AFFIRMATIVE ACTION PLAN FOR THE HANDICAPPED
(Approved: Trustees 1/17/76)
I. General Policy
Indiana University historically has been committed to the principles of affirmative action which guarantees fair and equitable treatment of all persons, including the mentally and physically handicapped. The University provides equal employment opportunities to all employees and applicants for employment who are qualified. Handicapped persons shall be considered for employment, advancement, salary, and benefits on the basis of qualifications and capability to perform in a particular job assignment, provided that such handicaps do not constitute an undue hardship to the employee or to the university.
The University will take affirmative action to treat qualified handicapped individuals without discrimination in all employment procedures, such as: appointment, upgrading, transfer, recruitment or recruitment advertising, termination, compensation, selection for training, and appointment to university committees.
A. "Handicapped" is defined as any individual who has a physical or mental impairment which constitutes and/or results in a substantial barrier to employment or limits one or more of such person's life activities; has a record of such impairment and/or is regarded as having such an impairment (29 USC 706 (6)).
B. "Qualified employees or applicants" are persons possessing both such physical and/or mental capabilities essential to perform and such specified academic attainments or expertise required of all applicants for positions or candidates for advancement.
III. Responsibility for Implementation
A. STAFF APPOINTMENTS
It shall be the responsibility of the Personnel Division and the campus personnel offices to establish procedures for implementation of the Affirmative Action Plan for handicapped individuals. The University Affirmative Action Officer and Campus Affirmative Action Officers will review and recommend updating of the Plan on or before March 31 of each year; investigate complaints of discrimination; and, working with the Personnel Division and campus personnel offices, submit annual reports to the appropriate chancellor/provost.
B. ACADEMIC APPOINTMENTS
It shall be the responsibility of the Vice Chancellor/Vice Provost for Faculty and Academic Affairs or equivalent and the Campus Affirmative Action Officers to establish procedures for implementation of the Affirmative Action Plan for Handicapped Individuals. The University Affirmative Action Officer and the Campus Affirmative Action Officers will review and recommend updating of the Plan on or before March 31 of each year; investigate complaints of discrimination; and, working with the Vice Chancellor/Vice Provost for Faculty and Academic Affairs or equivalent, submit annual reports to the appropriate vice president or chancellor/provost.
IV. Required Elements of Affirmative Action Plan for Handicapped Individuals
The Indiana University general policy of equal opportunity and affirmative action for handicapped individuals will be made known to administrators, supervisors, contractors, and all employees. Efforts will be made to foster understanding, acceptance, support, and encouragement of handicapped individuals within the University community.
B. POSITIVE RECRUITMENT
- 1. Staff Appointments. In addition to notifying traditional recruitment sources of the general policy (above), the Personnel Division and personnel offices on each campus will, with the aid of the Campus Affirmative Action Officers, send notices of position vacancies to those sources serving handicapped individuals.
- Examples of such sources follow:
- a. State employment agencies,
- b. Vocational rehabilitation agencies,
- c. Sheltered workshops,
- d. Social Service organizations,
- e. Educational institutions for the handicapped.
- 2. Academic Appointments. Academic units will continue to use extended advertisement in the filling of academic positions. All solicitations and advertisements for position vacancies will state "Indiana University is an Equal Opportunity/Affirmative Action Employer." All applicants will be considered without regard to sex, race, religion, national origin, age or handicap.
C. HIRING AND APPOINTMENTS
It is the University's policy to hire or appoint the best qualified applicant, without regard to physical or mental handicap, unless it is reasonably determined that the handicap cannot be accommodated without undue hardship to the employee or to the University. ("Undue hardship" to the University might include an established location of offices within an older building which reasonably cannot be made accessible to a handicapped employee.)
D. ACCOMMODATION TO PHYSICAL AND MENTAL LIMITATIONS OF EMPLOYEES
Indiana University is committed to make a reasonable accommodation to the physical or mental limitation of an employee or applicant except where the accommodation would impose an undue hardship on the University. In determining whether undue hardship exists, in each case the following factors will be considered:
- 1. Business necessity,
- 2. Financial cost and expenses,
- 3. Resulting personnel problems.
E. SALARY AND PROMOTION REVIEWS
The salaries and ranks of handicapped individuals will be reviewed upon request of the individual under procedures established in the Indiana University Affirmative Action Plan, as well as during annual budgetary reviews.
F. ANALYSIS OF STAFF APPOINTMENTS
The Chief Operating Officer of each campus, with the assistance of the Campus Affirmative Action Officer, will survey the applications for promotions and transfers of qualified handicapped employees currently employed on the campus. This data reflecting appointments and assignments of handicapped employees will be submitted annually by each campus to the Personnel Division for purposes of compilation and inclusion in the University Affirmative Action Report required by national and state agencies. Efforts to utilize fully the skills of currently employed handicapped individuals and to develop their potential skills will be made.
Handicapped individuals who have complaints of discrimination based on their physical or mental handicap may bring them to the attention of their supervisor and the Campus Affirmative Action Officer. Those formal and informal grievance procedures normally employed in the Affirmative Action Plan will be used to resolve complaints.
H. STUDENT PROGRAMS
The University will continue efforts to assure that each individual with handicap receives appropriately designed benefits of its educational system. In this regard, administrators and faculty will seek remedies for the problems of public awareness and attitudes that restrict individuals with handicaps from participating in the academic society to their fullest extent.
I. PLAN SUPPLEMENTED
The University pledges its full academic community to the purposes and intent which provide the statutory basis for administering aid to the handicapped, as cited in the General Provisions of the Rehabilitation Act of 1973, and will amend or augment the Plan as regulations are issued supplementing the Act.