Equal Opportunity Policy
CENTRAL OREGON COMMUNITY
EQUAL OPPORTUNITY (EO) POLICY
(Revised February 2001; Adopted May 2001)
The following document is the Central Oregon Community College
Equal Opportunity and Affirmative Action (EO/AA) Policy.
Successful implementation of the policy will require ongoing
discussion and efforts on the part of all members of the College
community and continuing reassessment of the mission and purpose of
The Central Oregon Community College Board of Directors has
adopted the following mission statement for the College.
Central Oregon Community College will be a leader in
regionally and globally responsive adult lifelong education for
In conjunction with the mission statement, the Board also
adopted a vision statement with associated ends and goals.
Because of COCC, Central Oregonians will . .
- be a district-wide community that holds lifelong education as a
value and promotes ongoing professional growth and personal
development for adults;
- be able to connect actively with other communities, the state,
the nation and the world in order to attain both locally strong and
globally responsible perspectives;
- view education as integral to a sense of well-being, security
and responsibility; and
- look to COCC to lead the region in the achievement of these
Because of COCC, the community will…
- Have an
adult population with proficiencies and learning skills necessary
for lifelong employment at a family-wage level.
- Have an
adult population with academic achievements and learning skills
necessary to successfully pursue education at and beyond the
community college level.
collaboratively to achieve shared purposes.
wide-ranging opportunities to enhance learning, wellness, quality
of life, and cultural appreciation.
effectively with state, regional, national and global
Historically, equal opportunity policies focus primarily on
employment. Equal employment opportunity is not the single
aim of the policy at Central Oregon Community College. The policy
is also aimed at opportunities for students and the entire public
served by the College.
This policy covers equal opportunity and affirmative action
- all phases of the employment process;
- the admission of students;
- programs and services provided by the College;
- training for all faculty and staff;
- curriculum development; and
- educational opportunity.
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Equal Opportunity and
Affirmative Action Requirements
Federal law, Executive order, and state
and local legislation mandate equal opportunity and affirmative
action policies and programs. Central Oregon Community
College is obligated to fulfill the requirements monitored by the
following agencies and documented in the noted legislation.
U.S. Department of Labor Office of Federal Contract Compliance
- Executive Order 11246 (as amended) mandates that government
- will not discriminate against any employee or applicant for
employment because of race, color, religion, sex, or national
- will take affirmative action to ensure that applicants are
employed, and that employees are treated during employment, without
regard to their race, color, sex, or national origin
There are monetary thresholds at which various obligations are
required under Executive Order 11246. Each contractor with
$50,000 or more in service and supply procurement contracts and
fifty or more employees must develop a written affirmative action
plan. However, where the contract amounts are less than
$50,000 annually but exceed $10,000, the employer is obligated to
comply with equal opportunity clauses only and need not prepare a
written affirmative action plan. (As of January 2001, Central
Oregon Community College has government contracts that total less
than the $50,000 threshold but exceed the $10,000 threshold.)
- Section 503 of the Rehabilitation Act
of 1973 (as amended)
Section 503 applies to organizations with Federal contracts of
$2,500 or more annually. It prohibits discrimination and
requires affirmative action in all personnel practices for people
- Section 402 of the Vietnam-Era
Veteran's Readjustment Assistance Act of 1974
This act prohibits discrimination and
requires affirmative action for disabled veterans and Vietnam-era
veterans. The law is applicable to all organizations with Federal
contracts of $10,000 or more annually.
Please see http://www.dol.gov/ofccp/ for
Equal Opportunity Commission (EEOC)
- Title VII of the Civil Rights Act of 1964
Title VII explicitly prohibits employment discrimination on the
basis of race, color, sex, religion, and national origin.
Under this legislation it is unlawful for an employer to:
- fail or refuse to hire, or to discharge any individual, or to
otherwise discriminate against any individual with respect to
compensation, terms, conditions, privileges of employment, because
of such individual's race, color, religion, sex, or national
- limit, segregate, or classify an employee or applicant for
employment in any way which would deprive any individual of
employment opportunities because of such individual's race, color,
religion, sex, or national origin
- Age Discrimination in Employment Act (ADEA) of 1967
This Act protects employees 40 years of age or older from
discrimination which would prohibit their full employment. It
applies to private organizations with 20 or more employees and all
federal, state and local government institutions. Employment
agencies and labor organizations with 25 or more members are also
covered under this act.
