|Equal Opportunity and Non-Discrimination
||Approved Date 4-17-2018
Effective Date 4-17-2018
Revision No. 2.0
This policy establishes guidelines for ensuring a non-discriminatory workplace and academic environment.
2.0 Revision History
||Removed information about accommodations, which belongs in the policy on accommodations.
||Expanded groups that we do not discriminate against in compliance with current legislation.
||4.1 and 5.1
||The discrimination statement in the Hiring Classified Staff policy was shortened to include only the federally required criteria. The change was applied to all policies with a discrimination statement.
||4.1 and 5.1
||The discrimination statement was changed back to the expanded statement in revision 1.0. All policies with a discrimination statement will reflect this change.
||4.1 and 5.1
3.0 Persons Affected
3.1 Casper College employees.
3.2 Casper College students.
3.3 Applicants and candidates for college employment positions.
3.4 Applicants and candidates for college programs and classes.
The policy of Casper College is to ensure the following.
4.1 Casper College is an equal opportunity institution and as such does not discriminate based on race, sex, color, national origin, religion, age, veteran status, political affiliation, disability, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state, or local law in admission or access to or treatment or employment in its educational programs or activities.
4.2 The college conducts prompt, fair, impartial, and confidential investigations of any discrimination claim.
4.3 The college prohibits any retaliation against anyone who reports discrimination or participates in a discrimination investigation.
4.4 The college abides by all federal, state, and local laws regarding recruiting, selecting, and hiring employees and recruiting, accepting, and working with students.
5.1 Discrimination. Conduct directed at a specific individual or group that adversely affects their employment or education because of race, sex, color, national origin, religion, age, veteran status, political affiliation, disability, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state, or local law in admission or access to or treatment or employment in its educational programs or activities.
5.2 False Allegations. Behavior that occurs when a person knowingly or with reckless disregard for the truth makes a false accusation. Failure to prove a claim is not equivalent to a false allegation.
5.3 Retaliation. Behavior that includes any form of intimidation, reprisal, or harassment against an individual for reporting or participating in an investigation of discrimination claim. Retaliation may include, but is not limited to,
- Refusing to hire, or refusing to promote an individual
- Departing from customary employment or academic practice regarding the individual
- Transferring an individual to a lesser position in terms of wages, hours, job classification, job security, or employment or academic status
- Informing anyone who does not have a need to know that an individual has reported or participated in an investigation of a discrimination complaint
- Impeding an individual’s academic advancement
6.1 The president is responsible for ensuring compliance to this policy and all federal, state, and local laws pertaining to equal opportunity and non-discrimination.
6.2 Employees are responsible for abiding by the requirements of this policy and all applicable laws.
6.3 The human resources director is responsible for investigating discrimination complaints involving employment. The associate vice president of student services (AVPSS) is responsible for investigating discrimination complaints involving students.
7.1 Anyone with concerns or complaints related to equal opportunity in education and employment at Casper College should contact the human resources director or the AVPSS if students are involved. Concerns or complaints may also be reported to the U.S. Department of Education, Office for Civil Rights, Region VIII, 1244 Speer Boulevard, Suite 310, Denver, CO 80204-3582; 303-844-5695 or TDD.
7.2 Employees who receive a discrimination complaint must immediately inform the Human Recourses (HR) director or the AVPSS, and must keep the information confidential. Administrators and supervisors, in particular, who fail to report a complaint will be subject to disciplinary action.
7.3 The HR director or the AVPSS will conduct a prompt, fair, and impartial investigation into discrimination complaints involving only people pertinent to the investigation. The college will protect the confidentiality of those involved to the extent possible under the law.
7.4 The HR director or the AVPSS notifies the president when there is evidence to support a discrimination complaint or if someone has made a false allegation.
7.5 The president and any other pertinent employees will determine disciplinary or corrective actions, which may include but are not limited to, a reprimand, suspension, or employment termination or academic dismissal.
7.6 The HR director or the AVPSS will notify, within legal limits, people directly involved in the complaint of disciplinary or corrective measures taken.