DivisionofInstitutionalDiversityOffice of Equal Opportunity

Guidelinesfor EqualOpportunityandAffirmative Action EmploymentPractices

Dr. Rosalyn Green Directorof Equal OpportunityMarch 2014

INSTITUTIONAL DIVERSITY

Office of Equal Opportunity

Dr. Rosalyn Green,Director Equal Opportunity/TitleIXCoordinator

408Whitehurst

Stillwater,OK74078

Phone405-744-9153

Fax405-744-5576

DearAdministrativeOfficers,

AsAdministrativeOfficers,youplayanimportantroleinmonitoringcompliancewithanddisseminatinginformationaboutOSU’snon-discriminationandaffirmativeactionpoliciesandprocedures.Together,wecanhelpensurethatallouremploymentactivitiesfulfilltheUniversity’scommitmenttoequalemploymentopportunity.

Asanemployerofchoice,itisessentialthatweattract,hire,andpromotefromatalentedanddiverselabormarket.Thismanualisdesignedtoprovideguidanceregardingyourresponsibilities,complianceprocedures,searchandselectionprocesses,affirmativeactionandequalopportunityregulationsandrelatedareas.Inadditiontoprovidingthismanualasaresource,theOffice of Equal Opportunityisavailabletosupportandassistyou.Pleasecontactuswheneveryouhavequestions,need information,orassistance.

Again, thankyouforyourenergy,commitment,andassistance.Youhelpmakeadifference.

Sincerely,

Dr. Rosalyn Green

create/innovate/educate/GoSTATE

DISCRIMINATIONAND HARASSMENTPREVENTION

OSUNoticeof Non-discrimination

TitleIX Posterand TitleIXBrochure

ComplaintProcess

Workshops

Assurances

Lawsand OrdersthatGovernNon-discrimination,EqualOpportunity,and AffirmativeAction

ACCOMMODATION

Facultyand Staff DisabilityAccommodations

Facultyand StaffReligiousAccommodations

AFFIRMATIVEACTION

AffirmativeAction inBrief

AffirmativeActionPlan

RECRUITMENT

Advertising

CompositionofHiringCommittee

HiringCommitteeProcessResources

EEOStatementin Advertising

DeadlinesforAdvertisingforExempt Positions

InterviewProcess

VoluntaryInformationRequest

GuidelinesonRequeststoWaivetheOpenRecruitmentProcessforExempt Staff

APPENDIX

AppendixA:EmploymentGuidelinesfortheDisabilityAccommodationProcess

Appendix B:Employment GuidelinesfortheReligiousAccommodationProcess

Appendix C:AdvertisingthroughAffirmativeActionResources

OklahomaStateUniversityiscommittedtoensuringequalopportunitiesforallfaculty,staff,andstudents.Specifically,OSUpolicystatesthattheUniversitydoesnotdiscriminateonthebasisofrace,color,nationalorigin,sex,disability,ethnicity,religion,sexualorientation,veterans’status,orage.SeeOklahomaState UniversityPolicies andProcedures 1-0101.

Federalregulationsrequirealleducationinstitutionsthatreceivefederalfinancialassistancetoincludeanoticeofnon-discriminationinwidelydisseminatedmaterialsproducedbytheinstitution.Thefederalguidanceregardingthisrequirementcanbefoundat

Inaccordancewiththispolicy,OSU’sOffice of Equal Opportunityrequeststhatyouincludethefollowingstatementsinyourhandbooks,catalogs,calendars,andotherwidelydistributedmaterials.Pleasenotethatalthoughthereisnofontsizerequirements in theregulations,thistextshouldbelegible.Often,thisnoticeis includedonthebackinsidecoveratthebottomofthepageof largerdocuments.

Inadditiontothenoticerequirementoutlinedabove,itisabestpracticetopostnoticeoftheUniversity’sTitleIXpolicyprohibitinggenderdiscriminationandsexualharassment whereotheremploymentnoticesareposted.ThecurrentTitleIX posterandbrochurecanbefoundhere.

RevisedOctober 2013

OSUcanpromoteenforcementoftheUniversity’snon-discriminationpolicybyprovidingreadyaccesstoinformalandformalchannelsforbringinggrievances,inaccordancewithOklahomaState UniversityPoliciesandProcedures1-0702.

TheOffice of Equal Opportunityencouragesallfaculty,staff,andstudents,whobelievethattheyhavebeendiscriminatedagainstorharassedtocompletethecomplaintformorcall theOffice of Equal Opportunityat744-9153todiscusstheirconcerns.

ThecomplaintprocessisoutlinedintheOSUpolicyandexplainstheentireprocessinfull.

OSUcanalsopromoteenforcementoftheUniversity’scommitmenttonon-discriminationbyencouragingallstaffandfacultytoparticipateinworkshopsregardingtherequirementsofthenon-discriminationpolicy.TheDirectorofAffirmativeActionprovidesregularlyscheduledworkshopsthroughHumanResources. Informationregardingregularlyscheduled workshopscanbefoundhere.

BeginninginFall2010,SexualHarassment Policytrainingwillbeavailableonline.

TheDirectorof AffirmativeActionis availabletoprovideworkshopsforyourUnit,uponrequest,pleaseemail ormoreinformation.

AvailableWorkshopsinclude:

  • SexualHarassmentAwareness;
  • SexualHarassmentAwarenessforGraduateAssistants;
  • GenderDiscriminationAwareness;
  • Supervisor’sSexualHarassmentAwareness:HowtoAppropriatelyRespondtoComplaints;
  • EmploymentDiscriminationAwareness;
  • DisabilityAccommodations in theWorkplace;
  • RespectforDiversity;and
  • GenerationalDifferences intheWorkplace.

RevisedOctober2013

Somegrantsandotherexternally-fundedprograms,requireanassurancestatementfromtheUniversityattestingthattheUniversitydoesnotdiscriminate,andfollowsfederalcivilrightslaws.Theseassurancesaretypicallyinapre-drafteddocument,thatrequireasignature.Ifyourgrant orprogramrequiressuchanassurance,pleasecontacttheDirectorof AffirmativeActionforassistance.

Civil RightsActof 1964(TitleVII)

TitleVIIoftheCivilRightsActof1964(TitleVII)wasthefirstsignificantemploymentdiscriminationlawandremainsthecornerstoneoffederalanti-discriminationlegislation.TitleVIIprohibitsdiscriminationinemploymentonthebasisofanindividual’srace,color,religion,sex(includingsexualharassment)ornationalorigin.TitleVIIappliestoemployerswhoemploy15ormoreemployeesand areengaged in anindustryaffectingcommerce.TheEqualEmployment Opportunity Commission(EEOC)is thefederalagencyresponsibleforenforcementofTitleVII.

PresidentialExecutiveOrder 11246

EO 11246, issued byPresidentLyndonJohnson in 1965(asamended byExecutiveOrder11375)prohibitsdiscriminationonthebasisof race,color,religion,sexornationaloriginbyallfederalcontractorsandsubcontractors.Anemployerwithcontractsof$50,000andfiftyormoreemployeesmustdevelopandimplementwrittenAffirmativeActionPrograms(AAP).ThefederalcontractingagenciesandtheOfficeofFederalContractsCompliancePrograms(OFCCP)monitorcompliancewiththeExecutiveOrder.Employerswhoarefoundnottobein compliancemayfacetheterminationofcontracts,bebarredfromfuturecontracts,andberequiredtopaysignificantfinesorcometoconciliation.

VietnamEraVeterans’Readjustment AssistanceAct of 1974

TheVietnamEraVeterans’ReadjustmentAssistanceActof1974createsanadditionalprotectedclassofqualified“specialdisabledveterans”and“veteransoftheVietnamera.”TheSecretaryofLaborhasauthoritytoenforcetheAct.FederalcontractorsmeetingthesamedollarandemployeethresholdsasgovernExecutiveOrder11246alsomustdevelopanAAPforcoveredveterans.Thecomponentsofthisveterans’AAParenotasextensiveasthoseundertheExecutiveOrder.Mostsignificantly,theveterans’AAPdoesnotrequiretheextensiveandcomplexstatisticalanalysesthatareatthecoreofanAAPdeveloped undertheExecutiveOrder.

