Office of the Provost

Faculty and Staff Handbook Chapter 1 -- General Policies

Employment

As an Equal Opportunity Employer, FHSU affirms its policy to recruit, hire, and promote persons in all job classifications without regard to age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled) except as any of these can be proven to be necessary qualifications for the job itself. All personnel actions such as recruitment, selection, compensation, benefits, and promotions are included in the University's equal employment opportunity policies and Equal Employment Opportunity Program.

1. Recruitment and Selection Processes

Recruitment and selection of employees of the University will demonstrate a commitment to recruit and hire qualified minorities, women, handicapped persons, and veteran status (Vietnam Era and/or special disabled). All hiring agents will actively seek qualified women, minorities, handicapped persons, and veteran status (Vietnam Era and/or special disabled).

a. Recruitment Areas

The recruitment area for faculty and administrative positions is defined as the entire United States. For classified positions the recruitment area is defined as those areas from which workers can be reasonably expected to commute to Hays.

b. Recruitment Sources

Methods and sources to be considered in the recruitment of women, minorities, handicapped persons, and veteran status (Vietnam era and/or special disabled) are:

1. Campus-wide and local news media.

2. Newspapers, newsletters, and journals with minority and female audiences.

3. Professional journals, job registries, and other publications.

4. Each dean shall work in consultation with chairs and faculty to gain as much diversity as possible in search procedures.

c. Recruitment and Selection Guidelines

1. Records

As special efforts to locate qualified women, minorities, handicapped persons, and veteran status (Vietnam Era and/or special disabled) are made, records of these efforts (e.g., individuals contacted, published notices, and copies of letters) must be kept by office and departmental administrative personnel for three years.

2. Notices

• Notices of available positions must be published in appropriate local, regional, and national publications.
• Notices may not specify any preference, limitation, or specification based on sex, unless sex is a bona fide occupational qualification for the available position.
• Each notice will include the following statement: Fort Hays State University is an Equal Opportunity Employer. Women, minorities, persons with disabilities, and veterans are encouraged to apply.

2. Salaries

Salary and wages shall not be related to or based on the age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled) of any employee. As members of these groups are hired, their salaries and levels of employment must compare favorably with other newly hired employees with the same qualifications. Officials responsible for final salary and wage decisions will periodically review existing salaries to ensure compliance with this policy. If necessary, the Equal Employment Opportunity Officer and Committee will advise that the dean or supervisor readjust the salary recommendations to correct inequities related to age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled).

3. Fringe Benefits

In addition to wages and salaries, any employment benefits appropriate to particular groups of employees of FHSU who receive all or part of their salaries from the State of Kansas will be applicable to all personnel regardless of age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled).

a. All insurance, annuity, and other such contracts shall be examined and where unwarranted differences based on sex exist, effort shall be instituted to rectify such discrepancies.

b. Maternity leaves shall be made available with no career penalties attached.

c. Reasonable time off without penalty shall be granted equally to men and women for necessary emergency family care.

d. Any female employee shall be allowed to continue working during pregnancy for as long as her physician certifies that she is able to do so.

e. Pregnancy or childbirth requiring a leave of absence shall be treated as a temporary disability.

4. Special Regulations

a. Marital status or the prospect of marriage shall not be a condition for employment.

b. Employment of a qualified person to a permanent or temporary classified or unclassified position shall be made without regard to family relationships such a person holds with other faculty or staff members except in areas of financial management and where the appointment involves supervisory relations or participation in administrative decisions affecting salary, promotion, or tenure of a spouse.

c. Persons of faculty rank holding half-time or more appointments in continuing positions shall be given full access to academic life, including a comparable rate of salary, voting privileges, committee assignments, and sabbatical leaves when qualified.

d. Efforts shall be made to place women and members of minorities in administrative roles from department levels through top administration.

e. All those at any level responsible for committee assignments shall make genuine efforts to assure that women are represented on policy and decision-making committees to the proportion of their presences in the faculty as a whole.

5. Promotion

a. Unit heads will collect and make available to the Equal Employment Opportunity Office data in regard to promotion based on age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled).

b. Unit heads will encourage employees to apply for vacant positions which more fully utilize their talents and skills.

6. Training and Education

a. The University will encourage and allow full access to training programs for all personnel without regard to age, race, color, marital status, religion, sex, national origin, handicap, or veteran status (Vietnam Era and/or special disabled).

b. Full-time University employees may continue their education and make progress toward completion of academic programs by taking college courses so long as work time is made up.

7. Job Recruiting

No company or corporation that does not seek to interview women, members of minority races, handicapped persons, and veteran status (Vietnam Era and/or special disabled) shall be allowed to interview on this campus.

8. Contractors

All University contractors must have an Equal Employment Opportunity Compliance Program which meets the requirements of Revised Order No. 4. No contractor can be found in compliance until it has met this obligation.

Revised and approved by Cabinet (06/30/93).

Segments of the Revised Equal Employment Opportunity Policy appear in other sections of this handbook as referenced.

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