The College is committed to providing equal employment opportunity to applicants and employees without regard to (use same list of categories as found in 622.000) race, religion, color, national origin, sex, sexual orientation, age, marital status, veteran status, limited English speaking ability, or disability (see RCW 41.06.150; RCW 49.74). The College considers equal opportunity, affirmative action, and non-discrimination to be fundamental to the mission, goals, and objectives of the agency and commits the necessary staff time and resources to implement effectively this affirmative action policy.

620.001 GENERAL

The College provides equal opportunity for all applicants for employment, as well as employees, and to administer recruiting, hiring, training, conditions and privileges of employment and promotion in all job titles, without regard to race, color, creed, religion, sex, age, national origin, marital status, disability, sexual orientation, gender identity, gender expression, political affiliation, disabled, Vietnam-era or honorably discharged veteran, except where a bona fide occupational qualification exists.

The College ensures that all personnel actions such as compensation, benefits, transfers, layoffs, return from layoffs, College sponsored training, education, tuition waivers and assistance, social and recreation programs, will be administered without regard to race, color, creed, religion, sex, age, national origin, marital status, disability, sexual orientation, gender identity, gender expression, political affiliation, disabled, Vietnam-era or honorably discharged veteran and groups subsequently protected.

The principles of AA/EO are fundamental to the mission, goals, and objectives of the College. A plan has been designed to implement these principles.

The AA/EO policy at the College is administered under authority delegated by the Board of Trustees to the president. Although the responsibility for the affirmative action program is assigned to the president, all management and supervisory personnel share in this responsibility and are assigned specific tasks. The AA/EO officer is responsible for designing and implementing systems which monitor the effectiveness of the affirmative action plan. It is the obligation of all College employees to assist in successfully achieving the affirmative action goals that provide positive benefit to the College through fuller utilization and development of previously underutilized human resources.

A notice of the policy will be made available to all employees. The AA/EO officer will provide interpretation and/or training. Any individual or group with which the College does business must be made aware of this policy. Compliance is a condition for engaging in business with the College. Any contract entered into between the College and an individual or group must include the appropriate language from state and/or federal guidelines which requires nondiscrimination in employment.

The College will pursue positive and affirmative action to provide job and program opportunities for affected group members, prevent discrimination in recruitment and employment, assure nondiscriminatory advancement and training opportunities, and pursue nontraditional opportunities for women.

620.002 LEGAL BASIS

The following is a list of some of the authorities under which the College affirmative action policy operates; however, state and federal law as now exists, or as incorporated in the future, governs in any case:

1. Civil Rights Act of 1964, Title VII (as amended by the Equal Employment Opportunity Act of 1972)
   
   
2. Presidential Executive Order 11246 (as amended by Executive Order 11375 and Revised Order 4)
   
   
3. Presidential Executive Order 11141
   
   
4. The Equal Pay Act of 1963
   
   
5. Vietnam Era Veterans Readjustment Assistance Act of 1972, as amended
   
   
6. Age Discrimination in Employment Act of 1967, as amended
   
   
7. Age Discrimination Act of 1975
   
   
8. The Civil Rights Acts of 1964, Title VI and VII of the Civil Rights Act of 1991
   
   
9. Title IX of the Education Amendments Act of 1972
   
   
10. Sections 503, 504 of the Rehabilitation Act of 1973
    
    
11. Public Health Service Act, Titles VII and VIII
    
    
12. Office of Federal Contract Compliance, DOL, Title 41, Chapter 60-2, -20, -50, -250, -741
    
    
13. Americans with Disabilities Act of 1990
    
    
14. State Laws and Executive Orders:
    
    a. Chapter 49.60 RCW as amended in 2006 by House Bill 2661, prohibits discrimination based on age, race, creed, color, sex, or national origin.
    
    b. Chapter 41.06 RCW, State Civil Service Act.
    
    c. Governor's Executive Order 70-01, policy of nondiscrimination under state contract.
    
    d. Governor's Executive Order 72-07, affirmative action in state government.
    
    e. Governor's Executive Order 77-10, affirmative action for Vietnam-era veterans.
    
    f. Governor's Executive Order 84-10, affirmative action in state government.
    
    g. Governor's Executive Order 89-01, sexual harassment.
    
    h. Chapter 28B.110 RCW, gender equity for students.
    
