ࡱ> { }bjbjzz 4uu88M2:(> rMtMtMtMtMtMtM$%PRfM"MM0 0 0 RrM0 rM0 0 IDL0 A *bJ&^MM0MJf=S=SLL=SLpr0 .\NMMrM=S :   POLICY AND PROCEDURE Title: Affirmative Action/Equal Employment Opportunity Policy No.: 5.50 Department: Human Resources/Student Services Contact: Vice-President of Student Services POLICY ɫ (GBC), a member of the Nevada System of Higher Education (NSHE), is an Affirmative Action/Equal Employment Opportunity (AA/EEO) educational institution. It is guided by the principle that equal opportunity means more than equal employment opportunity, and that access to facilities and services shall be available to all people regardless of their race, age, religion, color, sex, sexual orientation, disability, or national origin. This principle is applicable to every member of the GBC/NSHE community, both students and employed personnel at every level, and to all facilities and services. This statement is read at the beginning of each interview. Interviewees are advised that the same questions are asked of each interviewee for a specific position; and, if at any time, they do not wish to answer a question, they do not have to do so. Equal Employment Opportunity Equal employment opportunity is the law. It is mandated by federal and state legislation that seeks to achieve equal opportunity in employment for members of minority groups, women, and persons with disabilities. The Equal Employment Opportunity Commission is charged with administering Title VII of the Civil Rights Act of 1964. Under that Act, the EEOC has the authority to investigate and conciliate charges of discrimination because of race, color, religions, sex, or national origin by employers, unions, employment agencies, and joint apprenticeship or training committees. The EEOC is also responsible for administering the Age Discrimination In Employment Act, the Equal Pay Act, and the American Disabilities Act. Affirmative Action Affirmative action is the legal doctrine that requires organizations, including institutions of higher education following federal and state guidelines and the Board of Regents policy, to develop and codify procedures that promote and ensure the equitable treatment of faculty, staff, and students, women and minorities included, in employment and promotion, and to provide these with fair representation and equal opportunities in all aspects of campus activities. Affirmative action and diversity are often, but incorrectly, considered synonymous; sometimes, too, diversity is thought to be the politically correct version of affirmative action. Although both affirmative action and diversity are intended to bring into an organization people from various backgrounds with different characteristics, the similarity stops there. Affirmative action is a legally driven tool that came in the 1960s as an attempt to rectify past discriminatory practices in business. Diversity-driven work environments go beyond affirmative action by nurturing individuality and making changes to suit the needs of its employees, customers, and the organization. Diversity GBC values diversity in its workforce and actively seeks and encourages nominations of and expressions of interest from minorities, women, and persons with disabilities. PROCEDURES 1.0 Dissemination and Implementation of Policy 1.1 Internal Dissemination GBC will continue to make its AA/EEO policies known internally by: Including the policy in the College Policies and Procedure Guide. Publicizing the policy in the college catalog, course schedule, newspaper, and other media. Conducting meetings to include executive, management, and supervisory personnel where the EEO policy, its intent, and individual responsibility for effective implementation are thoroughly explained. Explaining the policy thoroughly in employee orientation and management training programs. Posting the policy on college bulletin boards and on the ɫ Web site. Picturing both minority and non-minority men and women in publications in which employees/students are featured. Communicating to all students, faculty, and staff the existence of the Affirmative Action Program and distributing brochures that explain the provisions of federal and state law. Anyone who has a concern or possible discrimination grievance, should contact the vice president for student services, who is the GBC affirmative action officer, in Berg Hall, or call 753.2282. Outside federal and state agencies are also available to answer complaints. 1.2 External Dissemination GBC will continue to disseminate its policy externally by: Informing all recruiting sources verbally and in writing of college policy and stipulating that these sources actively recruit and refer minorities, women, and persons with disabilities for all positions listed. Making the college's policy available to all subcontractors, vendors, and suppliers. Informing prospective employees of the existence of the college's AA/EEO policy. 2.0 Guidelines for Implementation  The execution and implementation of ɫ's affirmative action policy will be administered by the ɫ staff as outlined in Section 11.D. 2.1 Responsibility for Implementation. The Board of Regents and the Chancellor have delegated to the President of ɫ the responsibility for ensuring that ɫ complies with the terms of the AA/EEO policies set forth by NSHE, as well as applicable federal and state statutes, laws, orders, and regulations. Vice presidents, deans, and directors have the direct responsibility for the compliance of the administrative units under their jurisdiction with the equal employment opportunity/affirmative action policies and with the federal and state statutes, laws, orders, and regulations. The vice president for student services, appointed by the Board of Regents upon the recommendation of the college president, has the responsibility for coordinating, monitoring, and reporting on the enforcement of equal opportunity. 