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Human Resources

1.02 Equal Employment Opportunity

This policy communicates Northern Arizona University’s commitment to equal employment opportunity for all, to affirmative action as required by law, and to accommodation of disabilities and sincerely held religious beliefs that relate to employment.

Origination Date: 10/01/93
Revised: 12/22/1999, 01/01/2000, 06/01/2018, 06/20/2018, 03/27/2025
Applicability: All Employees

Northern Arizona University is an equal opportunity employer that prohibits discrimination on the basis of race, color, sex, gender identity, sexual orientation, religion, age, national origin, disability, veteran status, or genetic information as well as any other applicable federal, state, or local law or regulation. The University bases its employment decisions solely upon an individual’s merit and qualification for the position being filled. The University recruits, hires, and promotes all employees without regard to race, color, sex, gender identity, sexual orientation, religion, age, national origin, disability, veteran status, or genetic information, except as affirmative action or other legal requirements, or carefully analyzed and thoroughly documented bona fide occupational qualifications permit, or where an individual’s disability would prevent their successful performance of the position’s essential job functions despite reasonable accommodation provided by the University.  This policy of equal opportunity and non-discrimination shall include, but not be limited to, the following employment-related decisions and practices:

  • hiring;
  • promotions or demotions;
  • transfers;
  • layoffs;
  • recalls;
  • terminations;
  • rates of pay or other forms of compensation;
  • selection for training opportunities, including apprenticeships; and
  • recruitment or recruitment advertising.

University employees and job applicants will not be subjected to any form of harassment or discrimination for exercising rights protected by, or because of their participation in, an investigation or compliance review related to the Americans with Disabilities Act, Section 503 of the Rehabilitation Act of 1973, or any other applicable federal or state non-discrimination law, rule, or regulation.

Individuals who believe they may have been discriminated against should immediately notify Pamela Heinonen, ÐãÉ«Ö±²¥ Vice President, Equity and Access Office.  The University will continue to direct management personnel to take such action as may be required to prevent behavior prohibited by this policy. All matters will be investigated and appropriate disciplinary action will be taken, up to and including termination of employment, if necessary. Retaliation against anyone who complains of or witnesses behavior contrary to this policy is also prohibited.

Affirmative Action

Pursuant to Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212 (VEVRAA) and their implementing regulations, the University takes affirmative action to employ and advance in employment qualified individuals with disabilities and protected veterans at all levels within the organization.

Americans With Disabilities Act (as amended)

The Americans with Disabilities Act (ADA) of 1990 and the ADA Amendments Act (ADAAA) of 2008 prohibit discrimination against persons with disabilities. Sections 503 and 504 of the Rehabilitation Act, which also prohibit discrimination against persons with disabilities, also apply to the University. Pursuant to these laws, the University prohibits discrimination against and provides equal access to persons with disabilities in admissions, employment, educational programs and activities, and public programs and activities.

With respect to employment, the University prohibits discrimination against qualified individuals with a disability in regard to hiring, compensation, advancement, training, and all other terms and conditions of employment. The University provides reasonable accommodation for applicants or employees with disabilities through its interactive accommodation process, unless the accommodation would impose an undue hardship on the University. In determining whether and what type of reasonable accommodation may be appropriate, supervisors should seek assistance from Disability Resources. The director of Disability Resources serves as the University’s designated ADA Coordinator and 504 Compliance Officer who is responsible for determining appropriate accommodations.

The University also maintains affirmative action programs to implement our equal employment opportunity policy for individuals with disabilities. Employees or applicants who wish to review the full narrative portion of Northern Arizona University’s affirmative action program for individuals with disabilities may schedule an appointment to do so by contacting Pamela Heinonen, ÐãÉ«Ö±²¥ Vice President, Equity and Access Office, during normal business hours.

Religious Accommodation

Consistent with its policy of non-discrimination, the University will make reasonable accommodation for sincerely held religious beliefs. Religious accommodation requests related to employment should be submitted to the Equity and Access Office.

References

Nondiscrimination and Anti-Harassment Policy




Policy History

3/27/2025: Compliance-based changes.