Amendments of 1972, Section 503 and 504 of the Rehabilitation Act of 1973, Section 402 of the Vietnam Era Readjustment Act of 1974, The Age Discrimination in Employment Act of 1967 as amended in 1978 and 1986, the Immigration and Reform Act of 1990, the 1993 Family and Medical Leave Act, the American With Disabilities Act, and all Civil Rights Laws of the State of Louisiana. Therefore, no one will be discriminated against in attaining educational goals and objectives and in the administration of personnel policies and procedures. In keeping with this policy the University will recruit, hire, train, and promote persons in all job titles without regard to race, color, religion, sex, or national origin, except in those few cases in which sex is a bona fide occupational qualification. All employment decisions will be made in such a way as to further the principle of equal employment opportunity. Steps will be taken to assure that only valid requirements are imposed for promotional opportunities. Further, personnel actions such as compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, tuition assistance, and social and recreational programs, will be administered without regard to race, color, religion, sex, or national origin. Women and minorities will be recruited for employment and included in management training programs. In addition the University will take affirmative action to employ and advance in employment, qualified individuals with disabilities in all job titles. The University fully embraces quality of opportunity for all employees by affirming that the University will take affirmative action to ensure that all applicants receive fair consideration for employment. 1 DESIGNATION OF RESPONSIBILITY NICHOLLS STATE UNIVERSITY AAP YEAR: JANUARY 1, 2009 DECEMBER 31, 2009 As the chief executive officer, the President of Ӱɴý assumes final implementation and monitoring responsibility for the Affirmative Action Plan subject to the superior authority of the Board of Trustees for the University of Louisiana System. The Director for Human Resources has been named the University Compliance Officer. He has been assigned the responsibility to coordinate and implement the equal employment opportunity policy with the full support of executive management. The following are the staff duties of the University Compliance Officer: Developing policy statements, affirmative action programs, and internal and external communications techniques; Assisting in the identification of problem areas; Assisting line management in arriving at solutions to problems; Designing and implementing audit and reporting systems; Serving as liaison between the University and enforcement agencies; Serving as liaison between the University and minority organizations, womens organizations, community action groups; Keeping management informed of developments in the equal employment opportunity area. The following are the line duties of the University Compliance Officer: Assisting in the identification of problem areas and establishment of goals and objectives; Maintaining active involvement with local minority organizations, womens organizations, community action groups, and community service programs; Conducting the periodic audit of training programs, and hiring and promotion patterns in order to remove impediments to the attainment of goals and objectives; Holding regular discussions with local managers supervisors, and employees to be certain the Universitys policies are being followed; Conducting the periodic audit of such areas as poster display, no segregation of facilities, and equal opportunity in all university sponsored educational, training, recreational, and social events; Assuring that supervisors are informed that their work performance is being evaluated on the basis of their equal employment opportunity efforts and results, as well as other criteria; Reviewing the qualifications of all employees to insure that minorities and women are given full opportunities for transfers and promotions; 2 NICHOLLS STATE UNIVERSITY AAP YEAR: JANUARY 1, 2009 DECEMBER 31, 2009 Assuring that supervisors realize that it is their responsibility to take actions to prevent harassment of employees placed through affirmative action efforts. Divisional administrators (deans, directors, department heads) shall continue to maintain appropriate equal employment opportunity structures which include documentation of departmental recruiting efforts and the rationale for the selection of each candidate engaged for a position with the department and appropriate documentation for the reasons for employment of candidates selected in preference to others. In academic departments, the Dean will have primary responsibility for affirmative action goals and compliance certification. In non-academic departments, Vice Presidents will have these responsibilities. Other responsibilities of these administrators shall include but not be limited to the following: Assistance in identification of problem areas and establishment of unit goals and objectives; Assistance in periodic audit of training programs and hiring and promotion patterns to ensure the attainment of goals and objectives; Regular discussions with divisional employees to be certain that University policies are being followed; Periodic review of qualifications of employees to ensure that minorities and women are given full opportunities for transfers and promotions; Periodic audit to ensure that each work location is in compliance with (1) EEO posters properly displayed; (2) minority and female employees are afforded a full opportunity and are encouraged to participate in university sponsored educational training, recreational and social activities; When conducting performance evaluations of supervisory personnel, one criterion should be the evaluation of their efforts and results in promoting the Affirmative Action Program and equal opportunity; Supervisors are required to monitor and report the progress of employees placed through affirmative action efforts to promote smooth entry into the work force and ensure that there is no harassment of such employees. 3 .Icrswxfghn"hxhiR h$5\ hx:5\ hL#5\h h5\./Ixyz cdefghijklmnp$a$ :~JK"p)$a$ & F & FrsWNo 8!""""""""""$a$gdOV & F & F$a$,1h/ =!"#$% ^ 2 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~_HmH nH sH tH @`@ NormalCJ_HaJmH sH tH >@>  Heading 1 $@&a$5\DA D Default Paragraph FontRiR 0 Table Normal4 l4a (k ( 0No List PK![Content_Types].xmlN0EH-J@%ǎǢ|ș$زULTB l,3;rØJB+$G]7O٭V$ !)O^rC$y@/yH*񄴽)޵߻UDb`}"qۋJחX^)I`nEp)liV[]1M<OP6r=zgbIguSebORD۫qu gZo~ٺlAplxpT0+[}`jzAV2Fi@qv֬5\|ʜ̭NleXdsjcs7f W+Ն7`g ȘJj|h(KD- dXiJ؇(x$( :;˹! 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