It is the policy of Drew University not to discriminate or allow the harassment of employees or applicants on the basis of sex (including pregnancy), age, gender identity or expression, sexual orientation, race, color, religious creed, ancestry, national origin, nationality, familial status, domestic partnership, civil union, or marital status, physical or mental disability, AIDS or HIV status, protected veteran status, military service, atypical cellular or blood trait, genetic information or any other characteristic protected by law with regard to any employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and/or other terms, conditions, or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. The University will continue to ensure that individuals are employed, and that employees are treated during employment, without regard to the above characteristics as protected by law in all employment practices as follows:
Employment decisions at the University are based on legitimate criteria related to the job description. All personnel actions or programs that affect qualified individuals, such as employment, promotion, demotion, transfer, recruitment, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination based upon categories protected by law. Employees may choose to voluntarily disclose their sex, race, national origin, disability and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions.
Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The University makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the University’s operations.
Drew University is fully committed to principles of equal employment opportunity and non-discrimination. I have the full support of the President of the University and her staff to fully implement this Program. All managers and supervisors are required to comply with this Equal Employment Opportunity and Non-Discrimination Policy to ensure all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner with respect to all employment decisions.
In addition, employees and applicants will not be subjected to harassment, intimidation, threats, coercion, retaliation, or discrimination because they have engaged in, or may have engaged in, filing a complaint, assisting or participating in an investigation, compliance review or hearing, or other activity related to this policy, the administration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Assistance Act of 1974, Executive Order 11246, all as amended, and/or any other federal, state, or local law or regulation regarding discrimination, harassment, the opposition of any act or practice made unlawful, or the exercise of any other right protected by such laws or regulations. The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish such information.
Emily Ralph, J.D., LMSW
Affirmative Action and Equal Employment Opportunity Officer
Title IX Coordinator