Ohio Administrative Code
Title 3342 - Kent State University
Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees
Section 3342-6-02.1 - Administrative policy and plan regarding affirmative action
Universal Citation: OH Admin Code 3342-6-02.1
Current through all regulations passed and filed through September 16, 2024
(A) Policy statement. This affirmative action plan is adopted, and shall be maintained and implemented, pursuant to paragraph (B) of rule 3342-6-02 of the Administrative Code, and of this register, the equal opportunity policy promulgated by the board by resolution of October 4, 1979.
(B) Establishment of responsibilities for conduct of the affirmative action program.
(1)
The president of
the university, as chief executive officer, shall have overall responsibility
for effective implementation of this affirmative action plan and shall exercise
general oversight of such implementation.
(2)
The vice
president for human resources shall have special responsibility in the
implementation of this affirmative action plan, and shall assure pursuit of the
president's instructions in the interest of effective
implementation.
(3)
The office of affirmative action in the division of
human resources and under supervision of the vice president for human resources
shall be the principal administrative office for effective implementation of
this affirmative action plan throughout the university. Responsibilities of the
office of affirmative action shall include the following:
(a)
Provisions, for
benefit of all departments of the university, of professional expertise in the
appropriate and lawful techniques of affirmative action; in current
developments in the field of affirmative action; and in the requirements of law
governing affirmative action.
(b)
Provision of the
specific staff services hereinafter required, including dissemination of
policy; work force and major job group analyses; ascertainment of availability
of women, members of minority groups, persons with disabilities, disabled
veterans, and veterans of the Vietnam era, for possible employment, promotion
or transfer; analyses of the utilization of women, members of minority groups,
persons with disabilities, disabled veterans, and veterans of the Vietnam era;
design and implementation of appropriate audit and reporting systems;
participation as hereinafter provided in the resolution of grievances and
complaints; preparation of external reports and responses as may be required by
law; and annual status and progress reports to the president.
(c)
Provisions of
liaison, monitoring, and implementation services, in consultation with other
departments of the university, including development and execution of
action-oriented programs; development and pursuit of goals and timetables, as
hereinafter provided; access to education and training programs whereby
personnel might improve their capability of advancement in the university;
application of the university's equal opportunity policy in all personnel
actions; and verifications of policies and practices of unions, contractors,
and vendors having dealings with the university, as may be required by
law.
(d)
Procurement of reports from other units of the
university, for purposes of auditing and reporting systems authorized elsewhere
in this plan; and collation, publication, submission, and/or dissemination of
contents of such reports, as may be required by laws, regulations, or
university policies to ensure that the equal opportunity policy is carried
out.
(e)
Individuals are encouraged to contact the office of
affirmative action to obtain information concerning the university's equal
opportunity and affirmative action policies and procedures.
(4)
There
shall be a university diversity advisory council (UDAC) consisting of: the
chair of each of the regional diversity advisory committees committees
seven;
appointed representative of each college
six; representatives of
each of the administrative divisions
five - human resources
(office of equal opportunity
and affirmative
action), administration, university relations and development, information
services, enrollment management and student affairs; one appointed
representative of the faculty senate; and one student representative. The
specific duties of the UDAC are set forth in its bylaws. The UDAC will meet at
least three times during the academic year.
(5)
There shall be an
affirmative action facilitator in each vice presidential division, designated
by his or her respective vice president. Each such facilitator shall be
responsible for liaison between the division and the office of affirmative
action, and for dissemination of information and submission of reports to the
director of the office of affirmative action and to the respective vice
presidents.
(6)
Each unit head or administrator having supervisory
responsibility, from the level of departmental chairperson or administrative
unit director upward, shall be specifically responsible for implementation of
the equal opportunity policy of the university, and of those elements of this
affirmative action plan lying within the administrative purview of his or her
unit, especially including but not limited to nondiscrimination in employment,
upgrading, demotion, or transfer; recruitment or recruitment advertising;
layoff or termination, rates of pay or other forms of compensation; selection
for training, including apprenticeship; and posting and other forms of
dissemination of the equal opportunity policy and other appropriate information
among personnel of the unit.
(C) Internal and external dissemination of the equal opportunity policy and the affirmative action plan.
(1)
The substantive content of the equal opportunity policy, and
such elements of the affirmative action plan as may be deemed appropriate,
shall be posted continuously at each principal posting location in each
building on each campus. In addition, so shall be posted all applicable federal
and state civil rights posters, as required under law.
