Equal Employment Opportunity

Equal Employment / Affirmative Action Policy Statement:

The Community College does not discriminate on the basis of 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. 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, religion, disability, age, sexual orientation, gender identity, gender expression, disabled veteran, or veteran of the Vietnam Era.
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.

John White, Interim Director of Affirmative Action Programs and Minority Student Affairs will coordinate all college policies as they relate to equal opportunity and affirmative action. Mr. White 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 and commitments.

For further information, please refer to the College's Affirmative Action Plan. A full copy of the plan is available in the following locations:

President's Office
CCRI Knight Campus
400 East Avenue
Warwick, RI 02886

Office of Human Resources
CCRI Knight Campus
400 East Avenue
Warwick, RI 02886

Affirmative Action Office
CCRI Providence Campus
One Hilton Street
Providence, RI 02905

Learning Resources Center
CCRI Knight Campus
400 East Avenue
Warwick, RI 02886

Learning Resources Center
CCRI Flanagan Campus
1762 Louisquisset Pike
Lincoln, RI 02865

Employees who wish to make a complaint about sexual harassment outside of the College's complaint processes, including their collective bargaining grievance procedures, may contact the:

Rhode Island Commission for Human Rights (FEPA)
180 Westminster Street, 3rd Floor
Providence, Rhode Island 02903
Phone: 401-222-2611
or
Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
475 Government Center
Boston, Massachusetts 02203
Phone: 800-669-4000