RevisedOctober 2013

RehabilitationAct of 1973

TheRehabilitationActof1973requirescoveredfederalcontractorswithcontractsof

$10,000ormoretotakeaffirmativeactionwithrespecttoqualifiedindividualswithdisabilities.TheDepartmentofLaborisassignedthetaskofenforcingtheRehabilitationAct.ContractorsmeetingtheExecutiveOrderdollarandemployeethresholdmustdevelopanAAPfordisabledindividuals.TherequirednarrativeportionofanAAPfordisabledindividualsisalmostidenticaltothatofaveterans’AAP.

EqualPayAct

Thisactforbidsemployersfrompayingdifferentwagestomenandwomenwhoareperformingequalwork.Generally,theworkoftwoemployeesisconsideredequalwhenbothjobsrequireequalskill,effort,andresponsibility,andareperformedundersimilarworkingconditions. EPAalsoappliestolaborunions.

AgeDiscrimination in Employment Act (ADEA)

Prohibitsemployerswith 20ormoreemployeesfromdiscriminatingagainst workersorjobapplicantswhoare40yearsof ageorolder.

Americanswith Disabilities Act

Prohibitsdiscriminationagainstindividualswithdisabilitiesinemployment,publicservice,publicaccommodations,andtelecommunications.TheemploymentprovisionsofADAapplytoemployersengaged incommercethathave15ormoreemployees.

RevisedOctober 2013

TheEEOC states in itsComplianceManual“[t]itleIoftheADArequiresanemployertoprovidereasonableaccommodationtoqualifiedindividualswithdisabilitieswhoareemployeesorapplicantsforemployment,exceptwhensuchaccommodationwouldcauseanunduehardship.”PleaseseeAppendixAforextensiveOSUguidanceandapprovedformstousewithstaffandfacultymembersrequestingemploymentaccommodationsforadisability.

AllstudentrequestsforaccommodationsshouldberoutedtoMichaelShutticatthe Officeof StudentDisabilityServices,405.744.7116voiceand TTY.

TheEEOCstatesinitsComplianceManualthat“[t]itleVIIprotectsworkersfromemploymentdiscriminationbasedontheirrace,color,religion,sex,nationalorigin,orprotectedactivity.Solelywithrespecttoreligion,TitleVIIalsorequiresreasonableaccommodationofemployees’sincerelyheldreligiousbeliefs,observances,andpracticeswhenrequested,unlessaccommodationwouldimposeanunduehardshiponbusinessoperations.Undue hardshipunderTitle VIIisdefinedas“morethandeminimis”costorburden--asubstantiallylowerstandardforemployerstosatisfythanthe“unduehardship”defenseundertheAmericanswithDisabilitiesAct(ADA),whichisdefinedinsteadas“significantdifficultyorexpense.Theprohibitionondiscriminationandtherequirementofreasonableaccommodationapplywhetherthereligiousviewsinquestionaremainstreamornon-traditional,andevenifnotrecognizedby anyorganizedreligion.Theseprotectionsalsoextendtothose whoprofessnoreligiousbeliefs.”

TheEqualEmploymentOpportunityCommissionalsoprovidesfurtherguidanceon religiousaccommodations.Inaddition,theEEOChasaQ&AsectionandaBest PracticesGuideregardingreligiousaccommodations.

Forresearchregardingreligiousaccommodationsintheworkplacepleaseclickhere.

PleaseseeAppendixBfortheStaffReligiousAccommodationRequestFormtousewithstaffmembersrequestingemploymentaccommodationsforthereligiousbeliefs.

RevisedOctober 2013

FederalaffirmativeactionregulationsandUniversitypolicyrequirestheOffice of Equal Opportunitytodevelopandmaintainawrittenaffirmativeactionprogramcoveringstaff,faculty,andallotheracademicemployees.Accordingtothefederalregulations,“anaffirmativeactionprogramisamanagementtooldesignedtoensureequalemploymentopportunity.”1Thecentralpremiseofthefederalaffirmativeactionrequirementsisthatabsentdiscrimination,overtime,thedemographicprofileofemployeesgenerallywillreflectthegender,racial,andethnicprofileofthepoolsfromwhichtheemployerrecruitsandselects.Buildingadiversepoolofapplicantsisoneofthebestmethodsofrecruitingwomen,minorities,andindividualswithadisability.Broadeningthepoolofhighlyqualifiedapplicantsgenerallyofferstheopportunitytoincludecandidatesfromunderrepresentedgroups.Moreover,bybuildingadiversepoolofapplicants,theeffectivenessoftheAffirmativeActionProgramatOklahomaStateUniversitywillbeenhanced.

OSUisfullycommittedtotheconceptandpracticeofequalopportunityandaffirmativeactioninallaspectsofemployment.OSU’sAffirmativeActionPlanisorganizedincompliancewithseveralfederalandstatelaws,executiveorders,andimplementingregulations.In1965,PresidentJohnsonsignedExecutiveOrder11246requiringfederalcontractorstotakeaffirmativeactiontoensurethatapplicantsareemployed,andthatemployeesaretreatedduringemployment,withoutregardtotheirrace,color,religion,sexornationalorigin.

Thephrase"membersofminoritygroups"referstothelegaldefinitionofminoritygroupsprovidedbythefederalgovernment.ForthepurposesofcompliancewiththeExecutiveOrder,theterm“minority”isdefinedbythefederalgovernmenttoincludeBlack,Hispanic,AlaskanNativeorAmericanIndian,andAsianorPacificIslander,consistent with41C.F.R.60-3.4.

Equalemploymentopportunityandaffirmativeactionareintegralelementsofacontractor's,hereOSU’s,agreementwiththegovernment.Notethatorganizationsandcompanieswithoutqualifyingfederalgrantsorcontractsarenotcoveredbyaffirmativeactionregulations.

Asafederalcontractor,OSUis requiredtohaveawrittenaffirmativeactioncomplianceplan.Theplanmustincludeidentificationandanalysisofproblemareas,theestablishmentofgoalsandtimetables,andspecificresult-orientedactionitemsdesignedtoattaingoals.Formoreinformation,andacopyofOSU’sAffirmativeActionPlan,pleasecontacttheDirectorof AffirmativeActionat744-9153.

141C.F.R.60-2.10(a)(1).

RevisedOctober 2013

PeopleAdminincludesanoptionalquestionregardinghowanapplicantbecameawareofajobposition,forexample,whethertheyreadaboutitontheinternet.ThisinformationisveryhelpfultotheOffice of Equal Opportunityinassessingresourceallocationforadvertisement.Wewouldrequestyoutoincludethisoptionalquestioninall yourpostingsonPeopleAdmin.

Hiringdepartmentsareresponsibleforplacingthejobannouncementforfaculty,administrative/professional,andclassifiedpositionsinthemediasourcestheydeterminetobethemostlikelyreviewedbyindividualspossessingtheinterest,skills,andqualificationsneededbyan incumbentoftheparticularposition.Inadditiontothemediaoutletsselectedas advertising locationsbythe hiring department,representativesinHumanResourcesandtheOffice of Equal Opportunitytakeactiontoannouncethejobvacancyviaresourcestheyhaveavailable.

Broadadvertisingofpositionsisakeytooltomaximizeasearchcommittee’spoolofpotentialapplicants,includingunderrepresentedapplicants.Therefore,inadditiontotheadvertisingyoursearchcommitteeisundertaking,forallexemptstaffpositions,theOffice of Equal Opportunityplacesannouncementsonorwithhigheredjobs.com,AmericanAssociationofHispanicsinHigherEducation(AAHHE),Oklahomateachingjobs.org,Tedjob.com(TopHigher-EducationJobs),OklahomaJobLink,andAssociationofPublicandLand-GrantUniversities(

InadditionIwouldencourageyou,andthesearchcommitteemembers,tocirculatethejobdescriptiontoprofessionallistservesorprofessionalorganizations.Ifyouchoosetodothis,fordocumentationpurposes,pleaseemailtheOffice of Equal Opportunityandlet usknowsowecantrackallofouradvertisingeffortsforannualreporting.