(2)
Each unit head or
administrator having supervisory responsibility as identified in paragraph
(C)(6) of this rule, shall be reinformed at least once each year of the equal
opportunity policy; of the affirmative action plan and procedures pursuant
thereto; and of any needed updating relative to such policy and plan. Each such
unit head or administrator also shall inform each new employee of the equal
opportunity policy and affirmative action plan.
(3)
The university's
equal opportunity policy and affirmative action plan shall be published and
generally disseminated in the university community; be republished and from
time to time as necessitated by amendment or updating; and communicated so that
employees can know of and avail themselves of its benefits.
(4)
The university's
identity as an equal opportunity employer shall be imprinted upon all
documents, publications, and advertisements having specific relevance to equal
opportunity in employment or used in recruitment of employees.
(5)
The external
communications program of the university shall include special efforts to
inform the general public, unions, professional associations, and especially
the potential sources of recruitment from among women, minorities, persons with
disabilities, and veterans, about the equal opportunity policy and affirmative
action program.
(6)
Communications will be maintained with minority, women,
veterans, and vocational rehabilitation groups, making university opportunities
known to them and seeking referrals from them. Referrals from these and other
sources will be internally communicated and, insofar as is feasible, records of
such referrals and their ultimate results will be kept and analyzed from time
to time. Insofar as is feasible, university representatives will participate in
community programs designed to publicize employment opportunities and will
utilize such participation for dissemination of notice of opportunities in the
university.
(D) Annual reports of status and progress; work force analyses; analyses of major job groups; appraisals of labor force utilization.
(1)
The office of affirmative action shall compile and
submit to the vice president for human resources annual reports of the status
and progress of the program.
(2)
Report shall
include, but not limited to, annual analyses of the university work force, and
of major job groups, and of the utilization of the available labor force with
special reference to women and members of minority groups who are qualified in
terms of job-related position specifications in the university. Procedures in
preparation of this annual report shall include, but not be limited to, the
following:
(a)
Each department or unit shall detail the race, gender, and
ethnic status of employees within all job titles in the department or unit,
ranked from lowest paid to highest paid.
(b)
Utilizing
labor-availability data provided by the office of affirmative action, each
department or unit will present statistical analysis showing the rate of
utilization of qualified women and members of minority groups in each major job
group.
(c)
After compilation of departmental and unit data,
university-wide, the office of affirmative action shall incorporate in the
annual report an appraisal of the utilization of available qualified women and
members of minority groups, university-wide, by major job groups, and by
department or unit.
(E) Development and pursuit of goals and timetables
(1)
Apart from the annual report of work force and job
group analyses, but with benefit of data therein, the university shall maintain
an annually updated set of goals and timetables for progress in affirmative
action.
(2)
Recommended updated goals and timetables shall be
developed by the director of the office of affirmative action and shall be
subject to approval of the vice president for human resources.
(3)
Goals may not be
rigid and inflexible quotas which must be met, but must be targets reasonably
attainable by means of applying good faith effort to make all aspects of the
entire affirmative action program work.
(4)
In establishing
timetables to meet goals and commitments, the university will consider the
anticipated expansion, contraction, and turnover in the work force, by the
department or unit, by major job group, and university-wide.
(5)
The university,
and each of its departments and units, will annually identify particular
opportunity areas in which statistical experience shows special opportunity or
need for improved affirmative action. Toward this end each department or unit
head will consult with the director of the office of affirmative action,
drawing upon recorded experience in personnel actions of the department or
unit.
(F) Equality of access to educational and training opportunities.
(1)
Subject to availability of resources, the university
will provide training and educational programs for advancement of the
qualifications of employees. Women, members of minority groups, persons with
disabilities, disabled veterans, and veterans of the Vietnam era will be
encouraged to avail themselves of such programs where
applicable.
(2)
Availability of employee training and educational
programs will be communicated by posting appropriate notices.
(3)
Eligibility
requirements for participation in employee training and educational programs
shall be related to the purposes and goals of such programs respectively, and
shall not be designed to exclude or inhibit participation by women, members of
minority groups, persons with disabilities, disabled veterans, or veterans of
the Vietnam era.
(G) Application of equal opportunity policy in all personnel actions.
(1)
Recruitment.
(a)
In all recruitment activities, effort will be made to
attract numbers of candidates including qualified persons for whom equality of
opportunity is especially sought by the equal opportunity policy, so that fair
consideration can be given to them. As may be feasible, candidates will be
sought from sources, institutions, or publications through which such qualified
candidates might be expected to be located and informed of the job
opportunities at all levels.
