CONSIDERATION OF QUALIFIED PROTECTED CATEGORY

Whether to recruit campus-wide, locally, regionally, or nationally depends on such factors as job title and salary range, advertising budget, and availability of an appropriate pool of qualified applicants.

1. 
   Campus-wide Searches are implemented when there is no readily identifiable person within the respective area promotable or transferable into the position* and there is a good likelihood of finding qualified individuals representative of the appropriate availability pool who are currently employed within other schools or departments on campus. On-campus searches are open only to qualified University non-student employees. Advertisements for the position must be attached to the “Classified Employment Opportunities” sheet (“Yellow Sheet”) and posted on the University’s web site (http://www.umass.edu/humres/eomenu.htm).
   
2. 
   Local Searches are conducted for many entry-level professional positions and part-time faculty positions. Local searches for non-faculty positions will also be advertised on campus as an attachment to the “Classified Employment Opportunities” sheet. Advertisements for local searches should be placed in media that serve Hampshire, Hampden, and Franklin counties.
   
3. 
   Regional Searches are used for most professional/non-faculty positions and non-tenure track positions which can be filled without national recruitment. It is suggested that advertisements be placed within publications which serve the major metropolitan areas in New England.
   
4. 
   National Searches are generally used for tenured and tenure-track faculty, high-level administrative positions, and positions for which applicants have been traditionally difficult to recruit. Advertisements are usually placed in national publications and specialty journals. Position announcements are usually sent to institutions of higher education known to produce qualified applicants, including historically Black institutions. Personal letters and telephone calls to seek nominations are encouraged. National professional associations may be contacted; notices may be posted at professional meetings.
   

All position announcements include an AA/EO statement. Applicants are invited to identify protected group status which can contribute to the enhancement of the application, when the job group is underrepresented by a particular protected group(s).

As part of its efforts on behalf of persons with disabilities, the University will continue its efforts to ensure that:

1. 
   All applicants will be considered on the basis of their qualifica­tions regardless of their physical or mental characteristic(s);
   
2. 
   All procedures will be reviewed to enable fair and equitable treatment for all applicants, employees, and students;
   
3. 
   Record keeping practices for known applicants and employees with disabilities will conform to the requirements of the U.S. Department of Labor guidelines and the Americans with Disabilities Act;
   
4. 
   Physical examinations and qualifications will be geared specifical­ly to state law and the actual requirements of the opportunity for which the applicant is being considered. Such examinations will be performed only if required of all applicants for a given position;
   
5. 
   The University will not reduce the amount of compensation offered because of any disability income, pension, or other benefit an applicant or employee receives from another source when the University offers employment or promotion to individuals with disabilities;
   
6. 
   Guidelines provided by state and federal agencies relative to the employment of persons with disabilities will be explained to search committees;
   
7. 
   Responses to requests for reasonable accommodations will be handled on a case-by-case basis and in keeping with the requirements of the Americans with Disabilities Act.
   

A document was developed to address issues related to the Americans with Disabilities Act (ADA). This document, entitled “Procedures for Responding to Requests for Accommodations Required Under the Americans with Disabilities Act (ADA)”, outlines procedures for employees with disabilities who are requesting accommodations in the workplace and also for students with disabilities who require classroom-related or other academic accommodations. An important feature of classroom-related accommodations is the development of an expedited grievance procedure when there is disagreement regarding such situations. Copies of this document are available from the Equal Opportunity & Diversity Office and Disability Services.

The Executive Director for Equal Opportunity and Diversity, or designee, has been assigned as the “503 and 504 Coordinator” as well as the “Americans With Disabilities Act (ADA) Coordinator” and as such is responsible for the day to day operation and coordination of all campus-wide efforts for prospective students, applicants for employment, and current students and employees who are disabled.

The EO&D Office also works cooperatively with the Workplace Learning and Development Program in the Human Resources Division to provide ADA training for University employees and supervisors. The briefing provided by the EO&D Office to search committees includes information on policy and procedures for hiring and accommodating persons with disabilities.
Disability Services
Disability Services (www.umass.edu/disability), a component of the Office of Equal Opportunity and Diversity, works to ensure that reasonable and effective accommodations and support services are in place for those members of the University Community who have a documented disability. A disability which qualifies under the ADA such as ADD/ADHD, Blind or visually impaired, Deaf or hard of hearing, learning disabilities, medical, mobility physical psychological, or another chronic condition as defined, by the Americans with Disabilities Act. To determine appropriate accommodations, enrolled students and employees of the University who self-disclose a disability must provide diagnostic evidence of the disability from a professional who is qualified by education and training to make such an evaluation.

