APPENDIX 1—I

ANDREWS UNIVERSITY PROGRAM OF AFFIRMATIVE ACTION

FOREWORD

Andrews University affirms that Christian principles are not compatible with various forms of discrimination, which have encrusted and divided modern societies. Andrews University further affirms that all persons are of equal worth in the sight of God and that they should be so regarded by all of His people. Moreover, this nation was founded upon the ideals of equal worth of all persons and equal opportunity for each individual to realize his or her fullest potential. Therefore, the university is committed to teaching and observing the Biblical principles of equality.

The law does not require Andrews University to have a written program of affirmative action, but, in the spirit of the law, the university has issued this program as a guide to its employees and constituencies to enlighten and assist in implementing a policy of affirmative action throughout the university. The university reserves the right to express disagreement from time to time with reference to specific remedies and regulations that may be proposed to eradicate discrimination.

A delicate balance must be found between affirmatively seeking to assist those in a discriminated class and providing equal opportunity for all individuals, whether or not in such discriminated class. The university is committed to try to bring about this delicate balance. The task is impossible if the only resources are legislation, litigation and antagonism, but it is possible in an atmosphere of cooperation and understanding among all concerned.

I—Policy of Nondiscrimination

The free exercise of religion guaranteed by the Constitution of the United States includes the right to establish and maintain religious educational institutions. Andrews University is incorporated as a Michigan non-profit educational corporation, organized and operated by the Seventh-day Adventist Church as an integral part of the Church’s teaching ministry. Federal and state constitutions, guidelines and case law clearly recognize the right of religious institutions to seek personnel and students who support the goals of the institution, including the right to give preference in employment of faculty and staff and admission of students to members of the church which sponsors and supports the institution’s goals.

The university reserves and relies upon the constitutional and statutory rights it has as a religious institution, including its right to give preference to Seventh-day Adventists in admissions and employment. The university expects its employees to follow the religious teachings and practices of the Seventh-day Adventist Church; and to uphold Biblical principles of morality, deportment and dress as interpreted by the Church. The university claims the constitutional, as well as the specific statutory exemptions, which are either set forth specifically or implied from 42 USC Section 2000e-2; Section 6-1.5 of Federal Executive Order 11246; 41 CFR Sections 60-1.5(5); 34 CFR Sections 86.21, 86.31, 86.40 and 86.57(b); Michigan Compiled Laws 37.2403.

Except for these special concerns, it is the established policy of Andrews University to select the most qualified persons available for university positions without illegally discriminating upon the basis of race, color, creed, ethnic background, country of origin, age, sex, height, weight, physically challenged, marital status, sexual orientation, political preference, or past military service. (Hereinafter, persons so discriminated against are referred to as women, minorities, and physically challenged.)

Andrews University is also committed to the same policy of nondiscrimination in education, research and all aspects of faculty, staff, student, and alumni relations. All personnel policies, including all matters affecting compensation, benefits, promotions, and employee discipline are administered without regard to race, color, creed, ethnic background, country of origin, age, sex, height, weight, physically challenged, marital status, sexual orientation, political preference, or past military service. The following program of affirmative action should be read with an awareness that the above religious reservations are controlling.

In the event of a conflict between this policy and program of affirmative action and other provisions of the Working Policy Manual, such other provisions of the Manual will control.

II—Program of Affirmative Action: General Goal

The general goals of the university’s program of affirmative action, and of the specific practices and procedures which compose it; are to recruit and hire qualified women, minorities, and physically challenged. The practices and procedures outlined below are designed to assist the university in attaining these goals.

III—Specific University Practices and Procedures

A. Management and Supervisory Development

The university will continue to help and inform administrators, deans, directors, managers and supervisors to become more knowledgeable about the special problems and issues which may affect female, minority and physically challenged faculty members, employees and students.

B. Dissemination of Policy

A statement affirming Andrews University’s commitment to equal opportunity employment practices shall appear on all employee information bulletins in such a position as to receive attention. The University Human Resources Office shall review such statement periodically to insure relevance and continued compliance with applicable laws.

The University Human Resources Office, with assistance from other appropriate personnel, will seek to inform all employees, applicants for employment, and the general community of the university’s program of affirmative action. Andrews University’s publications, bulletins, and official bulletin board will be used as instruments of this policy. A special effort will be made to inform all prospective employees of equal employment opportunity policies during the initial selection process.

All regular recruiting sources including department chairs and department heads, shall be informed in writing of the university’s program of affirmative action and shall be directed to actively recruit qualified women, minorities, and physically challenged persons for all positions. The University Human Resources Office shall assist in the implementation and use of recruiting resources which have promise of recruiting women, minorities, and physically challenged persons. The success of such sources in furthering the goals of the university’s program of affirmative action shall be reviewed annually by the Human Resources Office. Recruiting resources will be informed that the university solicits applicants on a nondiscriminatory basis. These resources (except official church publications) will be informed of and all notices of available positions will indicate the university’s relationship to the Seventh-day Adventist Church. Included in each notice in areas where underutilization exists shall be the statement, Qualified minorities, women and physically challenged are urged to reply. A record of notices shall be maintained by the Human Resources Office which, together with copies of advertisements, will be maintained for review purposes by the University Human Resources Office to determine which sources are responsive to the needs of the university.