Duringanytimeinthesearchprocess,youmayrequestcandidateapplicantinformationfromouroffice.If thepoolfailstoreflect adiversepool,youmaychoosetoselectivelyre-advertiseinaspecificpublicationtoattractadditionalapplicants.

RevisedOctober 2013

Adiversesearchcommitteeisoftenanimportantfactorinidentifyingandattractingawiderangeoftalentedcandidates.I wouldencourageyoutoinclude womenandminorities onhiringcommittees.2

Anothercomponentofthesearchcommitteeprocessistoensurethatallcandidatesaretreated fairly. The link below provides detailed information and research onunconsciousbiasandassumptionsthatmayinfluenceanevaluationofacandidate. Iwouldencourageyourcommitteetoreviewthisinformationearlyoninthesearchprocess,toassurethatthesebiasesdonotappearunconsciouslyintheprocess.Inmyworkwithsearchcommittees,Ihavefoundthreekeystoreducingbias--first,developconsistentcriteriaforevaluatingcandidatesandapplyingthecriteriatoallapplicants;second, spending sufficient, and equal, time evaluating each applicant; and third,assuringthatallcommitteemembershaveathoroughandconcreteunderstandingofthequalificationsneededtoperformthefunctionsofthejob.

FederalregulationsrequirethatOSUincludeanEEO/AAstatementinpositionannouncements.Allannouncementsmustincludethefollowingstatement:OSUisanEqualOpportunityAffirmativeActionemployer.TosignaltheUniversity’scommitmenttodiversityandincreasetheapplicantpool,oneoftheseadditionscouldbeincludedwiththestandardstatement.

Inaccordancewithbestpractices,thedeadlineforapplicationsshouldbenosoonerthan20daysafterthepositionannouncementappearsinanationalpublication,forexemptstaff.

Topreservetheoptionofacceptinglateapplicationsorextendingasearchusestatementssuchasthefollowing:

  • Applicationsreceivedby(date)willbeassuredconsideration.
  • Reviewofapplicationswillbegin(date).Thesearchwillremainopenuntilthepositionisfilled.

It isimportantthatallapplicationsreceivedafteradeadline, aretreateduniformly.

Ifanapplicantrequestsanaccommodationbaseduponadisabilityduringtheapplicationprocess,pleasecontacttheOffice of Equal Opportunity,andwecanconsultwithyouaboutprocessingtheserequests.

Inordertorespondappropriatelytocomplaintsorauditsregardingemploymentdecisionsandtoassureafairprocess,wheninterviewingapotentialemploymentcandidate, pleaseremembertodocument:

  • Thedateoftheinterview,
  • Nameofapplicant,
  • Interviewquestionsasked and applicant’sresponses in summary,and
  • Whyyoufeeltheapplicantis/isnotthemost qualified fortheposition.

OSUHumanResourceshasdevelopedalistofsamplequestiontouseinstaffinterviews.Thislist canbefound here.

Asyouthinkaboutdevelopinginterviewquestions,theOffice of Equal Opportunityencouragesyoutoasksimilarquestionsofcandidatessoyoucanappropriatelyandconsistentlyjudgethequalificationsoftheapplicant,withoutregardtoanyprotectedcategory.Thebest way toprevent allegationsofdiscrimination in hiringis torememberduring,andafter,theinterviewprocessthatyoucannottakeintoconsiderationfactorsthatmightbediscriminatoryinnature.OSUHumanResourceshasdevelopedguidanceregardingquestionsandtopicsthatarenotappropriateforaninterview;thesequestionscanbefoundhere.

RevisedOctober 2013

AsrequiredbyExecutiveOrder11246,asamendedandotherapplicablelaws,OSUmustrecordapplicantraceandgenderinformationtoincorporateintoourUniversityAffirmativeActionPlan.TheracialcategoriesusedintheinformationrequestaredeterminedbyfederalregulationsandincludeBlack,Hispanic,AlaskanNativeorAmerican Indian, AsianorPacificIslander,andWhite,asdescribed onpage6above.

Forstaffapplicants,thisinformationissolicited,throughtheapplicationprocessinPeopleAdmin.

TheUniversitydoesnotcurrentlyutilizePeopleAdminasanapplicanttrackingsystemforfacultypositions,thereforeinordertoobtainthiscriticalinformationfromfacultyapplicants,theOffice of Equal Opportunitysendstoeveryfacultysearchcommitteechair,amemoincludingarequesttodistributetheVoluntaryInformationRequestform.ThisformistheonlywayfacultyapplicantsareinvitedtoparticipateintheUniversityAffirmativeActionProgram,byself-reportingtheirminorityorgenderstatus.Facultyapplicantsarealsoadvised,viatheform,tousethefollowingwebsitetoprovidetheinformation,

IfyoureceivequestionsregardingtheVoluntaryInformationRequestprocessinPeopleAdmin,orthroughthefacultyform,pleaseknow:1)thereisnoobligationtorespond,butapplicantsmaydosointhefutureiftheapplicantchooses;2)individualresponseswillremainconfidentialwithintheOffice of Equal Opportunity,howevergeneralaggregatedapplicantpoolinformationwillbeprovidedtoyouasthecommitteechair;3)responseswillbeusedonlyforthenecessaryinformationtoincludeinourAffirmativeActionProgram;4)theinformationprovidedisnotpartoftheapplicant’sofficialapplicationforemployment;and5)refusaltoprovidethisinformationwillhavenobearingontheselectionprocessandwillnotsubjecttheapplicanttoanyadversetreatment.

ThissectionismeanttoclarifytheprocessthataCollege,Division,orDepartmentshouldusetorequesta waiverofopenrecruitmentforexemptstaff.Inordertoeffectivelydocumentaposition’slifecycle,allwaiversshouldbeprocessedthroughPeopleAdmin.Iwouldencourageyoutoreviewtheguidelinesbelow,andtocontacttheOffice of Equal Opportunitytodeterminewhetherarequesttowaivetheopenrecruitmentprocessforexemptstaffis appropriate.

Ajob,forwhichyouwishtorequestawaiver,startsoutasajobdescriptionwithinPeopleAdminandisroutedtoHumanResources.AfterthejobdescriptionisroutedbacktotheCollege,Division,orDepartment,ajoblistingiscreated.Atthispoint,therequesttowaiveopenrecruiting,andtheauthorizationtofill,shouldbothbeincluded

RevisedOctober 2013

asseparateattachmentstothejoblistinginPeopleAdmin.PleasenotethatallexemptstaffwaiverrequestsareroutedtotheOffice of Equal Opportunity.Allwaiversfornon-exemptstaffareroutedtoHumanResources.

Forrequeststowaiverecruitmentforexemptstaff,theletterattachedinPeopleAdminshouldbesignedbytheappropriatedirector,departmenthead,orDean/VP,andincludethefollowinginformation:

1.Whatisrequested;forexample:TheDepartmentof(X)requestsawaiveroftheopenrecruitmentprocessinordertoselect(fullname)tothepositionof(insertjobtitle),atasalaryof($),effective(date).Pleasenote:ifthesalaryrequestedisabovetheestablishedhiringrangeoftheposition, apayexceptionwillalsoberequired.

2.Theskillsandqualificationsofthecandidate

3.Howtheseskillscorrespondwiththejob description

a.Whatfunctionswillthepersonperformfortheunit?

b.Howtheskillsoftheindividual willbeused toperformthefunctions?

c.Whatarethebusinessneedsof theunitthatmakesthiswaivercritical?

d.Whyisitessentialthattheunithavesomeonewiththeskillsetdescribedabove?

4.Ajustificationastowhyanopenrecruitmentshouldnot beconducted.

a.Aretheskillsandqualificationsoftheindividualsouniquethatnooneelsecould beobtained viaanopenrecruitmentto do thejob?

b.Explainhoworwhytheseskillsaresounique.Pleasefullydescribetheconnectionbetweentheunit'sbusinessneeds,thefunctionofthejob,andtheskillsoftheperson.

