Date to be reviewed:
|Director of Human Resources|
Wheeling Jesuit University provides equal employment opportunity to its employees and applicants for employment.
2.0 POLICY STATEMENT
2.1 It is the policy of Wheeling Jesuit University that all personnel actions including compensation, benefits, transfers, layoffs, return from layoff, University-sponsored training, education, tuition assistance, social and recreation programs will be administered in a nondiscriminatory manner. This affirmative action and equal opportunity policy applies to employment, promotion, demotion, transfer, recruitment, advertising, termination, rates of pay, or other forms of compensation or any other terms, benefits, or conditions of employment.
2.2 No person will be discriminated against at Wheeling Jesuit University on the basis of race, color, religion, gender, sexual orientation, national origin, ethnicity, age, marital status, blindness, handicap, disability, or Vietnam Era or disabled veteran status insofar as any of these classes are defined and protected by local, state, and federal laws and regulations.
The laws governing equal opportunity include, but are not limited to
- The Civil Rights Act of 1866
- The Equal Pay Act of 1963
- Title VI of the Civil Rights Act of 1964
- Title VII of the Civil Rights Act of 1964
- Executive Order 11246, as amended
- Title IX of the Education Amendments of 1972
- The Rehabilitation Act of 1973
- The Age Discrimination in Employment Act, as amended
- The Americans With Disabilities Act; the Civil Rights Act of 1991
- The West Virginia Human Rights Act
- The Virginia Human Rights Act
- Article 169 of the Codified Ordinances of the City of Wheeling
2.4 Wheeling Jesuit University values diversity and seeks talented employees from a variety of backgrounds. To this end, the University takes affirmative action to employ qualified women, minorities, disabled or Vietnam Era veterans, and handicapped individuals. Questions or concerns regarding the University's equal opportunity/affirmative action policies should be directed to the Affirmative Action/Equal Employment Opportunity Officer; the Director of Human Resources currently serves in that capacity.
2.5 The Human Resources Department will maintain the University's Affirmative Action Program and update it regularly to maintain compliance with all applicable laws. All supporting documentation will be maintained in compliance with the requirements of the applicable laws. Notification of the University's intent will appear on the University's website and on all job opportunity postings.
2.6 Any questions regarding equal employment, affirmative action or diversity programs should be directed to Human Resources.
The Director of Human Resources, in conjunction with the President of the University, has the authority to approve changes or exceptions to this policy at any time with or without notice, provided such changes are in compliance with other policy guidelines.