- Equal Pay Act (EPA) of 1963
The EPA prohibits discriminatory wages between men and women who
perform substantially similar work that requires similar effort,
skill and responsibility. The law protects virtually all private
and public employees.
- Title One of the Americans with Disabilities Act (ADA) of
The ADA was enacted to establish a clear and comprehensive
prohibition of discrimination on the basis of disability.
Title One prohibits employment discrimination against
individuals with a physical or mental disability. It covers
all employers with 15 or more employees. The act
requires employers to reasonably accommodate an individual with a
disability unless it would create an undue hardship on the
Please see http://www2.ed.gov/about/offices/list/ocr/aboutocr.html for
Bureau of Labor and Industry (BOLI)
The legislature has given BOLI the
responsibility for enforcing the Oregon civil rights law and
- Oregon Revised Statutes Chapter 659 -
Civil Rights; Unlawful Employment Practices; Enforcement of Civil
- Oregon Administrative Rules 839-002-000 through 839-010-0160 -
General Rules for enforcing civil rights laws
- Oregon Administrative Rule 581-043-0900 specifically covers
discrimination within Oregon Community Colleges
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Central Oregon Community College has a continuing commitment to
programs of equal opportunity and affirmative action to extend
community services and educational, employment and promotional
opportunities to all legally protected classes. The College
shall adopt and maintain an Equal Opportunity Policy, which
provides for the implementation and evaluation of its EO
In implementing its Equal Opportunity Policy, the College will
take no action that would be inconsistent with state or federal
COCC is firmly committed to equal opportunity policy principles
- recruit, hire, train, transfer, and
promote persons in all job classifications, without regard to age,
disability, gender except where gender is a bona fide occupational
qualification, marital status, national origin, color, race,
religion, sexual orientation, or veteran status (disabled or
- base decisions on employment,
admission, academic advising and participation in all programs at
COCC on the principles of equal opportunity;
- base decisions about continuous
appointment, promotion, and salary according to principles of equal
- make personnel decisions such as
transfer, reduction in force, reemployment, professional
development without regard to age, disability, gender, marital
status, national origin, color, race, religion, sexual orientation,
veteran status, organizational affiliation or political
- base decisions on financial aid,
health services, admissions, tuition assistance, and
social/recreational programs in accordance with the principles of
Central Oregon Community College does not discriminate on the
basis of age, disability, gender, marital status, national origin,
color, race, religion, sexual orientation or veteran status.
The College complies with all federal legislation and civil rights
laws of the State of Oregon as specified in the preceding
section. Accordingly, equal opportunity for employment,
admission, and participation in the College's benefits and services
shall be extended to all persons, and the College shall promote
equal opportunity and treatment through a positive and continuing
Equal Opportunity Policy.
Unlawful discrimination by age, disability, gender, marital
status, national origin, color, race, religion, sexual orientation
or veteran status shall not exist in any area, activity or
operation of the district.
HIRING AUTHORITY AND NON-DISCRIMINATION IN EMPLOYMENT
The Central Oregon Community College Procedures Manual includes
recruitment and employment procedures for all full-time positions.
Paramount to the process is an accurate recommendation regarding
the characteristics of the position, the name and title of the
position, the range of remuneration proposed, and, in the case of a
classified position, the classification level for the position.
Recommendations for new positions, or substantive changes in
compensation factors for existing positions, are provided by the
Vice-Presidents/Deans of the College in consultation with their
associates and the Office of Human Resources. Final
recommendations for new positions are then routed to the
President's office for consideration.
Part-Time Professional Staff Positions
All Board approved part-time positions with the exception of
Community Education instructors, will be initiated by the
appropriate Vice-President or Department Chair and will follow the
procedures designed for that purpose. Possible recruitment
variations may be made in the length of the recruitment period and
the scope of the advertising.
Professional Improvement, Promotions and Transfers
Professional improvement programs are available to all college
employees. Based on the principles of equal opportunity,
Vice-Presidents and Deans will identify individuals who are
eligible for promotion and transfer within their divisions and
encourage them to apply for promotions and transfers. If
applicable, the Vice-Presidents and Deans will also ensure that the
appropriate professional improvement opportunities are available if
further training is needed.
