Equal Opportunity and Employment Policy
I. Equal Employment Opportunity
Maryville University is committed to a policy of equal opportunity and prohibiting discrimination on the basis of age, disability, gender, genetic information, marital status, national origin, race/color, religion, sex, sexual orientation, veteran status, or any other status protected by law (collectively “Protected Classes” for purposes of this policy). This policy extends to all aspects of the employment relationship, including recruiting, hiring, training, on-the-job treatment, promotion, layoff, and termination.
II. Equal Pay Provisions
The University is committed to the principle and practice of equal pay for equal work, as required by the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, as amended, and other applicable federal and state laws.
In no case will the University pay different wages or salaries on the basis of Protected Class or any other factors not permitted by law, or give unequal benefits to similarly qualified individuals performing the same work under comparable conditions of job tenure.
III. Affirmative Action Statement
The University adheres to its established affirmative action program in the hiring and promotion of minorities in all levels and segments of the faculty and staff. The University makes a demonstrated effort to employ disabled persons whose qualifications are adequate for the position under consideration.
The University constantly strives to improve employment opportunities for those within a Protected Class with special emphasis placed on areas from which these groups have traditionally been excluded. Each supervisor and administrator is responsible for understanding, communicating and enforcing these goals.
IV. Complaint Process for Applicants
Any applicant who believes that a violation of the University’s policies against discrimination or harassment has occurred should immediately file a report with the Director of Human Resources. (If the complaint directly involves the Director of Human Resources, the report may be filed with the Vice President for Administration and Finance.) This report must contain the complainant’s name, address and telephone number, the identity of the person(s), department(s), or program(s) involved in the alleged violation, a statement of the nature of the claim (i.e., age discrimination, etc.) a specific description of the factual basis of the complaint and a description of the corrective action requested. The report must be signed and dated by the complainant.
Upon request, the Director of Human Resources (or the Vice President for Administration and Finance) will provide a complainant with assistance in completing and filing of the report.
V. Immigration Status Policy
All employees hired by the University must present documentation establishing their identity and employment authorization in accordance with the immigration laws of the United States prior to hire and upon request of the University at any time after hire.
Any employee failing to provide proper documentation as specified above, upon request, shall be ineligible for hire or continued employment with Maryville University. Such failure shall be just cause for discharge of any employee, regardless of contract rights. Faculty members must present a completed I-9 Form together with appropriate documentation to the Director of Human Resources for verification prior to the first day of class.