Affirmative Action and Equal Employment Opportunity
Policy no. I-1
Effective date: 01/01/2005
Scope: faculty, staff and student employees
Defintions:
"Disabilities" is used according to its definition in Section 503 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990 which is: an individual who either 1) has a physical or mental impairment which substantially limits one or more of that person's major life activities, 2) has a record of such an impairment, or 3) is regarded as having such an impairment.
"Sexual harassment," can be defined as any unwelcome sexual advance, requests for sexual favors, or other verbal or physical conduct of a sexual nature, or verbal or other physical conduct directed at an individual or individuals because of gender and motivated by animus (strong dislike or animosity) based on gender.
Policy Statement
Case Western Reserve University does not discriminate in recruitment, employment nor policy administration on the basis of race, religion, age, sex, color, disability, sexual orientation, national or ethnic origin, political affiliation, or status as a disabled veteran or veteran of the Vietnam era. In addition, the university expects all employees, students, vendors, and associates to participate in the practice of non-discrimination. The university intends to maintain an environment free of sexual harassment and will not tolerate any form of harassment of its employees, faculty, or students. Retaliation against persons raising concerns about sexual harassment or harassment of any kind is prohibited and will constitute separate grounds for disciplinary action up to and including discharge or expulsion from the university .
In accordance with federal regulations, Case Western Reserve University completes an annual Affirmative Action Plan. Said plan establishes university-wide hiring goals for each department and school. At Case, we seek to employ a qualified, diverse workforce that reflects the global population that we serve. Each member of the university who participates in the hiring process shares has responsibility for the affirmative action goals and should be aggressive in outreach, recruitment, interviewing, and hiring from a qualified and diverse candidate pool.
Employees also should be aware of the following specific policy provisions at the university. In the event that any employee believes that the Affirmative Action and Equal Employment Opportunity policy is not being fully implemented, then the employee has the right to discuss any concerns with the Office of Equal Opportunity and Diversity or to request a review process through the EEO Complaint Process as outlined in the Staff Grievance Policy and Procedure (V-4, V-4a), and as detailed in the respective documents: Faculty Handbook, Staff Grievance Procedure (V-4a), or the Employment Handbook For Students.