Equal Employment Opportunity Policy
Policy Statement
It is the policy of the California
Maritime Academy (CMA) to prohibit
discrimination and to provide Equal
Employment Opportunity in all personnel
actions. The Affirmative Action Plan is
in compliance with federal laws and
The California
State University and Colleges Systemwide
Guidelines for Nondiscrimination and
Affirmative Action Programs in
Employment-Executive Order 883.
Principles
The goal of this policy is to achieve an
employee work force that draws upon the
diverse population served by the
Academy; to attract and retain talented
and motivated employees, representative
of that population; and to ensure equal
employment opportunities for all. It
is CMA’s desire to effect changes that
will improve and enhance cultural/gender
diversity and to increase the
representation of persons who have been
underrepresented.
Equal Employment Opportunity
It shall be the policy of CMA to provide
programs, services, and benefits in a
manner consistent with the principles of
equal opportunity employment.
The CMA will conduct its human resources
practices and procedures without regard
to race, religion, color, ancestry,
ethnicity, gender, marital status,
pregnancy, national origin, age, mental
or physical disability, sexual
orientation or Vietnam Era Veteran's
status. Similarly, CMA will continue to
administer all personnel matters
(including, but not limited to
recruitment, appointment, evaluation,
promotion, demotion, classification,
transfer, termination, compensation,
training, benefits, grievance
procedures, and disciplinary actions)
consistent with this policy.
Employment decisions shall be consistent
with equal employment opportunity
principles, and as such, free from
discrimination, harassment, and/or
retaliation.
Qualified individuals with a
“disability” and/or “medical condition”
as defined by the Americans with
Disabilities Act and/or the Fair
Employment and Housing Act can request
reasonable accommodation so that they
may perform the essential duties of
their jobs. Reasonable accommodation is
to be determined by CMA following
engagement in an interactive process
between the Human Resources Department
and the individual, to identify the
nature and extent of the individual’s
restrictions and the appropriate
reasonable accommodation. If no undue
hardship is imposed upon CMA by
implementing the proposed accommodation,
the accommodation shall be implemented.
All employees of CMA shall adhere to
this policy. All employees shall ensure
that the intent, as well as the stated
requirements, are implemented in all
employee relations and personnel
practices. It is the responsibility of
each employee to ensure that the work
and learning environments are free of
prohibited discrimination, harassment or
retaliation.
Furthermore, all appointing authorities,
contractors and/or organizations doing
business with or benefiting from their
association with CMA are required to
ensure that equal employment opportunity
is a requirement in their organization;
and they are in compliance with
appropriate sections of this policy, and
applicable state and federal employment
laws.
When required by law, the Affirmative
Action Plan will be monitored, updated,
and/or revised.
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