Students and employees of the University who have self-disclosed a disability, registered with Disability Services and have provided the appropriate documentation, must meet with a Consumer Manager in order to receive accommodations and be referred for other services to which they may be entitled. Accommodations are made on a case by case basis and in keeping with the requirements of the Americans with Disabilities Act. Consumer Managers are available to meet with prospective students, parents, guidance counselors, faculty and staff.

Commonly requested reasonable accommodations include: academic support, assistance in setting academic and personal goals, ASL or Oral interpreters, extended time for exams or assignments, audio books, alternate test formats, class/lab assistants, note-taking services, adaptive technologies, and liaison to the faculty. Disability Services can assist students and employees in utilizing the many other campus resources that are available, including the provision of referrals to health services, mental health professionals and other campus resources.

In regard to employees of the University, Disability Services will work with both the employee and the immediate supervisor to identify reasonable accommodations which will enable successful performance in various employment settings. Accommodations may include adaptive equipment, facility modifications, adjustment to work schedules or job duties, as well as a range of other creative solutions that will allow the employee with a disability to continue to perform the essential duties of her/his job.

Disability Services, located in 161 Whitmore Administration Building, is open year-round, Monday-Friday from 8:30 a.m. to 5 p.m. Appointments can be made by calling the office (Phone 413/545-0892 V/TTY). Persons in need of ASL or Oral interpreters are advised to call to request these services far in advance of appointments or visits to the campus.
Elimination of Architectural Barriers
In 1990, the Americans with Disabilities Act (ADA) was enacted into law. As one part of compliance with this legislation, the University was required to complete a transition plan which would illustrate the steps to be taken to improve the structural accessibility of its facilities in order to ensure that all the programs operated by the University were accessible to individuals with disabilities.

Over 200 facilities at the University were surveyed to determine the modifications needed to meet accessibility requirements. A Transition Plan Working Group then developed a Transition Plan for the University, using both the building survey information and a listing of University programs which had been developed and prioritized by the Campus Architectural Access Board (AAB).

The ADA Transition Plan is monitored and reviewed periodically by the AAB to determine current needs and priorities for projects listed in the plan. In 2008, the AAB undertook a major review and update of the ADA Transition Plan. In addition to its responsibility to monitor the completion of projects recommended in the Transition Plan, the Architectural Access Board also has the responsibility to review and approve plans for new buildings and structural modifications to existing buildings to ensure that the University is providing access to its programs as required by the ADA.

AFFIRMATIVE ACTION FOR VETERANS
Policy
The University of Massachusetts Amherst will not discriminate against any employee or applicant for employment because he or she is a disabled veteran, a recently separated veteran, Armed Forces service medal veteran, Vietnam-era veteran or other protected veteran. Furthermore, the University of Massachusetts Amherst agrees to take affirmative action to employ and advance in employment qualified disabled veterans, recently separated veterans, Armed Forces service medal veterans, and other protected veterans, consistent with the provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, and the Jobs for Veterans Act of 2002. Additionally, the University of Massachusetts Amherst meets its obligations under the Uniformed Services Employment and Reemployment Rights Act (USERRA). Under this law, service personnel are entitled to return to their civilian employment if they meet certain criteria. Detailed information on USERRA is available at www.dol.gov/vets.

As part of the National Defense Authorization Act of Fiscal Year 2008, a significant amendment was made to the Family and Medical Leave Act (FMLA).  The amendment expands FMLA protections for eligible employees who take leave to care for a family member injured while in military service and extends FMLA protections to eligible employees who take leave to deal with emergencies that arise when a family member is called to active duty. FMLA leave for an eligible employee, who is the spouse, child, parent or next of kin of a service member, is expanded to up to 26 weeks of FMLA leave during a single 12-month period if leave is needed in order to care for a service member with a serious health condition arising from military service.  “Next of kin” is defined as the nearest blood relative.  This leave is triggered when a member of the Armed Forces, including the National Guard or Reserves, is undergoing medical treatment, recuperation or therapy, is in outpatient status, or is on the temporary disability retired list, for a serious injury or illness.  A serious injury or illness is one which was incurred by the member in the line of duty and which may render the member medically unfit to perform his or her duties.