RevisedOctober 2013

AppendixA

DivisionofInstitutionalDiversityOffice of Equal Opportunity

Employment GuidelinesfortheDisabilityAccommodationProcess

Dr. Rosalyn Green Directorof AffirmativeActionOctober 2013

Office of Equal OpportunityDivisionofInstitutionalDiversityOklahomaStateUniversity

408Whitehurst–StillwaterOK74078–Phone405.744.9153–Fax405.744.5576–

Guidanceon RequestsforDisabilitiesAccommodation in Faculty and StaffEmployment

Allrequestsforemploymentaccommodationsbasedondisabilityshouldbefiledwith afacultyorstaffmember’ssupervisor.Whenasupervisorreceivesarequestfordisabilityaccommodation(s)fromafacultyorstaffmember,thesupervisoristocontacttheDirectorofAffirmativeActiontobegintheinteractiveprocess.Ifafacultyorstaffmemberseeksinformationaboutaccommodations,orverballyrequestsanaccommodation,pleasetakethefollowingsteps:

1)Providethemaccessto, or acopyof,thisguidancedocument.

2)HavetherequestingindividualcompletetheEmploymentAccommodationRequestForm

3)RequestmedicaldocumentationusingtheADADiagnosingProfessional’sDocumentationofDisabilityForm

4)InconjunctionwithAffirmativeAction,analyzetherequest,documentingallactionsanddecisionsusingtheADADiscussionDocumentationForm

5)Notifytheindividualofourdecisionand ifapplicable,implementaccommodations(s).

TheInteractiveProcessisintendedtoprovidedepartmentsandemployees/applicantstheopportunitytodiscussandcooperativelydeterminethemostappropriateaccommodation.Departmentalrepresentativesmustcommunicatedirectlywiththeindividualingoodfaithandinatimelymanner.Itisimportantthatalleffortsaremadetoensuretheprocessisnotdelayedorobstructed.TheOffice of Equal OpportunitywillassistintheinteractiveprocessandmayincludetheassistanceoftheOfficeofHumanResources,andothersubjectmatterexperts.

TheInteractiveProcessexpectsthateachinvolvedpartywillactivelyandcooperativelyparticipatetofacilitateanappropriatedeterminationwithinreasonabletimeframes.Bothpartiesbearthisresponsibility;however,thedepartmentcannotforceanemployee/applicanttocooperateintheprocessrequiringmedicaldocumentationfromtheemployee/applicant(i.e.,aDepartmentmaynotorderanemployee/applicanttoprovidemedicaldocumentationforareasonableaccommodationrequest).Keepinmind,thisprocessisinresponsetoarequestforaccommodation.Ifanemployee/applicantfailstocooperateintheprocessbynotprovidingappropriatedocumentation,thisat somepoint,mayleadtoadenialofthereasonableaccommodationrequest.

TitleIoftheADArequiresemployerstomake“reasonableaccommodationstotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwith adisabilitywhoisanapplicantoremployee.”However,thereasonableaccommodationrequirement:

  • does not requireaffirmativeactioninemployment
  • doesnotrequirethatemployerslowerqualityorquantityperformancestandardsforessentialfunctionstoassistemployees withdisabilities
  • doesnotrequirethatemployerscreateajobforemployeeswithdisabilities,orstructurejobstofittheirneedsor abilities,exceptforreallocatingmarginaljobfunctions.

ReasonableaccommodationtoanADAcovered disabilitymayinclude:

  • makingadjustmentstothewayjobfunctionsareperformed
  • makingchangesindepartmentalpoliciesor procedures regardingleaveor workhours
  • makingmodifications ofequipmentusedtoperformajob
  • providingassistivedevices
  • hiringassistants
  • allowingemployees tousetheirownequipment,aids,or servicesatwork
  • makingmodificationstoprovideadisabledemployeewithaccesstotheareaswheretheemployeeperforms essentialjobfunctions.

Asupervisorisnotrequiredtoexcuseaviolationofauniformlyappliedconductrulethatisjob-relatedandconsistentwithbusinessnecessityandOSUpolicy.Additionally,sinceareasonableaccommodationisprospective,anemployerisnotrequiredtoexcusepastmisconductevenifthemisconductproblemistheresultofthedisability.Therefore,appropriatedisciplinaryactionsmayoccur.

Pleasebeawarethatduringthedisciplinaryprocess,anemployeemaymakeaconnectionbetweenaphysicalormentalconditionandtheperformanceormisconductproblem.Iftheemployeemakessuchaconnection,thesupervisorshouldinitiatetheinteractiveprocessincludingarequestforappropriatedocumentation/verificationofdisability(seeSection1)asnecessaryinorder toinvestigatetheaccommodation tomitigatefutureperformanceproblems.Whetheraneffectiveaccommodationisprovided,theemployeeremainsresponsibleforperformingtheessentialjobfunctionsandforcomplyingwithOSUpoliciesandguidelines.Iftheemployeefailstodoso,disciplinaryactions mayagainbeappropriate.

Anemployershouldneverassumeaperformanceproblemanemployeefacesonthejobisrelatedtoadisability.Itshouldbeviewedandmanagedasaperformanceproblemunlesstheemployeemakesaconnectionbetweenaphysicalormental conditionand theperformanceproblemitself.

Allrequestsforreasonableaccommodationmustbeassessedonacase-by-casebasis.Thegoalofindividuallyassessingeachrequestforaccommodationistoconductaneffectiveinteractiveprocesstoclarifytheemployee’s/applicant’sabilitytoperformtheessential jobfunctionsortocompletetheemploymenthiringprocesswithorwithoutaccommodation.Additionally,thisprocessencouragesdiscussionswiththeemployee/applicanttoexploreavailableoptionsthatmayenabletheemployee/applicanttoeffectivelyperformtheessentialfunctionsofthejobor to continueinthehiringprocess.

Ifthereismorethanonepossibleaccommodation,theemployermaychoosethelessburdensomeand/orlessexpensiveaccommodation aslongasitiseffective,therebyprovidingtheindividualwith an equalopportunity toapplyforaposition,performtheessentialjobfunctionsofaposition,ortogainequalaccesstoabenefitorprivilegeofemployment.Although,primaryconsiderationshouldbegiventotheemployee’s/applicant’srequestedaccommodation,theemployermaycontinuetoexploreotheraccommodationsuntilanappropriateandeffectiveaccommodationis defined,asdeemedbytheemployer.

Unlessotherwiseauthorizedorrequiredbylaw,therequestforaccommodationandrelatedrecordswillbemaintainedinaconfidentialmanner.Alldocumentationregardinganemployee’sdisabilityistobekeptinafileseparatefromthegeneral(official)personnelfileanddisclosedforlegitimatebusinessneedsonly.Disabilitycivilrightslawsspecificallyprohibitthedisclosureofmedicalinformationexceptincertainsituations,includingbutnotlimitedto:

  • Supervisorsandmanagersmaybetoldaboutnecessaryrestrictionsontheworkordutiesof theemployeeand aboutnecessaryaccommodations.
  • First aid and safetypersonnelmaybetoldofthedisabilityincaseit might requireemergencytreatment.
  • GovernmentofficialsinvestigatingcompliancewiththeADAand/orFEHAmustbegivenrelevantinformationonrequest.
  • Employersmaygiveinformationtostateworkers’compensationoffices,statesecondinjuryfunds,orworkers’compensationinsurancecarriers(inthecaseoftheCounty,theThird-PartyAdministrator),inaccordancewithstateworkers’ compensationlaws.

Departmentsarerequiredtokeepalldocumentationpertainingto requests foraccommodationinaccordancewithprevailingrecord retentionrequirements ofthreeyears.

Thefollowingresources maybehelpfultosupervisorsandemployeesinevaluatingpossibleaccommodations.