The College's goal is to provide an atmosphere that encourages
individuals to realize their potential. Therefore, it is
against the College's policy for any manager, supervisor, faculty,
staff, or student to engage in harassment of any member of the
College community based on his/her age, disability, gender, marital
status, national origin, color, race, religion, sexual orientation,
or veteran status. Under the College policy, harassing behaviors
will not be tolerated. Therefore, it is the responsibility of
every member of the College community to ensure that the policy is
strictly enforced. This includes notifying each
employee/student of his/her rights and responsibilities under
COCC's non-harassment policy. Management staff is responsible
for taking reasonable action to maintain work and educational
environments free of conduct that causes or reasonably could be
considered to cause intimidation or hostility.
No employee or student shall be fired, expelled, suspended or
otherwise discriminated against because he/she has filed a
complaint, objected to, or testified about a possible violation of
the equal opportunity laws and/or COCC non-harassment policy.
DEFINITION OF HARASSMENT
Harassment: verbal, visual or physical behavior that:
a) can be perceived by a "reasonable
person" as unwelcome/offensive and refers in a demeaning way to
characteristics of any of the groups listed in the policy statement
b) creates a hostile or adverse
work/educational environment, or
c) subjects employees or students to
different terms or conditions based on the characteristics listed
in the policy statement.
Examples of harassment may include: comments, slurs, jokes,
symbols, innuendoes, cartoons, pranks, physical harassment, etc.,
which are derogatory on the basis of the employee's or student's
age, disability, gender, marital status, national origin, color,
race, religion, sexual orientation, or veteran status.
The most common types of harassment are defined below.
- Sexual Harassment:
Sexual advances, request for sexual favors and other verbal or
physical conduct of a sexual nature when:
a) Submission to such conduct is made
either explicitly or implicitly a term or condition of the
provision of services or of an individual's employment;
b) Submission to or rejection of such
conduct by an individual is used as the basis for any decisions;
c) The conduct has the purpose or effect
of unreasonably interfering with an individual's performance of
duties or creates an intimidating, hostile or offensive
Harassment: a behavior that denigrates, ridicules, and/or
is physically abusive of an employee/student because of his/her
gender or sexual orientation.
- Racial Harassment: a
behavior that denigrates, ridicules, and/or is physically abusive
of an employee/student because of his/her color or race.
- Harassment based on National
Origin: a behavior that denigrates, ridicules, and/or is
physically abusive of an employee/student because of his/her
ancestry, heritage or background identification with a specific
country or ethnic group.
Community Colleges in Oregon are required to include an
affirmative action policy as part of their overall personnel
policies (OAR 581-043-0700). Central Oregon Community College is
committed to the concepts and goals of affirmative action. It is
therefore the policy of Central Oregon Community College to take
affirmative action to recruit and to employ members of protected
groups. Under Federal Executive Order 11246 as amended, protected
minority groups are defined as American Indian or Alaskan Native,
Asian or Pacific Islander, Black, and Hispanic individuals. Women
are also designated as a protected group. The protected groups are
those groups of persons who have historically been most
disadvantaged by discriminatory practices formerly sanctioned by
law. Affirmative employment efforts are also required for disabled
veterans, veterans of the Vietnam era and for disabled persons.
Central Oregon Community College has a designated Equal
Opportunity and Affirmative Action Officer, who reports directly to
the President, and whose primary responsibility it is to oversee
implementation of the Equal Opportunity Policy, including
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- Staff will be hired on the basis of
job-related qualifications and all standards and evaluations will
be applied uniformly without regard to age, gender, marital status,
national origin, color, race, religion, sexual orientation, veteran
status, or the presence of a physical or mental disability for
which reasonable accommodation can be made.
- College employment opportunities are
routinely announced to all working sectors of the community
including minority, disabled, and disadvantaged groups.
- Candidates from all
sectors of the community will be encouraged to apply for job
- The College president
must authorize appointments to unadvertised positions for purposes
of promotion or reorganization.
- The Office of Human Resources will be
responsible for notifying all College staff of job vacancies
through internal announcements and will establish a system for
doing so. All College staff will be encouraged to apply for
- Screening committees will be
established for all advertised professional and classified job
vacancies. The membership of the committees should be
composed of individuals of diverse backgrounds and should included
protected classes when possible. The committee will screen
applicants according to an approved screening plan.
