June 2002

Equal Employment Opportunity Policy

1-3


UCAR is committed to providing equal opportunity for all employees and qualified applicants for employment, regardless of race, color, religion, national origin, gender, sexual orientation, age, disability, marital status, veteran status, or any other characteristic protected by law. UCAR expressly prohibits any discrimination or harassment based on these factors. This commitment applies to all personnel actions.

See Equal Employment Opportunity Procedures.

Contact the Director of Human Resources for interpretation of this policy.

 

September 2010

Equal Employment Opportunity Procedures

(related to Policy 1-3)


UCAR's EEO Policy and Procedures apply to every UCAR employee. The principles of equal employment opportunity set forth in the EEO Policy relate to all Human Resources policies.

1. Affirmative Action Plan

In compliance with federal laws and regulations, UCAR prepares an annual Affirmative Action Plan (AAP) and files employment and compensation reports at other times, as required by federal, state and local regulations. The AAP establishes annual objectives to address deficiencies, if any, in the utilization of members of protected classes. The AAP is available for review by contacting Human Resources.

Each member of management, from the President to supervisors, is committed to disseminate, practice and enforce all aspects of the EEO Policy. To achieve this, UCAR undertakes affirmative actions to inform the community, job applicants, and UCAR staff that employment and advancement are based on individual merit.

2. Addressing Concerns

Any employee or applicant who wishes to report a violation of the EEO Policy should promptly report the matter to his or her immediate supervisor or anyone in their chain of authority and/or the Director of Human Resources.

UCAR expects employees to make a complaint as soon as possible so that the issue may be investigated and actions may be taken promptly to correct any behavior that may be a violation of the EEO Policy. Any supervisor or manager who becomes aware of a possible violation of this policy must promptly advise the Director of Human Resources or any member of the President's Council.

All complaints will be immediately investigated by Human Resources. Individuals filing complaints will be notified of the results of the investigation as soon as possible following the conclusion of the investigation. Human Resources generally follows the guidance of the Equal Employment Opportunity Commission (EEOC) in dealing with and investigating employee concerns. More information can be found at: http://www.eeoc.gov/laws/guidance/subject.cfm

Individuals may also contact the EEOC directly. For more infomation see: http://www.eeoc.gov/employees/

Individuals found to have engaged in unlawful discrimination are subject to the full range of disciplinary actions, including termination.

Employees can raise concerns and make reports without fear of reprisal. Retaliation against a person who initiates a complaint of or inquiry about discrimination or other unlawful harassment is prohibited. Persons found to have engaged in retaliation are subject to the full range of disciplinary actions, including termination.

If after investigating a complaint brought under the EEO Policy, UCAR determines that the complaint is not bona fide or that an employee has provided false information regarding the complaint, disciplinary action, including termination, may be taken against the individual who filed the complaint or who gave false information.

In all cases, Human Resources staff may be consulted for guidance.

Definitions

  1. Discrimination

    Unfavorable or unfair treatment in employment practices such as recruiting, hiring, training, discipline, compensation, benefits, advancement, leaves, and discharge of a person or class of persons based solely on a person's or a class of persons' race, color, religion, national origin, gender, sexual orientation, age, disability, marital status, veteran status or any other characteristic protected by law.
  2. Harassment

    A form of illegal discrimination consisting of written, verbal or physical conduct which is a) unwelcome, b) based on a protected class (such as race, color, religion, national origin, gender, age or sexual orientation), c) severe or pervasive, and d) has a negative impact on conditions of employment.

Responsibilities

  1. Laboratory and Program Directors are responsible for ensuring equal opportunity for all applicants for employment and employees in their divisions or programs.

  2. Supervisors are responsible for ensuring equal opportunity for all applicants for employment and employees in their departments, including providing equal access to opportunities for advancement.

  3. Employees are responsible for behaving in ways that maintain a work environment which is free of discrimination and harassment. Employees are also responsible for reporting inappropriate behavior in a timely manner.

  4. The Director of Human Resources is responsible for ensuring that all human resources policies, and procedures are in compliance with Federal, State, and local requirements; monitoring the uniform and consistent implementation of this policy; developing and communicating a continuing program of affirmative action; investigating charges of discrimination; and annually revising UCAR's Affirmative Action Plan.

Affiliated Policies and Procedures

2-6 Workplace Conduct Policy
2-7 Sexual Harassment
6-3 Employee Search and Selection
6-6 Discipline
6-7 Termination
6-8 Problem Resolution
6-13 Compensation and Benefits