Disabled Vet and Vietnam Era Vet Faculty, Staff, Job Application
Electronic & Information Technology Accessibility
Policy Memorandum: Sex Descrimination
ASSURANCE OF COMPLIANCE
THE UNIVERSITY OF GEORGIA
Pursuant to directives of the President of this institution, The University of Georgia continues its affirmative implementation of equal opportunity to employees, students, covered contractors and vendors, and applicants for employment, admission, or contractor/vendor status. The University of Georgia will act in matters of employment, admissions, programs, and services free of prohibited bias with regard to race, creed, color, sex, national origin, religion, age, veteran status, or disability. Further, The University of Georgia will not maintain racially segregated facilities. Continuation of the above policies is consistent with applicable provisions of the Civil Rights Act of 1964, the Education Amendments of 1972, Executive Order 11246, Revised Order 4, the Vietnam Era Veterans Readjustment Act of 1974, the Rehabilitation Act of 1973, and The Americans with Disabilities Act of 1990, as revised and/or amended, with implementing regulations. Accordingly, this institution will not discriminate in employment, admissions, programs, or services with regard to any position for which the applicant, employee, or student is qualified and will make reasonable accommodation for physical and mental limitations. The Affirmative Action Plan implementing the above body of law, regulation, and policy is administered by Claude-Leonard Davis, Director of the UGA Equal Opportunity Office at 3 Peabody Hall, Athens, Georgia 30602-1622. Telephone inquiries concerning this Plan may be directed to (706)542-7912. This plan may be examined on this website via the Affirmative Action link.
Claude-Leonard Davis
Director
March 2008
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Disabled Veteran and Vietnam Era Veteran Faculty, Staff, and Job Applicants
Equal Opportunity Office
POLICY MEMORANDUM
The University of Georgia is a government contractor subject to Section 402 of the Vietnam Era Veterans Readjustment Act of 1974 which requires contractors to apply affirmative action guidelines to the employment and advancement of Vietnam era veterans and qualified disabled veterans.
Any person addressed in this memorandum who wishes to be considered under this institution's program of affirmative action may notify UGA Human Resources Division (if a classified employee or applicant) or the UGA Equal Opportunity Office (if a faculty or administrative employee or applicant). A request to be considered under this institution's program of affirmative action may be made immediately or at any time in the future. Submission of this information is voluntary and refusal to provide it will not subject the individual to discharge or disciplinary treatment. Information obtained concerning covered individuals will be kept confidential, except that (1) supervisors and managers may be informed regarding restrictions on the work or duties of disabled individuals and regarding necessary accommodations; (2) first aid and safety personnel may be informed, when and to the extent appropriate, if a disabling condition might require emergency treatment; and (3) government officials investigating compliance with the Act will be informed as required.
The University will make no pre-employment inquiries regarding disabilities.
Any disabled veteran who notifies one of the above offices of his or her desire to be included under the UGA program of affirmative action can assist responsible officials by making them aware of (1) the skills used or intended to be used to perform the job notwithstanding the disability and (2) the accommodations this institution could make to enable proper and safe performance of the job, to include special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job, or other accommodations.
Inquiries may be directed to the undersigned at the address and telephone number below. Complaints involving application of this policy at The University of Georgia may be addressed in accordance with the UGA Dispute Resolution Program, copies of which are available from the Office of Legal Affairs, are posted on campus, and can be accessed on the web at http:www.uga.edu/legal/dep.htm
Claude-Leonard Davis
Director
January 2008
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Disabled UGA Faculty, Staff, and Job Applicants
Policy Memorandum
The University of Georgia is a government contractor subject to Section 503 of the Rehabilitation Act of 1973 which requires contractors to apply affirmative action guidelines to the employment and advancement of qualified disabled persons. The University is also a covered entity under the Americans with Disabilities Act of 1990, which prohibits discrimination in employment, programs, services, and activities against a qualified individual with a disability on the basis of that disability.
Any person addressed in this memorandum who wishes to be considered under this institution's program of affirmative action may so notify UGA Human Resources Division (if a classified employee or applicant) or the UGA Equal Opportunity Office (if a faculty or administrative employee or applicant). Submission of this information is voluntary and refusal to provide it will not subject the individual to discharge or disciplinary treatment. The University will make no pre-employment inquiries about disabilities. Information obtained concerning covered individuals shall be kept confidential, except that (1) supervisors and managers may be informed regarding restrictions on the work or duties of a disabled person and regarding necessary accommodations; (2) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment; and (3) government officials investigating compliance with the Act shall be informed. No use shall be made of such information which is inconsistent with the above laws.