- All employment practices pertaining
to employee compensation, benefits, promotions, transfers,
terminations, job classifications, training, recreational and
social programs will be administered without discrimination.
- Layoff criteria will be applied
consistent with contractual agreements.
FOR EQUAL OPPORTUNITY POLICY IMPLEMENTATION
In order to ensure the effectiveness of the Equal Opportunity
Policy, all College employees must actively share in the
responsibility for the successful implementation of the policy.
BOARD OF DIRECTORS:
- Responsible for approval of a
comprehensive Equal Opportunity Policy for the College.
- Make recommendations and/or
corrections for improvement to the Equal Opportunity Policy.
- Review on an ongoing basis the
College Diversity Plan.
- Responsible for reviewing the
proposed Equal Opportunity Policy as submitted by the Officer of EO
and for making recommendations to the Board concerning the adoption
of the policy.
- Responsible for the implementation of
the Equal Opportunity Policy after Board approval.
- Review with each Vice-President and
Dean his/her effectiveness in the implementation of the College
Equal Opportunity Policy, as a part of each executive officer's
annual performance evaluation.
- Review with each Vice-President and
Dean training activities for all faculty and staff aimed at
increasing sensitivity to diversity and ensuring an atmosphere of
equality and non-discrimination.
- Responsible for the implementation of
the College's Equal Opportunity Policy for each division.
- Review with each administrator
his/her effectiveness in the implementation of the College EO
- Evaluate members selected for the
screening committee to determine whether the committee is selected
in compliance with the Equal Opportunity Policy and to assist
screening chairs in choosing a variety of staff members to
The EO Officer reports directly to the President. The
Officer of EO shall:
- Develop policies related to equal
opportunity for review by the President and for Board approval.
Develop the College Equal Opportunity Policy and related
- Review IPEDS reports that will
measure the effectiveness of the College EO Policy, including
monitoring and evaluating education and employment practices.
- Lead internal investigations into
discrimination complaints and direct internal discrimination
complaints to the College Concerns procedure as appropriate
- Keep management informed of current
developments in EO.
- Represent the College and serve as a
liaison with compliance agencies and municipal action programs.
- Develop, maintain and/or monitor
internal and external communication systems for the dissemination
of information about the EO plan.
- Provide EO, diversity awareness and
Title IX information for faculty and staff.
- Work with the Human Resources
Director and appropriate Vice-President to provide EO and diversity
training for screening committees.
FACULTY, ADMINISTRATORS AND CLASSIFIED STAFF
- Be aware of and adhere to the College
equal opportunity and non-discrimination policies.
- Perform duties and responsibilities
in a manner which provides equal opportunity to all students and
staff and which provides an atmosphere free of harassment and
- Adhere to the College EO policy and
Diversity Plan when serving on screening committees.
OFFICE OF HUMAN RESOURCES SHALL:
1. Have the primary responsibility for
recruitment. Campus departments will provide assistance in
identifying and contacting recruitment sources. The recruitment
plan will include the following provisions:
a) Maintaining a current list of recruitment
b) Sending external job advertisements
to recruitment sources regularly.
c) Establishing liaisons with
organizations for protected classes to enhance recruitment efforts
and to promote the College as an EO employer.
2. Treat applicants for College
positions uniformly and without discrimination. The following
statement (disclaimer) appears on COCC's E & R 2P/C "Form for
Approval to Begin Interviews" under the question, "What specific
actions were taken in the screening process to assure that women
and minorities were given full consideration?"
3. Maintain the required records
pertaining to job applications and other employment practices.
4. Develop personnel procedures related
to EO in accordance with Board policies and the College EO policy
and Diversity Plan.
5. Verify that all job advertisements
include reference to the College's EO policy.
6. Review job requirements and screening
materials to ensure job relatedness.
7. Verify that applicant selection is
consistent with federal and state laws and College EO policy
INTERNAL DISSEMINATION OF COLLEGE EQUAL OPPORTUNITY POLICY
1. The College's EO Policy will be
reviewed on a biennial basis with copies distributed to the
President, Vice-Presidents, Deans, directors and department chairs,
student government and to each College collective bargaining
The policy will be available in the College library and from the
Human Resources Webpage. Availability of the policy will be
announced to the College community using electronic mail.
