WAC 132F-148-060   Personnel policies relative to affirmative action.  (1) Age discrimination. Seattle Community College District will provide equal opportunity for all persons without regard to age. The district does not discriminate on the basis of age in any employment practices including hiring, promotion, demotion, transfer, recruitment, layoff and return from layoff, termination, fringe benefits, selection for training, and other terms of employment.

     Further, the district does not specify a minimum or maximum age requirement on its advertisements for employees except upon the basis of a bona fide occupational qualification, retirement plan, or statutory requirement.

     (2) Employment of Vietnam era veterans and disabled veterans. Seattle Community College District does not discriminate against Vietnam era veterans or disabled veterans in any employment practices including but not limited to hiring, promotion, demotion, transfer, compensation, layoff, fringe benefits, selection for training, and other terms and conditions of employment. Advertisements for positions are sent to all relevant offices and agencies.

     (3) Employment of disabled persons. Seattle Community College District does not discriminate against any employee or applicant for employment because of a disability with regard to any position for which the employee or applicant is qualified. Further, the district does not discriminate against disabled persons with regard to promotion, demotion, transfer, layoff or return from layoff, termination, compensation, fringe benefits, training opportunities, and other terms and conditions of employment.

     The district will make reasonable accommodations within budgetary limits for those who are disabled to allow them to perform the duties of the jobs for which they are qualified.

     Several on-going efforts are aimed at insuring nondiscrimination for disabled persons:

     (a) Evaluation of physical accommodations to assure that they are accessible.

     (b) Review of faculty and administrative job requirements to assure that they are job-related and do not screen out qualified disabled applicants.

     (c) Review of administrative job descriptions to assure that they are accurate and are not written to exclude qualified disabled applicants.

     (d) Periodic articles in district publications related to legal and other aspects of the employment of disabled persons.



[Statutory Authority: Chapter 28B.50 RCW. 85-13-076 (Order 47, Resolution No. 1985-17), § 132F-148-060, filed 6/19/85; Order 5, § 132F-148-060, filed 11/13/72.]