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Purdue University Executive Memoranda Master Listing

(Supersedes Executive Memoranda Nos. A-294, B-25, B-34, B-41, B-49, C-3 dated August 1, 1984)

November 1, 1986

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 University policy, and to inform all employees of University procedures for, and commitment to, equal employment opportunity, affirmative action, and nondiscrimination in employment.

  2. Statement of Policy

    It is the policy of Purdue University that all persons will be viewed, evaluated, and treated in any University-related activity or circumstance in which they may be involved solely as individuals on the basis of their own personal abilities, qualifications and other characteristics relevant to the situation.

    The University provides 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 Titles 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 Assistance Act of 1967; the Age Discrimination Unemployment Act of 1967, as amended; the Indiana Civil Rights Act of 1971, as amended; 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 M. Huie, Executive Assistant to the President, has been designated as Equal Opportunity Officer (EO 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; conducting and encouraging action oriented programs; making periodic audits to measure effectiveness; documenting results; and giving counsel and assistance regarding equal opportunity matters.

      3. Dr. Varro E. Tyler, Executive Vice President for Academic Affairs, 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 Executive Vice President, or designee, 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 the identification of needs for, and facilitating the implementation of, the affirmative action plan in the nonacademic areas, which include the administrative, professional, 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 on their respective campus. <>
      6. The vice presidents, deans, directors, heads of schools, divisions, departments, 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, handicap, veteran status, age or sex, except where age or sex is a bona fide occupational qualification, to identify needs for corrective and affirmative action, and generally to implement the University's affirmative action and equal opportunity policy and plan.

    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. Affirmative Action Plan

    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 affirmative action. Each affirmative action plan is a set of specific, result-oriented procedures to which the University commits itself. These procedures, and the efforts necessary to carry them out in good faith, are designed to ensure equal employment opportunity. These plans are maintained by the Affirmative Action office and are available there for inspection.

  5. Complaint Procedure

    1. A systematic process is available (see Executive Memorandum B-29, as revised) to investigate and resolve alleged violations of equal opportunity policy. Complaints may be registered by employees, applicants for employment, and other qualified complainants.

    2. For information or assistance,, persons on the West Lafayette campus should contact the appropriate person from the list below.

      Faculty and Academic:
      Dr. Varro E. Tyler
      Executive Vice President for Academic Affairs 49-49709

      Administrative/Professional or Clerical/Service:
      Mr. Stanley J. McKnight
      Director of Personnel 49-47395

      Any employee desiring counsel or assistance:
      Mr. Paul C. Bayless
      Director of Affirmative Action 49-42753

    3. The Affirmative Action office will be notified by the department of any complaint or grievance filed based on discrimination or harassment involving race, religion, color, national origin, age, sex or handicap.

  6. All complainants are protected from interference, harassment, intimidation, or reprisal in any form.

    Steven C. Beering