Cited below are summaries of major laws, guidelines, and executive orders on which the policies of the Shepherd College Affirmative Action Plan are based. Non-discrimination also extends to conditions of hiring, tenure, compensation, training, et cetera. A contractor also must ensure that the practices of those responsible in matters of employment, including all supervisors, are non-discriminatory. As the phrase implies, affirmative action requires the employer to make additional efforts to recruit, employ and promote qualified members of groups formerly excluded, even if that exclusion cannot be traced to particular discriminatory actions on the part of the employer. The premise of the affirmative action concept of the Executive Order is that unless positive action is undertaken to overcome the effects of systemic institutional forms of exclusion and discrimination, a benign neutrality in employment practices will tend to perpetuate the status quo ante indefinitely.
Employees performing essentially equal work receive equal pay and other compensation.
Based on the definition herein, the disabled applicant, as with all applicants, must possess sufficient work capacity to match the job duties and requirements consistent with his or her interests, capabilities, and limitations. Time off granted to administrators and classified employees for the observance of special days shall be charged to annual leave or to accumulated compensatory time off credits. OF 1967 - makes it illegal for employers to discriminate against persons 40 to 65 years of age. This prohibition includes any areas of employment practices. Amendments of 1978 - Increased the ceiling age of those protected to age 70.