    i. RCW 9A.36.080, Malicious Harassment Act.
    
    j. Chapter 28B.16 RCW, the Higher Education Personnel Law.
    
    k. WAC Title 162,  State of Human Rights Commission Employment Regulations.
    
    l. Governor's Executive Order 79-08, mandating affirmative action in state government and assigning responsibilities.
    
    m. State of Washington Gender Equity in Higher Education Act of 1989.
    
    n. Governor's Executive Order 80-03, directing state agencies to work toward awarding a higher percentage of contracts to women and minority businesses.
    
    o. Governor's Executive Order 81-02, directing state agencies to eliminate barriers for employment of people with disabilities and make reasonable accommodations to ensure the inclusion of people with disabilities in the work force.
    
    p. Governor's Executive Order 93-07, affirming commitment to diversity and equity in service delivery and in the communities of the state, re-establishing affirmative action and prohibiting discrimination in state workplaces, and rescinding Executive Order 91-06.
    
    q. ESHB 2661.

620.005 INTERNAL DISSEMINATION OF POLICY

The president of the College or designee is responsible for making the AA/EO policy available to all employees.

Recognizing the need to promulgate the AA/EO policy, the following procedures apply internally:

1. The policy is a continuing component of this procedures manual.
   
   
2. A notice of the policy will be provided to new College employees by Human Resources.
   
   
3. Notices of equal employment opportunity will be posted as required by state and federal agencies.

620.006 EXTERNAL DISSEMINATION OF POLICY

Written notification of the AA/EO policy will be provided to all subcontractors, vendors, and suppliers as required by state and federal agencies.

Recruitment sources will be informed in writing of the College's equal employment policy, and that it actively recruits from affected groups for vacancies.

Equal employment opportunity clauses will be incorporated in all leases and contracts.

620.010 RESPONSIBILITIES OF THE PRESIDENT

The College will continue its effort to actively encourage persons in affected categories to seek employment with the College. The president and all administrative staff will actively support these efforts. The president will ensure that all employees are fully aware of their responsibility to actively support the affirmative action program and will keep the Board of Trustees informed of the progress being made in regard to the program.

AA/EO policy implementation responsibilities of the president include:

1. Responsibility to see that the policy is implemented.
   
   
2. Assignment of the responsibility for implementing this policy and program to Executive Cabinet members, affirmative action/equal opportunity officer, and the associate vice president of human resources, whose performance in relation to affirmative action will be evaluated as part of the annual performance review.
   
   
3. The president has designated the director for equity and diversity as the College’s affirmative action/equal opportunity officer.
   
   
4. Evaluation of the performance of all administrative and exempt staff in relation to affirmative action as part of the current performance review.

620.012 RESPONSIBILITIES OF ADMINISTRATION AND STAFF

AA/EO policy implementation responsibilities of the administration and staff include:

1. Identifying challenges/issues in their own areas and working with the AA/EO officer to achieve affirmative action goals and objectives.
   
   
2. Reviewing job openings under their jurisdiction to allow maximum lead time and development of a wide applicant pool to fill positions in support of affirmative action.
   
   
3. Implementing record keeping and reviewing the AA/EO policy with each new employee or transferee into the department.
   
   
4. Reviewing the potential, talents, and qualifications of employees to ensure that individuals from affected groups are given equal opportunity for training, transfers, or promotions.
   
   
5. Achieving diversity on committees by appointing individuals from affected groups.
   
   
6. Being active in carrying out affirmative action responsibilities and the affirmative action plan.

620.015 RESPONSIBILITIES OF THE CULTURAL PLURALISM COMMITTEE

See Administrative Procedure 840.000.

620.020 AFFIRMATIVE ACTION/EQUAL OPPORTUNITY OFFICER

AA/EO policy implementation responsibilities of the affirmative action officer include:

1. Developing awareness programs and providing information to encourage professional development of persons in affected groups.
   
   
2. Encouraging attendance of persons in affected groups at workshops, conferences, seminars, and other programs for career development.
   
   
3. Maintaining and providing pertinent data and records regarding personnel/employment actions for inclusion in required reports. 

620.022 EVALUATION

The College will prepare a report in accordance with applicable state and federal guidelines on the progress of its affirmative action program. This report will be used in planning needed revisions and improvements of the written program. The AA/EO officer will compile the required data, which is provided by Human Resources.