2.2 Affirmative Action Officer. The vice president for student services is the GBC affirmative action officer and reports to the president of ɫ. In the vice president's absence, another professional or classified employee will be appointed on an as needed basis to serve as the ex-officio affirmative action officer. The affirmative action officer coordinates closely with the president, vice presidents, deans, assistant(s) to the president and vice president(s), directors, GBC Faculty Senate personnel committee and the GBC human resources office. The affirmative action officer is responsible for: Providing leadership and accountability for coordination and implementation of AA/EEO policies and procedures. Responding to concerns, grievances, and requests affecting affirmative action procedures. Serving (or appointing a designee to serve) in an ex-officio capacity on all college screening committees for all personnel recommendations. (Approving the interview questions as well as being present during the interviews and apprizing each interviewee that ɫ is an affirmative action/equal employment opportunity educational institution.) Auditing effectiveness and recommending needed changes in affirmative action. Annually reviewing college-wide personnel policies and procedures to insure on-going commitment to affirmative action. Representing the college in all affirmative action matters within the NSHE as well as with external agencies. Serving as liaison between the college and minority organizations, women's organizations and community action groups concerned with employment opportunities of minorities and women. Training college personnel in affirmative action concepts and procedures. 3.0 Recruitment and Hiring Procedures for all Full-Time Professional Positions 3.1 Establishment and Advertisement of Positions. Institutional recruitment is assigned to the human resources office. Depending on the position and based upon recommendations of the vice presidents to the president, recruitments may be conducted nationally, regionally, or locally. A position announcement will be prepared by a vice president or the president in consultation in accordance with Board of Regents Policy. All announcements must be reviewed before they go to publication to be certain they include the minimum bona fide occupational qualifications for the position. Position openings should be announced early to insure the best possible candidates are attracted. Position announcements are placed on the Internet and may be accessed at  HYPERLINK "http://consensus.gbcnv.edu" http://consensus.gbcnv.edu. Announcements may also be placed in newspapers in target areas, in publications such as the Chronicle of Higher Education and, when requested, in specialized publications, e.g., technical/occupational, nursing, fine arts, and graphics. Deadlines for applicants' files will vary depending on need, sources of funding, and nature of recruitment. When recruiting nationally, applicants will usually be allowed up to 30 days to submit a letter of application, a resume (brief or vita), unofficial transcripts, and three references. Official transcripts will be required of a candidate who is hired for the position. Applicants' folders are maintained in the human resources office. Letters of acknowledgment are mailed to each applicant by the human resources office. 3.2 Composition of the Screening Committee. The Faculty Senate personnel committee screens all applicants for full-time faculty positions. The committee members are appointed for one-year terms beginning in the fall semester. The committee may ask for technical assistance from a member of the program area in dealing with the qualifications of prospective applicants. Screening committees for professional administrative positions (directors, deans, vice presidents, and other administrative positions), shall be established by the vice president or president (whichever is applicable) and will normally include representation from affected program areas: Faculty Senate, Classified Council, students, advisory committees, and other areas deemed appropriate by the vice president or president. The appropriate vice president is a member of the screening committee. The chair submits, in writing, the top two choices of the screening committee to the vice president and the resident unranked, listing strengths and weakness. The president, as the appointing authority, makes the final decision. 3.3 Role of the Designated Committee Chair The chair will develop screening criteria forms. The chair will call the first meeting of the screening committee including the appropriate vice president and notify each committee member of the time and place it will be held. The chair is responsible for monitoring the timely process and documentation. The chair will contact those selected for interview and schedule interviews. A follow-up letter confirming the date and time of the interview will be sent. The chair will notify the affirmative action officer and the committee members of the interview schedule. Prior to the interview, the chair will call a special meeting of the committee members to devise a list of questions relevant to the position description. The list of questions will be submitted to the affirmative action officer for review and approval. When all interviews are completed, the chair will collect each committee member's comments on the candidates interviewed and submit unranked the names of the top two choices of the screening committee to the vice president and the president. This must be in writing, listing the strengths and weaknesses of each candidate. The chair is responsible to provide the human resources office information required for the NSHE hiring information compliance form. 3.4 Role of the Committee Members Attend all committee meetings called by the chair including all interviews. Review folders of applicants and rate each person on the rating sheet provided. Completed rating sheets are returned to the chair. During the screening process, each applicant will be evaluated and the