C. The University will follow these hiring procedures:

1. University guidelines on employee selection and on its program of affirmative action are to be distributed to and discussed with all University personnel involved in the employment process.
2. A continuing effort shall be made to cultivate and utilize potential sources of minority, female, and physically challenged employees.
3. In cases of recruitment of academic and professional personnel as well as for staff positions, it shall be the responsibility of all supervisors and employees to utilize potentially fruitful channels of recruitment for qualified women, minorities, and physically challenged persons. The advice of the Affirmative Action Officer should be sought.
4. Where search committees are used to locate candidates for appointment, such committees will specifically be charged with the responsibility of following affirmative action policies, and such committees should normally include among their members qualified women, minorities, and physically challenged persons, if available.
5. Assumptions will not be made about an individual’s unwillingness or ability to relocate because of race, sex, or any other factor which would result in excluding qualified women, minorities, and physically challenged persons from consideration for a job opening.

In cooperation with the University Human Resources Office, the Human Resources Advisory Council with the assistance of the University Affirmative Action Officer, shall annually review recruitment and employment records for the purpose of determining that all affirmative action policies are being consistently followed, and shall provide the Director of the Office of Human Resources with a report on such employment practices.

1. The university will seek to identify and eliminate practices that result in sex and minority discrimination and also discrimination against physically challenged persons.
2. The University Human Resources Director will inform him/herself of employment practices in every part of the university and will report in writing to the president all failures to comply with the affirmative action policies and procedures.

D. Promotion, Training, and Retention of Personnel

Andrews University will provide fair promotional opportunities for all faculty and employees.

1. Where appropriate, upgrading training is to be initiated within departments for female, minority and physically challenged staff employees.
2. Promotional policies and requirements of Andrews University shall be administered to insure that women, minorities, and physically challenged persons have full participation in promotional opportunities.
3. All full-time faculty and staff are to be promoted according to regular steps and procedures in their respective categories.
4. In cases of reduction of personnel due to financial exigency or other causes, the termination of employees shall be implemented in a manner as to preserve legitimate interests of women, minorities, and physically challenged persons.
5. The Human Resources Director of the university will develop realistic job descriptions, titles and wage scales for all hourly-rated positions within the university structures. The University Human Resources Director shall regularly review these job classifications and descriptions and advise the appropriate administrative supervisor on means to correct any deviations from acceptable affirmative action policies.

E. Compensation and Benefits

The university will continue to review compensation and benefit policies and practices to ensure that they are fair and nondiscriminatory. The university will not unlawfully discriminate in matters of compensation and benefits.

F. Programs for Under-trained New Personnel

The university shall explore the feasibility of undertaking new programs that efficiently and economically meet staffing needs by helping under-trained physically challenged, female, and minority job applicants to become trained workers.

G. Grievance Procedure

The grievance procedure described in the Working Policy Manual Policy #2:160 as appropriate shall be used in all instances where discrimination by the university is alleged.

IV—Responsibility for Development and Implementation of the Affirmative Action Plan

The Human Resources Office is responsible for implementing the program of affirmative action with respect to all university staff and administrative employees within its jurisdiction. The Human Resources Office is also charged with the responsibility for making known to employment sources the university’s desire and commitment to employ greater numbers of qualified women, physically challenged, and minorities and with the responsibility for locating, recruiting, and hiring female, minority and physically challenged persons with the requisite skills for projected university staff openings. It has the further responsibility of making known transfer and promotional opportunities within the university.

Finally, all members of the university community should be aware of the university’s commitment to recruit and hire more women, minorities, and physically challenged persons qualified for Andrews University’s faculty and staff positions.

A. Affirmative Action Officer

The University Affirmative Action Officer shall be appointed by the president of the university. The specific duties of the University Affirmative Action Officer in this regard are:

1. To review the university’s program of affirmative action periodically and to make recommendations concerning appropriate revision in that program;
2. To monitor the progress of the university’s affirmative action program and to report on such progress to the Director of the Office of Human Resources;
3. To coordinate the university’s internal and external affirmative action communications;
4. To provide affirmative action information, counsel, and assistance to all management and supervisory levels of the university;
5. To perform internal and external research relative to equal opportunity, and to keep abreast of trends and government regulations in this area;
6. To be aware of and inform the proper university official of any action reports which are required to be filed with governmental agencies, to ascertain that such reports are filed, and to prepare such other reports as are desired by the university administration.
7. To make a preliminary investigation of alleged incidents of discrimination and make use of the Investigation Committee procedure, if appropriate, to resolve such situations.
8. To serve on the Human Resources Advisory Council.
9. To perform such other duties as are stated herein or as may be appropriately assigned.

B. Other University Personnel

The deans, directors, and department chairs in the various faculties are responsible for implementing all aspects of the program of affirmative action with respect to teaching faculty.

V—Monitoring and Reporting

Annually, the Human Resources Advisory Council shall evaluate the university’s progress in its affirmative action program and report their findings in writing to the president of the university.

VI—Accountability

Appropriate disciplinary action will be exercised in the case of administrators, department heads, and all other supervisory personnel who willfully fail or refuse to cooperate with the university affirmative action program.