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Nondiscrimination
Equal Opportunity
General Policy Statement
In the administration of this policy, the
does not discriminate against any
person in recruitment, selection for employment, training, promotion, retention, discipline,
benefits, conditions of work or any other aspect of personnel administration because of
political or religious opinions or affiliations or because of race, age, sex or national origin. In
addition, the
does not discriminate because of physical disability unless physical
abilities constitute genuine job requirements. The
will attempt to make reasonable
accommodations to enable otherwise qualified employees and applicants with disabilities to be
employed.
Specific Statements Regarding Americans with Disabilities Act Compliance
In its employment and promotion actions the
following guidelines.
will comply with the
Not ask or seek to determine whether any job applicant is a person with a
disability, either through application forms, interviews or reference checks.
Not require a medical examination of any applicant until after a conditional offer of
employment has been made.
Seek to make reasonable accommodations to the work place, the work schedule
or work methods to enable a qualified person with a disability to perform a job.
Not use any type of application, interview or examination process for a job that
would tend to screen .out qualified applicants with disabilities.
Not limit advertisement for job openings in a way that would deny qualified
applicants with disabilities the opportunity to apply.
More Detailed Statement
The
is firmly committed to ensuring equal employment
opportunity for all persons regardless of race, color, religious creed, ancestry, union
membership, age, sex, sexual orientation, national origin, non job-related handicap or disability or
on the basis of a person's AIDS or Human Immunodeficiency Virus (HIV) status.
The commitment to equal employment opportunity shall prevail in all employment
practices including recruiting, interviewing, hiring, promoting and training. All matters
affecting pay, benefits, transfer, furloughs, education, tuition assistance and social and
recreational programs shall be administered consistent with the strategies, goals and
timetables of the Affirmative Action Plan, and with the spirit and intent of state and federal laws
governing equal opportunity.
It is the responsibility of management personnel to participate in affirmative action
implementation, planning and monitoring to assure that successful performance of goals will
provide benefits to the
through greater use and development of
previously underutilized human resources. Management shall also insure that every work site of
this
is free of discrimination, sexual harassment or any harassment of
employees. Management's performance relating to the success of the Affirmative Action Plan will
be evaluated in the same manner as other objectives are measured.
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