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OM 3.1.3 - Affirmative Action and Equal Employment Opportunity Statement

About This Policy

Effective Date: July, 1987
Last Updated: October, 2023
Responsible University Office: Human Resources
Responsible University Administrator: Vice President for People Resources,

Policy Contact:

Human Resources

Policy Purpose

To express the University’s continuing practice of nondiscrimination in employment.
This Policy adheres to the requirements of Title VII of the Civil Rights Act of 1964, the New York Human Rights Law, Title IX, the Education Amendments of 1972, Federal Executive Order 11246, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, and the American with Disabilities Act of 1990 as well as all other applicable local, state and federal equal employment laws and Executive Orders.

Policy Summary

The following statement reaffirms the position of the Board of Trustees that Clarkson University is nondiscriminatory and adopts the Equal Employment Opportunity Policy as recommended by the Faculty Senate and the Administrative Council and endorsed by the President.

Policy Statement

Clarkson University provides equal employment opportunities to all employees, applicants, and job seekers. No person shall be discriminated against in employment because of race, creed, color, religion, sex, sexual orientation, national origin, gender, gender identity, gender expression,  age, disability, pregnancy-related condition, military or veteran status, genetics, marital status, familial status, domestic violence victim status, ancestry, source of income, relationship or association with a member of a protected category or any other basis protected by applicable local, state or federal law, or Executive Order. 

Clarkson University has a policy of affirmative action in regard to employing, advancing in employment, and otherwise treating qualified individuals with disabilities and protected veterans without discrimination based on their physical or mental disabilities or protected veteran status in all University employment practices.

To implement this Equal Employment Opportunity/Affirmative Action Policy, Affirmative Action Plans have been established and the position of Affirmative Action Officer created within the University staff, with responsibility for monitoring compliance with the University’s EEO Policy and Affirmative Action Plans. Amy McGaheran, Vice President for People Resources, is the designated Affirmative Action Officer.

In compliance with Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, the University maintains written Affirmative Action Plans; the non-confidential elements of these Plans are available upon request, through the Affirmative Action Officer, during normal business hours at 315.268.3788. 

The University makes reasonable accommodations to the physical and mental limitations of qualified individuals with disabilities and qualified protected veterans unless an accommodation would impose an undue hardship.

This Policy includes the commitment to maintaining a work environment free from unlawful harassment. An employee, who in good faith, reports concerns that they have been discriminated against or has knowledge of discrimination in violation of this Policy or cooperates in an investigation shall not be subject to reprisal or retaliation for making a report or participating in an investigation. Employees should immediately bring to the attention of the Affirmative Action Officer, Human Resources, and /or the Title IX Coordinator any complaint of discrimination or retaliation. For further information on reporting or filing a grievance please refer to Operations Manual Sections 3.1.13 and 3.1.14.

The University maintains an audit and reporting system to measure the effectiveness of tis Affirmative Action Plans and the implementation of this Policy.


To ensure compliance to the Policy:

1.    This Policy applies to all terms, conditions, and privileges of employment including recruitment, hiring, probationary period, training and development opportunities, job assignment, supervision, promotion or transfer, compensation, benefits, layoff and recall, termination, and retirement.
2.    The Affirmative Action Officer coordinates the University's compliance requirements and procedures with and interpretation of this Policy and advises both staff and faculty employees, supervisors, and managers about the Policy as needed.
3.    Department heads, managers, and supervisors have primary responsibility for ensuring that employment decisions and the work environment are compliant this Policy.
4.    Employees must complete University approved training in the following areas: Harassment, Affirmative Action, and Non- Discrimination and must be retrained every three (3) years.
5.    Employees who believe they have been discriminated against, harassed, or have knowledge of such conduct should discuss their concerns or bring any work-related concerns to their supervisor. However, an employee may alternatively elect to contact Human Resources at 315.268.6497, the Affirmative Action Officer at 315.268.3788 or the Title IX Coordinator at 315.268.4208.  Every effort will be made to conduct a prompt investigation and to treat complaints impartially and confidentially with a view to arriving at fair resolutions. If an investigation leads to a determination that this Policy was violated, corrective action up to and including termination of employment will be taken.
6.    The University provides, upon request by a job seeker or an applicant, reasonable accommodations for a disability, to complete the application process.
7.    In accordance with the Americans with Disabilities Act, the University provides, upon request from an employee with a disability, reasonable accommodations for the employee to successfully perform the essential duties of the job. Employees should contact the Human Resource Office to initiate the disability accommodation process.


July 1987
January 2007
April 2008 - Revised 
May 2014 - Revised 
December 2016 - Editorial Revision
October 2023 - Revised