Human Resources


Affirmative Action Plan

Objectives

Grambling State University commits itself to a program of affirmative action to encourage the application of under represented minority, women, disabled, and veteran employees and students, and to monitor organizational procedures, which assure equal treatment and access to all programs, facilities, and services. Objectives set forth to achieve this program include:

  • Determination of the extent to which minorities, women, the disabled, and veterans are underrepresented in major job categories, academic programs, and the identification and elimination of the specific causes of such representation.
  • Development of applicant pools in which qualified minorities, women, the disabled and veterans are represented in proportions sufficient to reduce their under utilization where such has occurred.
  • Projection of goals and timetables, which will measure the progress toward a representative workforce and student body.
  • Continued evaluation of monitoring systems to assure effective operation of the affirmative action program, achievement of the goals, and modification of the plan as appropriate.
Compliance with Laws and Regulations

Thorough its Affirmative Action Plan, Grambling State University commits itself to satisfy legal obligations as well as to the affirmative responsibilities set forth in the following laws and regulations:

  • Title VII of the Civil Rights Act of 1964 and its implementing regulations. GSU does not discriminate in providing educational, vocational, and employment opportunities to all persons regardless of race, color, or national origin.
  • Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Opportunity Act of 1972. GSU does not discriminate with respect to any condition of employment, or against any applicant for employment regarding race, color, sex, religion, or national origin.
  • Title IX of the Education Amendments of 1972 and the implementing regulations. GSU provides educational, vocational, and employment opportunities to all persons without regard to sex.
  • Sex Discrimination Guidelines. The University ensures compliance as required by the Office of Federal Compliance Programs (OFCCO) Sex Discrimination Guidelines set for the 41 CFR, Part 60-20, by equally considering both sexes for all positions they are qualified to perform. All conditions of employment, including salary, hours, pension and fringe benefits are administered without regard to the sex of the employees.

Married and unmarried men and women are treated equally in all personnel actions, including all benefits. Retirement age and benefits are equal for both sexes. Appropriate physical facilities are provided for employees and applicants of both sexes. Leaves of absences are the same for all employees regardless of sex or marital status.

  • In accordance with Section 504 of the Rehabilitation Act of 1973 and itís implementing regulations. GSU does not discriminate on the basis of disabilities in providing educational, vocational and employment opportunities to all qualified individuals with disabilities.
  • The Age Discrimination Employment Act of 1967 (ADEA) and its implementing regulations. GSU does not discriminate in providing educational, vocational, and employment opportunities to all persons regardless of age.
  • The Equal Pay Act of 1963 (EPA) and its implementing regulations. GSU provides equitable pay for men and women who perform substantially equal work.
  • Title VII and VIII of the Public Health Service Act, as amended.
  • Veterans Readjustment Act of 1974. GSU assures compliance with Section 503 of the Rehabilitation Act of 1973 and Section 402 of the Vietnam Era Veteranís Readjustment Act of 1974 and covers all individuals satisfying the following definitions:

Veterans of the Vietnam Era means a person (1) who served on active duty for a period of more than 180 days, any part of which occurred between August 5, 1965, and May 7, 1975 and was discharged or released with other than a dishonorable discharge, or (b) was discharged or released from active duty because of a service connected disability if any part of such active duty was performed between August 5, 1964, and May 6, 1975. No veteran may be considered to be a veteran of the Vietnam Era under this paragraph after December 21, 1994.

Special Disabled Veteran means (a) a veteran who is entitled to compensation (or who, but for the receipt of military retired pay, who would be entitled to compensation) under laws administered by the Department of Veteransí Affairs for a disability rated at least 30 percent or more, or rated 10 or 20 percent. In the case of a veteran who has been determined under Section 1506 of this title to have a serious employment disability; or (b) a person who was charged or released from active duty because of a service connected disability.

Disabled Veteran means a person entitled to disability compensation under laws administered by the Veterans Administration for disability rated at 30 percent or more or a person whose discharge or release from active duty was for a disability incurred or aggravated in the line of duty.

  • Americans With Disabilities Act of 1990. Those protected by the ADA include, but are not limited to persons with such conditions as: hearing, speech and visual impairments, paraplegia and epilepsy, past alcohol use, past drug use and AIDS if there is no direct threat to the health and safety of others. GSU will take affirmative action to ensure that the provisions of this Act are implemented at all levels of administration.
  • An Individual with a Disability under the ADA is a person who has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment. Major life activities are that an average person can perform with little or no difficulty such as walking, breathing, seeing, hearing, speaking, and working.
  • A Qualified Disability:  A qualified employee or applicant with a disability is someone who satisfies skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position.
  • Reasonable Accommodation: Reasonable accommodation may include, but is not limited to, making existing facilities used by employees readily accessible to and usable by persons with disabilities; job restructuring; modification of work schedules; providing additional unpaid leave; reassignment to a vacant position; acquiring or modifying equipment or devices; adjusting or modifying examinations, training materials, or policies; and providing qualified readers or interpreters. Reasonable accommodation may be necessary to apply for a job, to perform job functions, or to enjoy the benefits and privileges of employment that are enjoyed by people without disabilities. GSU is not required to lower academic or production standards to make an accommodation. GSU generally is not obligated to provide personal use items such as eyeglasses or hearing aids.
  • Undue Hardship: GSU will make a reasonable accommodation to a qualified individual with a disability unless doing so would impose an undue hardship on the operation of business. Undue hardship means an action that requires significant difficulty significant or expense when considered in relation to factors such as a size, financial resources, and the nature and structure of its operation.
  • Prohibited Inquiries and Examinations: Before making an offer of employment, GSU will not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in the same job category. Medical examinations of GSU employees will be job related and consistent with business necessity.
  • Drug and Alcohol Use: Employees and applicants currently engaging in the illegal use of drugs are not protected by ADA, when GSU acts on the basis of such use. Tests for illegal use of drugs are not considered medical examinations and, therefore, are not subject to the ADAís restrictions on medical examinations. Employers may hold individuals who are illegally using drugs on individuals with alcoholism to the same standards of performance as other employees.
  • Drug-Free Workplace Policy.  The unlawful manufacture, distribution, dispensation, possession, consumption, or use of a controlled substance is prohibited while on property owned or leased by GSU. Employees are prohibited from reporting to work under the influence of non-prescribed controlled (illegal) substances.
 DIVERSITY STATEMENT: 

Grambling State University is committed to a program of Diversity to encourage the application of under represented groups such as minority, women, disabled and veteran employees and students, and to follow organizational procedures, which assure equal treatment and access to all programs, facilities, and services.