(A) The university will not discriminate in recruitment and advertisement and will:
1. Recruit employees of both genders for all jobs unless gender is a bona fide occupational qualification (BFOQ;) and
2. Not express a gender preference in any advertisement for employment unless gender is a BFOQ.
(B) The university will not discriminate in employment policies and practices and will make the following assurances:
1. Equal opportunity policies expressly state that there is no discrimination against employees on the basis of gender. When dealing with bargaining representatives, the resulting agreements on conditions of employment will be consistent with these guidelines;
2. Employees of both genders have equal opportunity to any available job they are qualified to perform, unless gender is a BFOQ.
3. There is no distinction made based on gender regarding wages, hours, or other condition of employment. Contributions and resulting benefits in insurance, pensions, and other benefits are the same for men and women.
4. There are no differences in treatment of men and women based on marital status. The university does not deny employment to women with young children unless the same exclusionary policies apply for men.
5. Policies and practices assure appropriate physical facilities to both genders.
6. Women are not denied the right to jobs they are qualified to perform based on any state "protective" law; such legislation restricts employment opportunities for men or women, and cannot be used as a basis for denying employment or establishing gender as a BFOQ;
7. Women are not penalized in conditions of employment because they require time away from work due to childbearing. When a woman employee qualifies for leave, childbearing is considered a justifiable leave of absence for a reasonable time. Further, the employee is reinstated to her original job or a position of like status and pay, without loss of permanent status;
8. No differences are specified for male and female employees on the basis of gender in retirement age; and
9. Differences in capabilities for job assignments among individuals are recognized, to the extent that distinctions are not based on gender.
10. The university makes no distinctions based on gender in seniority systems.
11. Pay schedules are not based on gender, and job classifications are not restricted by gender.
(C) The university's affirmative action efforts include:
1. Encouraging women to apply for those jobs in categories in which they are traditionally underrepresented.
2. Including women in management skills training programs; and
3. Providing both genders equal access to training programs.
(2) Religion and National Origin - The university adheres to the requirements of Executive Order 11246 - Non-discrimination Under Federal Contracts (as amended) prohibiting discrimination on the basis of religion or national original and clarifying obligations to accommodate religious observance. The university assures the following:
1. Discrimination against applicants and employees because of religion or national origin is prohibited; and
2. Religious observances and practices of applicants or employees are accommodated unless doing so presents an undue hardship on the conduct of the university's business. In determining undue hardship, the following factors are considered: business necessity, financial costs and expenses, and resulting personnel problems.
(3) Protected Veterans and Persons of Disability - The university will not discriminate against any employee or applicant for employment because of status as a protected veteran or because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. The university will take affirmative action to employ, advance in employment, and otherwise treat qualified protected veterans and persons with disabilities without discrimination in all employment practices such as the following: employment, upgrading, demotion or transfer, recruitment, advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training.
University practices regarding affirmative action for protected veterans and persons with disabilities include the following:
1. An overall evaluation of the total selection process to ensure freedom from stereotyping of disabled veterans or persons with disabilities which may limit their access to jobs. Selection criteria will not screen out qualified disabled applicants on the basis of their disability.
2. Washington personnel resources board rules authorize the use of supplemental certification in filling classified positions as part of an affirmative action program in order to increase the numbers of affected class employees in areas where they are underutilized. In these goal areas, if the initial certification process does not provide at least three eligible applicants who are members of specific underutilized affected classes, additional applicants from the applicable affirmative action group may be certified, up to a total of three. This certification is made in strict order of ranking on the eligibility list. Supplemental certification may be used only in the job groups and for the affected classes where the institution establishes goals as a result of utilization analysis.