ADAComplianceManualforHigherEducationrecommendsthefollowingstepsforasuccessfulreasonableaccommodationprocess:

1)Determinewhether anaccommodationissueexists;

2)Analyzetheessentialfunctionsofthejob;

3)Consult withtheindividualwithadisability;

4)Determinespecificabilitiesandfunctionallimitations;

5)Researchalternativeaccommodations,identifypotentialaccommodationsanddeterminehoweffectiveeach wouldbe;

6)Consideralltypesofreasonableaccommodations;

7)Considerthepreferenceoftheindividualwithadisability;

8)Analyzewhetheranypotentialaccommodationswouldimposeanunduehardship;

9)Document decisions toeliminateaccommodationsfromconsideration;and

10)Reconsidertheremainingoptions;

Ifappropriate,offertheaccommodationto thequalifiedindividual.

Office of Equal OpportunityDivisionofInstitutionalDiversityOklahomaStateUniversity

408Whitehurst–StillwaterOK74078–Phone405.744.9153–Fax405.744.5576–

EMPLOYMENTACCOMODATIONREQUESTFORM

EmployeeName: / EmployeePhone:
EmployeeCWID: / EmployeeEmailAddress:
Department: / DateRequested:
Supervisor: / SupervisorPhone:

ThisformistheinitialstepinprocessingyourrequestforareasonableaccommodationundertheUniversity’sprocedure. Anaccommodationisareasonablemodificationor adjustment to theworkenvironment thatenablesaqualifiedindividualwithadisabilitytoperformtheessentialfunctionsofaposition,andenjoythesamebenefitsandprivilegesofemploymentasenjoyedbynon-disabledemployees.InordertodeterminewhetheryouareeligibleforanaccommodationundertheADA(1990),asamendedbyADAAmendmentActof2008(ADAAA),theOffice of Equal Opportunitymayrequest thatyouprovidedocumentation ofyourmedicalcondition.

HavingamedicalconditionaloneisnotenoughtomakeyoueligibleforanaccommodationundertheADAAAguidelines.UndertheADAAA,anindividualwithadisabilityisapersonwithaphysicalormentalimpairmentthatsubstantiallylimitsoneormoremajorlifeactivities;hasarecordofsuchimpairment;orisregardedashavingsuchimpairment.Asubstantiallimitationisdefinedasanimpairmentthatpreventstheperformanceofamajorlifeactivitythatmost peopleinthegeneralpopulationcanperform.

TheADAAA requires thattheUniversitykeepmedicalinformationconfidential.However,thelawallowscertainindividualstobeinformedofyourconditionasneeded.Thesepersonscanincludeyourmanager(s)orsupervisor(s),humanresourcespersonnel,firstaidandsafetypersonnel,personnelinvestigatingcompliancediscussingyourconditionormedicalinformationaboutyourself.

1)Describetheimpairment thatis thebasisfortherequest.

2)Pleasedescribewhichmajorlifeactivityyourimpairmentlimits.(Forexample:caringforoneself,performingmanualtasks,walking,seeing,hearing,sitting,speaking,breathing,learning,remembering,concentrating,etc.)

3)Detailessentialfunctionsofyourjobthatyoucannotperformandhowyourdisabilityimpairsyourabilityineachinstance.

4)Describetheaccommodation(s)(actions,changes,equipment,ormodifications)youarerequestingtoenableyoutoperformtheessentialfunctionsofyourjob.

5)Explainhowtheaccommodationsyouarerequestingwillenableyoutoperformtheessential functionsofyourjob. Bespecific.

6)Explain,ifapplicable,anyresourcesyoualreadyhave,haveaccessto,orareawareofwhichwouldprovidetheaccommodation(s)requested.

7)Willyoube able to performalloftheessentialfunctions ofyour jobif youreceivetherequestedaccommodations? Ifnot,describethespecificfunctions youwillnot beableto perform.

8)Ifmedicaldocumentationisnotattached,pleaseprovidethefollowinginformation:

Name/Phone/AddressofPrimaryMedicalPractitioner/physician
Name/Phone/AddressofMedicalSpecialist
(ifapplicable)

9)If no medical documentation exists, please explain why you have not obtained an evaluation ortreatment.

10)Pleaseadd anycommentsyoufeelmaybehelpfulintheconsiderationofyourrequest.

11)This conditionis:

TemporaryPermanentExpectedtolast until: (Date)

PLEASE READTHEFOLLOWINGCAREFULLY,THENSIGNANDDATE

IhaveadisabilitythatIbelievehas,ormayhave,anadverseeffectonmyworkperformance.Inordertominimizeoreliminatetheeffectofthedisabilityonmyworkperformance,IamvoluntarilyrequestingthatOSUreviewmysituationforthepurposeofconsideringareasonableaccommodation.Iunderstandthatsubmittingthisformisaninitialsteponly.IunderstandthatOSUwillnotassumebasedonmysubmissionofthisform,thatIamdisabled or thata changeor accommodationintheworkplaceisrequired.

Iunderstand thatOSU mustbeabletoconfirmtheexistenceand theextentofthedisabilityand howit may relatetothedutiesandresponsibilitiesofthepositioninvolved.IunderstandthatthisinformationisnecessarysothatOSUcanrespondtothisrequest,andthatthisformandanyattachmentsIhaveprovidedmay besharedwiththehealthcareprovidersIhaveidentified,aswellaswithotherhealthcareproviderswithwhomOSUmayconsultinevaluatingthis request.

IalsounderstandthatappropriateconsiderationofthisrequestmayrequiredisclosureofinformationaboutmyimpairmenttosupervisorsandothersatOSUwhomayhaveaneedtoknowenoughabouttheimpairmenttoparticipateeffectivelyindiscussions about possibleaccommodations,and/orinimplementingaccommodations. Iagreetoprovideanyotherinformationneededinordertorespondtothisrequest.Iherebyauthorizetheabove-listedhealthcareprovidersandanyotherswhohavetreatedmetoreleasetoOSUallmedicalrecordsconcerningtheimpairmentdisclosedhereinasitmayaffectmyabilitytoperformthejobinquestion,andtoprovideanyopinionstoOSUconcerningmyabilitytoperformjob-relatedfunctionswithor withoutreasonableaccommodation.

IcertifythatIhavereadandreviewedthejobdescriptionformyposition,and/orhavebeeninformedofwhattheUniversityconsiderstheessentialfunctionsofthisposition.Ifurthercertifythattheforegoingstatementsarecomplete,accurate,andtruetothebestofmyknowledge.Ialso understandthatOSUmayrequiremetoundergotestingorevaluationbymedicalpersonnelretainedbytheUniversityforthepurposeofestablishingtheexistenceandextentofmydisability,andmyabilitytoperformjob-relatedfunctionswithorwithoutreasonableaccommodations.

SignatureofEmployeeDate

INADDITIONTOPROVIDINGTHIS FORMTOYOURSUPERVISOR,PLEASESUBMIT ACOPYOFTHECOMPLETEDFORMTOTHEOFFICE OF EQUAL OPPORTUNITYBYONEOFTHEFOLLOWINGMETHODS:

Emailto:
r
Fax:405.744.5576 / Campus or Inter-officeMail:
Dr. Rosalyn Green Director ofEqual Opportunity408Whitehurst / U.S.Mail:
Dr. Rosalyn Green Director ofEqual OpportunityOklahomaStateUniversity408Whitehurst
Stillwater,OK 74078

Office of Equal OpportunityDivisionofInstitutionalDiversityOklahomaStateUniversity

408Whitehurst–StillwaterOK74078–Phone405.744.9153–Fax405.744.5576–

Americanswith Disabilities Act(ADA)DiagnosingProfessional’sDocumentationofDisabilityForm

Aspartoftheaccommodationprocess,documentationthatanemployeehasaqualifyingdisabilityisrequired.TheADA defines aqualifyingdisabilityasonethatfitsintooneofthesecategories:

  • Aphysicalormentalimpairment thatsubstantiallylimitsone ormoremajorlifeactivities;
  • A recordofimpairment; or
  • Regarded as havinganimpairment.

Thisformisdesignedtoprovideamethodforcompliancewiththismandatefordocumentationandshouldbecompletedbytheemployee’s diagnosingprofessional.

