Administrative Manual - 202 EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION
202.01
A. POLICY
1. Basis
JSA/JLab's policy of non-discrimination is based upon a number of federal laws and executive orders. These include: Titles VI and VII of the Civil Rights Act of 1964, as amended; the revised Vietnam Veterans Readjustment Assistance Act of 1974, as amended; Presidential Executive Order 11246, as amended; The Equal Pay Act of 1963; The Immigration Reform and Control Act of 1986, as amended; The Age Discrimination in Employment Act of 1967, as amended; the Americans with Disabilities Act (ADA) of 1990; and Sections 503 and 504 of the Vocational Rehabilitation Act of 1973, as amended.
2. Implementation
This policy shall apply to all terms and conditions of employment, including (but not limited to) hiring, probation, training, promotion, transfer, work assignment, compensation, benefits, layoff, separation, retirement, and social and recreational programs.
a. Only job-related criteria are used as a basis for decision making.
b. All employees and applicants shall be free from intimidation and retaliation for filing discrimination complaints, making inquiries, or cooperating in an investigation of a complaint.
c. JSA shall not engage in discriminatory practices against any person employed or seeking employment because of race, color, religion, gender, marital status, national origin, ancestry, disability, sexual orientation and gender identity, or status as a Vietnam-era veteran or disabled veteran or, within the limits imposed by law, because of age or citizenship.
d. Following an offer of employment but prior to an employee's first day, Jefferson Lab will invite job applicants who are individuals with disabilities, disabled veterans, veterans of the Vietnam Era, or other protected veterans who believe themselves covered by the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, or the Veterans Employment Opportunity Act of 1998 to identify themselves.
e. Complaints and/or questions regarding this policy should be made to the Employee Relations Consultant, who is the Equal Employment Opportunity/Affirmative Action Coordinator for JSA .
B. AFFIRMATIVE ACTION
1. General
a. JSA shall maintain an Affirmative Action Plan as required by Executive Order 11246 to achieve prompt and full utilization of minorities and women at all levels and in all segments of the work force. The results of the Plan are reviewed annually and the program modified as necessary to achieve stated objectives.
b. JSA also maintains an Affirmative Action Plan for individuals with disabilities, disabled veterans, veterans of the Vietnam Era, and other protected veterans. This plan is available for review by both employees and applicants.
2. Responsibility
a. The Director of Human Resources is the Equal Employment Opportunity/Affirmative Action Officer and is responsible for developing and communicating policy and for monitoring the application of JSA's EEO/AA policy by all units within the organization.
b. The President of the JSA Board of Directors/Director of Jefferson Lab has overall responsibility for the implementation of the EEO/AA policy.
c. The Employee Relations Consultant is the Equal Employment Opportunity/Affirmative Action Coordinator for JSA and is responsible for formulating, implementing, coordinating, and monitoring all efforts in the area of equal employment opportunity. Any communication from an employment applicant, an employee, a government agency, or an attorney concerning any equal employment opportunity matter shall be referred to the Employee Relations Consultant.
d. Associate Directors are responsible for the implementation of the Affirmative Action Plans in the divisions for which they are responsible, with particular attention to hiring, promoting, and training, and for evaluating managers and supervisors on their effectiveness, including their good-faith efforts to implement the Affirmative Action Plan.