Any disabled person who notifies one of the above offices of his or her desire to be included under the UGA program of affirmative action can assist responsible officials by making them aware of (1) the skills used or intended to be used to perform the job notwithstanding the disability and (2) the accommodations this institution could make to enable proper and safe performance of the job, to include special equipment, changes in the physical layout of the job, elimination of certain duties relating to the job, or other accommodations.
Inquiries or complaints involving this policy may be addressed in accordance with the UGA Dispute Resolution Policy, copies of which can be obtained at the office of Legal Affairs or accessed on the web at http://www.uga.edu/legal/drp/htm
Claude-Leonard Davis
Director
January 2008
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Electronic and Information Technology Accessibility
January 21, 2004
TO: Vice Presidents & Deans
FROM: Len Davis, Director
UGA Rehab Act and ADA Compliance Officer
RE: Electronic and Information Technology Accessibility
Section 508 of the Rehabilitation Act adopts standards for access to technology for persons with disabilities. Those standards have been made applicable to recipients of federal funds such as the University. Computer accessibility was addressed in my December 13, 2000 memo distributing Disability Services Advisory Committee guidelines for “Computer Access on Campus”. Those guidelines adopted standards of capacity for purposes of supporting adaptive technology needed by some computer users with disabilities. These standards have been updated periodically.
Adaptive and assistive technology and tech consultation available through UGA Disability Services is not intended as the sole source of support for a disabled student population of some 1,000. Indeed, consistent with requirements of law and with respective unit missions, the University looks to academic units, employing units, and units responsible for delivery of programs and services to maintain a level of readiness to accommodate the computer and web access needs of persons with disabilities in any covered group.
My June 19, 2001 memo called attention to the fact that Rehabilitation Act computer access standards now include guidelines for website accessability which are set out on the EITS website at http://www.uga.edu/help/wai. Accessibility guidelines which appear on that site will be treated by the Equal Opportunity Office as the University standard for website accessibility. This office looks to departmental and unit web developers and tech support personnel at the operating unit level to assure that existing websites are timely brought into compliance with Access Board Standards at the EITS website as additions/revisions are made and to assure that new websites are developed in accordance with the guidelines. Websites should be evaluated/validated using tools identified on the EITS website.
Internal and extramural proposals involving technology acquisition and/or website development are expected to incorporate the above standards.
POLICY MEMORANDUM
SEX DISCRIMINATION
Consistent with the requirements of Title VII of the Civil Rights Act, with Title IX of the Education Amendments, and with this institution’s Equal Opportunity/Affirmative Action Statement, the University of Georgia does not discriminate on the basis of sex in employment, programs, services, or activities.
All recruitment is conducted without regard to sex save any instance where sex is a bona fide occupational qualification (BFOQ). There are presently no positions at UGA for which sex is a BFOQ. There are, however, positions having job-related physical requirements which are not sex-based and which are not used as a mechanism for exclusion of females. Both male and female applicants, students, employees, recipients of programs and services, and participants in activities have an equal opportunity to apply and be considered for any available job, program, service, or activity for which they are qualified.
The University does not make any distinction based upon sex, either in employment opportunities, wages, hours, benefits, or conditions of employment. Any conditions of employment or eligibility for programs, services, or activities related of marital status, parental status, or age shall apply regardless of sex. The University provides appropriate and comparable physical facilities for both males and females.
Policy regarding leaves of absence applies equally to all employees regardless of sex. Employees availing themselves of maternity leave are permitted to work as long as allowed by their health care providers and may return to work in like manner. No mandatory time limits exist for maternity or any disability leave. Disability due to pregnancy shall be considered as any other disability and appropriate sick leave provisions shall apply.
The University does not make any distinction between male and female employees on the basis of sex in its policies on the normal age of retirement.
The University's wage schedules are not related to or based upon sex. The University does not restrict one sex to a certain classification. Notification of all job opportunities is made available to all employees, regardless of sex, and all employees are encouraged to apply, regardless of sex. Both male and female employees within a job class have equal access to any training programs.
Violations of the University’s policy on sexual harassment will be treated as a form of discrimination subject to the same level of vigilance, enforcement, and sanction as other forms of discrimination. Sexual harassment policy is administered by the Office of Legal Affairs and may be reviewed at www.uga.edu/legal/NDAH.htm
The Title VII and Title IX Officer of the University of Georgia is Claude-Leonard Davis. Inquiries regarding this sex discrimination policy may be directed to him at 3 Peabody Hall; Athens, Georgia 30602 or 706-542-7912.
Claude-Leonard Davis
Director
January 2008
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