CONCORDIA COLLEGE Policy and Procedure Manual
Subject: Equal Employment
Effective Date: 02/01/2015
Opportunity
Scope: The College
Section: General
Number: 1.1
Purpose
To affirm Concordia College’s commitment to equal opportunity and affirmative action in
employment.
Policy
Concordia College affirms its policy to provide Equal Employment Opportunity to all employees and applicants for employment in accordance with all applicable Equal Employment/Affirmative Action laws, directives and regulations of Federal, State, and Local governing bodies or agencies, specifically Minnesota Statures Chapter 363. Concordia College will not discriminate against or harass any employee or applicant for employment because of race, color, creed, sex, religion, national origin, age, veteran’s status, disability, genetic information, sexual orientation, gender identity, marital status, familial status, public assistance status, membership or activity in a local human rights commission, or any other legally protected status. Concordia College will take affirmative action to ensure that all employment practices and the work environment are free from discrimination or harassment. Such employment practices include but are not limited to recruitment or recruitment advertising, application, selection for training or apprenticeship, hiring, placement, orientation, on-­‐the-­‐job and formal training, education assistance, transfer opportunity, upgrading, promotion, compensation, discipline, company sponsored social and recreational activities, benefits, lay-­‐off, recall, termination, and all other terms and conditions of employment. We will provide reasonable accommodation to applicants and employees with disabilities. Concordia College will make good faith efforts to afford minority and female business enterprises with the maximum practicable opportunity to participate in the performance of subcontracts for projects that this company engages in as well as to utilize said businesses for the purchase of services and supplies. Concordia College will commit appropriate time and resources, both financial and human, to achieve the goals of this Affirmative Action and Equal Employment Opportunity Plan. Concordia College fully supports incorporation of non-­‐discrimination and Affirmative Action rules and regulations into contracts. Concordia College will, in part, evaluate the performance of its management and supervisory personnel on the basis of their involvement in achieving the Affirmative Action and Equal Employment Opportunity Objectives. Any employee of Concordia, or subcontractors to Concordia who do not comply with this Affirmative Action and Equal Employment Opportunity Policy may be subject to disciplinary action. Specifically, it is the policy of Concordia to take appropriate disciplinary action against any employee who engages in sexual harassment or any other harassment of fellow employees as a result of their protected class status. Concordia College has appointed the Director for Human Resources, to manage the Equal Employment Opportunity Program. The Human Resources Director’s responsibilities will include monitoring all Equal Employment Opportunity activities and reporting the effectiveness of this Affirmative Action Program, as required by Concordia College’s Affirmative Action Plan and by Federal, State and Local Agencies. If any employee or applicant for employment believes he/she has been discriminated against, please contact Peggy Torrance, Human Resources Director, Room 150 Lorentzsen Hall, (218)299-­‐3339.
History: Effective 09/01/1988; Reviewed 11/01/1989; Reviewed 09/01/1990; Reviewed
11/01/1991; Reviewed 10/01/1992; Reviewed 10/01/1993; Reviewed 01/01/1996; Reviewed
07/01/1996; Reviewed 01/01/1998; Reviewed 09/01/1999; Revised June 1, 2008; Revised
12/01/2010; Revised 07/01/2012; Revised 10/22/2012, Revised 01.19.2015
Sources
Minnesota Statutes 363A.08
Civil Rights Act of 1964, Title VII
Civil Rights Act, Title IX
Equal Pay Act, 1963
Age Discrimination in Employment Act
Americans with Disabilities Act (Title 1 and 5)
Civil Rights Act of 1991