Policy E-24

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AFFIRMATIVE ACTION PLAN: SALARY POLICY

[See Section B for Recruitment Portions of the Plan]

(Approved: Trustees 6/29/74)

{NOTE: A new Affirmative Action Plan is adopted annually. The current Plan is available from the Affirmative Action office, 855-7559.}

II. Salaries of Academic Appointees

A. Policy Statement In the determination of pay or fringe benefits, Indiana University will provide employees and applicants equal employment opportunity without regard to race, color, religion, marital status, sex, national origin, or, within the legitimate limits imposed by university regulations, because of age.

B. Equal Pay for Equal Work (Fair Labor Standards Act 29 U.S.C. 206 (d) (1) as amended by the Higher Education Act of 1972 B6 Stat.375. Title VII of the Civil Rights Act of 1974, 42 U.S.C. 20003 (1970) as amended by 86 Stat. 103 and Executive Order 11246.)

1. The coverage of the Equal Pay portion of the Fair Labor Standards Act was extended to professional, administrative, and other academic employees by the Education Amendments Act of 1972. This extension means that, even though these occupations are still not covered by overtime laws, they are covered by the concept of Equal Pay for Equal Work.
2. Nothing in the administration of the Act prevents the university from adhering to the principles advanced by the Equal Employment Opportunity Task Force of the American Council on Education (Oct. 13, 1973), which recognizes quality of performance, differentials among fields, differential training and experience with respect to functions within a field, external market, and other factors that must be taken into account in setting academic salaries if we are to maintain a quality institution. The American Council on Education task force report will be submitted to the University Faculty Council and the Administrative Committee for discussion in the fall of 1974 for the purpose of formulating a more precise statement on faculty salary administration at Indiana University.
3. Upon adoption of the Affirmative Action Plan by this institution, the Affirmative Action Officer will initiate and, by June 1 of each year, report to the President upon a continuing, system-wide study of pay and fringe benefits of academic appointees. The purpose of this study is to develop data necessary to plan implementation of the commitment of the university to affirmative action. The President will make this report available to appropriate advisory committees on equal opportunity, fringe benefits and insurance to support their studies of these concerns.

C. Salary Criteria

1. Taking into account the items referred to in B.2. above, each affirmative action unit will establish reasonably specific criteria for determining salary (including fringe benefits, where appropriate) for each academic appointee classification and--when the categories are broad enough--within each appointee classification.
2. Salary criteria, embodied in a statement kept on file and up-to-date in the office of the unit head, will be distributed to academic appointees of the unit no later than the first unit meeting of the year.
3. External market criteria may be a factor in the initial hiring or the retention of a faculty member possessing special qualifications or experience needed by the university General reference, however, to external market criteria as a justification for differential treatment in the payment of women or minority academic appointees as compared to non-minority males within the same unit is prohibited. Salaries for such women or minority group academic appointees, including fringe benefits, shall be within ranges customarily established for non-minority males.

D. Equity Review and Adjustments

1. To support its affirmative action commitment, the university will follow an annual budgetary process to correct any possible discrimination in salaries assigned to women and minority group academic appointees. Parallel considerations are available to non-minority males at their request. The procedures and forms for conducting equity reviews shall be developed by the UAAO and the various Campus Affirmative Action Officers, and shall be reviewed by the Administrative Committee.
2. It is the intention of this plan that possible discrimination with respect to salaries and fringe benefits based upon sex or minority group status shall be eliminated within one year of the adoption of the Affirmative Action Plan. If resources are not available to accomplish this within one year, the unit will develop a plan for achieving this within a period not to exceed three years after the adoption of the Plan.
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