list will be narrowed to the top three to five candidates. The results of these evaluations will be tabulated by the chair. The chair will notify the affirmative action officer of the names of the finalists. An unranked list of those recommended will be sent to the appropriate vice president who will review the files before the candidates are invited to interview. When candidates' folders are checked out to the committee members for evaluation, a sheet is signed to show where folders are at all times. Each name on the members' rating sheet should be checked-off to insure that no candidate is missed. All folders should be returned to the chair in alphabetical order. Each member of the committee will work cooperatively with the chair to ensure a satisfactory interview with each candidate. The committee will interview candidates and rate them. Numerical and/or written comments may be made. Upon completion of the interviews, the committee will send the top two choices as an unranked list of candidates, to the appropriate vice president and president. To comply with the expressed intent of the law, written justification must be included as to why qualified women and minorities within this category were not recommended. 3.5 Screening Committee Report. The screening committee report should include the following: A copy of the position announcement attached to each report. The name of the chair. Action Taken written concisely and specifically. Examples: Eliminated because applicant did not provide requested documentation. Eliminated because applicant did not have required degree(s). Eliminated because applicant did not have specified professional experience. Invited to come for a personal interview. Information concerning applicants resulting from individual referrals and individuals whose applications resulted from position announcements sent to higher educational and commercial placement agencies, publications, women's organizations, and minority groups and organizations. The total number of women, minorities and others applying and interviewed tabulated in this section with an indication of the category to which the successful applicant belongs. ɫ requires properly documented justification from the chair of the search committee for each instance in which an affirmative action person is not selected when the goals and timetables of the unit required special efforts to seek out such persons. Examples: Adequate: Does not hold the degree specific in the position announcement. Inadequate: Lacks academic qualifications. Adequate: Lacks the specialized professional human relations experience specified in the position announcement. Inadequate: Lacks experience. Adequate: failed to respond to repeated requests or documentation; Took another job; Refused our offer; Deceased, etc. 4.0 Selection  The committee shall discuss each candidate. References for the final candidate(s) will be thoroughly checked by the appropriate vice president and/or the screening committee chair. The affirmative action officer signs a compliance document verifying affirmative action guidelines were followed on the selection procedure. The president will notify the committee of the final selection. The president and appropriate administrator will offer the position. The human resources office will process completion of the file folders and send letters to candidates not selected for interview. The vice president or designee will call those finalists who were interviewed by the vice president and president and not selected. Note: Supplemental information on equal employment opportunity hiring guidelines can be found at  HYPERLINK "http://www.gbcnv.edu/fscommittees/Personnel.html" http://www.gbcnv.edu/fscommittees/Personnel.html. 5.0 Other Professional Recruitment  5.1 Recruitment of Part-time Professionals. Traditionally, many departments or units have employed professionals year after year on a part-time basis. Since they are part-time, they are on temporary contracts. Therefore, part-time professionals who are frequently or continuously employed should always be selected with affirmative action objectives in mind. Each department should review the qualifications of part-time employees on a routine basis. 5.2 Short Deadline Recruitment. In instances where a full-time position must be filled to meet a deadline which makes a nationwide recruitment impossible, the supervisor will: Develop and submit a draft of a position announcement to the appropriate vice president. Discuss with the appropriate vice president the circumstances producing the vacancy, outlining any special conditions involved and explaining the department's plan for filling the vacancy. The human resources office will prepare and advertise the position locally or regionally. 5.3 Emergency Recruitment. Some recruitments cannot be planned on an annual basis or carried out in strict conformance with the requirements of the procedures discussed above. Indeed, some vacancies develop shortly before or even at the beginning of semesters as a result of illnesses, changes in assignments, fluctuating enrollments, or last minute resignations. The following instructions in filling unexpected vacancies shall be observed: Emergency appointments shall be limited, one-year, temporary appointments. When the supervisor processes the request for the appointment of such personnel, the documentation will include a memorandum explaining the circumstances making the emergency appointment necessary. And, in the event that affirmative action target group persons have been passed over in making the final selection, documented justification for so doing will be provided. 5.4 Minority and Interest Group Listing. When a concentrated effort to advise ethnic minorities, women, and other interest groups is required, job announcements should be distributed to representative groups or publications. 6.0 Classified Recruitment NSHE classified employees are State of Nevada employees; therefore follow the guidelines established by the state. 