Human Resources
Affirmative Action Plan
Objectives
Grambling State University commits itself to a program of affirmative action
to encourage the application of under represented minority, women, disabled,
and veteran employees and students, and to monitor organizational procedures,
which assure equal treatment and access to all programs, facilities, and
services. Objectives set forth to achieve this program include:
- Determination of the extent to which minorities, women,
the disabled, and veterans are underrepresented in major job categories,
academic programs, and the identification and elimination of the specific
causes of such representation.
- Development of applicant pools in which qualified
minorities, women, the disabled and veterans are represented in proportions
sufficient to reduce their under utilization where such has occurred.
- Projection of goals and timetables, which will measure
the progress toward a representative workforce and student body.
- Continued evaluation of monitoring systems to assure
effective operation of the affirmative action program, achievement of
the goals, and modification of the plan as appropriate.
Compliance with Laws and Regulations
Thorough its Affirmative Action Plan, Grambling State University commits
itself to satisfy legal obligations as well as to the affirmative responsibilities
set forth in the following laws and regulations:
- Title VII of the Civil Rights Act of 1964 and its
implementing regulations. GSU does not discriminate in providing educational,
vocational, and employment opportunities to all persons regardless of
race, color, or national origin.
- Title VII of the Civil Rights Act of 1964 as amended
by the Equal Employment Opportunity Act of 1972. GSU does not discriminate
with respect to any condition of employment, or against any applicant
for employment regarding race, color, sex, religion, or national origin.
- Title IX of the Education Amendments of 1972 and the
implementing regulations. GSU provides educational, vocational, and employment
opportunities to all persons without regard to sex.
-
Sex Discrimination
Guidelines. The University ensures compliance as required by the
Office of Federal Compliance Programs (OFCCO) Sex Discrimination Guidelines
set for the 41 CFR, Part 60-20, by equally considering both sexes for
all positions they are qualified to perform. All conditions of employment,
including salary, hours, pension and fringe benefits are administered
without regard to the sex of the employees.
Married and unmarried men and women are treated equally in all personnel
actions, including all benefits. Retirement age and benefits are equal for
both sexes. Appropriate physical facilities are provided for employees and
applicants of both sexes. Leaves of absences are the same for all employees
regardless of sex or marital status.
- In accordance with Section 504 of the Rehabilitation
Act of 1973 and it’s implementing regulations. GSU does not discriminate
on the basis of disabilities in providing educational, vocational and
employment opportunities to all qualified individuals with disabilities.
- The Age Discrimination Employment Act of 1967 (ADEA)
and its implementing regulations. GSU does not discriminate in providing
educational, vocational, and employment opportunities to all persons regardless
of age.
- The Equal Pay Act of 1963 (EPA) and its implementing
regulations. GSU provides equitable pay for men and women who perform
substantially equal work.
- Title VII and VIII of the Public Health Service Act,
as amended.
- Veterans Readjustment Act of 1974. GSU assures compliance
with Section 503 of the Rehabilitation Act of 1973 and Section 402 of
the Vietnam Era Veteran’s Readjustment Act of 1974 and covers all individuals
satisfying the following definitions:
Veterans of the Vietnam Era means a person (1) who served on active duty
for a period of more than 180 days, any part of which occurred between August
5, 1965, and May 7, 1975 and was discharged or released with other than
a dishonorable discharge, or (b) was discharged or released from active
duty because of a service connected disability if any part of such active
duty was performed between August 5, 1964, and May 6, 1975. No veteran may
be considered to be a veteran of the Vietnam Era under this paragraph after
December 21, 1994.
Special Disabled Veteran means (a) a veteran who is entitled to compensation
(or who, but for the receipt of military retired pay, who would be entitled
to compensation) under laws administered by the Department of Veterans’
Affairs for a disability rated at least 30 percent or more, or rated 10
or 20 percent. In the case of a veteran who has been determined under Section
1506 of this title to have a serious employment disability; or (b) a person
who was charged or released from active duty because of a service connected
disability.
Disabled Veteran means a person entitled to disability compensation under
laws administered by the Veterans Administration for disability rated at
30 percent or more or a person whose discharge or release from active duty
was for a disability incurred or aggravated in the line of duty.
- Americans With Disabilities Act of 1990. Those protected
by the ADA include, but are not limited to persons with such conditions
as: hearing, speech and visual impairments, paraplegia and epilepsy, past
alcohol use, past drug use and AIDS if there is no direct threat to the
health and safety of others. GSU will take affirmative action to ensure
that the provisions of this Act are implemented at all levels of administration.
- An Individual with a Disability under the ADA is a
person who has a physical or mental impairment that substantially limits
one or more major life activities, has a record of such impairment, or
is regarded as having such impairment. Major life activities are that
an average person can perform with little or no difficulty such as walking,
breathing, seeing, hearing, speaking, and working.
- A Qualified Disability: A qualified employee
or applicant with a disability is someone who satisfies skill, experience,
education, and other job-related requirements of the position held or
desired, and who, with or without reasonable accommodation, can perform
the essential functions of that position.
- Reasonable Accommodation: Reasonable accommodation
may include, but is not limited to, making existing facilities used by
employees readily accessible to and usable by persons with disabilities;
job restructuring; modification of work schedules; providing additional
unpaid leave; reassignment to a vacant position; acquiring or modifying
equipment or devices; adjusting or modifying examinations, training materials,
or policies; and providing qualified readers or interpreters. Reasonable
accommodation may be necessary to apply for a job, to perform job functions,
or to enjoy the benefits and privileges of employment that are enjoyed
by people without disabilities. GSU is not required to lower academic
or production standards to make an accommodation. GSU generally is not
obligated to provide personal use items such as eyeglasses or hearing
aids.
- Undue Hardship: GSU will make a reasonable accommodation
to a qualified individual with a disability unless doing so would impose
an undue hardship on the operation of business. Undue hardship means an
action that requires significant difficulty significant or expense when
considered in relation to factors such as a size, financial resources,
and the nature and structure of its operation.
- Prohibited Inquiries and Examinations: Before making
an offer of employment, GSU will not ask job applicants about the existence,
nature, or severity of a disability. Applicants may be asked about their
ability to perform job functions. A job offer may be conditioned on the
results of a medical examination, but only if the examination is required
for all entering employees in the same job category. Medical examinations
of GSU employees will be job related and consistent with business necessity.
- Drug and Alcohol Use: Employees and applicants currently
engaging in the illegal use of drugs are not protected by ADA, when GSU
acts on the basis of such use. Tests for illegal use of drugs are not
considered medical examinations and, therefore, are not subject to the
ADA’s restrictions on medical examinations. Employers may hold individuals
who are illegally using drugs on individuals with alcoholism to the same
standards of performance as other employees.
- Drug-Free Workplace Policy. The unlawful manufacture,
distribution, dispensation, possession, consumption, or use of a controlled
substance is prohibited while on property owned or leased by GSU. Employees
are prohibited from reporting to work under the influence of non-prescribed
controlled (illegal) substances.
DIVERSITY STATEMENT:
Grambling State University is committed to a program
of Diversity to encourage the application of under represented groups such
as minority, women, disabled and veteran employees and students, and to
follow organizational procedures, which assure equal treatment and access
to all programs, facilities, and services.
