University of Wisconsin-Stout Policy
                                                                                                                                  Policy No.  86-47 rev.
                                                                                                                                  Date:  8/3/92
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION POLICY 

1.0   BACKGROUND
    Equal employment opportunity is a legal, social, and economic necessity for the nation and its institutions, including this university.
    The University of Wisconsin-Stout carries out its Equal Employment Opportunity/Affirmative Action (EEO/AA) responsibilities in accordance with UW System EEO policies, Wisconsin Statute Chapter 230, the Wisconsin Fair Employment Law, Executive Order 28, and the following federal EEO/AA laws and executive orders, as amended: Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act of 1967, Sections 503 and 504 of the Rehabilitation Act of 1973, Executive Order 11246, the Vietnam Era Veteran's Readjustment Assistance Act of 1974 (Section 402), the Americans with Disabilities Act of 1990, the Civil Rights Act of 1991, and the 1991 Wisconsin Act 101. Other laws may also apply to the implementation of equal employment opportunity and affirmative action at UW-Stout.
2.0   STATEMENT OF POLICY 
    2.1  It is the policy of the University of Wisconsin-Stout to ensure the active and positive implementation of federal, state, University of Wisconsin System, and local EEO/AA laws, executive orders, policies, guidelines, plans, rules and regulations in all aspects of employment and personnel activities and transactions of the university. 

    2.2  The university is committed to nondiscrimination in its employment practices and to equal employment opportunity for all persons regardless of race, color, creed, religion, sex, sexual orientation, national origin or ancestry, age, disability, marital status, political affiliation, arrest or conviction record, identity as a veteran, disabled veteran, Vietnam veteran, or the spouse of a veteran, or membership in the national guard, state defense force or any reserve component of the military forces of the United States or of this state. Retaliation is also a form of discrimination and is therefore prohibited. 

    2.3  The university is committed to implementing affirmative action in order to overcome the effects of past discrimination and to provide equal employment opportunities. The university recognizes the need to take affirmative action where underutilization exists for racial/ethnic minorities, females, and/or persons with disabilities in student, classified, LTE, project, and/or unclassified positions. 

    2.4  The faculty of the university will undertake good faith efforts for affirmative action and equal employment opportunity in all personnel actions in which individual faculty participate in making recommendations and/or decisions. 

    2.5  The university prohibits harassment by supervisors or co-workers on the basis of race, color, creed, religion, sex, sexual orientation, national origin or ancestry, age, disability, marital status, political affiliation, arrest or conviction record, identity as a veteran, disabled veteran, Vietnam veteran, or the spouse of a veteran, or membership in the national guard, state defense force or any reserve component of the military forces of the United States or of this state. 

    2.6  The university will maintain and support an affirmative action office.

3.0   RESPONSIBILITY FOR IMPLEMENTATION
    3.1  The university vests primary responsibility for affirmative action with the chancellor, division administrators, and related administrative and supervisory personnel through the development and implementation of its affirmative action plan. 

    3.2  The director of affirmative action will report directly to the chancellor for the purpose of ensuring equal opportunity in employment and affirmative action. The director will monitor and evaluate the implementation of the EEO/AA plan and will serve as a resource and support person to university groups concerned with equal employment opportunity and affirmative action for both classified and unclassified personnel. 

    3.3  The chancellor will submit an annual EEO/AA progress report to the President of the University of Wisconsin System and/or the Division of Affirmative Action, as appropriate. The report will assess institutional progress toward affirmative action goals and compliance with appropriate laws, regulations, and policies. 

4.0   POLICY IMPLEMENTATION
    4.1  The university will examine periodically all employment policies, practices, and procedures for evidence of discrimination on the bases listed in Section 2.2, and will take remedial action to correct any discrimination found to exist. 

    4.2  The university will implement affirmative action in all terms, conditions, and privileges of employment including, but not limited to, recruitment, testing, certification, hiring, training, transfers, promotions, retention, fringe benefits, compensation, layoffs, disciplinary actions, terminations, and committee appointments. 

    4.3  The university will maintain a written affirmative action plan; will make the plan readily available for reference in division and school offices, the Library Learning Center, and the affirmative action office; and will make summaries available for distribution and publication. 

    4.4  The university's EEO/AA policy, as well as related policies, such as the Sexual Harassment policy, will be disseminated throughout the university community by placing them in the UW-Stout Faculty, Academic Staff and Limited Appointee Handbook, the Classified Employees Handbook, the Student Employment Handbook, and the university EEO/AA plan. 

    4.5  The university will maintain an affirmative action committee or committees, as appropriate, composed of faculty, academic staff, classified employees, and students to advise the administration on affirmative action needs and concerns and to assist the affirmative action director in designing and implementing programs. 

    4.6  The university will prepare an affirmative action report at least once a year. This report will include an analysis of affirmative action progress made, together with any specific corrective actions necessary to meet expected goals and objectives of the university's affirmative action plan. 

    4.7  Upon the request of an employee, the university will provide reasonable accommodations for persons with disabilities to ensure equal access to employment. 

    4.8  Upon request of the employee, the university will provide reasonable accommodations for religious observances and practices. 

    4.9  Performance evaluations of university administrators, supervisory staff, and, where applicable, faculty, will include an assessment of their attention to and support of affirmative action. Their position descriptions will include EEO/AA responsibilities.

5.0   COMPLAINT/GRIEVANCE PROCEDURE
    5.1  The university will provide information in the UW-Stout Faculty, Academic Staff and Limited Appointee Handbook, the Student Handbook, and the Classified Handbook about the complaint/grievance procedure (Positive Action Procedure). These procedures provide for prompt and fair resolution of complaints alleging harassment and discrimination in employment. Complaints by bargaining unit employees alleging discrimination or harassment are covered by the specified procedure in the applicable union contract. 

    5.2  Employees who need information about complaint or grievance procedures or who wish to initiate such action may contact the affirmative action director, the director of human resources, or local union representatives, as appropriate. 
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If you have questions or comments, email bpa@uwstout.edu
Updated July 2000