Section1:QuestionstoHelpDetermineWhetheranEmployeehasaDisability
ForreasonableaccommodationundertheADA,anemployeehasadisabilityifheorshehasanimpairmentthatsubstantiallylimitsoneormoremajorlifeactivitiesora recordofsuchimpairment.Thefollowingquestionsmayhelpdeterminewhetheranemployeehasadisability:
Does theemployeehaveaphysicalor mentalimpairment?YesNo
Ifyes,whatis theimpairment?
Istheimpairmentlong-term orpermanent?YesNo
Ifnotpermanent,howlongwilltheimpairment likelylast?
Answerthefollowingquestionsbasedonwhatlimitationstheemployeehaswhenhisorherconditionisinanactivestateandwhatlimitationstheemployeewouldhaveifnomitigatingmeasureswereused.Mitigatingmeasuresincludethingssuchasmedication,medicalsupplies,equipment,hearingaids,mobilitydevices,theuseofassistivetechnology,reasonableaccommodationsorauxiliaryaidsorservices,prosthetics,andlearnedbehavioraloradaptiveneurologicalmodifications.Mitigatingmeasuresdonotincludeordinaryeyeglassesorcontact lenses.
Does theimpairment substantiallylimit a majorlifeactivity?
Note: Doesnotneedto significantlyorseverelyrestricttomeetthisstandard.YesNo
Ifyes,what majorlifeactivity(s)is/areaffected?
CaringForSelfInteractingWithOthers
PerformingManualTasksBreathing
Working / WalkingStandingReachingThinkingToileting / HearingSeeingSpeakingLearningSitting / LiftingSleepingConcentratingReproduction / Other:(describe)
Does theimpairment substantiallylimit theoperationofa majorbodilyfunction?
Note: Doesnotneedto significantlyorseverelyrestricttomeetthisstandard.YesNo
Ifyes,what bodilyfunctionis affected?
ImmuneNormalCellGrowthDigestiveBowelBladderGenitourinary / Hemic
Special SenseOrgansand Skin
LymphaticNeurologicalBrainRespiratory / CirculatoryEndocrineReproductiveMusculoskeletalSpecialSenseCardiovascular / Other:(describe)
Section2:QuestionstoHelpDetermineWhetheranAccommodation isNeeded
Whatlimitation(s)is interferingwithjobperformance?
What jobfunction(s)is theemployeehavingtroubleperformingbecauseofthelimitation(s)?
Howdoes theemployee’s limitation(s)interferewithhis/herabilityto performthejobfunction(s)?
Section3:QuestionstoHelpDetermineEffectiveAccommodationOptions
Doyouhaveanysuggestionsregardingpossibleaccommodationstoimprovejobperformance?
If so, whatarethey?
Howwould yoursuggestionsimprovetheemployee’sjobperformance?
Section4:AdditionalComments
Pleaseprovideus withanyadditionalinformationorcomments.
PrintProfessional’s Name: / DateFormCompleted: / OfficePhone#:
Professional’s signature: / Professional’s License#: / OfficeFax #:

Office of Equal OpportunityDivisionofInstitutionalDiversityOklahomaStateUniversity

408Whitehurst–StillwaterOK74078–Phone405.744.9153–Fax405.744.5576–

Accommodation Discussion Documentation

1)InteractiveDiscussionDate:

2)JobFunctionsDiscussed:

EssentialJobFunctions / MarginalJobFunctions

3)Employee’sSuggestedAccommodation:

4)AlternativeAccommodations OfferedduringDiscussion:

5)ResultsofInteractiveDiscussion:

6)Accommodation(s)Agreed upon:

7)Costs Associated withtheReasonableAccommodation:

8)DidDocumentationcomewiththeRequest? / Yes / No
9)Is moreDocumentationNecessary?
10)EffectiveDateofAccommodation: / Yes / No
11)DurationPeriodofAccommodation:

12)Document reasondenyingrequest foranysuggested reasonableaccommodation:

ImmediateSupervisor’sSignatureDate

Dean/VicePresident/AssociateVicePresidentDate

Affirmative ActionDirectorDate

CC:Employeeand Director ofEqual Opportunity

OfficeofEqual Opportunity408Whitehurst

Stillwater,OK 74078

P405.744.9153

F405.744.5576

AppendixB

DivisionofInstitutionalDiversityOffice of Equal Opportunity

Employment Guidelines fortheReligiousAccommodationProcess

Dr. Rosalyn Green Directorof Equal OpportunityOctober 2013

Office of Equal OpportunityDivisionofInstitutionalDiversityOklahomaStateUniversity

408Whitehurst–StillwaterOK74078–Phone405.744.9153–Fax405.744.5576–

Staff ReligiousAccommodationRequest Form

InaccordancewithfederalandstatelawsandOklahomaStateUniversitypolicies,OSUprohibitsdiscriminationonthebasisofreligion.OSUprovidesreasonableaccommodationsforstaffmembers’sincerelyheldreligiousbeliefsorpracticesunlessdoingsowouldimposeanunduehardshipontheUniversity.Areasonablereligiousaccommodationisanyadjustmenttotheworkand/oracademicenvironmentthatwillallowtheindividualtopracticehis/herreligion.“Unduehardship”isapractice,procedure,orfinancialcostwhichunreasonablyinterferes withbusiness operations attheUniversity.

Tomake areligiousaccommodation request,pleasecompletethisformandsubmitittoyoursupervisorandsendacopyofittotheOffice of Equal Opportunity.Thisinformationwillbemaintainedconfidentiallytotheextentpracticableunderthecircumstances.YourSupervisorwillreviewyourreligiousaccommodationrequest.Ifnecessary,theywillparticipateinaconversationwithyoutolearnasmuchaspossibleabouttherequestedaccommodation,aswellasdetermineareasonableandappropriateaccommodation.Inthosecaseswherearequestforanaccommodationisdeniedbythesupervisor,thestaffmembermaypursueagrievancethroughtheOffice of Equal Opportunity.Ifyouhaveanyquestions,youmaycalltheOffice of Equal Opportunityat405-744-9153.

Name: / Title/Position:
Department: / Email:
WorkPhoneNumber: / HomePhoneNumber:

Staffmembersmayrequestaccommodationforreligiousobservancesthroughtheirimmediatesupervisor.Accommodationsmaybeintheformofscheduledleaveoranalternateworkschedulethatdoesnotconstituteunduehardship.Approved absenceswillberecordedasannualleave.Incases whenannualleaveis notavailableoranalternativeworkscheduleisnotpossible,aleaveofabsencewithoutpaymaybepermitted.Inthosecaseswherearequestforareligiousaccommodationisdeniedbythesupervisor,thestaffmembermaypursueagrievancethroughtheOffice of Equal Opportunity.Departmentswillattempttoaccommodatesuchrequests,balancingtherequesttoaccommodatewiththeparticularneedsoftheworkunit.Inordertobestmeetstaffingneedsinan area,appropriateadvancenoticeis required.

1)Pleasespecifythereligious belief/practiceyouhaveforwhichyouarerequestingaccommodation.

2)Whataccommodationareyourequestingatthis time?Whataresomeaccommodationoptions?

3)Statehowthisaccommodationenablesyoutoparticipateinyourreligiouspracticeorbeliefwithoutimpactingyourabilityto meet therequired functions ofyourposition.

4)State dates/frequencyof requested accommodation(e.g., dailyor weeklyreligious requirements) withinacademic (fiscal)year.

5)Ifyouhaverequestedthisreligiousaccommodationbefore,pleasestateapproximatelywhentherequestwasmade,thenameoftheindividualwho respondedto therequest,and theoutcomeoftherequest.

Ifrequested,canyouobtaindocumentationorotherauthoritytosupporttheneedforanaccommodationbasedon yourreligious practiceor belief? Yes No

PleaseNote:Insomecases,OklahomaStateUniversitywillneedtoobtaindocumentationorotherauthorizationregardingyourreligiouspracticeorbelief. Wemay needtodiscussthenatureof yourreligiousbelief(s),practice(s),and accommodationwithyourreligion’sspiritual leader(if applicable)orreligiousscholarsto addressyourrequestforanaccommodation.

Theaboveinformationis completeand accuratetothebest ofmyknowledgeand belief.

