UTMB HANDBOOK OF OPERATING PROCEDURES

Section 3 Human Resources Policies Subject 3.2 Equal Employment and Affirmative Action Policy 3.2.1 Equal Employment Opportunity and Affirmative Action

04/01/90- Originated 07/2/07 -Reviewed w changes - Reviewed w/o changes Human Resources - Author

Equal Employment Opportunity and Affirmative Action

Policy

The University of Texas Medical Branch at Galveston is committed to equal employment opportunity for all employees. It accepts the obligation as a member of the community-at-large and as a government employer to exercise an active and positive program of non-discrimination in all areas of employment. Employment decisions are made by providing equal opportunity and access on the basis of qualifications and merit. In compliance with applicable federal and state laws and regulations, UTMB strives to maintain an environment which does not discriminate against applicants or employees on the basis of race, color, national origin, sex, age, religion, disability, sexual orientation, or veteran status. This includes, but is not limited to, recruitment, promotion, compensation, benefits, and training. UTMB is also committed to programs of affirmative action designed to overcome under-utilization and under-representation of women, minorities, Vietnam era veterans, disabled veterans, and other such historically underrepresented groups in the workplace. Affirmative action will be implemented in recruitment advertising, recruitment, hiring, training, and promotions in all job classifications in which members of the groups identified above are underutilized.

Guidelines

• The President has delegated to Human Resources the responsibility to coordinate implementation of the Equal Employment Opportunity and Affirmative Action programs within The University of Texas Medical Branch Galveston. • Human Resources prepares required state and federal reports for UTMB-G Administration. • Department managers will receive demographic information about their department for review on an annual basis and working with Human Resources, will utilize that data to create

Guidelines, (cont’d)	affirmative action goals for their respective department. • Human Resources will work with departmental management to evaluate hiring goals in accordance with the Affirmative Action Plan, which is due in September of each year.
Complaints	Any employee who has a grievance under this policy should implement the appropriate grievance procedure as described in Policy 3.10.3, Grievance Policy or contact Human Resources. Retaliation on the basis of a complaint is prohibited, and all inquiries will be confidential to the extent permitted by law.
References	Policy 2.12.2, Nondiscrimination Policy 7.1.10, Discrimination Policy