The University of Wisconsin-Superior is committed to a policy of providing equal employment opportunity for all qualified individuals regardless of race, religion, creed, color, sex, gender identity or expression, national origin, ancestry, age, disability, marital status, relationship to other employees, sexual orientation, political affiliation, arrest or conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or the State of Wisconsin, or other protected status.
Equal employment opportunity applies to all faculty, students, academic staff, classified, limited term and project positions, and to all employment practices including, but not limited to: recruitment, interviewing, screening, hiring, certification, testing, placement, classification, evaluation, transfers, promotions, tenure, training, compensation, benefits, layoffs, non-contract renewals, terminations, retention, and committee assignment. UW-Superior is committed to making every good faith effort to achieve the goal of equal employment opportunity through implementing federal and state equal employment opportunity/affirmative action laws, executive orders, rules and regulations and University of Wisconsin System equal employment opportunity/affirmative action policies and guidelines. Employment is subject to federal laws that require verification of identity and legal right to work in United States as required by the Immigration Reform and Control Act.
Affirmative Action goes beyond the concept of equal employment opportunity. Affirmative Action policies and programs are required to overcome the present effects of past discrimination and to achieve equal employment opportunity for members of groups that are or have been formerly under-represented. Affirmative Action policies and programs are tools whereby additional efforts are made to recruit, employ and promote qualified members of formerly excluded groups, even if that exclusion cannot be traced to particular discriminatory actions on the part of this University. Through specific and result-oriented activities the University's goals are to ensure that every person is given full consideration through equal employment opportunity policies and practices and to achieve a representative workforce through its affirmative action efforts.
The university annually prepares and maintains an Affirmative Action Plan* for the recruitment, employment and promotion of women, minorities, and persons with disabilities. The Affirmative Action Plan details the University's progress toward affirmative action goals and compliance with all relevant policies. Copies of the Affirmative Action Plan are available in the University library, the Chancellor's Office, and the Human Resource Office. The University Cabinet and the Affirmative Action Advisory Committee are updated annually on the Affirmative Action Plan and also receive progress reports as needed throughout the year.
UW-Superior ensures physical accessibility to work environments for persons with disabilities and provides reasonable accommodation to ensure equal access to employment and all benefits associated with employment. When requested, reasonable accommodations for religious observances and practices will be provided.
The University of Wisconsin-Superior periodically examines all employment policies for discrimination and if discrimination is found, takes remedial action to correct the problem. All management personnel share in the responsibility for monitoring all equal employment and affirmative action policies. Evaluation of management includes an assessment of performance effectiveness in assisting the University in achieving its employment goals. The Affirmative Action Officer is responsible for monitoring the effectiveness of equal opportunity and, where necessary, the implementation of affirmative action programs. Persons seeking to file a complaint of harassment or discrimination should first bring the situation to the attention of their immediate supervisor. However, the employee may bypass their immediate supervisor and directly contact the Affirmative Action Officer.
Harassment is verbal or physical conduct that hinders access to employment; interferes with an individual's work performance; or creates an intimidating, hostile, offensive or demeaning work environment. Harassment by supervisors and/or co-workers on the basis of race, gender, sexual orientation, or other discriminatory bases are unlawful employment practices prohibited by state statutes, the Office of State Employment Relations, and UW-Superior and will not be tolerated. Harassment in any form will be prevented and addressed in a way that eliminates its occurrence. Retaliation against an employee who files a discrimination or harassment complaint, or against anyone who assists in the preparation of or testifies on behalf of an employee, is itself considered a form of discrimination and will be treated as such.
The University's EEO/AA policies and procedures, including processes for the investigation and resolution of discrimination and/or harassment complaints, are detailed in the Faculty and Academic Staff Handbook and the Classified Staff Handbook. Copies are distributed to all employees. The Faculty and Academic Staff Handbook is available on the University website.
Through these policies and procedures, the University of Wisconsin-Superior continues to reaffirm its commitment to the principle of equality of opportunity in employment and in education. While the University is obligated to develop and sustain a program of equal opportunity, we undertake these actions and adopt these policies, not only because we are required to, but also because it is right and proper that we do so.
Julius Erlenbach, Ph.D.
January , 2007
* UW-Superior's Affirmative Action Plan has been prepared to comply with the requirements of Executive Order 11246, as amended, and the implementing regulations, standards and guidelines contained in 41 CFR Chapter 60-2, Office of Federal Contract Compliance Programs, Equal Employment Opportunity, Commission and the Department of Labor. The plan also complies with affirmative action obligations contained in Title VII of the Civil Rights Act of 1964, as amended, the Equal Pay Act of 1963, as amended, the Age Discrimination in Employment Act 1967, Sections 503 and 504 of the Rehabilitation Act of 1990, as amended, the Americans With Disabilities Act of 1974, and the Immigration Reform and Control Act of 1986.