(b)
Human resources
will serve as the central recruiting office for classified civil service
employment and will apply the principles specified in paragraph (F)(1)(a) of
this rule in recruitment of personnel into such employment and in referrals of
candidates to appointing officers.
(c)
Other units,
departments, and appointing authorities in the process of recruitment of
non-classified civil service, faculty, and other contract personnel, will also
apply the principles specified in paragraph (G)(1)(a) of this
rule.
(d)
In order to maintain capability of evaluation of
recruitment processes, records will be kept on the history of each recruitment,
sufficient to indicate whether, in what manner, and to what extent the
provisions of paragraphs (G)(1)(a), (G)(1)(b), and (G)(1)(c) of this rule have
been pursued. Records will include, for each applicant, name, gender, race,
religion, national origin, disability (optional), armed forces service,
referral source, and disposition of application. These records shall be
retained for a minimum of three years.
(e)
The university
will regularly publish and widely disseminate throughout the internal
university community, full information about current job opportunities in the
university, so that all employees, including women, members of minority groups,
persons with disabilities, disabled veterans, and veterans of the Vietnam era,
as well as others, will have knowledge and therefore opportunity to compete for
such announced positions.
(2)
Selection for
employment.
(a)
Applicants for job openings will be considered on a basis of
qualifications only as those qualifications relate to job related selection
criteria.
(b)
Reasonable records will be kept on the history of each
employment, sufficient to indicate whether, in what manner, and to what extent
the principles specified in paragraph (G)(2)(a) of this rule have been applied.
Such records will reflect, but not be limited to, the specific basis on which
one candidate was offered appointment in reference to all others. Such records
will include, with respect to each employment, a recruitment profile completed
by the appointing unit in consultation with the director of the office of
affirmative action. The recruitment profile will include or reflect the
position description, application forms, interview processes and/or test
administration, and final selection process.
(c)
All applications
for regular positions will be retained for a minimum of three years. All
applications for temporary positions will be retained for three years. From
these and other sources, departments and the office of affirmative action will
maintain files of potential candidates as a further resource for future
recruitment, available to all units of the university.
(d)
The director of
the office of affirmative action will monitor the flow of appointments and of
their respective recruitment profiles, and will counsel officers of the
university and department and unit heads, especially with reference to areas of
operations where major opportunity for improvement or simplification of
processes emerges. Job criteria will be reviewed as necessary to guard against
invalid disproportionate rejection of candidates by racial or ethnic groups or
by gender.
(3)
Job assignment. Candidates accepted for appointment
will be assigned to positions for which they are qualified without reference to
age, race, religion, color, gender, sexual orientation, national origin,
disability, or identity as a disabled veteran or veteran of the Vietnam
era.
(4)
Testing.
(a)
Applicants who are required to pass a test to be
considered for employment, job assignment, transfer or promotion will be
advised of the achievement requirements insofar as rigid requirements for
passing are imposed, and will be informed of their test
results.
(b)
Results of tests taken by persons hired will be
recorded in each such person's file.
(c)
Tests and
standards of passing shall not, inadvertently or otherwise, be such as to
result in unlawful discrimination, and will be reviewed wherever evidence is
found that such unlawful discrimination might be occurring.
(5)
Promotion.
(a)
Records shall be maintained, and updated annually,
whereby the lateral and/or vertical movement of employees can be ascertained
and evaluated with special reference to equality of opportunity for
promotion.
(b)
Formal promotion procedures shall be maintained to
ensure equality of opportunity for promotion. Promotion procedures for academic
personnel shall be those specified by the board elsewhere in the official
policies of the university. Bases for promotion of nonacademic employees shall
include but not be limited to the employee performance record; the demonstrated
qualification of the employee to perform successfully in the more advanced
position; and also, as may be allowable under law and regulations, length of
service. Policies and procedures governing promotion and tenure shall conform
to the university's equal opportunity policy and shall be implemented pursuant
to this affirmative action plan. Such policies and procedures shall be reviewed
from time to time to this end.
(c)
Labor agreements
between the university and unions or professional organizations, insofar as
they apply to promotions as well as to other matters, shall conform to law both
as to content and implementation.
(6)
Layoffs and
terminations.
(a)
Unlawful discrimination shall not be the basis for
layoff or termination of employment of any employee.
