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Purdue University Executive Memoranda Master Listing

PURDUE UNIVERSITY
OFFICE OF THE PRESIDENT
EXECUTIVE MEMORANDUM No. B-49 (Revised)
(Supersedes Executive Memoranda Nos. A-294, B-25,
B-34, B-41, B-49 [dated 1 October 1980])

December 30, 1981

To: All officers, Administrators, Faculty Members, and all other Employees of the University

Re: Equal Employment Opportunity Program


  1. Purpose

    The purpose of this memorandum and its current reissue is to reaffirm the Trustees' policy, and to inform all employees of University procedures and the University's commitment to equal employment opportunity, affirmative action, and nondiscrimination in employment.

  2. Statement of Policy

    At its meeting on 21 January 1970, the Board of Trustees of Purdue University reaffirmed and reinforced the general policy of Purdue University as to equal employment opportunity, affirmative action, and nondiscrimination, by approving the following statement of policy and assignment of responsibility. (This statement has been expanded since 1970 to include veterans, the handicapped, and women, thus reaching its present form.)

    It is the policy of Purdue University to provide equal opportunity in all phases of employment and in its policies without regard to race, religion, color, national origin, age or sex, except where age or sex is a bona fide occupational qualification. The University will not discriminate against any individual because of physical or mental handicap in regard to any position for which the individual is qualified, and shall take affirmative action to employ and advance in employment women, minorities, the handicapped, disabled veterans, and veterans of the Vietnam Era.

    The University promotes and reaffirms this policy through a program of positive action affecting all organizational units which are managed by, or affiliated with, Purdue University. Through this program, the University carries out the requirements of Title VI and VII of the Civil Rights Act of 1964, as amended by the Equal Employment Act of 1972, Federal Executive orders 11246 and 11375, the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Act of 1967, the Indiana Civil Rights Act of 1971, as amended, and all other applicable state and federal laws, guidelines, and regulations, and indicates its active support of the principles of equal opportunity in employment. The University will, furthermore, take affirmative action to see that these regulations and necessary activities are integrated into all University policies, procedures, and practices.

  3. Authority and Responsibility

    1. The President of Purdue University is responsible for the successful accomplishment of this policy. The President is authorized to take all necessary action and delegates further as follows:

      1. Dr. John W. Hicks, Executive Assistant to the President, has been designated as Equal Opportunity officer by the President and shall continue to be responsible for the University's overall compliance with the policies of equal opportunity, affirmative action, and nondiscrimination.

      2. Mr. Paul C. Bayless, Director of Affirmative Action, reports to the Equal Opportunity officer, and shall continue to be responsible for the day-to-day management of the affirmative action employment programs for both academic and nonacademic areas. This includes review of the programs, compilation, maintenance, and analysis of appropriate data, making periodic audits to measure effectiveness, documenting results, and giving counsel and assistance regarding equal opportunity matters.

      3. Dr. Darlene Clark Hine, Vice Provost, is responsible for assisting in the identification of needs for and facilitating the implementation of the affirmative action plan in the academic areas, which include the faculty and professional staff of the various schools. The Vice Provost will confer with the EO Officer and/or the Director of Affirmative Action and advise or suggest possible remedies of alleged violations of policy and problems arising from noncompliance.

      4. Mr. Stanley J. McKnight, Director of Personnel Services, is responsible for assisting in identifying needs for and implementing the affirmative action plan in the nonacademic areas, which include the administrative, professional, and clerical and service staffs. The Director will recommend and maintain personnel policies consistent with the University equal opportunity program, bring to the attention of the EO Officer and/or the Director of Affirmative Action alleged violations of policy and assist in resolving problems of noncompliance.

      5. Regional Campus Chancellors will be responsible for implementing the University equal opportunity policies and plans on their respective campuses. Each Chancellor will designate a staff member to assist in the administration and operation of programs. In cooperation with the EO Officer and Director of Affirmative Action at the West Lafayette campus, these designees will develop specific procedures for the conduct and monitoring of the program.

      6. The vice presidents, deans, directors, heads of schools, divisions, departments, and offices, and all others exercising supervisory or administrative control over any employee are responsible for performing their function without regard to race, religion, color, national origin, age, handicap, veteran status, or sex, except where age or sex is a bona fide occupational qualification, and are to comply with this policy and to identify needs for corrective and affirmative action.

    2. Each individual employee is responsible for performing all duties and functions in a manner that clearly reflects and supports Purdue university's policies of equal employment opportunity, affirmative action, and nondiscrimination in employment.

  4. Procedures

    1. As a federal contractor, the University is required to develop and maintain written affirmative action plans for minorities and women, for Vietnam Era and disabled veterans, and for the handicapped. These plans further delineate individual responsibilities, present comprehensive data analyses, identify problem areas, list action-oriented programs, and establish procedures to monitor progress in affirmation action. These plans are maintained by the Affirmative Action office and are available there for inspection.

    2. A systematic process (Executive Memorandum B-29 as revised) is available which permits alleged violations of equal opportunity practices to be investigated and resolved. For information in this regard, please contact the appropriate person below:

      Faculty and Academic Personnel:
      Dr. Darlene Clark Hine, Vice Provost,
      494-6969

      Administrative and Professional Staff:
      Mr. Stanley McKnight, Director of Personnel Services, 494-7395

      Clerical and Service Staff: Mr. Stanley McKnight, Director of Personnel Services, 494-7395

      Any employee desiring further counsel and assistance: Mr. Paul Bayless, Director of Affirmative Action, 494-7254.

Arthur G. Hansen
President