Policy 1401 – Equal Employment Opportunity Policy Statement

Revision Date: 3/1/2013

Responsible Office: Office of the President/Department of Human Resources

Reference: University of Louisiana System, Board Rule Chapter 3 and Policies and Procedures Memoranda, Chapter 3

Louisiana Tech University is committed to the principle of providing the opportunity for learning and development of all qualified citizens without regard to race, color, gender, age, religion, national origin, citizenship, disability, sexual orientation, or veteran status for admission to, participation in, or employment in the programs and activities which the University sponsors or operates.

It is the policy of the University to recruit the best personnel available in accordance with appropriate state and Federal laws and acceptable personnel practices. The President of the University has mandated that employment practices be supervised on a continuous basis to ensure that all budget unit heads take positive action in fulfilling the goals of equal employment opportunity. The University is committed to this policy because the University believes that it is morally right and that it is in accordance with Title VII of the Civil Rights Act of 1964, as amended, the Age Discrimination in Employment Act of 1967, as amended, Executive Order 11246, the Rehabilitation Act of 1973 (Sections 503 and 504), the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the Americans with Disabilities Act of 1990, and the Civil Rights Act of 1991.

Louisiana Tech University will take affirmative action to ensure that the following will be implemented at all levels of administration:

  1. Recruit, hire, place, train, and promote in all job classifications without regard to non-merit factors, such as race, color, gender, age, religion, national origin, citizenship, disability, sexual orientation, veteran status, or marital status except where gender is a bonafide occupational qualification.
  2. Identify and use existing talent and potential through upgrading and promotion of present employees. All promotions will be based only on valid equal employment promotional requirements.
  3. Base decisions on employment so as to further the principles of equal employment opportunity.
  4. Ensure that all personnel actions such as compensation, benefits, transfers, layoffs, recall from layoffs, education, tuition assistance, and social and recreation programs be administered without regard to race, color, religion, gender, age, national origin, disability, veteran status, or any other non-merit factor.

All personnel at Louisiana Tech University with responsibility for recruitment, appointment, placement, evaluation, training or any other aspect of personnel management are charged with the responsibility of seeing that this policy is successfully implemented by giving it full support through active cooperation and personal example. All such persons shall be evaluated on the basis of their equal employment efforts and results in addition to the usual standards of performance. Persons who fail to adhere to the Equal Employment Opportunity Policy are subject to administrative disciplinary actions. The University will periodically review its personnel actions to ensure compliance with this policy.

Equal Employment Policy Statement for Disabled, Disabled Veterans, and Vietnam Era Veterans

It is the goal of the University to hire applicants and admit students regardless of veteran status, disability, race, color, religion, gender, age, national origin, citizenship, sexual orientation, or marital status.

The execution of such a policy requires vigorous efforts to identify and attract protected class applicants who meet our qualification standards, and to have on file their applications in order to consider them along with other qualified applicants as openings occur.

The University’s employment policy fully embraces equality of opportunity for all employees with respect to all employment matters. This policy includes matters such as transfers, promotions, benefits, and social and recreational programs.

The Associate Vice President for Finance and Comptroller has been designated to coordinate with supervisors the day-to-day implementation of our EEO/Affirmative Action Plan. It will be his/her responsibility to ensure that the program is working in all areas.

The Director of Human Resources will be responsible for submitting at the end of each reporting year a report on all personnel actions taken during that year. This report will be reviewed with the Department/Division Head.

Any employee having questions regarding the University’s EEO Policy or its implementation should discuss the matter with the Associate Vice President for Finance and Comptroller, the Director of Human Resources, or the Title IX Coordinator (see Policy 1445 for contact information).