The University prohibits discrimination on the basis of age in any aspect of the access to, admission, or treatment of students in its programs and activities; or in employment and application for employment consistent with the Age Discrimination in Employment Act of 1967, as amended, and state law. Language which prohibits discrimination based on age is contained in University affirmative action policies, statements and nondiscrimination clauses contained in collective bargaining agreements. To prevent the consideration of age in the applicant selection process for classified positions, applicant age is not provided to hiring officials on applicant profile summaries. Hiring officials are informed through the Search Procedures: Faculty & Professional Staff that any pre-employment inquiry pertaining to age is unfair and illegal.

It is important to note that language which prohibits discrimination based on sexual orientation is contained in the MSP, USA/MTA, AFSCME, PSU/MTA, RA, and GEO contracts. The Code of Student Conduct clearly prohibits students from harassing other members of the campus community on the basis of sexual orientation. The Equal Opportunity and Diversity Office, in conjunction with other appropriate offices on campus, will vigorously investigate and take appropriate action in cases where discrimination based on sexual orientation occurs.

The campus community will be informed annually of its obligation con­cerning nondiscrimination through published media.

PROGRAM TO COMBAT DISCRIMINATION

ON THE BASIS OF RELIGION
The University prohibits discrimination against employees or applicants for employment and in the admission or treatment of students because of religion or national origin. The University provides reasonable accommodation for religious obser­vance. Each benefited employee receives three or more personal days a year to accommodate, among other things, religious practices. Employees may also use annual leave to observe religious holidays that are not legal holidays. Other requests for religious accommodation will be honored so long as they do not cause undue hardship in carrying out the university mission nor violate the rights of other employees.

GRIEVANCE PROCEDURES
The University has established a system of grievance procedures to address complaints of alleged discrimination based on race, color, religion, creed, sex, age, marital status, national origin, mental or physical disability, political belief or affiliation, veteran status, sexual orienta­tion, gender identity and expression or genetic information. Gr

ievants are encouraged to resolve complaints informally by working with the relevant parties and administrators. The Ombuds Office and the Dean of Students Office together with the EO&D Office are available to assist in this resolution process. Formal charges of discrimination should be directed to the campus EO&D Office, 243 Lederle GRC Lowrise Building, (413) 545-3464. A copy of the University’s Grievance Policy and Procedures is included in Appendix H. The Grievance Policy and Procedures is also available on the EO&D website (www.umass.edu/eod).

The University has a separate Sexual Harassment Grievance Procedure to address complaints of sexual harassment, and provides both informal and formal methods for complaint resolution. Informal attempts may involve consultations at the department level, or mediation through the Ombuds Office, or other appropriate agency. Complaints involving students as complainants and respondents would normally be handled through the Dean of Students Office, under the Code of Student Conduct. Formal charges of sexual harassment should be directed to the EO&D Office. The Sexual Harassment Policy is included in Appendix F. The Sexual Harassment Policy is also available on the EO&D website (www.umass.edu/eod).

On a continuing basis, the EO&D office conducts trainings for supervisors, employees, and graduate students dealing with discrimination and sexual harassment. During the training, the participants learn to identify what are the various forms of discrimination and sexual harassment, what are the applicable laws that protect against discrimination and sexual harassment, what to do if discriminated or sexually harassed, and who to contact if someone is discriminated or sexually harassed. In addition, during the supervisor training the supervisors are informed about their duties and responsibilities when addressing discrimination or sexual harassment. The Office of Equal Opportunity & Diversity offers training to departments upon the request of the area, both for employee groups and also for one-on-one training.

• 
  American Indian/Alaskan Native. Persons having origins in any of the original peoples of North America, and who maintain cultural identification through tribal affiliation or community recognition.
  
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  Asian/Pacific Islander. Persons having origins in the Far East, Southeast Asia, the Indian sub-con­tinent or Pacific Islands. These areas include China, Japan, Korea, the Philippine Islands, Samoa, India, Pakistan, Bangladesh, Sri Lanka, Sikkim, and Bhutan.
  
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