Affirmative Action Policy

Southeastern University is regionally owned and operated by nine southeastern districts of the Assemblies of God Church. Because of its religious affiliation, the university and its religious standards are exempt from the Civil Rights Act of 1964. Guidelines and laws recognizing the rights of religious institutions to seek personnel and students who support the goals of the institution are followed. As such, Southeastern seeks employees who can subscribe to the Statement of Fundamental Truths of the Assemblies of God. Within the framework of this lawful exemption, it is the policy of Southeastern University to select the most qualified person available for employment without discrimination based upon race, color, national or ethnic origin, age, gender, disability or veteran status. Active efforts will be made to recruit qualified women and minorities for available positions. The following Affirmative Action Plan has been adopted voluntarily to formalize the university's commitment to encouraging diversity in its hiring practices.

1.0 APPROVAL OF AFFRIMATIVE ACTION PLAN

This Affirmative Action Plan for Southeastern University was adopted by the Board of Directors on April 27, 2001.

2.0 SCOPE OF THE AFFIRMATIVE ACTION PLAN

This policy has institution-wide applicability.

3.0 GOALS OF AFFIRMATIVE ACTION PLAN

A. To implement recruitment procedures, which insure the utilization of advertising sources, designed to inform a reasonably large number of women and minority group members of available full-time position vacancies within the university.

B. To take other appropriate steps to insure that the pool of applicants considered for all vacant full-time professional positions include qualified women and minority persons.

C. To evaluate current staffing patterns to determine whether there is sufficient representation of women and minorities at each level of full-time employment within the university.

D. To implement internal assessment and reporting procedures for evaluation of the effectiveness of the Affirmative Action Plan.

E. To establish an affirmative action grievance procedure for the prompt disposition of individual or group discrimination complaints.

4.0 DEFINITIONS

Affirmative Action means the steps which Southeastern University will take to insure the continued recruitment of women and minorities; and to insure an objective search for new employees.

University means Southeastern University (SEU).

Discrimination means the intentional application of personnel policies and/or practices in a way which distinguishes between and among individuals on the basis or race, color, ethnic or national origin, age, gender or disability.

Equal Employment Opportunity means the concept that all personnel activities and action will be undertaken in a manner which does not discriminate with regard to race, color, ethnic or nation origin, age, political affiliation, sex, or disability; but which does differentiate solely on the basis of job related qualification.

Minorities refers to the following classes of person: Non-Hispanic Black, Hispanic, Asian or Pacific Islander and American Indian or Alaskan Native.

5.0 RESPONSIBILITY FOR ADMINISTRATION OF AAFFIRMATIVE ACTION PLAN

5.1 The Vice President for Administrative Services serves as Chair of the Affirmative Action Committee, and in that capacity is responsible for monitoring the Affirmative Action Plan.

5.2 The Chair of the Affirmative Action Committee will conduct an annual audit of the university's employment practices, including recruiting, hiring, retaining, and promoting statistics.

5.3 The Committee will submit reports or evidence of problems regarding the Affirmative Action plan, as well as the results of the annual audit to the President of the university.

5.4 The Affirmative action Committee shall be responsible for modification to the plan deemed necessary as a result of annual audits.

5.5 In addition, each department head has the immediate responsibility for implementing the Affirmative Action Policy with regard to their areas of responsibility

6.0 POLICY

6.1 It has been, and will continue to be, the policy of the University to provide equal opportunity to all applicants for employment, and to administer all personnel policies and practices such as recruitment, hiring, promotions and other terms, conditions, and privilege of employment in a manner which does not discriminate on the basis or race, color, sex, nation origin, age or disability.

6.2 This policy has been adopted voluntarily and reaffirms our continuing commitment to provide equal opportunity to all employees and applicants for employment with respect to recruitment, interviewing, testing, screening, selection, placement, classification, evaluation, transfer, promotion, training, compensation, fringe benefits, layoffs an termination.

6.3 The university will seek consistency in wages for personnel with equivalent responsibilities, while still recognizing that salary differences may result from individual variations in experience, skill, and length of service. Recommendations for salary increases or denials, of salary increases, will be made without discrimination on the basis of race, color, sex, national origin, age or disability.

7.0 PROCEDURE

7.1 Internal Dissemination of Policy

7.1.1 The policy of equal opportunity will be included in the Employee Handbook and the Faculty Handbook, as well as in future guidelines for staff and faculty.

7.1.2 All department heads and supervisors will receive and retain a copy of the plan. Each of these individuals will be responsible for communicating the policy to each of the employees under his/her control.

7.1.3 The policy and its implementation will continue to be discussed at appropriate times and forums.

7.1.4 Changes will be publicized to ensure that each supervisor is aware of changes.

7.2 External Dissemination of Policy

7.2.1 All appropriate recruiting sources will be informed of the Affirmative Action Policy whenever there is a staff or faculty vacancy.

