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Purdue University Executive Memoranda Master Listing

(Supersedes Executive Memoranda Nos. A-294, B-25, B-34, B-41, B-49 [dated August 1, 1977])

December 1, 1978

To: All members of the University Staff

Re: Equal Employment Opportunity Program

  1. Annual Reaffirmation of the University's Equal Opportunity Program

    The purpose of this memorandum and of its annual reissue is to reaffirm the Trustees' policy, and to inform all employees of University procedures and the University's commitment to equal opportunity.

  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 for equal opportunity 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. In addition, Purdue University will not discriminate against any individual because of physical or mental handicap in regard to any position for which the individual is qualified. The University shall also 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 its Affirmative Action Plan, the University carries out the requirements of federal and State of Indiana laws, Federal Executive Orders 11246 and 11375, Title IX, the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Act of 1974, and pertinent federal guidelines and regulations, and indicates its active support of the principle of equal opportunity in employment. It 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. This officer is responsible for and authorized to design and implement the Affirmative Action Plan and to monitor and coordinate its accomplishment. The Equal Opportunity Officer is responsible for the University's overall compliance with the policy of equal opportunity and with federal and state laws and executive orders.

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

      3. The Assistant EO Officer (Academic) is responsible for assisting the "Academic Areas", which include the faculty and other professional staffs of the various schools, in identifying needs for and implementing the Affirmative Action Plan. Further, the Assistant EO Officer (Academic) will bring to the attention of the EO Officer and/or the Director of Affirmative Action alleged violations of EO and Purdue's AAP, and assist in the resolution of problems of noncompliance. During 1978-79 Dr. Carolyn Perrucci will serve in this capacity.

      4. The 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 policy of equal opportunity.

    3. Procedures

      1. The University has appropriate Affirmative Action Plans which are available for inspection.

      2. A systematic process (Executive Memorandum B-29 as revised) is available which permits alleged violations of equal opportunity practice to be brought to the attention of the Equal Opportunity Officer.

        For information in this regard, faculty may contact Dr. Carolyn Perrucci (749-6315); other employees may contact Ms. Nancy Franklin (749-6064).

Arthur G. Hansen