Purpose: To articulate that the University is committed to equality in employment regarding all personnel matters in both academic and non-academic areas. The University will not discriminate on the basis of race, color, religion, gender, marital status, sexual orientation, pregnancy, national origin, age, disability, and veteran status.
The University will follow procedures to prohibit discrimination in accordance with applicable legal principles, including, but not limited to, Title VII of the Civil Rights Act of 1964, as amended, and Title IX of the Education Amendments of 1972.
Inquiries or concerns regarding this Policy may be directed to the Director of Human Resource Services.
REASONABLE ACCOMMODATION POLICY
It is the policy of Park University not to discriminate on the basis of disability against any qualified person. To this end all decisions relating to employment including, but not limited to recruitment, selection, training, assignment, promotion, compensation, transfer, benefits, and education, will be determined by the applicant’s or employee’s ability with consideration of any requested reasonable accommodation. This policy is applicable to all employment policies and practices.
Definition of reasonable accommodation: Reasonable accommodation is an adjustment to job duties, performance methods, and/or work setting or service delivery to meet the individualized need of an individual, applicant or employee with a disability.
The provision of a reasonable accommodation removes barriers in a specific situation, which prevent or limit the application process, recruitment, employment and upward mobility of a qualified person with a disability or prevents their participation in a program, activity or event. Examples of reasonable accommodation are:
- Making facilities accessible and usable;
- Job restructuring;
- Modifying work schedules;
- Implementing flexible leave policies;
- Reassigning to a vacant position;
- Providing assistive equipment at City programs;
- Modifying test, training materials and policies; or
- Providing qualified readers or interpreters.
Any applicant for employment or current employee may request reasonable accommodation to the Director of Human Resource Services.
All requests for accommodation must indicate the following
- Name and contact information of the person requesting accommodation.
- The specific limitation, the type of accommodation requested, with an explanation of how the accommodation will allow the performance of the essential functions of the position or the participation in a program or activity.
- Verification of the disability by the requester’s physician, medical provider or vocational/rehabilitation counselor may be required. (If medical verification is required the person requesting accommodation must sign a release form provided by Human Resource Services).
Purpose: To reflect the commitment of the University to developing a diverse workforce.
The University is committed to recruiting, developing, retaining, and promoting talented Employees with diverse backgrounds, talents, skills and experiences. At the University, diversity encompasses a variety of characteristics, lifestyles, and perspectives.
The University firmly believes this diversity is essential to enhance the quality of service to its Students, to meet the needs and goals of its learners, and to ensure the personal satisfaction of its Employees and the University community.
Purpose. Park University is committed to the highest possible standards of ethical, moral and legal conduct. Further, Park recognizes that the integrity of our institution is critical. In line with this commitment to integrity and our commitment to open communication, this policy sets forth the method for employees to raise concerns regarding possible illegal conduct and/or conduct which violates any University policy, and to reassure employees that they will be protected from harassment, discrimination, reprisals or victimization for raising such concerns in good faith.
Reporting Encouraged. Park University encourages its employees to come forward with credible information on illegal practices or violations of adopted policies of the University.
Prohibited Conduct. A University employee may not: (1) retaliate against another University employee who has raised concerns regarding a possible violation of any University policy or other local, state or federal law or who has refused to obey an illegal order, nor (2) directly or indirectly use or attempt to use the official authority or influence of his or her position or office for the purpose of interfering with the right of a University employee to raise such concerns.
Disciplinary Action. Any employee who violates this policy will be subject to discipline, up to and including termination.
EMPLOYEE HOTLINE POLICY
Purpose. To provide a confidential communication channel for employees to report any activity or conduct that they suspect violates Park University policies and procedures and/or federal, state or local laws or regulations. Concerns received through the hotline will be investigated and appropriate follow-up action taken.
Reporting Concerns. Employees may report concerns by calling the Hotline at 877-608-7275. The Employee’s report should include the name of the person(s) about whom they have a concern, the date(s) of the improper activity or conduct, a summary of the alleged activity or conduct and the names of any witnesses involved. The Hotline Operator will ask questions to obtain complete information about each concern and generate a report to the Director of Human Resources or other appropriate senior management staff member. All reports will be promptly and properly investigated.
Confidentiality. Park University will make all reasonable efforts to maintain the confidentiality of employee hotline reports. However, confidentiality cannot be guaranteed, and disclosure of the Employee’s identity may be necessary in order to fully investigate the concern. There will be no retribution or disciplinary action against any employee who reports a concern in good faith.
Non-Retaliation. Retaliation or retribution against an employee who reports a concern in good faith is strictly prohibited. If an employee perceives that s/he is being retaliated against for placing a hotline call, s/he may report such to the Director of Human Resources or other appropriate senior management staff member.
Contacting the Hotline will not preclude disciplinary action from being taken if the caller was personally involved in the improper activity or conduct that s/he is reporting. Self-reporting may be taken into account in determining an appropriate course of action.
False Claims. Any Employee who intentionally uses the Hotline to make false allegations will be subject to disciplinary action, up to and including termination of employment.