Purpose:
Dyersburg State Community College (DSCC) is committed to promoting and insuring equal opportunity for all persons without regard to race, color, religion, creed, ethnic or national origin, sex, sexual orientation, gender identity/expression, disability, age (as applicable), status as a covered veteran, genetic information, and any other category protected by federal or state civil rights law. Additionally, DSCC is committed to providing a campus that is free of sexual or racial harassment. Harassment is a form of discrimination; harassment in the workplace or the educational environment is unacceptable conduct and will not be tolerated.
Scope:
DSCC shall comply with the following state and federal policies and statutes:
Executive Order 11246, as amended
The Equal Pay Act of 1963, as amended
Titles VI and VII of the Civil Rights Act of 1964, as amended
The Age Discrimination in Employment Act of 1967, as amended
Title IX of the Education Amendments of 1972
The Rehabilitation Act of 1973, as amended
The Vietnam Era Veterans Readjustment Act of 1974, as amended
The Age Discrimination Act of 1975
The Americans with Disabilities Act of 1990
The Pregnancy Discrimination Act
Tennessee Board of Regents (TBR) Policy 5:01:02:00
Applicable state statutes and all regulations promulgated pursuant thereto
All future provisions of Federal law or TBR policy which protect the aforementioned groups
Policy:
DSCC serves a diverse area and admits all individuals who believe they may benefit from the educational programs and services available. The education of a diverse clientele can never be fully realized without a similar commitment to diversity among the individuals who deliver and support the educational experience.
DSCC shall take affirmative action to insure that all individuals are treated during the employment process without regard to their race, color, religion, creed, ethnic or national origin, sex, sexual orientation, gender identity/expression, disability, age (as applicable), status as a covered veteran, genetic information, or any other category protected by federal or state civil rights law. Such action shall include, but not be limited to, actions to:
- Recruit, hire, train, and promote persons in all job titles, without regard to any of the foregoing prohibited factors:
- Base decisions on employment so as to further the principle of affirmative action and equal employment opportunity;
- Insure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities; and
- Insure that all personnel actions, such as compensation, benefits, transfers, layoffs, return from layoff, and institution or school-sponsored training, education, tuition assistance, and social and recreation programs, will be administered without regard to any of the foregoing prohibited factors.
Pursuant to the Civil Rights Act of 1964 and subsequent regulations, no employee or applicant for employment shall be subjected to sexual harassment.
Pursuant to Chapter 789 of the Tennessee Public Acts of 1980 and TBR Policy 5:01:02:00 – Equal Employment Opportunity and Affirmative Action, nepotism is forbidden. No employee may supervise any other employee who is a relative, including relatives by marriage. Any such incidents which may arise will be addressed as directed in TBR policy.
The Director of Human Resources shall serve as DSCC’s Affirmative Action Officer. As such, he/she is charged with the development and maintenance of an affirmative action plan. The Affirmative Action Officer will review and evaluate the success of the equal employment opportunity and affirmative action programs, prepare affirmative action goals and timetables for the College, develop a grievance procedure for equal opportunity complaints, hear grievances and recommend their disposition to the President, report progress to appropriate agencies and provide positive leadership in the implementation of the program. The Vice President for Institutional Advancement serves as Assistant Affirmative Action Officer.
Compliance:
All DSCC staff, faculty and students are expected to adhere to this policy. Supervisory personnel are responsible for meeting established affirmative action goals. Performance evaluations of supervisors shall include the effectiveness of their affirmative action efforts.
Definitions:
N/A
Revision History:
Policy created October 2004. Policy revised December, 2012; approved by Administrative Council on 12/14/2012.