(b)
In the event of
any substantial and necessarily planned reductions in force, the university
will prepare such plans with reference to the equal opportunity policy, in
addition to other factors; and all reasonable and lawful steps will be taken to
assure that no layoff or termination occurs on a basis of age, race, religion,
color, gender, sexual orientation, national origin, disability, or identity as
a disabled veteran or veteran of the Vietnam era. As to persons covered under a
collective bargaining agreement, the lawful terms of the agreement regarding
layoff and termination shall prevail.
(c)
The director of
the office of affirmative action will be available, upon employee request, to
counsel affected employees as to appropriate and lawful steps whereby adverse
effects upon the employee's occupational and economic security might be
mitigated, insofar as personnel and other resources of the director's office
can sustain such counseling.
(7)
Salary and fringe
benefits.
(a)
No award of salary or fringe benefits to any employee shall
be on a differentiated basis of unlawful discrimination as to age, race, color,
religion, gender, sexual orientation, national origin, disability, or identity
as a disabled veteran or veteran of the Vietnam era.
(b)
Each department
or unit of the university will review periodically the salary and fringe
benefit status of all of its employees, with special reference to reassurance
that no unlawful discrimination exists between individual employees in
equivalent positions with comparable qualifications, experience,
responsibilities, and performance levels. Work force analyses prepared pursuant
to paragraph (D) of this rule will include these data. Remedies proven to be
needed will be made, pursuant to law and subject to availability of
resources.
(8)
Terms and conditions of employment.
(a)
There shall be no
unlawful discrimination as to the terms and conditions of employment, on a
basis of age, race, color, religion, gender, sexual orientation, national
origin, disability, or identity as a disabled veteran or veteran of the Vietnam
era. For purposes of this rule, terms and conditions of employment shall
include but not be limited to such factors as working environment, educational
and training opportunities, research opportunities, use of facilities,
opportunities for participation in professional discourse or deliberative
processes, or attendance requirements.
(b)
Subject to law
and regulations, women will not be specially penalized in their conditions of
employment because of pregnancy or childbirth. Reasonable leaves of absence for
these purposes will be considered on the same basis as leaves of absence
without pay for other valid purposes as provided under official policies of the
university; and maintenance of seniority or other fringe benefits shall be on
the same basis as in the case of such other officially authorized leaves of
absence.
(c)
The university policy regarding nepotism shall be
administered on a nondiscriminatory basis, pursuant to the equal opportunity
policy.
(H) Design and implementation of appropriate audit and reporting systems.
(1)
Appropriate equal
opportunity records shall be kept, and reports rendered, as required above in
paragraph (D) of this rule, work force analysis and annual report to the
president: paragraph (E) of this rule, goals and timetables: paragraph (G) of
this rule, personnel actions: and otherwise as may be directed by the
president. The director of the office of affirmative action shall have primary
responsibility for design and scheduling of such records and reports, subject
to appropriate supervision by the vice president for human resources, and in
appropriate consultation with other university officers, and department and
unit heads.
(2)
Records shall be kept, and reports rendered externally,
pursuant to laws calling for such records and reports.
(3)
In the event of a
filing of a formal complaint, and/or enforcement procedures in individual
cases, records of such cases shall be maintained continuously and kept until
final disposition of such cases, and for such further periods as may be
required under law.
(I) Verification and reporting: equal opportunity policies and practices of unions and contractors having dealings with the university.
(1)
The university will send notice to each labor union or
representative of workers having a collective bargaining agreement or contract
with the university, advising the labor union or workers: representative of its
obligations under laws and regulations pertaining to equal opportunity, and of
the university's equal opportunity policy. All contracts shall conform to law
and to the university's equal opportunity policy.
(2)
The university
will send, through its purchasing department or other appropriate officer, a
notice equivalent to that prescribed in paragraph (lYl) of this rule to vendors
and contractors engaging in transactions with the university, also advising
such vendors and contractors of responses that may be required of them under
law.
(3)
The vice president for administration shall have
responsibility for procurement, from contractors or vendors of appropriately
executed nondiscrimination statements, with copies sent to the office of
affirmative action, as may be required by law; and will maintain files,
available for inspection, of all notices and executed statements rendered
pursuant to
paragraph (I) of this rule.
(4)
University
officers responsible for contractual dealings with contractors or vendors will
maintain rosters or directories of minority enterprises, as defined by law; and
will, pursuant to law, enable such enterprises to compete for opportunities to
sell goods and services to the university.
(J) Provision for resolution of complaints and grievances.
