Equal Opportunity and Affirmative Action in Employment

  1. University of Mary Washington, through its responsible managers, recruits, hires, upgrades, trains, and promotes in all job titles without regard to race, color, religion, gender, disability, national origin, political affiliation, marital status, sexual orientation, sex, age, or because he or she is a qualified protected veteran except where an accommodation is unavailable and/or it is a bona fide occupational qualification.
  2. Managers shall ensure that all personnel actions such as compensation, benefits, terminations, university-sponsored training, and university-sponsored events shall be administered without regard race, color, religion, gender, disability, national origin, political affiliation, marital status, sexual orientation, sex, age, or qualified protected veteran status, except where an accommodation is unavailable and/or it is a bona fide occupational qualification.
  3. Managers shall base employment decisions on the principles of Equal Employment Opportunity and with the intent to further University of Mary Washington’s commitment to Affirmative Action and Equal Employment. At no time will any covered employee or covered applicant for employment, who exercises his/her rights pursuant to University of Mary Washington’s AAEEO Policy be subject to discipline or have his/her opportunities for employment adversely affected.
  4. Managers shall take Affirmative Action to ensure that qualified minority group individuals, females, disabled, and protected veterans are introduced into the workforce, are encouraged to aspire for promotion, and are considered as promotional opportunities arise.
  5. University of Mary Washington invites any employee or any applicant for employment to review University of Mary Washington’s written Affirmative Action Programs. These programs are available for inspection upon request between 8:00 a.m. to 5:00 p.m. at the Human Resources Office. Any questions should be directed to me, your supervisor, or Sabrina Johnson, AAEEO Officer.
  6. Applicants are encouraged to identify their race, gender, protected veteran’s status, and whether they are a veteran with a service related disability. This self-identification is strictly voluntary and confidential and will not result in retaliation of any sort.
  7. Employees are invited to self-identify as an individual with a disability or protected veteran status. This self-identification is strictly voluntary and confidential and will not result in retaliation of any sort.
  8. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities: (1) filing a complaint, (2) assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of Section 503 of the Rehabilitation Act of 1973 as amended; the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) as amended; or any other federal, state, or local law requiring equal opportunity for disabled persons or qualified protected veterans or, (3) opposing any act or practice made unlawful by Section 503, VEVRAA or its implementing regulations in this part or any other federal, state or local law requiring equal opportunity for qualified individuals with disabilities and qualified protected veterans; or (4) exercising any other right protected by Section 503 or its implementing regulations in this part or any other right protected by VEVRAA or its implementing regulations in this part.

Richard V. Hurley, Acting President
July 1, 2007