7.0 Grievance Procedures The following procedures have been adopted to conform with Title IX of the Educational Amendments of 1972, the Rehabilitation Act of 1973, Higher Education Executive Order No.11246, and all additional legal sanctions for the program. Also see NSHE Board of Regents Handbook, Title 4, Chapter 8, Section 9. 7.1 Discrimination Grievance Policy. It is the policy of ɫ to find fair and equitable solutions for problems of discrimination relating to race, age, religion, color, sex, sexual orientation, disability, national origin, veteran's status and sexual harassment. The grievance procedure outlined herein is available to all college employees and students. Any employee or student of ɫ who feels discriminated against on the basis of race, age, religion, color, sex, sexual orientation, disability, national origin, and/or veteran's status; or feels that they have been a victim of sexual harassment may obtain confidential advice, consultation, and assistance from the affirmative action officer. ɫ has informal and formal complaint/grievance forms. The informal form provides documentation of the specific allegation(s), dates on which the alleged situation(s) occurred, and action desired by the complainant. The formal complaint/grievance form begins "due process" as outlined below. Generally, after all necessary information has been gathered, a determination can be made by the president that GBC will not precede with or continue complaint resolution of an allegation under the following circumstances: The complaint is so weak or insubstantial that it is without merit, or it is filled with incoherent statements so that the complaint, as a whole, cannot be considered to be grounded in fact. The complaint is a continuation of a pattern of previously filed complaints involving the same or similar allegations against the same recipient or other recipient(s) that repeatedly have been found to be unsubstantiated. The same allegations and issues of the complaint have been addressed in a recently closed informal and/or formal (due process) grievance proceeding. 7.2 Filing Complaint(s) of Discrimination The complainant(s), assisted by the institutional Affirmative action officer, shall initially attempt to resolve the grievance informally with the person(s) alleged to have committed the actual discrimination. If informal efforts bring no resolution to the grievance, formal steps shall commence. Formal efforts to resolve complaints must commence at the department, unit, or college level and must be initiated within one hundred eighty (180) calendar days after the discovery of the alleged act of discrimination. In the case of extenuating circumstances, the complainant(s) shall elicit a decision from the supervisor of the person(s) alleged to have committed the act(s) of discrimination. If the decision is not satisfactory with the complainant(s), Section VI.B.1.c. shall apply. Formal complaint(s) must be filed in writing with the institutional Affirmative action officer by the complainant(s). The complainant(s) shall state the remedy or corrective action which he/she wishes to see implemented. Complaints of discrimination in employment process, hiring, promotion, demotion, evaluation, transfer, or termination must be filed with the institutional Affirmative action officer within one hundred eighty (180) calendar days after the alleged discovery of the act of discrimination. Complaints of discrimination resulting from a student grievance regarding access to course offerings, counseling, financial assistance or any education programs/activities must be filed with the institutional Affirmative action officer within one hundred eighty (180) calendar days after the discovery of the alleged act of discrimination. Complaints based upon sex discrimination in admission shall also be processed in accordance with this section. If a complaint is filed against an institutional Affirmative action officer, the institutional President shall appoint a person other than the Affirmative action officer to handle the complaint. All references in these procedures to the Affirmative action officer shall refer to that person. 7.3 Notification of Respondent(s). The institutional affirmative action officer, within five (5) college working days (As used in these procedures, college working day shall mean any day other than a Saturday, Sunday, or holiday as designated by the Nevada Revised Statutes) shall notify the person(s) against whom the complaint is filed, hereafter referred to as the respondent(s), and shall forward a copy of the complaint(s) to said respondent(s). 7.4 Preliminary Review by Institutional Affirmative action officer . Within five (5) college working days of receipt of the written complaint, the institutional Affirmative action officer shall initiate mediation procedures. If these procedures do not alleviate the situation within thirty (30) days after mediation has begun, the institutional affirmative action officer shall investigate the complaint. The investigation shall be completed within sixty (60) days after the filing of a complaint. If the affirmative action officer believes that there are reasonable' grounds to support the complaint, the affirmative action officer shall: 1) Organize a grievance committee under the provisions of Section VI.B.4. OR 2) After consulting with the president, file a complaint under Chapter 6 of the Nevada System of Higher Education (NSHE), Appendix A of the Board of Regents Handbook. If the mediation resolves the complaint, a written statement of the outcome of the meeting(s) will be presented to the institutional president. 