The district shall provide
equal employment opportunity and treatment for all applicants and staff in
recruitment, hiring, retention, assignment, transfer, promotion and training.
Such equal employment opportunity shall be provided without discrimination with
respect to race, creed, color, national origin, age, sex, marital status or
qualified individuals with disabilities. The district may give preference to a
The board shall designate a staff member to serve as affirmative action/ Title IX Compliance officer.
The district, as a recipient
of public funds, is committed to undertake affirmative action which shall make
effective equal employment opportunities for staff and applicants for
employment. Such affirmative action shall include a review of programs, the
setting of goals and the implementation of corrective employment procedures to
increase the ratio of aged, handicapped, ethnic minorities, women and
The superintendent shall
develop an affirmative action plan which specifies the personnel procedures to
be followed by the staff of the district and shall ensure that no such
procedures discriminate against any individual. Reasonable steps shall be taken
to promote employment opportunities of those classes that are recognized as
protected groups--aged, handicapped, ethnic minorities and women and
This policy, as well as the affirmative action plan, regulations and procedures developed according to it, shall be disseminated widely to staff in all classifications and to all interested patrons and organizations. Progress toward the goals established under this policy shall be reported annually to the board.
In order to fulfill its commitment of nondiscrimination to those with disabilities, the following conditions shall prevail:
A. No qualified person with disabilities shall, solely by reason of a disability, be subjected to discrimination, and the district shall not limit, segregate or classify any applicants for employment or any staff member in any way that adversely affects his/her opportunities or status because of a disability. This prohibition applies to all aspects of employment from recruitment to promotions and includes fringe benefits and other elements of compensation.
B. The district shall make reasonable accommodation to the known physical or mental limitations of an otherwise qualified disabled applicant or staff member unless it is clear that an accommodation would impose an undue hardship on the operation of the district program. Such reasonable accommodations may include:
1. Making facilities used by staff readily accessible and usable by persons with disabilities; and
2. Job restructuring, part-time or modified work schedules, acquisition or modification of equipment or devices, the provision of readers or interpreters and other similar actions. In determining whether or not accommodation would impose an undue hardship on the district, factors to be considered include the nature and cost of the accommodation.
C. The district shall not make use of any employment test or criteria that screens out persons with disabilities unless:
1. The test or criteria is clearly and specifically job-related; and
2. Alternative tests or criteria that do not screen out persons with disabilities are available.
D. While the district may not make pre-employment inquiry as to whether an applicant has a disability or as to the nature and severity of any such disability, it may inquire into an applicant's ability to perform job-related functions.
E. Any staff member who believes that there has been a violation of this policy or the law prohibiting discrimination because of a disability may initiate a grievance through the procedures for staff complaints.
The district will not
discriminate against any person who is a member of, applies to be a member or,
performs, has performed, applies to perform, or has an obligation to perform
service in an uniformed service, on the basis of that participation in an
uniformed service. This includes in initial
employment, retention in employment, promotion, or any benefit of
employment. The district will also not
discriminate against any person who has participated in the enforcement of
these rights under state or federal law.
Cross References: Board Policy 5270 Resolution of Staff Complaints
Board Policy 5407 Military Leave
Legal References: RCW 28A.400.310 Law against discrimination applicable to district's employment practices
RCW 28A.640.020 Regulations, guidelines to eliminate discrimination — Scope
RCW 49.60 Law Against Discrimination
RCW 49.60.030 Freedom from discrimination
RCW 49.60.180 Unfair practices of employer defined
RCW 49.60.400 Affirmative action, discrimination prohibited (I-200)
Chapter 73.16 RCW Employment and Re-employment
WAC 392-200 Employment Discrimination
WAC 392-200-015 Public school employment — Affirmative action program
42 USC 2000c – 2000c-9 Title VII of the Civil Rights Act of 1964
42 USC 2000h – 2000h-6 Title IX Educational Amendments of 1972
42 USC 12101 – 12213 Americans with Disabilities Act
29 USC 706
8 USC 1324a and 1324b (IRCA) Immigration Reform and Control Act of 1986
38 USC §§ 2021 -2024 Uniformed Services Employment and Reemployment Rights Act
45 CFR 84 Sec 504 Vocational Rehabilitation Act of 1973
Executive Order 11246 Amended by Executive Order 11375
Adoption Date: JUNE 25, 2003