SignatureofEmployeeDate

Date received:______ / Received by:______ / Formis:Complete/Incomplete
(Supervisor’ssignature) / (Circleone)

INADDITIONTOPROVIDINGTHIS FORMTOYOURSUPERVISOR,PLEASESUBMIT ACOPYOFTHECOMPLETEDFORMTOTHEOFFICE OF EQUAL OPPORTUNITYBYONEOFTHEFOLLOWINGMETHODS:

Emailto: r
Fax:405.744.5576 / Campus or Inter-officeMail:
Dr. Rosalyn Green Director ofEqual Opportunity408Whitehurst / U.S.Mail:
Dr. Rosalyn Green Director ofEqual OpportunityOklahomaStateUniversity408Whitehurst
Stillwater,OK 74078

AppendixC

Forclassifiedandadministrative/professionalpositions,oncethepositionisprocessedthroughthePeopleAdminsystem,itwillappearonthewebatjobs.okstate.edu.Additionally,NationsJob.compullsinformationfromthePeopleAdminsite,resultinginthepositionbeinglistedonboththeNationsJob.com siteandtheOklahomaJobLink site.

Higheredjobs.com

HigherEdJobs.comwasfoundedin1996tolistopenpositionsatcollegesanduniversities.Today,HigherEdJobs.comhasoneofthelargestjobdatabasesfocusedexclusivelyoncollegeanduniversitypositions.Whilesomeemploymentwebsiteslistopenpositionsineveryindustry,HigherEdJobs.comconcentratesonopenpositionsinhighereducation.Ourgoalistoprovidearecruitmenttoolthataddsvaluetothejobseekerandrecruiterbyprovidingcost-effective,innovative,useful,andtimelyservicesinallareasofthesite.TheOffice of Equal Opportunitypaysanannualsubscriptionfeethatpermitspostingthepositionstothiswebsite.

Oklahomateachingjobs.org

AfreeserviceprovidedbytheOklahomaStateDepartmentofEducation.

AmericanAssociationofHispanicsinHigherEducation(AAHHE)

TheAssociateVicePresidentforInstitutionalDiversitypaysanannualfeetoallow posting positionstothiswebsite.

TheNationalMinority FacultyIdentificationProgram

Inauguratedinthesummerof1985,theprogramisintendedtoserveasabridgebetweenminorityfacultycandidatesseekingemploymentandinstitutionsofhighereducation.TheOffice of Equal Opportunitypays anannualfeetopostpositionstothiswebsite.

OklahomaJobLink

TheOklahomaJobLinkisafreejobmatchandworkplaceinformationserviceforemployersandjobseekers.

Educause.edu

Computerrelatedpositionsarepostedforfree.

Tedjob.com

TedJob.com(TopHigher-EducationJobs)isaleadingInternethigher-educationjob marketplace.Ithasbeencarefullydesignedtomeettheunique,recruitmentrequirementsforuniversities,colleges,andotheracademicorganizations.

JobCentral

TheJobCentralNationalLaborExchangeisprovidedbyleadingU.S.employersinalliancewiththeNationalAssociationofStateWorkforceAgencies(NASWA)asapublicserviceforallemployersandalljobseekersregardlessofethnicity,gender,sexualorientation,disability,religion,ageornationalorigin.

Phd.org()

Forfacultypositionsandseniorstaffpositionsorstaffpositionsrequiring/preferringcandidatewithaPh.D.

AssociationofPublicandLand-GrantUniversities()

Forfacultyandseniorstaffpositions.TheAssociationofPublicandLand-GrantUniversitiesisthenation’soldesthighereducationassociation,islocatedinthenation’scapitoltorepresenttheinterestsofits218memberinstitutions.

DiversityWeb()

Forfacultyandseniorstaffpositions,thiswebsiteisfreetorequestapostforemployers,butthewebmasterusesdiscretiontochoosetherequestsittakes.OSUhasbeensuccessfulinthepastinobtainingpostings.

FacultyfortheFuture

FacultyForTheFuture.orgisawebsitededicatedtolinkingadiversepoolofwomenandunder-representedminoritycandidatesfromengineering,science,andbusinesswithfacultyandresearchpositionsatuniversitiesacrossthecountry.WeposttothiswebsitefortenuretrackfacultyandseniorstaffpositionsrequiringaPh.D.oranalogousterminaldegree.Thewebsiteis

Inadditiontothisinternetsite,positionannouncementsareforwardedtoTheNationalBlackGraduateStudentAssociation,Inc.(NBGSA)andthoserequiringaPh.D.aresubmittedtotheScholar’sProgramoperatedbytheSouthernRegionalEducationBoard.

INSIGHTInto DiversityWebsite:()

FormerlytheAffirmativeActionRegister,thisnationallydistributedrecruitingsourceisprintedmonthlyandisdirectedtofemales,minorities,veterans,andpersonswithadisabilityaswellastoallapplicants. Thepublisheris notanemploymentagency.

Contactinformation: Email

Mail-AffirmativeActionRegister,c/oPotomacPublishing,Inc.,225MeramecAvenue,St.Louis,Missouri 63105

Telephone -(314)863-2900,(800)537-0655,FAX-(314)863-2905

DIVERSE:IssuesInHigherEducation(formerlyBlackIssuesInHigherEducation)-Publishedevery2weeks,thisperiodicalreachesprofessionalmenandwomenofcolor.Eventhoughthejournalpostsjobvacancyannouncementsontheirwebsite,onlysubscribersareallowedtoviewthepositionsonline.CombiningthereadershipofDiversemagazinewithitscompanionwebsitediverseeducation.com foratotalofover200,000readers amonth.

Contactinformation: Email –

Mail -10520Warwick Avenue,SuiteB-8,Fairfax,VA22030-3136Telephone-(703)385-2400, Fax-(703)385-1839

TheBlackChronicle-TheBlackChronicleisanawardwinning newspaperservingOklahomaCityandTulsa. This papercanbefoundontheweb.

Contactinformation

TheBlack Chronicle, 152BNE23rdStreet,OklahomaCity,OK73111-3260Phone:(405)-424-6708

ChronicleofHigherEducation-Publishedweekly,theChronicleisoneofthebestsourcesforreachingalargenumberofapplicants.AlthoughvirtuallyeveryfacultyadshouldbelistedintheChronicle,itcanbeusedtoadvertiseadministrative/professionalpositionthatmustberecruitednationally.Inadditiontothepapercopymailedtoallsubscribers,theChroniclepostsinformationaboutthepositionontheInternet.

PostingpositionsintheChroniclecanbeaccomplishedviatheirwebaddressat Thefastestwaytopostapositionisthroughthewebaddress.Ifyousubmittheadonthewebby3:30p.m.U.S.Easternstandardtime,itwillappearonlinethenextbusinessday.TheChronicleoffersthreetypesofads,thedisplayad,thebasiclisting,andtheweb-onlylisting.

Contactinformation:

WebAddress:

Directwebaddressforposting positions:elephone–(202)466-1050,Fax-(202)296-2691)

HispanicOutlookinHigherEducation–Publishedtwiceamonth,thisisanothergoodsourceforrecruitingapplicants.ThisjournalpublishesjobannouncementsintheirmagazineandplacestheannouncementontheInternet.ApplicantscanaccessthejobspostedtotheInternetsiteat

Posting positionsintheHispanic Outlookcanbeaccomplishedviaemailormail.Contactinformation:

Mail -HispanicOutlook in HigherEducation,DisplayAdvertising,210Route4East,Paramus,NJ07652Telephone-(201)587-8800,Fax-(201)587-9105

IndianCountryToday-SubscribersthroughoutNorthAmericaandabroad,includeTriballeaders,Indianandnon-Indianbusinessleaders,schools,libraries,non-profit,health,communityandpoliticalorganizations.Individualreaders--bothNativeAmericanandnon-Indian--comefromallcareerfields,including:medicalandlegalprofessionals,teachers,technicians,students,counselors,financialconsultants,accountants,engineers,entertainmentexecutives,actors,singers,environmentalists,socialworkers,bankers,governors,senatorsandevenpresidentsoftheUnitedStates.Forover22yearsreadershavereliedonIndianCountryToday,weekafterweek,forin-depthnewsandinformationtheycannotgetelsewhere.Thepaperisprintedanddistributedweekly.Thepaperisavailableonlineat

