Equal Employment Opportunity
Equal Employment Opportunity
It is the right of ALL persons to be treated fair, equitable and to have unrestricted access to all the terms and conditions of employment. UNCSA's program is intended to create a diverse workforce climate that is responsive and respectful of fairness and equity for applicants and employees which ensures compliance with State and Federal guidelines.
EEO guidelines also prohibit retaliatory actions against employees or applicants because they filed a charge, testified, assisted or participated, in any manner, in a hearing, proceeding, investigation or employment discrimination complaint. EEO Laws apply to all aspects of employment beginning with recruitment and selection processes to treatment and compensation, evaluation, benefits, training and throughout the entire work life cycle of an employee.
The University of North Carolina School of the Arts strives to cultivate an environment that is diverse, inclusive and free from discrimination. UNCSA is committed to prohibiting employment discrimination based on race, religion, color, national origin, ethnicity, sex, pregnancy, gender identity or expression, sexual orientation, age, political affiliation, National Guard or Veteran status, genetic information or a disability.
EEO and Prevention of Harassment
UNCSA is committed to providing a learning, teaching, and working environment free from sex discrimination, sexual harassment, sexual misconduct, and one that is safe for all members of the campus community.
UNCSA prohibits unlawful workplace harassment, sexual harassment, and retaliation and as part of its commitment to a community free of discrimination, harassment, and violence. The prohibition applies to all UNCSA programs and activities on and off-campus, UNCSA employees, students, and others under the authority of UNCSA who may come into contact with a member of the UNCSA community. UNCSA will not tolerate sexual harassment, misconduct, or violence at any time or under any circumstances. Any interference, coercion, restraint, or reprisal of any person complaining of unlawful harassment is prohibited.
Any supervisor who witnesses such harassment or is otherwise informed of a violation of this policy shall be directed to Human Resources immediately. Failure of a supervisor (or others) with such knowledge to promptly advise the EEO/AA Officer or Human Resources may be grounds for disciplinary action up to and including dismissal. The investigation of any such complaint will be executed promptly and will involve only those persons with a need to know.
Any employee found to have harassed another employee in violation of this policy is subject to disciplinary action up to and including dismissal, depending on the severity of the offense. Employees who feel that they have been subjected to Discrimination, Harassment, or Retaliation may file a complaint with Human Resources. Human Resources will investigate the complaint and provide a written response to the Complainant and Respondent within90 calendar days of receipt of the complaint
EEO and Harassment complaints may be filed in Human Resources Department.
Sharon Hill, Employee Relations Manager
Email: hills@uncsa.edu
Phone: 336-770-1318
Angela Mahoney, Associate Vice Chancellor and Chief Human Resources Officer
Email: mahoneya@uncsa.edu
Phone: 336-770-3317
UNCSA EEO Policy
UNCSA EEO Plans by Year
OSHR UNLAWFUL WORKPLACE POLICY
Americans with Disabilities Act
The Americans with Disabilities Act (ADA) ensures that UNCSA maintains equal opportunity in employment for all qualified persons with disabilities, and provides a process for employees who need a reasonable accommodation.
A reasonable accommodation is a modification or adjustment to a job, an employment
practice, or the work environment that makes it possible for a qualified individual
with a disability to perform the essential functions of their job.
An employer is required to make a reasonable accommodation to the known disability
of a qualified applicant or employee if requested and if it would not impose an "undue
hardship.”
Requests for reasonable accommodation(s) are initiated in writing by the employee
along with documentation from medical provider and submitted to Human Resources for
final approval to:
Sharon Hill, Employee Relations Manager
Email: hills@uncsa.edu
Phone: 336-770-1318
Angela Mahoney, Associate Vice Chancellor and Chief Human Resources Officer
Email: mahoneya@uncsa.edu
Phone: 336-770-3317