North Carolina Central University
1801 Fayetteville St.
Durham, NC 27707
North Carolina Central University emphatically states that it will provide equal employment opportunities to all persons and prohibits employment decisions on the basis of race, religion, color, creed, national origin, sex, age, disabling condition, political affiliation, or sexual orientation. All selection, hiring, and promotion decisions will be based on valid job related requirements consistent with performance of the essential functions of the position. This policy is in keeping with Executive Order 11246, as amended, Titles VI and VII of the Civil Rights Act of 1964, as amended, Title IX of the Education Amendments of 1972, the Equal Pay Act of 1963, Sections 503 and 504 of the Rehabilitation Act of 1973, the Civil Rights Restoration Act of 1988, the Americans with Disabilities Act of 1990, the Civil Rights Act of 1991, the Vietnam Veterans Readjustment Assistance Acts, N.C.G.S. §126-16, and other applicable federal and state laws.
In furtherance of this policy, North Carolina Central University prohibits any individual from creating a hostile or intimidating work environment. Personnel policies and practices are to be conducted in a work environment that is fair, free from discrimination and free from harassment based on race, religion, color, creed, national origin, sex, age, disabling condition, political affiliation or sexual orientation. Moreover, retaliatory action of any type exercised by any employee(s) of the University against another employee or applicant for employment because the individual filed a charge, testified, assisted, or participated in any manner in a hearing, proceeding, or investigation of employment discrimination is prohibited.
The principle of equal employment opportunity shall apply with respect to all incidents of an employment relationship, including, but not limited to:
In addition, the University will provide reasonable accommodations for applicants and/or employees with disabilities in an effort to enable them to successfully perform essential functions of the job or benefit from training.
To ensure equal employment opportunity exists throughout the University, a results oriented program will be implemented to overcome the effects of past discrimination. It will also eliminate artificial barriers to employment opportunities for all qualified individuals that may exist in any of our programs.
This program encourages greater utilization of all individuals by identifying underutilized groups in the workforce. Once identified special efforts are initiated to increase the group’s participation in recruitment, selection, training and development, upward mobility programs, and other term, condition, or privileges of employment.
Program objectives and timelines will be established to reduce or eliminate underutilization through the Equal Employment Opportunity plan and program. Responsibility for the development of this plan is assigned to the Equal Opportunity Officer. However, the implementation of, and compliance with this plan and its program objectives will be shared by all administrators and supervisors.
NCCU’s Equal Employment Opportunity Program will be evaluated and monitored continuously. The Equal Opportunity Director will present periodic reports relative to the progress of this program to the Chancellor. Our Chancellor is committed to this program and is aware, that with its implementation, positive benefits will be the outcome of the increased utilization, growth and development of previously underutilized human resources.
Adopted this the 1st day of March 2002
Revised the 27th day of March 2008
North Carolina Central University is committed to Equal Employment Opportunity. Therefore, university policy and employment practices operate to prevent discrimination affecting any employee or prospective employee based on consideration of race, color, religion, creed, age, sex, disabling condition, political affiliation or sexual orientation.
The principle of equal employment opportunity applies with respect to all incidents of the employment relationship, including: recruitment comprising of advertising or solicitation for employment; job selection, hiring and placement; treatment during employment and probation period; promotion and advancement; compensation and fringe benefits; selection for training and other professional development opportunities; transfer, demotion, layoff, termination and reduction-in-force; formulation and application of personnel rules and regulations, access to facilities, and reasonable accommodations for applicants and/or employees with disabling conditions to facilitate job performance and training.
To ensure equal employment opportunity exists university-wide, EEO and Affirmative Action Plans are implemented to overcome the effects of past discrimination. Plans also eliminate artificial barriers to employment opportunities for all qualified individuals that may exist in our programs. In addition to Vice Chancellors, Deans, Department Heads and Chairpersons having copies or summary copies of these plans, reference copies are located in the Office of the EEO/AA Director, Shepard Library, and in the Department of Human Resources.
Chancellor Debra Saunders-White, as the head of the university, is ultimately responsible for the EEO/Affirmative Action Programs.
Atty. Andria Knight is the Associate EEO/AA Officer. She may be reached at extension 7070, Room 111 in the William Jones Building.