Administration of the Program
The president of FHSU is ultimately responsible for
the university's Equal Employment Program.
The Equal Employment officer will assume implementation and
monitoring of the program and will work closely with the provost
to ensure that all matters relating to academic, administrative,
and general service staff are in compliance with the program.
The Equal Employment officer shall, with the concurrence of
the Equal Employment Committee and the president, appoint an
individual to serve as "ad hoc" Equal Employment officer in
the event the Equal Employment officer is unable to serve due
to a conflict of interest. The "ad hoc" Equal Employment officer
should be kept informed on matters relating to enforcement of
policy and be willing to act on a "volunteer" basis.
The Equal Employment officer should be aware of the potential
for conflict of interest to arise in the course of a complaint
alleging a violation of the Equal Employment Equal Employment
or Harassment Policies. A conflict of interest could arise if
the complaint involved any relative of the Equal Employment
officer, if the complaint is alleged against the affirmative
action officer, or if the complaint involved any person with
which the officer has had previous adverse dealings. The affirmative
action officer should be alert to the appearance of a conflict
of interest and will be disqualified from the proceedings if
such an appearance would exist.
The equal employment officer's responsibilities include:
- administering the plan and providing assistance to all
levels of management in all departments and units of the university
in carrying out provisions of the program;
- serving as liaison between the university and enforcement
agencies, minority and women's organizations, and community action
groups concerned with employment opportunities of minorities,
women, disabled persons, and veteran status (Vietnam Era and/or
- keeping administration informed of the latest developments
in the equal opportunity field;
- auditing of hiring and promotion patterns to ensure
that the goals and objectives of the plan are met
- developing policy statements for presidential approval,
Equal Employment Programs, and internal and external communication
- maintaining audit and reporting systems that will:
a. measure compliance with the goals of Equal Employment.
b. identify deficiencies and the need for remedial action.
c. measure progress toward goal accomplishment;
- compiling and distributing periodic reports on the status
of women and minorities, disabled persons, and veterans (Vietnam
Era and/or special disabled) of the university;
- supervising the initiation of complaint procedures;
- assisting in the identification of problem areas and
arriving at appropriate solutions;
- assisting in the establishment of unit and departmental
Equal Employment goals and objectives;
- providing coordination for the external and internal
dissemination of information concerning the university's Affirmative
Action Program and equal employment opportunity policies.
Objectives of the Equal Employment Program | Administration of the Program
Dissemination of Policies and Program Information | Retention of Search Files