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Purdue University Executive Memoranda Master Listing

PURDUE UNIVERSITY
OFFICE OF THE PRESIDENT

August 1, 1993

To: Vice Presidents, Chancellors, Deans, Directors, and Heads of Schools, Divisions, Departments, and Offices
Re: Equal Employment Opportunity and Affirmative Action

The enclosed Executive Memorandum C-28 supersedes Executive Memorandum C-3. It reaffirms University policies regarding equal employment opportunity and affirmative action and defines your responsibilities for policy implementation. The primary goals of Purdue University's equal employment and affirmative action policies are to provide fair and consistent treatment for all employees of the University and to make good faith efforts to increase the recruitment, selection, and promotion of faculty and staff who are members of diverse racial and ethnic groups, women, and persons with disabilities. I am asking you to make it a priority to familiarize yourself and your faculty and staff with this Executive Memorandum and to ensure its use in all your employment decisions.

Your ability to achieve and retain a highly qualified and diverse work force makes possible the excellence of our academic programs, the success of our graduates, and the unique quality of our campus life. I congratulate you for your past achievements and urge you to continue your efforts. While we have made significant progress in affirmative action, our pre-eminence as a leading research university in the twenty-first century is dependent upon our ability to continue to recruit and retain an exceptional faculty and staff. Diversity is a key component in Purdue's definition of "exceptional."

Please direct any questions you have about this policy to Dr. Judith Gappa, Vice President for Human Relations.

Thank you for helping make Purdue the best it can be for the pursuit of education, research, and public service.

Steven C. Beering
President


PURDUE UNIVERSITY
OFFICE OF THE PRESIDENT
EXECUTIVE MEMORANDUM No. C-28
(Supersedes Executive Memorandum No. C-3)

August 1, 1993
To: Vice Presidents, Chancellors, Deans, Directors, and Divisions, Departments and Offices
Re: Reaffirmation of University Policy on Equal Employment and Affirmative Action
  1. Statement of Principles and Values

    Purdue University is committed to maintaining an inclusive community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of academic excellence, Purdue University seeks to develop and nurture its diversity. The University believes that variety among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas, and enriches campus life.

  2. Statement of Policy

    Equal Employment Opportunity and Affirmative Action: Purdue University promulgates policies and programs to ensure that all persons have equal access to its employment opportunities without regard to race, religion, sex, color, national origin or ancestry, disability, status as a Vietnam-era veteran, or age. All aspects of the employment relationship, including recruitment, selection, hiring, training, professional development, tenure, promotion, compensation, and separations, are administered in accordance with the "Statement of Principles and Values" and this equal employment opportunity policy. Additionally, Purdue University promotes the full realization of equal employment opportunity through a comprehensive affirmative action program applying to all units.

    Reasonable Accommodations: Purdue University provides reasonable accommodations that allow otherwise qualified applicants or employees with disabilities to perform the essential functions of a position. Reasonable accommodations will be made unless such accommodations have the end result of placing an undue burden on the operations of the University. Employees needing accommodations should contact their supervisor or department head, or seek assistance from the following individuals or offices at their campus:

    • West Lafayette: Access and Occupational Health Services Coordinator, Department of Personnel Services; Director of Affirmative Action, Affirmative Action Office.

    • Calumet: Director of Personnel Services; Affirmative Action Office.

    • Fort Wayne: Department of Personnel and Payroll Services; or Office of Equal Opportunity/Affirmative Action.

    • North Central: Office of Personnel Services; Office of Equal Opportunity/Affirmative Action.

    Harassment: Purdue University does not condone and will not tolerate discrimination, harassment, or intimidation of any individual in the University community for any reason. Harassment of employees by supervisors or co-workers on the basis of race, sex, national origin, disability, or other protected status is prohibited by federal and state laws and regulations. Employees who believe they have been harassed should contact their supervisor or department head, or seek assistance from the following individuals or offices at their campus. These individuals or offices will inform employees about Purdue University's policies and procedures governing harassment.

    • West Lafayette: Employee Relations Office, Department of Personnel Services; Affirmative Action Office: or other designated contact persons.

    • Calumet: Vice Chancellor for Academic Affairs; Personnel Services; Affirmative Action Office.

    • Fort Wayne: Department of Personnel and Payroll Services; Office of Equal Opportunity/Affirmative Action; or other designated contact persons.

    • North Central: Office of Personnel Services; Office of Equal Opportunity/Affirmative Action; or other designated contact persons.

  3. Programmatic Responsibility

    The President of Purdue University is charged with overall responsibility for the successful implementation of Purdue University's equal employment opportunity and affirmative action policies.

    The Vice President for Human Relations is responsible for developing University-wide policies pertaining to equal opportunity and affirmative action in cooperation with other University officers.

