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Supervisor’s Reference Guide Affirmative Action Next.

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1 Supervisor’s Reference Guide Affirmative Action Next

2  Laws Section 1 Supervisor’s Reference Guide Affirmative Action In addition to adherence to the UNCG Policy on Discriminatory Conduct, the University aims to achieve within all areas of employment, a diverse faculty and staff capable of providing for excellence in the education of its students and for the enrichment of the total University community. In seeking to fill openings, every effort will be made to recruit in such a way that women, minorities, disabled persons, and veterans will have an equal opportunity to be considered for and appointed to all vacant positions.  Affirmative Action in Action  Affirmative Action Plan Section 2  Recruitment and Selection  Day to Day Operations  Discrimination  Mediation Section 3Section 4  Contact Information  Links to FAQs and Forms Next Back  Statement of Commitment Statement of Commitment

3 Laws Governing Affirmative Action Back Next Established in 1965, Executive Order 11246 requires non-construction contractors with 50 or more employees and government contracts of $50,000 to develop and implement a written affirmative action program (AAP).

4 Statement of Commitment The University of North Carolina at Greensboro is committed to equality of employment opportunities and does not discriminate against applicants or employees based on race, creed, color, national origin, religion, gender, age, disability, veteran status, political affiliation, or sexual orientation. Moreover, The University of North Carolina at Greensboro is committed to recruiting and advancing women and minorities at all levels in its staff complement. The minimum employment age is 18 years, except law enforcement officers who must be at least 21 years of age at the time of hiring. There is no maximum age for employment. Next Back

5 Affirmative Action in Action at UNCG Affirmative Action policies and procedures at UNCG are implemented through: Affirmative Action Plan Recruitment and Selection Day-to-Day Operations Discrimination Mediation Back Next AFFIRMATI VE ACTION

6 Affirmative Action Plan The plan is disseminated annually and is always accessible on the HRS website. Supervisors and managers are educated on the AA Plan one or two times during the year. Affirmative Action Plan Next Back

7 Recruitment and Selection

8 Day-to-Day Operations Promotions Tenure Transfers Training Terminations

9 Discrimination Due to the Departmental budget, our annual Christmas party will be pot luck….What can I sign you up to bring? Do I have to let you know now? I have no idea what I want to bring. Ask me again next week, please? I don’t celebrate Christmas…..should I tell them?

10 Mediation My supervisor always talks to me in an appropriate manner. Have you told him that it makes you uncomfortable?

11 Your Affirmative Action Officer Benita T. Peace She can be reached by telephone: 334-4510 email: **Representatives from each school/division makes up the University’s Affirmative Action Committee. Next Back

12 Links to FAQs and Forms Affirmative Action FAQs Affirmative Action Forms HRS Home Page Next Back


14 Affirmative Action Home This training was provided by:

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