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Purdue University Executive Memoranda Master Listing

(Supersedes Executive Memoranda Nos. A-294 and B-25

Superseded by Executive Memorandum No. B-41, dated July 1, 1976)

April 21, 1975

To: All Members of the University Staff

Re: Equal Employment Opportunity Program

  1. Annual Reminder of University's Equal Employment Opportunity Program

    The purpose of this Memorandum, and of its annual reissue, is to inform new employees and remind continuing employees of the University's commitment to equal employment opportunity and of the Trustees' policy and University procedure in this regard.

  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 employment opportunity by approving the following statement of policy and assignment of responsibility. (This statement has been expanded since 1970 to include veterans and the handicapped, 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 and practices 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 disabled veterans and veterans of the Vietnam era. The University promotes this policy through a program o 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, 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 Employment 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 Employment Opportunity Officer is responsible for the University's overall compliance with the policy of equal employment opportunity and with Federal and State laws and Executive Orders.

      2. The Director of Personnel Services is responsible for performing all activities of the Personnel Department in a manner consistent with this policy and for recommending and maintaining University-wide personnel procedures and policies which are supportive of equal employment opportunity, and to assist in identifying needs for and developing affirmative action plans.

      3. 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 functions without regard to race, religion, color, national origin, age, handicap, 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 employment opportunity.

    3. Procedures

      1. Dissemination of the Affirmative Action Plan is made annually to all departments to be posted prominently.

      2. A systematic process (Executive Memorandum B-29) is available which permits alleged violation of equal employment opportunity practice to be brought to the attention of the Equal Employment Opportunity Officer. For information in this regard, employees may contact Margret Robb at 749-2095. All complainants are protected from interference, harassment, intimidation, or reprisal in any form.

Arthur G. Hansen