Equal Employment Opportunity and Nondiscrimination

Purpose:

To establish Reynolds Community College (Reynolds) as an equal opportunity employer that promotes a work environment where all individuals are treated with respect and dignity, and to ensure that employment decisions are based on merit, qualifications, and abilities. The policy affirms Reynolds’ commitment to promoting an equitable workplace and maintaining a workplace free from unlawful discrimination and ensuring equal opportunity for all employees and applicants.

Definitions:

Equal employment opportunity (EEO): the college’s adherence to the federally mandated policy on nondiscrimination regarding matters of recruitment, employment, personnel actions and employee benefits, or in connection with other job-related programs or activities.

EEO Officer: The associate vice president of human resources is responsible for overseeing the college’s compliance with the EEO policy and addressing any allegations of discrimination.

Related Medical Conditions due to Pregnancy and Childbirth: Any related medical condition including lactation (defined as a condition that may result in the feeding of a child directly from the breast or the expressing of milk from the breast).

Bona fide occupational qualification (BFOQ): As an exception to the restrictions of Title VII of the Civil Rights Act of 1964 regarding discrimination on the basis of sex, religion, and national origin that, under certain conditions, an employer may legitimately require an individual of a specific sex, national origin or religious affiliation to staff a certain job.

Disability: An individual who (1) has a physical or mental impairment which substantially limits one or more of his or her major life activities, (2) has a record of such an impairment, or (3) is regarded as having such an impairment.

Policy:

1. It is the policy of Reynolds to provide equal employment for all persons without regard to race (or traits historically associated with race including hair texture, hair type, and protective hair styles such as braids, locks, and twists), ethnicity, sex, color, national origin, religion, sexual orientation, gender identity or expression, age (except when age is a bona fide occupational qualification), veteran status, political affiliation, marital status, disability, genetic information, or pregnancy, childbirth, or related medical conditions.

   These categories are subject to change. For the most current information, always refer to the Governor’s Executive Orders and the U.S. Equal Employment Opportunity Commission.

2. Applicable Federal and State Statutes, Executive Actions, and State Policy: Reynolds is subject to Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990 (as amended), the Age Discrimination in Employment Act of 1967, the Vietnam Era Veterans' Readjustment Assistant Act of 1974, the Federal Executive Order 11246, the Governor’s Executive Order Number 1, and all other applicable laws and policies.

3. Specifically, all terms and conditions of employment must remain free of unlawful discrimination to include:

   1. Hiring: All hiring decisions will be based on the qualifications and abilities of candidates, without regard to race, sex, disability, or other protected characteristics.
   2. Compensation: Compensation will be determined based on qualifications, experience, and job performance, ensuring fairness among all employees.
   3. Promotions and Transfers: Promotion decisions will be based on the individual’s qualifications, job performance, and the needs of the college.
   4. Disciplinary Actions: Disciplinary actions, including corrective measures and terminations, will be based on performance and conduct, without discrimination.
   5. Training and Professional Development: Employees will have equal access to training and development opportunities based on their roles and responsibilities.

4. This policy does not allow the lowering of bona fide job requirements, performance criteria, or qualifications to give preference to any college employee or applicant for college employment.

5. Any college employee found in violation of this policy shall be subject to appropriate disciplinary action. No college appointing authority, other management principals, or supervisors shall take retaliatory actions against persons making such allegations.

6. The college’s Office of Human Resources is responsible for providing appropriate training opportunities covering all aspects of human resource management to ensure that policies, guidelines, and pay practices are nondiscriminatory.

7. Nondiscrimination Statement:

   The following will be used on the college’s external website and in employee handbooks:

   Reynolds Community College provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, political affiliation, veteran status, sexual orientation, gender identity or other non-merit factors.

8. Job Announcements:

   1. EEO Statement

      The Virginia Community College System (VCCS) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, political affiliation, veteran status, sexual orientation, gender identity or other non-merit factors.

   2. ADA Statement

      The Virginia Community College System (VCCS) is an Equal Employment Opportunity employer and complies with the Americans with Disabilities Acts (ADA and ADAAA), to provide, reasonable accommodation to applicants in need of access to the application, interviewing, and selection processes when requested.

   3. Notice to Individuals with Disabilities

      In support of the Commonwealth’s commitment to inclusion, we are encouraging individuals with disabilities to apply through the Commonwealth's Alternative Hiring Process. To be considered for this opportunity, applicants will need to provide their AHP Letter (formerly called a Certificate of Disability) provided by the Department for Aging & Rehabilitative Services (DARS), or the Department for the Blind & Vision Impaired (DBVI). Service-Connected Veterans may also apply via the AHP if they also provide an AHP Letter. To request an AHP Letter, use this link: https://www.dars.virginia.gov/drs/cpid/PWContact.aspx or call DARS at 800-552-5019, or DBVI at 800-622-2155

Procedures:

Procedure for Reynolds Policy 3-25, Equal Employment Opportunity and Nondiscrimination

Other Information:

Titles VI and VII of the Civil Rights Act of 1964

Title IX of the Education Amendments of 1972, Sections 503 and 504 of the Rehabilitation Act of 1973

The Americans with Disabilities Act of 1990 (as amended)

The Age Discrimination in Employment Act of 1967

Vietnam Era Veterans' Readjustment Assistant Act of 1974

Federal Executive Order 11246

Governor’s Executive Order Number 1