Iowa Administrative Code › Agency 681 - Regents Board › Chapter 7 - Equal Employment Opportunity › Rule 681-7.1 - Equal Opportunity Policy

Current through Register Vol. 47, No. 3, July 24, 2024
It is the policy of the board of regents, hereinafter board, to
				provide equal opportunity in all aspects of regent operations to all persons
				without regard to race, creed, color, religion, sex, gender identity, sexual
				orientation, national origin, age, or status as a protected veteran, or
				disability except where it relates to a bona fide occupational qualification.
				The board of regents and all officials who are responsible to the board of
				regents shall take affirmative action in personnel administration to overcome
				the effects of past or present practices, policies, or other factors which
				serve as barriers to equal employment opportunity. Contractors doing business
				with the board of regents shall take affirmative action to ensure that all
				persons without regard to race, creed, color, religion, sex, gender identity,
				sexual orientation, national origin, age, or status as a protected veteran, or
				disability except where it relates to a bona fide occupational qualification
				above are effectively afforded equal employment opportunities. Institutions
				under the governance of the board of regents shall provide opportunities for
				minority and women businesses in the awarding of contracts through a
				procurement set-aside program as authorized by statute.
(1)
Definitions.
"Actively managed"
in the above context means
				exercising the power to make policy decisions affecting the business.
"Affirmative action
" means action appropriate
				to overcome the effects of past or present practices, policies, or other
				barriers to equal employment opportunity.
"Bona fide occupational qualification"
means a
				qualification reasonably necessary to the normal function of a position in the
				operation of a particular business. The concept of the bona fide occupational
				qualification is narrow in scope and will not be applied to include the mere
				preference or convenience of the employer.
"Minority person"
means an individual who is a
				Black, Hispanic, Asian or Pacific Islander, American Indian or Alaskan
				native.
"Operated"
in the above context means being
				actively involved in the day-to-day management of the business.
"Protected classes"
shall mean racial or
				ethnic minorities, and groups who are protected under federal and state laws
				because of their creed, color, religion, sex, national origin, age, or status
				as a veteran of the Vietnam era, or physical or mental disability.
"Small business"
means any enterprise which is
				located in this state, which is operated for profit under a single management,
				and which has either fewer than 20 employees or an annual gross income of less
				than $3,000,000 computed as the average of the three preceding fiscal years.
				This definition does not apply to any program or activity for which a
				definition for small business is provided for the program or activity by
				federal law or regulation or other state law.
"Targeted small business"
means a small
				business which is 51 percent or more owned, operated, and actively managed by
				one or more women or minority persons.
(2)
Equal employment
			 opportunity-administration.
Rescinded IAB 10/6/21, effective
			 11/10/21.