Equal Employment Opportunities

Smith College Affirmative Action/Equal Employment Opportunity Policy

澳门葡京博彩软件肯定，教育环境各方面的多样性是实现最高水平学术卓越的必要条件. As a central element of this commitment to excellence, the college seeks to provide an environment that fosters the recruitment and success of a diverse student, faculty and staff community. The college aspires to create and maintain an educational, working, and living environment that is respectful of differences and free from harassing behavior.

It is the policy of Smith College to provide equal employment opportunities without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, sexual orientation, gender identity or expression, disability, genetic information, military or veteran status, pregnancy or pregnancy-related conditions. This policy relates to all phases of employment including, but not limited to, recruiting, employment, placement, promotion, demotion or transfer, reduction of workforce and termination, rates of pay or other forms of compensation, professional development and training, the use of all facilities, and participation in all college-sponsored employee activities.

Smith College employees carry out this commitment by:

1. Lawfully administering all employment policies;
2. Addressing and not tolerating unlawful discrimination, including harassment, in the workplace;*
3. Addressing and not tolerating unprofessional conduct in the workplace.
4. Making all employment decisions consistent with the principles underlying equal employment opportunity.
5. Making reasonable accommodations for employees with disabilities. See Section 102 for disability policy.

*Harassment under this policy occurs when physical or verbal conduct based on an employee's protected status, referenced above, has the effect of creating an intimidating or hostile or offensive work environment, or unreasonably interferes with a person’s work performance.

Consistent with its commitment to access and diversity and as a federal contractor, the college takes affirmative action as called for by applicable laws and executive orders to ensure that minorities, women, veterans, and individuals with disabilities are introduced into our workforce and considered for promotional opportunities as they arise.

学院的每位主管都有责任确保这些政策的实施，以避免任何就业歧视. All employees are expected to be familiar with these policies and cooperate with their implementation. Intentional violation of these policies is a basis for employee disciplinary action. Employees and applicants shall not be subjected to retaliation or intimidation because they have: (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state, or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state, or local law requiring equal opportunity; or (4) exercised any other legal right protected by federal, state, or local law requiring equal opportunity.

负责公平与包容事务的副校长和《澳门葡京博彩软件》临时协调员已被指派与人力资源部门合作，指导建立并监督人事程序的实施，以指导整个学院的平权行动项目, and to oversee and coordinate all efforts of the College to achieve its goals in the attainment of campus diversity. This policy and related initiatives are posted on the Office for Equity and Inclusion website.

As an academic institution, teaching, doing research, and learning are subject to the protections of 'academic freedom' as described in the college's policy on academic freedom. 基于学术自由的基本原则，在学术课程和教学环境中为合法和合理的教育目的服务的行为或言语不会被视为骚扰或非法歧视.

学院为解决违反平权行动/平等就业机会政策的投诉制定了以下指导方针和程序.

I. Pre-Complaint Resolution Strategies

In a diverse community, disagreements and conflicts of various degrees of seriousness are inevitable. Many issues are best resolved informally, by direct communication between the individuals involved, or with the help of mediation by a third party.  However, 当行为严重或对所指控行为负责的人担任权威职位时，这种策略可能是不适当的. Under these circumstances, the complainant is encouraged to use the formal complaint procedure. A complaint may be filed via EthicsPoint found on the Office for Equity and Inclusion website.

大学社区的以下成员可以根据本政策讨论投诉或担忧:所有主管或部门负责人, the vice president for equity and inclusion, the director of equal opportunity and compliance, the associate vice president for human resources, the assistant director of employee relations, and the dean of the School for Social Work (an option for employees within the School for Social Work).

这些人员准备协助评估一个问题，并解释解决问题的备选办法和现有资源. Questions are encouraged; merely discussing an incident in this way does not commit an individual to making a complaint.

After discussion with one or more of these persons, the complainant may: pursue the matter on their own; ask the director of equal opportunity and compliance to discuss the matter with the person who engaged in the conduct; inquire about the possibility of mediation; or proceed to the formal complaint process described below. 平等机会和遵守司司长将向当事各方提供有关所涉及的实质性问题、处理投诉的方法及其可能的解决办法的资料. Should one of these persons undertake to mediate, they will inform the director of equal opportunity and compliance.

