Reaffirmation of UCSD's Equal Employment Opportunity/Affirmative Action Policy

UCSD
CAMPUS NOTICE
University of California, San Diego

OFFICE OF THE CHANCELLOR

January 24, 2000

ALL ACADEMICS AND STAFF AT UCSD (including Healthcare)

SUBJECT: Reaffirmation of UCSD's Equal Employment Opportunity/Affirmative Action Policy

As Chancellor and Chief Diversity Officer, I am taking this opportunity to reaffirm UCSD's commitment to equal employment opportunity and affirmative action. The University's policy of Nondiscrimination and Affirmative Action states, in relevant part, the following:

It is the policy of the University not to engage in discrimination against or harassment of any person employed by or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran (special disabled veteran, Vietnam era veteran, or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized). This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation. This policy is intended to be consistent with the provisions of applicable State and Federal laws and University policies.

In addition, it is the policy of the University to undertake affirmative action, consistent with its obligations as a Federal contractor, for minorities and women, for persons with disabilities, and for special disabled veterans, Vietnam era veterans, and any other veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized. The University commits itself to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. These efforts conform to all current legal and regulatory requirements, and are consistent with University standards of quality and excellence.

I strongly support this policy and reaffirm that fair employment practices will be implemented throughout all human resources activities at UCSD.

In conformance with Federal regulations, written affirmative action plans shall be prepared and maintained. While all managers and supervisors have responsibilities and accountability to ensure equal opportunity and affirmative action programs are implemented, responsibility and accountability for overseeing and monitoring the effectiveness of staff and academic Affirmative Action Plans, including program accessibility for persons with disabilities, has been assigned as follows:

* Marsha A. Chandler, Senior Vice Chancellor - Academic Affairs, Academic Affirmative Action Coordinator, and Section 504 Coordinator for Faculty, 105 University Center, Mail Code 0001, (858) 534-3130

* Joseph W. Watson, Vice Chancellor - Student Affairs and Section 504 Coordinator for Students, 112 University
Center Mail Code 0015, (858) 534-4370

* Steven W. Relyea, Vice Chancellor - Business Affairs, Staff Affirmative Action Coordinator, and Section 504 Coordinator for Staff, 110 University Center, Mail Code 0007, (858) 534-3390

* Rogers Davis, Assistant Vice Chancellor - Human Resources, 10280 N. Torrey Pines Road, Suite 265A, Mail
Code 0922, (858) 534-0286

*Paula C. Doss, Director of Human Resources for Equal Opportunity/Staff Affirmative Action, 10280 N. Torrey Pines Road, Suite 370, Mail Code 0923, (858) 534-3694

* Jonathan L. Welch, Director, Office of Academic Affirmative Action, 402 University Center, Mail Code 0029, (858) 534-4497

* Barry J. Niman, Employee Rehabilitation Manager - Human Resources and ADA Title II Coordinator, 10280 N. Torrey Pines Road, Suite 348, Mail Code 0944, (858) 534-6743

If the UCSD equal employment opportunity and affirmative action program is to be a success, it will require ongoing commitment on the part of everyone. Please join me in supporting our commitment to equal employment opportunity and affirmative action at UCSD.

Robert C. Dynes
Chancellor

Applicable UCSD Faculty and Staff Grievance Policies:

Faculty Grievance Policies: *Bylaws of the San Diego Division of the Academic Senate, (Section 230, Privilege and Tenure); http://www-senate.ucsd.edu/toc_code.html,; http://adminrecords.ucsd.edu/ppm/docs/230-5.HTML

Staff Grievance Policies: *Staff Personnel Policy, Policy 280, Grievance Procedure and Policy 290, Administrative Review Procedure
http://www.ucop.edu/ucophome/policies/spp/spp280.html
http://www.ucop.edu/ucophome/policies/spp/spp290.html; *UC Personnel Policies for Staff Members, Policy 70, Complaint Resolution
http://www.ucop.edu/humres/policies/spp70.html; *UC Personnel Policies for Staff Members - Senior Management Group, Policy II-70, Resolution of Concerns
http://www.ucop.edu/humres/policies/ii70.html; *International Union of Operating Engineers (IUOE) Contract, Article 22, Grievance Procedure
http://www.ucop.edu/ucophome/system/swpolicy.html; *American Federation of State, County and Municipal Employees (AFSCME) Contracts; * Service Unit, Article 6, Grievance Procedure
http://www.ucop.edu/humres/contracts/sx/art6.html; * Patient Care Technical Unit, Article 6, Grievance Procedure http://www.ucop.edu/humres/contracts/pct/art06.html; *Coalition of University Employees (CUE), use terms and conditions of employment as found in Clerical and Allied Services Unit, Article 6, Grievance Procedure, http://www.ucop.edu/humres/contracts/cx/art6.html; *University Professional and Technical Employees (UPTE-CWA), Article 9, Grievance Procedure
http://www.ucop.edu/humres/contracts/tx/art9.html; *California Nurses Association (CNA) Contract, Article 26, Grievance Procedure
http://www.ucop.edu/humres/contracts/nurse/art26.html