UNIVERSITY POLICY

SUBJECT: AFFIRMATIVE ACTION/EEO TITLE: AFFIRMATIVE ACTION PROGRAM

CODING: 00-01-35-05:00 ADOPTED: 03/29/74 AMENDED: 11/01/97

I. PURPOSE

To ensure affirmative action and equal opportunity for all with regard to all phases of employment, education, health, and related services in compliance with all applicable laws.

II. ACCOUNTABILITY

Under the direction of the President, the Associate Vice President for Affirmative Action and Equal Employment Opportunity (AA/EEO) shall ensure compliance with this policy. The Associate Vice President for Affirmative Action and Equal Employment Opportunity in concert with the Deans and Vice Presidents shall implement this policy.

III. POLICY

A.      Requirements:
1.    UMDNJ endorses without qualification the national policy of
       affirmative action and equal employment/educational opportunity
       and nondiscrimination in the provision of health and related
       services to the public.

2.    All decisions with regard to recruitment, hiring, promotions, and all
       other terms and conditions of employment; admissions and the
       administration of student services; delivering of health care services
       will be made without discrimination on grounds of race, color,
       creed or religion, sex, national origin, age, physical or mental
       handicap or disability, military status or other factors prohibited by
       law.

3.    Further, UMDNJ commits itself to a program of affirmative action
       and equal employment opportunity, set forth herein, by which:
       a.    Steps will be taken at least annually to identify the
              underutilization, if any, of minorities and women in major job
              classifications.
       b.    Where the specific causes of such underutilization are
               identified, good-faith efforts will be made to eliminate their
               effects.
       c.     Employment practices found to be unlawfully discriminatory
               will be eliminated and replaced by practices based on merit
               and valid job qualifications.
       d.    Special recruitment efforts will be undertaken to assure that
              minorities and women come to be represented in all major job
              classifications in proportions at least consistent with their
              availability in the relevant labor markets.
       e.   Goals and timetables will be established as the minimum targets
             of UMDNJ good-faith efforts to eliminate underutilization.
       f.    Organizational structures and monitoring systems will be
             established to assure effective operation of the Affirmative
             Action Program, achievement of its goals and modification as
             necessary or desirable to that end.

4. UMDNJ shall provide an affirmative action grievance mechanism
      for appropriate relief for the aggrieved party. The grievance
      procedure is detailed in the Affirmative Action/Equal Employment
      Opportunity Grievance Policy and Procedure.
5.   The Affirmative Action Plan is published in detail in a separate
       volume titled: Affirmative Action Plan, a copy of which is available
       at the AA/EEO Office located on each campus and at the
       University's libraries.
B.     Responsibilities:
1.    The AA/EEO Office is responsible for:
        a.    developing, monitoring and updating the Affirmative Action
               Plan;
        b.    reviewing employment practices to insure they are
               nondiscriminatory and recommending remedial measures, as
               appropriate;
        c.    insuring that special recruitment efforts are made to attract and
              obtain minorities and women for employment;
        d.   disseminating information pertaining to affirmative action laws,
              regulations and policies;
        e.   investigating and making recommendations to resolve
              grievances relating to affirmative action and equal employment
              opportunity laws, regulations and policies; and
        f.   providing advice and guidance about affirmative action and
             equal employment opportunity matters.

2.     The Deans and Vice Presidents are responsible for ensuring
         compliance with this policy within their respective schools and
         units.

___________________________________
President

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