Contactinformation: 3059SenecaTurnpike,Canastota,NY 13032

Phone:888-327-1013;Email

NativeAmericanTimes-FormallyknownastheOklahomaIndianTimesnewspaper. Itisthelargest

independently-owned newspaper in America. Native American Times newspaper has a

proven

readershipofover36,000.Thewebsiteitselfaveragesoveronemillionhitsmonthly.Publishedweekly,thepaperisaninter-tribalpublicationwithacombinedcirculationof90,000readerseachmonth. Webaddressis

Contactinformation

POBox 692050,Tulsa,OK74169

Streetaddress: 12833East41stStreet,Tulsa,OK74146

Phone: 918-438-6548;Fax: (918)438-6545;E-mail:

TheOklahomaEagle-TheOklahomaEagle,L.L.C.,isaminority-ownedmediaandentertainmentcompanythatprimarilytargetsblackconsumersinsix(6)northeasternOklahomacountiesaswellasstatewide.WithdistributionoutletsinOsage,Rogers,Creek,Muskogee,Okmulgee,andTulsaCounties. ThepaperisprintedanddistributedinTulsaeachThursday.

Contactinformation:

TheOklahomaEagle, POBox3267,Tulsa,Oklahoma74101Phone:918-582-7124;Fax: 918-582-8905

WomeninHigherEducation-Publishedmonthly,theperiodicalreachesabout12,000womenreadersinacademicandnon-academicpositions.SubscribersincludehundredsofcollegeanduniversitypresidentsandVicePresidents',provostsanddeans/directorsandmanyoftheirassociatesandassistants. Jobannouncements maybeviewedby visitors. Thewebaddressis

Contactinformation:

WomeninHigherEducation,5376FarmcoDrive,Madison, WI 53704Discuss youradwith thestaffat(608)251-3232

Faxyourinsertionordercopyto(608)284-0601

UniversityBusiness–Thismagazine providesexecutivejobplacementannouncementsandisapublicationforpresidentsandotherseniorofficersattwoandfour-yearcollegesanduniversitiesthroughouttheUnitedStates.UniversityBusinessiscirculatedto42,000leaderswhomanageenrollment,technology,academicaffairs, andlegislation.

ContactInformation:

488MainAvenue,Norwalk, CT06851

Phone:(203)663-0100;Fax:(203)663-0149

HireDiversity.com-HireDiversity.comistheNation'sleadingonlineservicefordiversityrecruitmentandcareerdevelopment.HireDiversity.comprovidestopqualityservicesandnetworkingopportunities,whilelinkingunderrepresentedcandidateswithFortune1000corporations,governmentagencies, andnon-profit/educationalinstitutions.

Contactinformation:

425PineAvenue,SantaBarbara,CA93117Phone:800.957.9724;Fax:805.964.7239

Website:

e-mail:

JobDig.com–JobDigisanemployment-focusedmediacompanythathelpsbusinessesofallsizes,withinanyindustry,lowerthecostandimprovetheeffectivenessoftheirhiringandrecruitmentthroughtheuseofprint,radio,televisionandtheweb.JobDig’sprintcoverage,consistofaweeklynewspaperdistributedinseveralOklahomacitiestoincludeStillwater,OklahomaCity, NormanMoore,andLawton.JobDig’sradioandtelevisionpartnershipenablesemployerstoexpandtheirreachforqualifiedcandidatesviacentralOklahomaradioandtelevisionstations.JobDig.com providesonlinedistributionforemploymentadsaswellastwoweeklypodcastsandoneweeklydigitalnewslettertojobseekers.Ratesandadditionalinformationisavailableat.

Winds ofChange

WindsofChangeisaquarterlymagazinefortheAmericanIndianScienceEngineeringSociety.ThemagazineprovidesalinkbetweenthetraditionalIndiancommunitiesandatechnicalsociety.WindsofChangetargetsAmericanIndiansinterestedinallprofessions.Subjectmatteremphasizesjobopportunities,careerimprovement,environmentalissues,rolemodels,companyperspectives,andtribaleconomicdevelopment.Featuredineveryissuearearticles,interviewsandnewsfocusingoncareer,educational,andculturalinterestsofAmericanIndiansintheareasofscience,engineering,technology,business, andeducation.

ContactInformation: 4450ArapahoeAve.,Suite100

Boulder, CO80303

Phone:(303)448-8853Fax:(303)444-6607 E-mail:

NCOREProgramandResourceGuide

In 1988, the Southwest Center for Human Relations Studies launched the first Annual NationalConferenceforRaceEthnicityinAmericanHigherEducation(NCORE)toaddresstheresurgenceofracistincidentsinhighereducation.Sinceitsinception,NCOREhasevolvedintoavitalnationalresource for higher education institutions, providing an annual multicultural forum that attractsBlack/African Americans, American Indians, Asian/Pacific Islanders, Latino/as, and EuropeanAmericansrepresentingcampusesacrosstheUnitedStates. NCORE’swebsitehasajob listing service.ContactInformation:

TribalCollegeJournal

TribalCollegeJournalisaquarterlypublicationoftheAmericanIndianHigherEducationConsortium,anorganizationof35Indian-controlledcollegesintheUnitedStatesandCanada.Itispublishedwithassistancefrom theW.K.Kellogg Foundation, andtheAmericanIndianCollegeFund

ContactInformation:

AmericanAssociationofUniversity Women

Sinceitsfirstmeetingin1881,AAUWhasbeenacatalystforchange.Today,theAAUWhasmorethan100,000members,1,000branches,and500collegeanduniversity partners.

ContactInformation:

Nativejobs.com

TheTribalEmploymentNewsletterisusedbyemployersnationallytoincreasetheeffectivenessoftheirdiversityrecruitmenteffort.Widelyknownasafocusedandhighlyeffectiverecruitmenttool,nearly2000individualsinterestedinIndianemploymentaccessedtheannouncementspostedinTheTribalEmploymentNewslettermonthly.

ContactInformation:

BlackCareerWomen-(BCW)isanationalorganizationheadquarteredinCincinnati,OH.Althoughtheorganizationsdoesnothavechapters,itsmembershipisnational.Theorganization,foundedin1977servesasanucleusofsupporttoidentifyandaddressthecriticalneedsofblackwomenintheworkforceasitrelatestotheircareermobilityandachievement.BCW'smembersarediverserepresentingaspiringandachievingwomenworkersfrom entryleveltoexecutivelevel.

Contactinformation:

Email:

IMDiversity.com–IMDiversity.comisdedicatedtoprovidingcareerandself-developmentinformationtoallminorities,specificallyAfricanAmericans,AsianAmericans,HispanicAmericans,NativeAmericansand women.Priortopostingpositionsonthiswebsite,anaccountmustbeestablished.Webaddressforposting apositionisjobs.imdiversity.com/employerx

Contactinformation

IMDiversity.com,140CarondeletSt,NewOrleans,LA70130Phone:(504)598-3894;Fax-504-598-3894

WomenforHire:-WomenForHire,theleadingwomen'sanddiversitycareerrecruitmentspecialist,offerscomprehensiveproductsandservicesexclusivelyfortopemployersineveryfieldthatsupportandenhanceacompany'scommitmenttodiversity.

ContactinformationPhone:212-580-6100

www.womenforhire.com

AssociationforWomeninScience-isdedicatedtoachievingequityandfullparticipationforwomeninscience,mathematics,engineeringandtechnology.AWIShasaround 3,000membersinfieldsspanningthelifeandphysicalsciences,mathematics,socialscience,andengineering.Over50%ofAWISmembershavedoctoratesintheirrespectivefields,andholdpositionsatalllevelsofindustry,academia,andgovernment.

ContactInformation

AssociationforWomeninScience1200NewYork Ave.,NW,Suite650Washington,DC20005

Phone:202-326-8940;Fax:202-326-8960

Email: