Financing & Treasury

Auxiliaries Planning and Bonds
(Debt Financing, Risk Management, and Environmental Resources)

Subject: Statement on Nondiscrimination and Affirmative Action in Employment

Reference: RFSA 7-80-14

RESOLVED, That the Board of Trustees of the California State University and Colleges adopt the following revised policy for nondiscrimination and affirmative action in employment.

Preamble

The commitment of the CSUC to the advancement of knowledge and to the provision of quality higher education to all eligible students, and to the laws of California and the United States that guarantee to all persons the right of equal employment opportunity obliges each campus and the Office of the Chancellor to treat all employees without regard to their race color, religion, national orgin, sex, sexual preference, marital status, pregnancy, age, disability, disabled veteran's or Vietnam era veteran's status. Such commitment further obliges each campus and the Office of the Chancellor to make positive efforts to increase the opportunities for the employment and advancement of women, members of minority groups, the disabled, disabled veterans and veterans of the Vietnam era, and to strive toward achieving a faculty and staff that reflects the diverse society served by the CSUC. To this end the Trustees of the CSUC adopt this Policy Statement on Nondiscrimination and Affirmative Action in Employment.

Nondiscrimination

It is the policy of the CSUC to provide equal employment opportunities to all applicants and employees regardless of race, color, religion, national origin, sex, sexual preference, marital status, pregnancy, age, disability, disabled veteran's or Vietnam era veteran's status.

Employment, retention and advancement of employees shall be based on merit and be responsible to the needs of the CSUC for quality and excellence.

Affirmative Action

It is the policy of the CSUC to promote employment opportunities for women, members of minority groups, the disabled, disabled veterans and veterans of the Vietnam era. In accordance with EO 11246, minority group members are defined as Afro-Americans, Hispanic Americans, Native Americans, and Asian-Americans. Executive Order 11375 added Women by amendment.

All employment decisions shall be based on a fair and equitable asses- ment of merit -- an as assessment of the individual's talents, skills, knowledges, ability to do the work assigned, and potential -- and of the requirements of the CSUC for excellence. Those judged to be the best qualified on the basis of realistic and reasonable qualification requirements should be selected, retained and advanced.

Affirmative action requires that any barriers to equal employment opportunity be identified, and that positive measures be taken to remove them, and to eliminate underutilization of women, ethnic minorities, the disabled, disabled veterans and veterans of the Vietman era in occupations, in organizational units and at cerain salary levels. Affirmative action also requires opportunity for upward mobility and the provision of avenues for career advancement.

This policy is affirmed with the full expectation that it will result in a diverse work force of high quality through increased employment of women, ethnic minorities, Vietnam era veterans, and the disabled.

This policy conforms tothe requirements of Federal Executive Orders 11246 and 11375 as amended; the Civil Rights Act of 1964 as amended; Title IX of the Educational Act of 1972; Sections 503 and 504 of the Rehabilitation Act of 1973; Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974; Equal Pay Act of 1963 as amended; Age Discrimination Acts of 1967 and 1978; and other applicable federal statues; as well as pertinent laws, regulations and executive directives of the State of California, including regulatory procedures set forth in Title 5 of the Administrative Code.

This policy shall apply to all executive, academic, administrative and non- academic employees and those in academic-administrative assignments; to full-time, part-time, temporary, probationary and permanent employees as well as those with appointments in continuing education and other self-support programs; and to all personnel procedures and practices including, but not limited to, recruitment, appointment, evaluation, promotion, demotion, classification, transfer, termination, comprensation, training, leaves with and without pay, fringe benefits, layoff and return from layoff, grievance procedures and disciplinary actions.

Auxiliary organizations which are required to comply with the policies of the Board of Trustees are obliged to adopt similar employment procedures consistent with this policy and systemwide operational guidelines established by the Chancellor.

Affirmative action and equal employment opportunities shall be viewed as an integral part of the mission and management of the CSUC and shall be reflected in all relevant procedures and practices which contribute to the educational experiences of students and the employment conditions and opportunities of faculty, staff, and members of the administration. Demonstrated good faith efforts as well as progress in achieving goals and objectives shall be considered in the evaluation of performance of managers, supervisors and others involved in personnel processess, recommendations and decisions.

The authority and responsibility for assuring compliance with this policy shall rest with the Chancellor and the Presidents of the nineteen campuses. They shall exercise effective personal and professional leadership in promoting equal opportunity in every aspect of personnel policy and practice as well as in establishing, maintaining, and improving a continuing affirmative action program. Members of the faculty, staff and administration of the California State University and Colleges in carrying out their responsibilities shall adhere to the intent and letter of this policy statement.

Each campus and the Office of the Chancellor shall establish affirmative action plans and programs consistent with this policy statement as well as with relevant systemwide guidelines developed by the Chancellor. Each plan and any subsequent revisions shall be approved by the Chancellor. In addition, the Chancellor shall monitor affirmative action programs and progress, for program effectiveness and compliance with legal and policy requirements, and shall initiate with the Presidents corrective measures where necessary.