EEOAA Employer

Affirmative Action Equal Opportunity Statement—Policy File Code: 1530
The Union City Board of Education guarantees to all persons equal access to all categories of employment, retention and advancement in this district, regardless of race, creed, color, national origin, ancestry, age, sex, affectional or sexual orientation, marital status, liability for service in the Armed Forces of the United States, or non-applicable handicap.

An affirmative action program shall be a part of every aspect of employment not limited to but including upgrading, demotion or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation including fringe benefits; employment selection or selection for training and apprenticeships; promotion; or tenure.

The board-designated affirmative action officer shall identify and recommend correction of any existing inequities, and any that occur in the future.

To learn more about our nondiscrimination, affirmative action and equal opportunity employment policies, review the following policy.

Affirmative Action Program Employment and Contract Practices/Employment Practices Plan—Policy File Code: 1550

The Board of Education shall, in accordance with law, strive to overcome the effects of any previous patterns of discrimination in district employment practices and shall systematically monitor district procedures to ensure continuing compliance with anti-discrimination laws and regulations.

No qualified handicapped person, shall, on the basis of handicap, be subjected to discrimination in employment and the Board will take positive steps to employ and advance in employment qualified handicapped persons in programs and activities.

The Assistant Superintendent for Human Resources shall serve as Affirmative Action Officer and shall coordinate all activities designed to implement this policy. It will be the responsibility of the Affirmative Action Officer to:

1. Study job descriptions, job qualifications, and salary guides for discriminatory practices;

2. Compare the characteristics of persons in the district’s hiring region who possess skills required by the district to the characteristics of district employees;

3. Develop methods to search out sources of candidates for employment;

4. Recommend methods of recruitment that will encourage minority and female applicants;

5. Review recruiting advertisements and application forms;

6. Compare data on the promotion and discharge of women and minorities to district-wide data on promotion and discharge of employees; and

7. Recommend programs that will encourage greater job opportunities for women and members of minority groups.

The Affirmative Action Officer shall report as required to the Board on progress made in the affirmative action program for employment and contract practices. The Board will annually review district progress toward objectives of any state-approved affirmative action plan.

20 U.S.C.A. 1681; 20 U.S.C.A. 1703 (d)
N.J.S.A. 10:5-1 et seq.
N.J.A.C. 6:4-1.3 (b)