7.2.2 Subcontractors, vendors, and suppliers will be notified of this policy.

7. 3 Recruiting new employees

7.3.1 Advertisements for employment will be placed on a regular basis in publications known to have high readership among minority groups.

7.3.2 Assemblies of God churches know to have a high minority constituency

shall be notified of position availably.

7.3.3 The phrase, "An Equal Opportunity Employer" will be used in all employment advertisements.

7.3.4 All written job announcements, or other communication using University letterhead, will include the phrase, "An Equal Opportunity Employer."

7.4 Employment Selection

7.4.1 Individuals will be selected for employment entirely on the basis of ability, experience, training, and other factors that are related to job qualification.

7.4.2 Employment and selection procedure will be regularly reviewed to ensure that they do not discriminate, knowingly or unknowingly, against any individuals on the basis or race, color, sex, ethnic or national origin, age, disability or veteran status.

7.4.3 In accordance with the traditions of the Assemblies of God, the university may give preference in hiring to members of the Assemblies of God constituency and clergy.

7.5 Placement, Training, and Advancement

7.5.1 Efforts will be made to recruit, place, retain, and promote women and minorities in all departments in overall numbers proportionate to their presence in the relevant labor market pool.

7.5.2 Employees will be given equal opportunity for participation in all in-house and outside training without regard to race, color, sex, ethnic or national origin, age, disability, or veteran status.

7.5.3 All qualified employees will be given equal consideration for advancement.

8.0 EVALUATION OF PROGRAM EFFECTIVENESS

8.1 An Affirmative Action Committee shall be charged with the responsibility of evaluating, on an annual basis the effectiveness of recruitment efforts to increase representation of women and minorities among staff and faculty personnel.

8.2 The Affirmative Action Committee shall report directly tot the Senior Administrative Team.

8.3 The following documentation of good faith recruitment will be provided and retained on file in the office of the Vice President of Administrative Services for a period of 2 years.

a. copies of the position vacancy notices and advertisement;

b. copies of letters sent to persons and institutions seeking referrals of applicants for the position;

c. copies of replies received

d. A summary report of the outcome of the search, and the procedures followed.

e. And Affirmative Action Compliance Form, signed by the Department Chair or administrator responsible for the search, indicating that the search and selection complied with the provision of the Affirmative Action Plan.

8.4 The Affirmative Action Committee shall annually audit the total selection and placement process, including applicant flow, promotion, transfer patterns, and salary equity.

8.5 Recommendations shall be made to the Senior Administrative Team regarding identification of problems relating tot the implementation of the Affirmative Action Plan and remedial steps necessary for correction.

9.0 AFFIRMATIVE ACTION GRIEVANCE PRODECURE

9.1 An employee with a discrimination complain may seek resolution of the matter through discussion with their immediate supervisor. Southeastern University encourages such informal means of mediation whenever appropriate.

9.2 When informal resolution is impractical or resolution is not forthcoming, the employee should proceed with the following process:

9.2.1 Submit a signed, written complaint regarding the alleged discrimination to the Vice President for Administrative Services within 30 days of the incident giving rise to the complaint.

9.2.2 The Vice President for Administrative Services shall interview the complainant within 7 days of receiving the complaint.

9.2.3 The alleged offender shall be notified in writing of the complaint and shall have seven days to respond to the complaint in writing. The alleged offender's response shall be submitted to the Vice President of Administrative Services.

9.2.4 After interviewing the aggrieved employee, the Vice President for Administrative Services shall determine if the complaint is a proper subject for resolution under the Affirmative Action Grievance Procedure. If deemed inappropriate for consideration by the Affirmative Action Committee, the complainant shall be notified within 5 days of that decision.

9.2.5 If deemed an appropriate complaint for the Affirmative Action Grievance Procedure, interviews will be conducted with the appropriate administrator and department chair for the area from which the complaint originated.

9.2.6 All personnel who may have knowledge of the facts regarding the complaint will be interviewed.

9.2.7 A report of the findings, including summaries of interviews, will be submitted to the Affirmative Action Committee, which will determine if the complaint is valid and will implement appropriate corrective action, if needed.

9.2.8 The complainant shall have the right to appear before the Affirmative Action Committee and present any facts or witnesses that they believe are relevant.

9.3 A record of the complaint and result of the grievance proceedings shall be placed in a separate file retained in the Office of the Vice President for Administrative Services.

9.4 At the request of the employee, a copy of the final decision shall be placed in the unit personnel file of the employee filling the complaint.

9.5 The complainant may appeal the decision of the Affirmative Action Committee to the President of the University within 5 days of the decision.

9.6 The President is not required to initiate a new proceeding, but may base his or her decision on the basis of the record. In these matters, the Presidents' decision is the final university decision.