{"id":8,"date":"2008-03-24T10:46:43","date_gmt":"2008-03-24T15:46:43","guid":{"rendered":"http:\/\/hr.southernarkansasuniversity.info\/employees\/affirmative-action-policy\/"},"modified":"2022-10-10T10:02:55","modified_gmt":"2022-10-10T15:02:55","slug":"affirmative-action","status":"publish","type":"page","link":"https:\/\/web.saumag.edu\/human-resources\/policies\/affirmative-action\/","title":{"rendered":"Affirmative Action Program"},"content":{"rendered":"<p><!--%subpages%--><\/p>\n<p><strong>Equal Employment Opportunity Policy<\/strong><\/p>\n<p>The Equal Employment Opportunity policy of Southern Arkansas University, Magnolia has been and continues to be that cultural diversity is essential to the educational process. T1. No person shall, on the grounds of race, age, color, sex, sexual orientation, gender identity, disability, genetic information, religion, veteran status, national origin, or any other legally protected class be denied admission to or employment at Southern Arkansas University, Magnolia, or be excluded from participation in, denied the benefits of, or subjected to discrimination in any program or activity sponsored by the University. SAU is an equal opportunity employer and an affirmative action institution of higher education. Personnel decisions are made by utilizing objective standards based on individual qualifications as they relate to the particular job vacancy and to the furtherance of equal employment opportunity. The primary purpose is education and to further that purpose SAU recruits students to enroll in its varied programs on an equal opportunity basis.<\/p>\n<p>All other personnel decisions such as compensation, benefits, transfers, university sponsored training, education, tuition assistance, and recreation programs will be administered without regard to race, religion, color, sex, age, national origin or physical disability.In keeping with the above policy, the Vice President of Administration and General Counsel, has been designated as EEO Coordinator. The Coordinator will have overall responsibility for the implementation and monitoring of the equal employment opportunity policy of the University, and is designated as the individual to review all inquiries and complaints regarding discrimination based on race, color, religion, sex, age, and national origin. The Office of Disability Services does the initial review of all inquiries and complaints regarding the American with Disabilities Act. Specific issues of Sexual Harassment and other Title IX violations have procedures found on the Title IX Section of the SAU Webpage.<\/p>\n<p><strong>Internal Dissemination<\/strong><\/p>\n<p>SAU&#8217;s policy on equal employment opportunity has been and will continue to be publicized internally by:<\/p>\n<ul>\n<li>Including the policy in the Faculty and University Handbooks.<\/li>\n<li>Publicizing the policy through University publications such as SAU catalogs.<\/li>\n<li>Formal and informal meetings with the president and other administrative\/management and supervisory personnel to explain the intent of the policy to each individual at SAU that is responsible for effective implementation.<\/li>\n<li>Commitment of the Board of Trustees.<\/li>\n<li>Discussing the policy thoroughly in both faculty and staff orientation and management training programs and at faculty and staff meetings which are called periodically.<\/li>\n<li>Posting the policy on University bulletin boards.<\/li>\n<li>Picturing both minority and non-minority men and women when faculty and staff are featured in University publications and University handbooks.<\/li>\n<li>Communicating to faculty and staff the existence of the University&#8217;s Affirmative Action Program and making available such elements of the program as will enable faculty and staff to know of and to avail themselves of its benefits.<\/li>\n<\/ul>\n<p><strong>External Dissemination<\/strong><\/p>\n<ul>\n<li>SAU&#8217;s policy on equal employment opportunity has been and will continue to be explained to outside sources through the following methods:<\/li>\n<li>Informing all recruiting sources verbally and in writing of SAU&#8217;s policy, stipulating that these sources actively recruit and refer minorities and women for all positions listed.<\/li>\n<li>Incorporating the Equal Opportunity clause in all purchase orders, leases, contracts, etc., covered by Executive Order 11246, as amended, and its implementing regulations.<\/li>\n<li>Notifying appropriate groups and organizations, community agencies, community leaders and educational institutions of SAU&#8217;s policy.<\/li>\n<li>Communicating to prospective faculty and staff the existence of the SAU affirmative action program and making available such elements of the program as will enable prospective faculty and staff to know of and to avail themselves of its benefits.<\/li>\n<li>Showing minority and non-minority men and women when faculty and staff are in University publications.<\/li>\n<li>A national, regional or local search is conducted for all positions depending on the position and based on the availability of adequate talent pool.<\/li>\n<li>The faculty positions and administrative\/managerial staff are selected after a national search. For these positions, announcements are placed in national publications (such as The Chronicle of Higher Education, Black Issues in Higher Education, Affirmative Action Register). Notices are sent to a list of over 160 colleges that include historically black colleges and universities, major doctoral granting institutions, and other regional institutions (see appendix). All position announcements are circulated on campus. Some academic disciplines and professional organizations have job clearing houses as part of their regional or national meetings (Modern Language Association, American Library Association). Announcements are sent to these meetings when possible.<\/li>\n<li>Professional and technical positions are advertised regionally and locally. Due to salary limitations under the classified system, the salaries for these positions established by the Arkansas General Assembly will not attract even entry level individuals outside the region. These positions are more likely to have counterparts in business and industry than academic positions. Thus, a large potential labor pool exists in the area. However, even with this pool it is necessary to carefully market in the region and identify and recruit our own students to find an adequate pool. SAU also uses the services of Arkansas Employment Security Division. Ads are placed in newspapers of regional and local circulation (such as Arkansas Democrat Gazette, Texarkana Gazette, Dallas Morning News, Magnolia Banner News, El Dorado News Times and Camden News).<\/li>\n<li>Maintenance, service and clerical positions are advertised on a local basis, and through the Arkansas Employment Security Division.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Equal Employment Opportunity Policy The Equal Employment Opportunity policy of Southern Arkansas University, Magnolia has been and continues to be that cultural diversity is essential to the educational process. T1. No person shall, on the grounds of race, age, color, sex, sexual orientation, gender identity, disability, genetic information, religion, veteran status, national origin, or any&#8230; <a class=\"more-link\" href=\"https:\/\/web.saumag.edu\/human-resources\/policies\/affirmative-action\/\"> Read More<\/a><\/p>\n","protected":false},"author":35,"featured_media":0,"parent":359,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":"","_links_to":"","_links_to_target":""},"class_list":{"0":"post-8","1":"page","2":"type-page","3":"status-publish","5":"entry"},"_links":{"self":[{"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/pages\/8","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/users\/35"}],"replies":[{"embeddable":true,"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/comments?post=8"}],"version-history":[{"count":0,"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/pages\/8\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/pages\/359"}],"wp:attachment":[{"href":"https:\/\/web.saumag.edu\/human-resources\/wp-json\/wp\/v2\/media?parent=8"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}