(1)
The university
maintains formal grievance procedures, pertaining to a variety of potential
bases of grievance, available to faculty and staff, elsewhere in its officially
published policies. Whenever any such formal grievance or complaint is filed,
and consist of or includes alleged discrimination in violation of the equal
opportunity, the procedure also shall include notification to the office of
affirmative action. In such an instance, the director of the office of
affirmative action will separately examine the element or elements of the
grievance alleging discrimination, and will make the results of such
examination known to the vice president for human resources with a copy to the
appropriate sector vice president or other appointing authority, before final
disposition of the grievance.
(2)
In any instance
in which a complainant files a complaint with a governmental agency of
competent jurisdiction, alleging discrimination in violation of valid laws and
regulations, and in which the university is officially notified of such
complaint, the complaint shall be examined by the director of the office of
affirmative action. In instances requiring external response including more
than routine rendering of data of public record, there shall be consultation
with the appropriate divisional facilitator, and the president, before formal
response.
(K) Special provisions relative to persons with disabilities. The section set forth below as well as the other sections contained in this rule are intended in good faith to incorporate sections 503 and 504 of the Rehabilitation Act of 1973, the American Disabilities Act of 1990, and other relevant federal, state and local regulations as required by law.
(1)
The
director of the office of affirmative action is designated as the compliance
coordinator for purposes of compliance with law applicable to persons with
disabilities.
(2)
Special care will be taken to ensure that employment
practices and criteria are job related and do not needlessly have the effect of
excluding the person with a disability from consideration. To this end the vice
president for human resources, and where appropriate, the office of faculty
affairs, in consultation with the director of the office of affirmative action,
will periodically review position employment practices and
criteria.
(3)
Pursuant to law, and subject to further provisions set
forth below, the university will not discriminate against any employee or
applicant for employment because of disability, as defined, in regard to any
position for which the employee or applicant for employment is qualified; and
generally will apply the affirmative action program on behalf of persons with
disabilities as well as other groups affected by the equal opportunity
policy.
(a)
Has
a physical or mental impairment which substantially limits one or more major
live activities;
(b)
Has a record of such impairment;
(c)
Is being regarded
as having such an impairment.
(4)
Pursuant to law,
and subject to further provisions set forth below, the university will not
discriminate against any employee or applicant for employment because of
disability, as defined, in regard to any position for which the employee or
applicant for employment is qualified; and generally will apply the affirmative
action program on behalf of persons with disabilities as well as other groups
affected by the equal opportunity policy.
(5)
The university
will make reasonable accommodation to the known limitations of a qualified
disabled applicant or employee. In determining of what does or does not
constitute reasonable accommodation, the elements of business necessity,
financial cost, any resulting personnel problems, undue hardship on the
program, and the safety or health of those employees adversely affected, among
others, may be considered.
(6)
The university
may inquire into an applicant's ability to perform job-related tasks
effectively and safely, and into the extent and status of disability, provided
that information given regarding disability shall be voluntary shall be kept
confidential except as provided
in this
rule.
(7)
The university may require medical examination of any
employee or of any applicant who has been conditionally offered employment.
Such examination shall not result in unlawful discrimination on the basis of
disability and the results shall be held confidential except as provided
in this
rule.
(8)
Information obtained by a required medical examination,
or by inquiries into applicants' or employees' physical and mental conditions
shall be kept confidential except that supervisors shall be informed regarding
restrictions on the work duties of persons with disabilities and any reasonable
accommodations required; and except as first aid and safety personnel need to
be informed; and except as compliance reporting under law requires inclusion of
such information.
(9)
For affirmative action purposes, all employees and
applicants for employment are given opportunity to identify themselves as
persons with disabilities. For such purposes, all applicants for employment
will have opportunity to submit a completed form, so identifying themselves, to
the office of affirmative action and the personnel department, on a voluntary
basis, in order to avail themselves of benefits of the affirmative action
program.
(10)
Prior to filing a complaint with an external agency, it
is recommended that an individual exhaust the administrative internal complaint
of discrimination procedure in the office of affirmative action. External
agencies include but are not limited to the "Ohio Civil Rights Commission,
Equal Opportunity Commission, The Department of Education, and the Department
of Labor, Office of Federal Contract Compliance Programs."
(L) Special provisions relative to disabled veterans and veterans of the Vietnam era. The section set forth below, as well as the other sections contained in this rule, are intended in good faith to incorporate sections 503 and 504 of the Rehabilitation Act of 1973. the American Disabilities Act of 1990. The Vietnam Era Veterans Readjustment Assistance Act of 1974. and other relevant federal, state and local regulations as required by law.