2. Information about the College EO
policy will be included in new employee orientation training.
3. Non-discrimination clauses will be
included in collective bargaining agreements with employee
4. Notice of the College EO policy will
be posted on College bulletin boards.
EXTERNAL DISSEMINATION OF COLLEGE EQUAL OPPORTUNITY POLICY
The policy will be distributed:
1. To any interested agency, public or
private, in the Central Oregon area upon request;
2. To suppliers, contractors and vendors
upon request with whom the College does business or plans to do
business. This will be the responsibility of the
Vice-President and CFO;
3. To recruiting sources, when
appropriate, encouraging them to actively recruit and to refer
protected classes. This will be the responsibility of the
Director of Human Resources.
1. References to and illustrations of
employees and students in College publications, handbooks and
advertising will reflect the diversity of Central Oregon Community
2. All relevant College publications,
including job advertisements, will include reference to College
These items will be the responsibility of the Director of
EMPLOYMENT TRANSACTIONS (Semi-annually)
COCC is in compliance with:
IPEDS: U.S. Department of Education Integrated Postsecondary
Education Data System
REVIEW OF EO PROCEDURES AND PRACTICES (Ongoing)
The Equal Opportunity Officer on an ongoing basis to assure
equal opportunity will review the following items:
1. Recruitment and selection processes
(applications, job announcements, interview procedures, etc.)
2. Transfer and promotions data
3. Technical aspects of Equal
Opportunity compliance (posters, publications, notifications of
4. Fall Staff Survey (IPEDS)
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OF PROBLEM AREAS IN EMPLOYMENT
All personnel involved in employment decisions must comply with
RECRUITMENT AND SELECTION
Recruitment programs for all positions will be designed to
attract protected classes by:
1. Verifying that public notice of each
position, new or open by retirement or resignation, is made in the
identified recruitment area.
The Officer of EO should review proposed announcements of all
new professional and classified positions prior to their official
release. Such review will be documented on the COCC E & R
2. Inviting individuals from the
community or members of student organizations to participate in
screening and selection committees when appropriate.
3. Maintaining a personnel record system
that reflects actions taken and decisions made to include receipt
and disposition of applications, evaluation of credentials against
well-identified performance criteria for the position and
identification of reasons for non-consideration of all
Records of the recruitment process shall be maintained on file
for each position opening for a period of two years. The file
shall contain documentation as to the processes used to announce
the position, criteria for selection, and any other pertinent
material developed or received during the recruitment process.
Protected class individuals are afforded equal opportunity to be
considered for transfer, particularly when such transfer relates to
improved employment opportunity.
HARD VERSUS SOFT MONEY
Policies regarding non-discrimination in recruitment, selection
and conditions of employment apply to all COCC personnel regardless
of source of fiscal support.
OPPORTUNITIES FOR ADVANCEMENT
The College will encourage employees to take advantage of
professional improvement opportunities. Leave will be granted
for educational purposes whenever possible according to policies
outlined in the appropriate handbook or collective bargaining
The College will encourage employees to apply for promotion.
The Equal Opportunity Officer will analyze the extent of
voluntary and involuntary terminations of protected class
individuals from information provided by the Human Resources
COCC is committed to non-discrimination with regard to students
on the basis of age, disability, gender, marital status, national
origin, color, race, religion, sexual orientation, or veteran
Through ongoing evaluation of student programs, the Equal
Opportunity Officer will coordinate with the Director of Student
Life and the Dean of Enrollment Services and other appropriate
College personnel to ensure equal opportunity in student
organizations, services, and benefits including but not limited
- Student support services and programs;
- Training assignments, including work experience;
Recruitment by off-campus employers; and
Services for students
OF DIVERSITY AND EQUAL OPPORTUNITY ACTION PROGRAMS
Central Oregon Community College supports community action
programs and organizations that promote equal opportunity for
protected class individuals and inclusion of people from diverse
1. encouraging conferences to be held
periodically on campus and open to interested participants on a
state, regional, local or national scale;
2. supporting recruiting efforts locally
and nationally to identify protected class individuals who may
enroll in educational programs available at COCC;
3. cooperating with local and state
organizations when the purpose is to further the equal
opportunities of ethnic minorities, women, veterans and the
4. encouraging key College officials to
serve on community boards.
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