Affirmative Action Policy
|Office of Human Resources
|Affirmative Action Officer
|Revised July, 2017, May 2015, January 2012, September 2016; Original March 2006
|Affirmative Action; Equal Employment Opportunity
SUNY Empire State University is committed to providing equal educational and employment opportunities for all employees and applicants and will not discriminate or allow the harassment on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, age, marital status, conviction record, physical or mental disability, protected veteran status, victims of domestic violence or any other characteristic protected by law.
The university’s Equal Employment Opportunity and Affirmative Action Policy incorporates required practices under federal and state law and establishes its longstanding commitment to the ideals of fairness, access and excellence.
As an institution of higher education the university is committed both to increasing the representation of protected groups throughout the workforce and promoting diversity among its administration, faculty and staff.
It is the goal of the university Equal Employment Opportunity Affirmative Action Policy to provide equal employment opportunity, address unlawful discrimination and harassment and contribute to the diversity of the university’s workforce. The university's affirmative action policy applies to all persons identified in federal and New York state laws as protected groups, including minorities, women, individuals with disabilities, protected veterans, or any other characteristic protected by law.
It is the university’s obligation to take appropriate action under this policy should it be determined that applicable federal and state equal employment opportunity laws and regulations have been violated. Employees and applicants are protected from coercion, intimidation and interference or discrimination for filing a complaint or assisting in an investigation under Executive Order 11246, as amended.
The university's affirmative action plan prepared in accordance with State University of New York policy and the regulations promulgated by the Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 41 CFR Chapter 60. Inquiries regarding the plan may be directed to the Affirmative Action Officer at 2 Union Avenue, Saratoga Springs, New York 12866; or email@example.com, (518) 587-2100, ext. 2240.
Employment decisions at Empire State University are based on legitimate job related criteria. All personnel actions or programs that affect qualified individuals, such as employment, promotion, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination based upon the individual’s sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristics protected by law.
Employees may choose to voluntarily disclose their sex, race, national origin, disability and protected veteran status at any time by contacting the Office of Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities and disabled veterans are encouraged to inform Affirmative Action Officer if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The university makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the university.
Applicable Legislation and Regulations
The federal and state laws that incorporate EEO components and guide university policy include:
- Federal Executive Orders 11246 and 11375, as amended
- Title VII of the Civil Rights Act of 1964, as amended in 1991
- Title IX of the Education Amendments of 1972
- The Age Discrimination in Employment Act (ADEA) of 1967
- The Americans with Disabilities Act (ADA) of 1990
- Section 504 of the Rehabilitation Act of 1973
- The Immigration Reform and Control Act (IRCA) of 1986
- The New York State Human Rights Law
Related References, Policies, Procedures, Forms and Appendices
The university’s affirmative action plan describes initiatives undertaken to prevent discrimination and harassment and nurture an inclusive, respectful and collegial environment among employees. The affirmative action plan has been prepared in accordance with State University of New York policy and the regulations promulgated by the Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 41 CFR Chapter 60 and Executive Order 11246. Governor’s Executive Order No. 28 that prohibits discrimination relating to employment based on sexual orientation, Executive Order 19 pertaining to victims of domestic violence, and the State University of New York’s Policies of the Board of Trustees.