Section 301.02 Archived - 13 January 1997

It is the policy of Georgia State University to provide equal employment opportunities for all individuals without regard to such personal characteristics as race, color, religion, sex, age, national origin, or handicap. This includes the provision for training for personnel mobility. All personnel actions involving applicants, employees, students, or other personnel contacts will be governed by an affirmative action program developed in accordance with the policies and procedures of the Board of Regents of the University System of Georgia and Georgia State University. This program is also in accordance with the requirements of Executive Orders 11246 and 11375, as amended; Sections 503 and 504 of the Rehabilitation Act of 1973, as amended; the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, and the Vietnam Era Veterans Adjustment Assistance Act of 1974.

To assure attainment of these goals, each administrative officer of the University, the separate colleges, and the individual budget unit heads shall undertake personally to lead in establishing, implementing, and maintaining a positive Affirmative Action Program designed to promote equality of opportunity.

To provide overall leadership in this program, and to assure reasonable achievement of established objectives, the Georgia State University Office of Affirmative Action, established in 1974, shall be responsible to the Executive Vice President and Provost of the University for four basic functions:

a. continuing review of University personnel policies and practices to assure compliance with the Georgia State University Affirmative Action Program;

b. providing leadership and developmental work with other members of the University staff, in establishing positive recruitment programs designed to train, qualify, and promote minority employment, as well as to provide training for present employees;

c. reviewing personnel policies and complaints with respect to employment policies and advising the President concerning actions designed to insure equal treatment, with the assistance of an employee advisory committee; and

d. establishing an on-going relationship with appropriate federal agencies and carrying out all responsibilities relating to the resolution of complaints.

The affirmative action program of the University which established goals and methods of attainment for the entire University and all of its components, shall be reviewed annually. Detailed implementing guidelines and policies shall be the responsibility of the Affirmative Action Officer, the Director of Affirmative Action, and the appropriate personnel officials both academic and non-academic.

Source: Office of the President

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