UNIVERSITY POLICY

SUBJECT: AFFIRMATIVE ACTION/EEO TITLE: DISABLED VIETNAM-ERA VETERANS

CODING: 00-01-35-45:00 ADOPTED: 02/24/81 AMENDED: 11/01/97

I. PURPOSE

To establish policy to ensure equal employment opportunity without regard to veteran status in accordance with the Vietnam-Era Readjustment Assistance Act of 1974.

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. DEFINITIONS

        A.    Disabled Veteran - a person entitled to disability compensation under laws administered
                by the Veteran's Administration for disability rated at 30% or more, or a person whose
                discharge or release from active duty was for a disability incurred or aggravated in the
                line of duty (941 C.F.R., Part 60-250.2).

       B.    Qualified Disabled Veteran - a Disabled Veteran as defined in 941 C.F.R., Part
               60-250.2 who is capable of performing a particular job with reasonable accommodation
               to his or her disability.

       C.    Veteran of the Vietnam-Era - a person who served on active duty for a period of more
               than 180 days in the Republic of Vietnam between February 28, 1961 and May 7,
               1975 or between August 5, 1964 through May 7, 1975 in an area other than Vietnam
               with a discharge or release other than dishonorable discharge.

IV. POLICY

A. Requirements:

               1.    The University of Medicine and Dentistry of New Jersey provides affirmative action
                      and equal employment, educational opportunities and all public services in a
                      nondiscriminatory manner to qualified disabled veterans and veterans of the
                      Vietnam-Era. All recruitment, personnel policies and practices, administration of
                      student services and the delivery of health care and related services to ensure the
                      effectiveness and need for remedial action, if any, in this area.

              2.    Reasonable accommodations shall be made to the physical and mental limitations of
                     an employee or applicant unless such accommodation would impose an undue
                     hardship on the conduct of the University's business. The following factors, among
                     others, may be considered: (1) business necessity and (2) financial costs and
                     expenses.

             3.    Information obtained about an applicant's or employee's physical or mental condition
                    prior to employment through the medical examination for employment shall be kept
                    confidential except with the following exceptions:

a. Supervisors and managers may be informed regarding any accommodations
and/or restrictions on the work or duties of disabled veteran individuals.

b. First aid and safety personnel may be informed, where and to the extent
appropriate, if the condition may require emergency treatment.

c. Government officials investigating compliance with the Act shall be informed.

B. Responsibilities:

            1.    The Vice President for Human Resources or his/her designee is responsible for
                   sending all suitable employment openings to the local office of the New Jersey State
                   Job Services and other appropriate recruitment sources.

2. The AA/EEO Office is responsible for:

                  a.    ensuring all notices pertaining to the employment and advancement of qualified
                         disabled veterans and veterans of the Vietnam-Era are posted in conspicuous
                         places and are available to all employees and applicants;

                  b.    reviewing on an on-going basis all physical and mental job qualifications to ensure
                         that qualifications and requirements do not tend to screen out qualified
                         handicapped individuals and that they are consistent with business necessity and
                         the safe performance of the job; and

c. reviewing requests for reasonable accommodations and assisting departments in
determining how accommodations can be made.

           3.    The Director of Purchasing is responsible for ensuring that all subcontracts and
                  purchase orders of $10,000 and more contain the equal employment opportunity
                  clause.

_________________________
President

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