Equal Employment Opportunity

Policy Number: 12.2
Effective Date: January 31, 2025
Revision History: October 11, 2023; April 18, 2023; February 1, 2018; June 30, 2016
Policy Contact: Chief Human Resource Officer; Equal Opportunity and Title IX Coordinator

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 8.2.1 Equal Employment Opportunity. The Board of Regents (“BOR”) believes in fair treatment of all employees and applicants in compliance with all related laws. BOR 8.2.1 Equal Employment Opportunity Policy provides the details on the Board policy.

1. All employment processes and decisions, including but not limited to hiring, promotion, and tenure, shall be free of ideological tests, affirmations, and oaths, including diversity statements. The basis and determining factor for all such decisions should be that the individual possesses the requisite knowledge, skills, and abilities associated with the role, and is believed to have the ability to successfully perform the essential functions, responsibilities, and duties associated with the position for which the individual is being considered. At the core of any such decision is ensuring GGC’s ability to achieve its mission and strategic priorities in support of student success. 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.
2. 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.
3. Applicants seeking employment with the College should contact the Office of Human Resources to request reasonable accommodations.

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:

1. College faculty, staff, administrators, employees, independent contractors, vendors;
2. College students;
3. Volunteers and participants in any College program or activity; and,
4. Guests and visitors to campus, to any property owned or leased by the College, or to any property

IV. Roles and Responsibilities

1. 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.
2. 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

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
Board of Regents HRAP Policy on Equal Employment Opportunity