(1)
The
director of the office of affirmative action is designated as the compliance
coordinator for purposes of compliance with law applicable to disabled veterans
and veterans of the Vietnam Era. The director of affirmative action, will
annually review employment matters including but not limited to: factors used
in the hiring and promotion process, work force goals, and
statistics.
(2)
The offices of affirmative action, the human resource
division, and where appropriate, the office of faculty affairs, in
consultation, will serve to establish and coordinate reasonable accommodation
to those disabled veterans requesting such accommodations.
(3)
For purposes of
the policy the following terms are defined:
(a)
"Disabled
veteran" is defined as a person entitled to disability compensation under laws
administered by the veterans administration for disability rated at
thirty per
centum or more, or a person whose discharge or release from active duty was for
a disability incurred or aggravated in the line of duty.
(b)
"Qualified
disabled veteran" is defined as a disabled veteran as defined in 41 Code of
Federal Regulations, chapter 60- 250.2. who is capable of performing a
particular job, with reasonable accommodation to his or her
disability.
(c)
"Veteran of the Vietnam era" is defined as a person
who:
(i)
Served
active duty for a period of more than 180 days, any part of which occurred
between August 5, 1964, and May 7, 1975, and was discharged or released
therefrom with other than a dishonorable discharge, or
(ii)
Was discharged
or released from active duty for a service-connected disability if any part of
such active duty was performed between August 5, 1964, and May 7,
1975.
(4)
Kent state
university will not discriminate against any employee or applicant for
employment because he or she is a disabled veteran or veteran of the Vietnam
era in regard to any position for which the employee or applicant for
employment is qualified.
(5)
The university will take affirmative action to offer
employment, employ, advance in employment, and otherwise treat qualified
disabled veterans and veterans of the Vietnam era without discrimination based
upon their disability or veterans status in all employment practices such as
the following: employment upgrading, demotion or transfer, recruitment,
advertising, layoff or termination, rates of pay or other forms of
compensation, and selection for training.
(6)
The university
lists all non-student employment openings with a salary basis of less than
twenty-five thousand dollars per year and which are not restricted to internal
applicants, with the Ohio department of job and family services. Local offices
of the bureau will be on the mailing lists of university publications
announcing vacancies in the university.
(7)
The university's
employment practices will be conducted in a manner consistent with all legally
binding contractual agreements, collective bargaining agreements, regulations,
and statutes.
(8)
For affirmative action purposes, all employees and
applicants for employment are given opportunity to identify themselves as
disabled veterans and veterans of the Vietnam era. For such purposes, all
applicants for employment will have opportunity to submit a completed form, so
identifying themselves, to the office of affirmative action, on a voluntary
basis, in order to avail themselves of benefits of the affirmative action
program.
(9)
In determining the qualifications of a covered veteran,
the university shall consider that portion of the military record, including
discharge papers, relevant to the specific job qualifications for which the
veteran is being considered.
(10)
Information
obtained by a required medical examination or inquiries into applicants' or
employees' physical or mental conditions will be kept confidential except that
supervisors shall be informed regarding restrictions on the work duties of the
disabled veterans and regarding accommodations; and except as first aid and
safety personnel need be informed of conditions which might require treatment;
and except as compliance reporting under law requires inclusion of such
information.
(11)
In determining the extent of the university's
obligation to make reasonable accommodation to the physical or mental
limitations of a disabled veteran, the following factors among others may be
considered: business necessity, financial cost, and safe performance of the
job.
(12)
In addition to generally applicable features of the
affirmative action recruitment program, the university will undertake
appropriate outreach and positive recruitment activities to recruit qualified
disabled veterans and veterans of the Vietnam era; and will enlist and support
appropriate recruiting sources such as the local veterans' employment
representative, the veterans' administration, veterans' service groups, campus
veterans' counselors and coordinators, and veterans'
organizations.
(13)
The director of the office of affirmative action and
the vice president for human resources are available to provide guidance,
information, direction, and counseling to all university employees including
disabled veterans and veterans of the Vietnam era.
(14)
Prior to filing
a complaint with an external agency, it is recommended that an individual
exhaust the administrative internal complaint of discrimination procedure in
the office of affirmative action. External agencies include but are not limited
to the department of labor, office of federal contract compliance programs, and
the veterans' employment service
Replaces: 3342-6- 02.1
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