7.5 Grievance Committee. The institutional affirmative action officer shall organize the grievance committee and shall serve as secretary, without vote, to the committee. The grievance committee shall be composed of no less than three (3) persons and no more than five (5): The institutional affirmative action officer shall determine the number of members of the grievance committee and shall recommend the names of persons to be appointed to the committee to the institutional President who shall be the appointing authority. If either the complainant(s) or the respondent(s) is a student or a professional employee, a person or persons from one of those categories should be represented on the grievance committee, if at all possible. If such representation is not possible, the institutional affirmative action officer shall recommend such persons for appointment to the committee as are available and willing to serve. No person who is a party or a witness to the grievance shall be appointed to the grievance committee. Each party to the complaint, that is, the complainant(s) and the respondent(s), shall have the right to challenge without cause not more than two (2) members of the grievance committee. Replacements for challenged or disqualified members of the committee shall be appointed as provided in Section VI.B.4.b.1 ). The grievance committee shall convene within three (3) college working days after notice of appointment and: The committee shall select a chair. The committee shall establish a hearing date which shall not be more than five (5) working days from the day the grievance committee convened. Written notice shall be given to all parties involved. The committee shall hear testimony and study other evidentiary materials. The hearing shall be in an informal setting. The committee shall make recommendations to the institutional president as soon as possible, but no later then ten (10) working days after completion of the hearing. The committee shall recommend the dismissal or affirmation of the complaint and, if recommending affirmation, shall also recommend appropriate corrective action. A majority report must be filed and a minority report may be filed. The Affirmative action officer shall request, and when necessary, require members of the NSHE community to present evidence at the hearing on behalf of the respondent(s) or the complainant(s). 7.6 Restrictions Neither the complainant(s) nor the respondent(s) shall arbitrarily delay action of the grievance procedure. The proceedings shall be closed to everyone other than the affirmative action officer, the respondent(s), the complainant(s), members of the grievance committee, a member of a compliance committee (where applicable), and testifying witnesses. A record will be kept of the fact finding. Complainant(s) and respondent(s), upon written request to the institutional president, shall have access to the records which shall remain in the custody of the affirmative action officer. In the case that the institutional affirmative action officer is the respondent charged, the records shall be in the custody of the office of the college president. There shall be no reproduction(s) of the records without formal appeal to the institutional president. 7.8 Findings. The college president is not bound by the recommendations of the grievance committee, but shall review the report of the grievance committee and may: Dismiss the charge. OR Affirm the charge and take corrective action as required. The president shall cause notification of the action to be sent to the respondent(s), to the complainant(s), and to the Affirmative action officer. Once the decision has been forwarded to the complainant(s), the complainant(s) will have exhausted all grievance or appeals procedures within NSHE. 7.7 Rights of Individuals Either party in the grievance shall have the right to call witnesses. The purpose of the hearing by the grievance committee is to discover all the relevant facts and to encourage the parties to freely discuss the issues in an informal a setting as is possible. Therefore, while the right to legal counsel by either party shall not be precluded, provided that appropriate prior notice of such counsel's attendance shall be given to the other party and the grievance committee at least three (3) working days prior to the hearing, the extent of participation by legal counsel at the hearing shall be determined at the sole discretion of the grievance committee. All evidence and proceedings are confidential and shall not be made public by any participant during the mediation process and hearings or thereafter. This stated procedure shall not preclude an employees or student's right to seek other avenues of redress outside of NSHE. 8.0 Classified Employees NSHE classified employees are State of Nevada employees; therefore, follow the guidelines established by the State (Appendix B). 9.0 Reviews Each institution's affirmative action efforts can be reviewed annually by the Board of Regents and are subject to review by federal officials of the Office of Federal Contract Compliance, the Regional Office of Civil Rights and state agencies. 10.0 Affirmative Action The affirmative action officer and the human resources office analyze the present work force to identify areas where members of the affected class are not employed or are under-utilized. If the president determines that college goals can be better served by the inclusion in the final pool of members of the affected class, this will be recommended. The affirmative action officer reviews all recruitment procedures. ___________________________________________________ If you have questions about this policy, please contact the GBC affirmative action officer: Sonja Sibert Vice President for Business Affairs Room 160, Berg Hall, Elko Campus 775.753.2281  HYPERLINK "mailto:sonja.sibert@gbcnv.edu" sonja.sibert@gbcnv.edu Revised: January 14, 2003 Reformatted: September 2008     5.50 Affirmative Action/ January 14, 2003 Page  PAGE 8 of  NUMPAGES 9 Equal Employment Opportunity $Saequ^ l . J L 24tķķķ騙xmbmTHmTHmmh[c{h#5OJQJh[c{h#5>*OJQJhneh#OJQJh[c{h#OJQJh#5>*CJOJQJaJ"h[c{h#5>*CJOJQJaJh 5>*CJOJQJaJh h#CJOJQJaJh 5CJOJQJaJh h 5CJOJQJaJ(jh h 5CJOJQJUaJh h CJOJQJaJh#OJQJTf- . 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