Equal Employment Opportunity
Equal Opportunity/ Affirmative Action Policy Statement:
The Community College of Rhode Island prohibits discrimination, including harassment
and retaliation, on the basis of race, color, national or ethnic origin, gender, gender
identity or expression, religion, disability, age, sexual orientation, genetic information,
marital status, citizenship status or status as a protected veteran.
CCRI also prohibits all forms of sexual harassment and sexual violence.
This nondiscrimination policy encompasses the operation of the College's educational
programs and activities, including admissions policies, scholarship and loan programs,
athletic and other College-administered programs. It also encompasses the employment
of College personnel and contracting by the College for goods and services.
In furtherance of the policy:
- Vacant positions will normally be posted. Recruitment, hiring, training, transfers,
leaves, work assignments, appointments, demotions, retrenchments, recalls from retrenchments,
and promotion for all job classifications will be made without regard to race, color,
creed, national or ethnic origin, gender, gender identification or expression, religion,
disability, age, sexual orientation, genetic information, marital status, citizenship
status or status as a special disabled veteran, recently separated veteran, Vietnam
era veteran or any other veteran who served on active duty during a war or in a campaign
or expedition for which a campaign badge has been authorized, (except in those special
circumstances permitted or mandated by law).
- College-sponsored education, tuition assistance, social and recreational programs
will be administered without regard to race, color, creed, national or ethnic origin,
gender, religion, disability, age, sexual orientation, gender identity, gender expression,
disabled veteran or veteran of the Vietnam Era.
Periodic analysis and spot-checks of personnel actions shall be conducted to ensure
actual implementation of these policies. Responsibility for implementation of these
policies is placed primarily with each Vice President, Director of Human Resources,
administrators, and supervisors whose judgment may affect decisions in the above areas.
The Director of Institutional Equity will coordinate all College policies as they
relate to equal opportunity and affirmative action. The Director also serves as the
College's Coordinator under Section 504 of the Rehabilitation Act of 1973.
- Harassment of any one member of the College Community on the basis of race, color,
creed, national or ethnic origin, gender, religion, disability, age, sexual orientation,
gender identity, gender expression, disabled veteran, veteran of the Vietnam Era or
citizenship status is prohibited.
- Sexual harassment is specifically prohibited. Sexual harassment is defined to include
unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature. Such conduct is discrimination prohibited by College policy
as well as by state and federal law when the behavior is directed to an individual
because of his or her gender and (1) when submission to such conduct is made either
explicitly or implicitly a term or condition of instruction, employment, or otherwise
full participation in College life; (2) submission to or rejection of such conduct
is considered in evaluating a person's academic work or job performance; or (3) such
conduct has the purpose or effect of interfering with a person's academic or job performance
or creating a sexually intimidating, hostile, or offensive working or educational
environment. This definition will be interpreted and applied by the College consistent
with reasonable standards or mature behavior, academic freedom, and freedom of expression.
- The College provides reasonable accommodations persons with disabilities to ensure
equal access to employment. Reasonable accommodations include, but are not limited
to: making facilities accessible, job restructuring, part-time or modified work schedules,
or acquisition or modifications of equipment, or assignment of an employee who becomes
disabled and unable to perform his/her original duties to an alternative position
with comparable pay, if practicable.
- The College, to the full extent required by law, provides reasonable accommodations
for individual employees' religious practices. This may include, with the supervisor's
advance approval, voluntary substitution, a flexible work schedule, and/or changes
in job assignments. For represented employees, religious accommodations will be in
conformance with the appropriate labor agreement provisions.
- The College is committed to identifying and eliminating the present effects of past
discrimination in employment. To achieve equal opportunity, the College recognizes
the need to take affirmative action to identify classifications with under-representation
of minorities and females; to set goals and timetables for increasing the employment
of underrepresented groups; and to develop an affirmative action plan for implementing
those reasonable goals through outreach, recruitment, training, and other activities
For further information, please refer to the Council on Postsecondary Education Complaint Procedures and the College's Affirmative Action Plan.
If you believe you have not been treated in accordance with our policy, please refer
to the Council on Postsecondary Education Complaint Procedures or contact:
Director of Institutional Equity & Title IX Coordinator
(401) 825-1230 or via email at email@example.com
Office of Institutional Equity web site
Employees who wish to make a complaint outside of the College's complaint processes,
including their collective bargaining grievance procedures, may contact:
180 Westminster Street, 3rd Floor
Providence, Rhode Island 02903
Boston Area Office
John F. Kennedy Federal Building
475 Government Center
Boston, Massachusetts 02203
Phone: 1-800-669-4000 or 617-565-3200
U.S. Department of Education
Office for Civil Rights, Boston Office
5 Post Office Square, 8th Floor
Boston, Massachusetts 02109-3921