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Policy Number: 12.2
Effective Date: October 11, 2023
Revision History: April 18, 2023; February 1, 2018; June 30, 2016
Policy Contact: Equal Opportunity and Title IX Coordinator; Chief Human Resource Officer
I. Purpose and Policy Statement
This policy provides information regarding equal opportunity and affirmative action. Georgia Gwinnett College complies with Board of Regents Policy Manual 8.1.2 Equal Employment Opportunity and federal law, which prohibit discrimination or harassment of employees or applicants on the basis of sex (including pregnancy, child birth or a medical condition related to pregnancy or childbirth), race, color, creed, age, religion, national or ethnic origin, sexual orientation, gender identity or expression, disability, marital status, veteran or military status, genetic information, or any other characteristic protected by law with regard to any employment practices, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at the College.
The College will continue to ensure that individuals are employed, and that employees are treated without regard to their sex (including pregnancy, child birth or a medical condition related to pregnancy or childbirth), race, color, creed, age, religion, national or ethnic origin, sexual orientation, gender identity or expression, disability, marital status, veteran or military status, genetic information, or any other characteristic protected by law during employment, in all employment practices as follows:
- Employment decisions at the College are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination.
- 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 with disabilities and disabled veterans are encouraged to inform the Office of Payroll and Benefits if they need 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 College’s business operations.
- Applicants seeking employment with the College should contact the Office of Human Resources to request reasonable accommodations.
As part of GGC’s equal employment opportunity policy, the College will also take affirmative action, consistent with Executive Order 11246, as amended, Vietnam Era Veterans’ Readjustment Assistance Act (“VEVRAA”) of 1974, Section 503 of the Rehabilitation Act of 1973, and any other federal, state, or local law or regulation regarding Equal Employment Opportunity with respect to individuals based on race, sex, protected veteran status, and status as an individual with a disability.
II. Scope
All members of the College community (as defined below) are responsible for understanding and complying with this policy.
III. Definitions
Members of the College community: Any persons employed by or affiliated with the College in any way and persons participating in any College program or activity, including, but not limited to:
- College faculty, staff, administrators, employees, independent contractors, vendors;
- College students;
- Volunteers and participants in any College program or activity; and,
- Guests and visitors to campus, to any property owned or leased by the College, or to any property
IV. Roles and Responsibilities
- Equal Opportunity and Title IX Coordinator: The Equal Opportunity and Title IX Coordinator is the individual designated by the President with responsibility for providing education and training about prohibited discrimination and harassment to the College community and for receiving and overseeing the investigation of reports and complaints of discrimination and harassment in accordance with this policy.
- Office of Human Resources: Is the designated office that has oversight for compliance related to employment practices and the College’s affirmative action plan.
V. Related Regulations, Statutes, Policies, and Procedures
Federal Laws
The Equal Pay Act of 1963 (EPA)
Title VI of the Civil Rights Act of 1964 (Title VI)
Title VII of the Civil Rights Act of 1964 (Title VII)
Executive Order 11246 issued in 1965 (as amended by 11375)
The Age Discrimination Act of 1967 (ADEA)
Title IX of the Educational Amendments of 1972 (Title IX)
Section 501 of the Rehabilitation Act of 1973 (Section 501)
Section 503 of the Rehabilitation Act of 1973
Section 504 of the Rehabilitation Act of 1973
Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA)
The Pregnancy Discrimination Act of 1978
Title I of the American with Disabilities Act of 1990 (ADA)
Genetic Information Nondiscrimination Act of 2008 (GINA)
The Lilly Ledbetter Fair Pay Act of 2009
University System of Georgia Policies
Board of Regents Policy Manual 8.2.1 Equal Employment Opportunity
Board of Regents Policy Manual 4.1.2 Non-Discrimination
Board of Regents Policy Manual 8.2.16 Sexual Harassment
Board of Regents Policy Manual 4.1.7 Sexual Misconduct
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