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Article V
The Equal Education and Employment Opportunity Officer
- Equal Education and Employment Opportunity (EEEO) Officers shall be instrumental in the implementation of the Human Relations code within each unit of the Campus.
- Employees on all levels within each unit of the Campus will have access to the assistance of an EEEO officer. In non-academic units, EEEO Officers shall be elected by the employees under the supervision of the Equity Administrator within whose responsibility the unit falls, or shall be selected by unit Director in consultation with the appropriate Equity Administrator, in either case in accordance with the Affirmative Action Plan of that unit. EEEO Officers in the academic units shall be chosen in the manner prescribed by each unit.
- The functions of EEEO Officers shall include but not be limited to:
- Advising unit administrators with respect to the preparation plans, procedures, regulations, reports, and other matters pertaining to the Campus Human Relations Program.
- Evaluating periodically the effectiveness and sufficiency of unit Affirmative Action Plans and other unit plans in relation to the goals of this Code, and reporting these to unit administrators with recommendations as to what improvements or corrections are needed.
- Participating in the development of policies and programs within units with respect to hiring and recruitment, training and upgrading, and in all matters pertaining to the elimination of discrimination prohibited by this Code. If a unit fails to develop policies and programs of this nature, it is the task of the EEEO Officer to act in an advocacy role and call this fact first to the attention of the unit administrator, and if no responsive action ensues, then to the Equity Administrator. The EEEO Officer is free at all times to report such cases directly to the Office of Human Relations Programs and the Senate Human Relations Committee.
- Serving in a liaison capacity between the unit to which he/she is assigned and all segments of its personnel and attempting to remedy problems brought to his or her attention regarding alleged discrimination.
- Advising students or employees of the unit who have reason to believe that discrimination as defined in this Code is occurring. At the request of the aggrieved person the EEEO Officer shall keep any or all aspects of the grievance confidential until a formal complaint has been filed. If the aggrieved so requests, the EEEO Officer shall attempt to resolve the matter, calling upon the assistance of the Equity Administrator where appropriate. The EEEO Officer will keep a record of such advisory and conciliatory activities and periodically brief the Equity Administrator.
- Advising and otherwise aiding complainants in making formal complaints under this Code. When a complaint is filed with an EEEO Officer, the complaint shall be forwarded by that Officer within five (5) working days to the Equity Administrator and the Office of Human Relations Programs. The EEEO Officer shall be available to assist in a preliminary investigation of the complaint conducted under the general supervision of the Office of Human Relations Programs, to determine whether there is probable cause to believe that prohibited discrimination has occurred.
- Making recommendations to the Office of Human Relations Programs to help facilitate human relations programs on Campus.
- Assisting units in publicizing the functions of EEEO Officers.
- Collecting pertinent information regarding hiring, upgrading and promotion opportunities within units and disseminating such information to appropriate personnel.
- The EEEO Officer shall have the full support of the unit or college administration and the Office of the Human Relations Programs. The EEEO Officer shall be afforded reasonable time from other regular duties to perform the functions of the office. These functions shall qualify as part of a workday in the case of a staff member and as partial fulfillment of required committee loads in the case of faculty. The EEEO Officer shall be free from interference, coercion, harassment, discrimination or unreasonable restraints in connection with the performance of the duties specified in this Code.
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