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Policy Index

301. EQUAL EMPLOYMENT OPPORTUNITY


Date Adopted: April 27, 1981

Date Revised: June 16, 1986, December 17, 1990, June 27, 1994, October 21, 1996
 
 

1. Purpose
 
 

1.1 The School District of Philadelphia has been and remains committed to the principle and practice of equal employment opportunity for all persons without regard to race, color, religion, age, sex, sexual orientation, ancestry, national origin, handicap, disabled or Vietnam era veteran status, consistent with job qualifications and safe performance of work requirements.
1.2 The School District seeks to recruit, hire and place into available jobs the most qualified persons and to administer personnel matters such as compensation, benefits, promotion,transfer, training, layoffs, discipline, termination and School District sponsored educational, social and recreational programs in accordance with this policy.
1.3 In addition to applying equal employment principles in all its personnel decisions, the School District is committed to affirmative action to assure equal opportunity. It shall take positive steps to make its policy known and to encourage all qualified minorities, women, handicapped persons, and covered veterans to seek employment with or advancement within the School District.
2. Authority
 
 
2.1 The Superintendent of Schools has overall authority for the School District's equal employment policy and shall designate such personnel as he deems appropriate to implement the policy.
3. Responsibility
 
 
3.1 All administrators, supervisors and managers shallbe made aware of this policy and shall fulfill their responsibilities in a manner which reflects and fosters the School District's equal employment policy. All other employees are expected to conduct themselves at work in a way consistent with this policy.
3.2 All employees are expected to deal fairly and courteously with one another to ensure a work environment free of intimidation and harassment.
3.3 Ethnic, racist, or sexist slurs or other personal derogation not related to legitimate factors concerning work are offensive and unacceptable employee behavior. Sexual harassment is also a form of unlawful and unacceptable sex discrimination and includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
4. Implementation
 
 
4.1 Any employee who violates this policy commits misconduct for which appropriate discipline may be imposed, up to and including termination.
4.2 Any employee who believes s/he has been subjected to unlawful discrimination or harassment should make a complaint to his/her immediate supervisor or, if appropriate, a superior officer or file a grievance in writing. Employees are encouraged to contact the General Counsel's office for information on making complaints or filing grievances.

 
 

References:
 
 

Civil Rights Act, 1964, Title VII
Executive Orders 11246, 11141
Equal Employment Opportunity Act, 1967
Rehabilitation Act, 1973 as amended
Vietnam Era Veteran's Adjustment Act, 1974
Federal, State, Local Laws and Regulations