Equal Employment Opportunity Policy

Basis for Policy

Presidential Executive Order 11246, as amended, prohibits job discrimination and requires affirmative action to ensure equality of opportunity in all aspects of employment. Federal and/or state law guarantees equal opportunity in employment without discrimination because of age, race, creed, color, national origin, citizenship, sex, marital status, and disability.

In order to comply with federal and state laws, the Research Foundation (RF) Board of Directors adopted a policy on equal employment opportunity on March 19, 1974. This policy states that the Research Foundation is committed to equal opportunity in its employment practices and will demonstrate this commitment through outreach programs as reflected in affirmative action plans.

The Research Foundation has also established a procedure for resolving allegations of discrimination for those employees who believe that the policy on equal employment opportunity has been violated.

The RF has established separate policies on providing equal opportunity in employment without regard to disability, veteran, and citizenship status. These policies include the separate reporting requirements for persons with disabilities and Special Disabled, Vietnam Era, Other Protected, and Newly Separated veterans, and for the verification and monitoring of employment eligibility.

Policy

The Research Foundation will ensure equal opportunity in employment for all persons without regard to race, color, religion, national origin, citizenship, age, disability, veteran status, marital status, sexual orientation, and sex. This policy applies to all employment practices including, but not limited to, advertising, recruitment, promotion, demotion or transfer, layoff or termination, rates of pay or other forms of compensation, and selection for training.

Requirements

Preparing an Affirmative Action Plan

At an operating location having 50 or more Research Foundation employees, the affirmative action officer or designee must ensure that a Research Foundation affirmative action plan is prepared annually in accordance with the regulations outlined in CFR Title 41, Part 60-2. This plan is based on local population and workforce availability data.

The affirmative action plan should include a section detailing the actions designed to realize the Research Foundation's commitment to provide individuals equal opportunity in employment without regard to race, color, religion, national origin, citizenship, age, disability, veteran status, marital status, sexual orientation, and sex.

The affirmative action officer or designee must be available to respond to questions that employees may have regarding the plan. The plan must be available for review by employees at the location.

Reviewing and Retaining the Plan

The campus president or designee must review the affirmative action plan that is prepared by each location. The original, completed plan is retained at the location, and a copy of the plan is sent to the Corporate Affirmative Action Office. The corporate affirmative action officer or designee will review and comment on the location's plan.

Advertisements / Postings

The Research Foundation operations manager or designee should include the following statement in all solicitations or advertisements for employees: "All qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, age, disability, veteran status, marital status, sexual orientation, or sex, except where sex is a bona fide occupational qualification." In external advertisements where there is limited space, the statement, "EEO/AA Employer" will be sufficient.

In addition, the affirmative action officer or designee must post equal employment opportunity and affirmative action posters in conspicuous places so they can be seen by and are accessible to all employees and applicants for employment.

Orientation

The Research Foundation operations manager or designee must inform applicants for employment of the Research Foundation equal employment opportunity and affirmative action policies and of the availability of the affirmative action officer or designee to respond to questions or concerns regarding the policies.

The corporate affirmative action officer or designee must orient affirmative action officers at operating locations and must also inform them of any changes in rules and regulations affecting equal employment opportunity at the locations.

Maintaining Records

The Research Foundation operations manager or designee must maintain cumulative records of all personnel transactions which enable the Research Foundation to demonstrate that all personnel and employment practices are administered fairly and are uniformly applied to all candidates and employees.

These cumulative records to be maintained include, but are not limited to, the following important areas:

Completing / Producing Reports

EEO-1 Report and Vets-100 Report

The corporate affirmative action officer or designee must complete annually the Equal Employment Opportunity Employment Information Report (EEO-1) and the Federal Contractor Veterans' Employment Report (VETS-100).

The EEO-1 Report is submitted annually to the Joint Reporting Committee. A copy of the completed EEO-1 Report is maintained in the Corporate Affirmative Action Office, and a copy of the report is distributed to each location.

The VETS-100 Report is submitted annually to the U.S. Department of Labor, Office of Veterans' Employment and Training. A copy of the completed VETS-100 Report is maintained in the Corporate Affirmative Action Office, and a copy of the report is distributed to each location.

Periodic Data Reports

As necessary, the corporate affirmative action officer or designee will produce periodic data reports to assist the Affirmative Action Offices at locations in monitoring their programs and activities. In addition, if requested, the corporate affirmative action officer or designee will assist locations in the preparation of their annual affirmative action plan.

Assisting in Processing Complaints

The corporate affirmative action officer or designee must assist the Research Foundation complaint manager at each location in processing complaints by Foundation employees.

Audit of Affirmative Action Program

An audit by the Office of Federal Contract and Compliance Programs (OFCCP) consists of a comprehensive review of an operating location's equal employment opportunity and affirmative action program. When an operating location is notified of an audit, the location must inform Research Foundation management of the audit. The corporate affirmative action officer or designee must assist an operating location as necessary when audited by OFCCP.

This type of audit is a comprehensive review of a location's equal employment opportunity and affirmative action program. Failure of a location that is required to maintain an affirmative action plan will result in a location being found by OFCCP to be in noncompliance with federal regulations.

Responsibilities

Operating Locations

The campus president or designee has the overall responsibility and authority for the location's efforts relating to equal employment opportunity.

The affirmative action officer or designee at the operating location has the daily responsibility and authority for the location's efforts regarding equal employment opportunity.

The Research Foundation operations manager or designee and the above-mentioned officials are all responsible for complying with the policy and requirements described in this procedure.

Corporate Affirmative Action Office at Central Office

The corporate affirmative action officer or designee is responsible for

Change History

 

 

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