A 1
General Statements
Purpose
Changes and Exceptions
A 2
General Policies
Affirmative Action/Equal Opportunity
Conflict of Interest
General Statements
A 1.1
Purpose
These Policies and Procedures are designed to establish equity and uniformity in all working conditions, rights, privileges, obligations, benefits, promotion, pay, discipline, and all other employment matters. These Policies and Procedures will guide all departmental policies, and employees are to be acquainted with these guides.
A 1.2
Changes and Exceptions
The President of Northern Kentucky University with the approval of the Board of Regents may make changes and exceptions to these Policies and Procedures. The Director of Human Resources will review these Policies and Procedures annually and recommend necessary or desirable changes to the President. Any employee may recommend changes to the Director of Human Resources at any time.
General Policies
A 2.1
Affirmative Action/Equal Opportunity
It is the policy of Northern Kentucky University to be a complete affirmative action/equal opportunity employer, and to provide equal employment opportunity on the basis of merit and without discrimination based on race, color, age, gender, religion, national origin, sexual orientation, disability and status as a disabled veteran or veteran of the Vietnam Era. The University will ensure that each applicant who is offered employment will have been selected on the basis of education, training, experience, and skills required for the position. The University will provide equal opportunity to all personnel in regard to salaries, promotions, benefits, and working conditions and will monitor these areas to ensure that any difference which may exist are the result of bona fide policies and procedures and are not the result of illegal discrimination.
Americans with Disabilities
It is the policy of Northern Kentucky University to make an effort to reasonably accommodate any qualified individual, defined as disabled under the Americans with Disabilities Act. The procedure for such accommodation is as stated in 2.21 below.
A 2.21
Accommodation Procedures for Disabled Employees
In accordance with University policy, Sec. 504 of the Rehabilitation Act of 1973 (Public Law 93-112) and the Americans with Disabilities Act (Public Law 101-336), Northern Kentucky University is committed to making reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled applicant or employee. These accommodations may include making facilities used by employees readily accessible to and useable by disabled persons, and job restructuring part-time or modified work schedules, acquisition or modification of equipment or devices, the provisions of readers or interpreters, and other similar actions. The University will not deny an employment opportunity to a disabled employee or applicant who is determined to be the most qualified for the position, if the basis for the denial would be the need to make reasonable accommodations to the physical or mental limitations of the employee or applicant unless it can be demonstrated that the accommodation causes an undue hardship for the institution. All searches shall be conducted in accordance with the University's hiring procedures. At the time a disabled person is hired or an employee becomes disabled, needed accommodations will be determined through discussions between the disabled employee and the department chairperson or unit head. The Office of Human Resources and the Office of Affirmative Action and Multicultural Affairs are available to serve as resources. Specific accommodations agreed upon should meet the unique needs of each disabled employee and enable him/her to effectively perform the duties of his/her position. Requests for any necessary funding for these accommodations shall be processed through the major department head. A letter from the department chair or unit head will be sent to the employee describing these accommodations. A copy of this letter will be filed in the employee's official Human Resources file. At the request of the disabled employee, the University will consult with the employee and make reasonable adjustments in accommodations to reflect the employee's current needs. The University will not make adjustments or in anyway change these accommodations without first consulting with the employee. A record of the accommodations will be maintained in the employee's Human Resources file.
Costs of accommodations for a particular disabled employee will be borne by the institution without adverse economic consequences for that employee. Sources of funds for both the recurring and non-recurring costs for this purpose will be identified in the University's budget and will be reviewed annually in order to insure that accommodations are not compromised.
A 2.3
Conflict of Interest
Northern Kentucky University seeks always to employ or promote the best qualified person for a position. Therefore, decisions on selection, salary, promotion, and all matters pertaining to employment will be made without regard to the relationship of one employee of the University to another except that no person in a supervisory position can hire or supervise an employee who is related by blood or marriage.
Relatives by blood or marriage include parents and children, husbands and wives, brothers and sisters, brothers-and sisters-in-law, mothers- and fathers-in-law, sons- and daughters-in-law, uncles, aunts, nieces and nephews, and step-relative in the same relationships.