    The Director of Affirmative Action reports to the Vice President for Human Relations. Within the Purdue University system, the Director is responsible for the development and dissemination of affirmative action data and the provision of technical assistance to regional campus equal opportunity/affirmative action officers (EO/AA officers). The Director serves as a resource to and coordinator of system-wide activities and programs. At the West Lafayette campus, the Director is responsible for developing policies, procedures, and programs related to equal employment opportunity and affirmative action in coordination with other university offices; assisting individual units with the development, implementation and oversight of their equal employment opportunity and affirmative action programs for academic and nonacademic employees; developing internal monitoring and reporting systems; and performing required analyses of affirmative action data. The Director serves as the campus liaison with federal and state enforcement agencies and community action groups and is the Americans with Disabilities Act Coordinator for the West Lafayette campus.

    The Equal Opportunity/Affirmative Action (EO/AA) officers at the Calumet, Fort Wayne, and North Central campuses are appointed by and report to the regional campus chancellors. They are responsible for the development, implementation, and monitoring of their campus equal employment opportunity and affirmative action programs and for coordination of these efforts with the Director of Affirmative Action as necessary.

    The Director of Personnel Services, West Lafayette campus, is responsible for the inclusion, where appropriate, of equal employment opportunity and affirmative action concepts in university personnel policies, procedures, and programs; coordination with the Director of Affirmative Action and other university offices in the development of policies, procedures, and programs which enhance the University's equal employment opportunity and affirmative action efforts; generating data from the Personnel Information System for use by the Affirmative Action Office. The Director provides support and assistance to university offices or departments in the exercise of their equal employment opportunity and affirmative action responsibilities which include monitoring and record keeping of applicant flow and hiring for staff positions.

  4. Authority and Accountability Within Administrative Units

    The principal objectives of Purdue University's equal employment opportunity and affirmative action policies are to provide fair and consistent treatment for all employees of the University and to increase the recruitment, selection, and promotion of faculty and staff at the University who are racial or ethnic minorities, women, persons with disabilities, or Vietnam-era veterans. The primary responsibility for achieving these objectives rests with the Executive Vice President and Treasurer, the Executive Vice President for Academic Affairs, regional campus chancellors, vice presidents, deans, and all other senior administrators.

    Vice presidents, chancellors, and deans are responsible for: establishing goals and action-oriented programs within their units and integrating equal opportunity and affirmative action principles and objectives into all employment-related decisions within their areas of responsibility. Vice Presidents, chancellors, and deans (or their designees) are also responsible for reviewing recommendations for hiring, compensation, promotion, transfer or reassignment, and termination to ensure compliance with the University's affirmative action program in both procedure and outcome, and for reviewing the qualifications of applicants and reasons for selection to ensure that minorities, women, and persons with disabilities are given full opportunities for hire and promotion.

    Department heads, directors, and supervisors at each campus are responsible for promoting equal employment opportunity and making good faith efforts to achieve affirmative action goals.

    Evaluations of administrators and supervisors will include their equal employment opportunity and affirmative action efforts and results.

  5. Discrimination Complaints

    Purdue University is committed to addressing discrimination claims promptly and consistently, using procedures that are fair and effective from the point of view of the employee and the institution, and to resolving complaints at the lowest organizational level wherever possible.

    Employees who feel they have been discriminated against should bring their complaints to the attention of their department head or supervisor, or seek assistance from the following individuals or offices at their campuses:

    • West Lafayette: Employee Relations Office, Department of Personnel Services; Director of Affirmative Action, Affirmative Action Office.

    • Calumet: Vice Chancellor for Academic Affairs; Personnel Services; Affirmative Action Office.

    • Fort Wayne: Department of Personnel and Payroll Services: Office of Equal Opportunity/Affirmative Action.

    • North Central: Office of Personnel Services; Office of Equal Opportunity/Affirmative Action.

    Persons bringing complaints to the attention of the University are protected from interference, intimidation, or reprisal in any form. Retaliation against an employee who has made a complaint is absolutely prohibited. It inhibits the ability of the University to address complaints and contributes to employee distrust of complaint procedures.

    The Vice President for Human Relations will be notified promptly of any written complaint filed internally and/or with external agencies at any campus which alleges discrimination on the basis of race, sex, religion, national origin, age, disability, or other protected status. In consultation with University officers, chancellors, and legal counsel, the Vice President for Human Relations shall be responsible for coordination of the resolution of all discrimination complaints filed with external agencies and for oversight and coordination of internal discrimination grievance procedures. Resolutions of formal complaints involving litigation or financial obligations for the University will be subject to review by cognizant University officers and approval by the President.

  6. Additional Requirements of Affirmative Action Programs

    As a federal contractor, each campus within the Purdue University system is required to develop and maintain a written affirmative action program which is a set of specific results-oriented actions and procedures to which the University commits itself. These programs must be updated annually. Affirmative action programs for Purdue University are available for inspection in the Affirmative Action Office at each campus.

Steven C. Beering
President