The matter will be considered resolved when there is an agreed resolution acceptable to the parties. 决议的书面记录和任何其他相关文件将由公平与包容办公室保存，不会成为人事档案的一部分. Failure to  respond to a complaint, or refusal to participate in informal mediation, shall not be introduced as a consideration during any formal proceedings that may arise.

当被投诉的行为如此恶劣，以至于构成违反政策的行为，可能导致纪律处分时，非正式的解决办法可能不合适.  After learning about a situation that could potentially fall under this policy, 上述任何人员都将与公平与包容副总裁和/或平等机会与合规总监就行动方案进行磋商.

II. Formal Complaint Procedures

当学院根据本政策收到正式投诉时，将以公平和迅速的方式立即调查指控. Every effort will be made to proceed while maintaining confidentiality to the extent practicable under the circumstances. If it is determined that this policy has been violated, the college will act promptly to eliminate the offending conduct, and where appropriate will impose disciplinary action.

Procedure

If a complainant believes the Equal Opportunity Policy has been violated and informal resolution is not appropriate, or has not been successful, they should report the incident promptly to their supervisor or department head, vice president for equity and inclusion, the director of equal opportunity and compliance, the associate vice president of human resources, the assistant director of human resources, or the dean of the School for Social Work (an option for employees in the School for Social Work). In order to aid in the fairness of this process, 正式的书面投诉“强烈鼓励”在违规或可疑的行为或行为发生后7(7)个日历天内提交.

This procedure does NOT cover allegations of gender-based and sexual misconduct that is covered by the college’s Gender-Based and Sexual Misconduct Policy, Section 105, in this handbook. 

The following is an outline of the procedure generally followed once a complaint has been brought to the attention of the college:

• A prompt and impartial investigation of the complaint is conducted by the director of equal opportunity and compliance or their designee. The investigation will consist of gathering relevant information, including via interviews of the individual who made the complaint,  被投诉的一个或几个人，以及其他可能目睹所报告事件的人，以及审查有关文件的人.
• Upon completion of the investigation, 平等机会与合规主管或其指定人员或公平与包容副总裁将与投诉者和被投诉者单独会面, to prepare the results of the investigation and, where a remedy is determined to be appropriate, to inform the parties of the steps that will be taken to remedy the situation.

Disciplinary Action

In the event the investigation results in a finding that this policy has been violated, 进一步的行动将与人力资源助理副总裁和/或教务长和教务长协商, or, 社会工作学院院长(如雇员在社会工作学院工作)，包括纪律处分，例如但不限于训斥, change in work assignment, mandatory training or suspension and/or immediate termination.

Confidentiality

All actions taken to investigate and resolve complaints through this procedure shall be conducted with as much privacy, discretion, and confidentiality as possible, without compromising the thoroughness and fairness of the investigation. All persons involved should treat the situation with respect. To conduct a thorough investigation, the investigator(s) may discuss the complaint with witnesses and those persons involved in or affected by the complaint, and those persons necessary to assist in the investigation or to implement appropriate disciplinary actions.

No Retaliation for Filing a Complaint

不能容忍因个人提出投诉或协助调查此类投诉而对其进行报复. Any acts of retaliation will be subject to disciplinary action. If an individual involved in an investigation believes they have been retaliated against, they should contact one of the on-campus resources listed.

III. State and Federal Agency Complaints

In addition to the above, 认为自己受到非法歧视的个人可以向下列政府机构提出正式投诉. Using the college's complaint process does not prohibit an individual from filing a complaint with either of these agencies. 向马萨诸塞州反歧视委员会(MCAD)或平等就业机会委员会(EEOC)提出的索赔必须在涉嫌侵犯之日起300天内提出.

Massachusetts Commission Against Discrimination (MCAD)

Boston Office:
One Ashburton Place, Room 601
Boston, MA 02108
(617) 994-6000

Springfield Office:
436 Dwight Street, Rm 220
Springfield, MA 01103
(413) 739-2145

U. S. Equal Employment Opportunity Commission (EEOC)

John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203
Telephone: (617) 565-3200

Genetic Information Nondiscrimination Act

2008年《澳门葡京博彩软件》第二章保护申请人和雇员在招聘时不受基于遗传信息的歧视, promotion, discharge, pay, fringe benefits, job training, classification, referral and other aspects of employment. GINA also restricts employer acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of disease or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.