All hiring, promotion, and advancement decisions and personnel actions shall be made in accordance with the principles of equal opportunity. The University's philosophy concerning equal employment opportunity is affirmed and promoted in the University's Affirmative Action Plan.
The University of North Carolina at Charlotte recognizes a moral, economic, and legal responsibility to ensure equal employment opportunity for all persons, regardless of
- religion, including belief and non-belief;
- sex, including but not limited to
- pregnancy, childbirth, or related medical condition, and
- sexual orientation;
- actual or perceived gender identity, including but not limited to
- gender expression,
- transition status (including but not limited to physical transition),
- transgender status, and
- gender nonconformity;
- national origin;
- physical or mental disability;
- political affiliation;
- veteran status; or
- genetic information.
Upon request, the University will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship for the university.
This policy is a fundamental necessity for the continued growth and development of the University. Nondiscriminatory consideration shall be afforded applicants and employees in all employment actions including recruiting, hiring, training, promotion, placement, transfer, layoff, leave of absence, and termination. All personnel actions pertaining to either academic or nonacademic positions to include such matters as compensation, benefits, transfers, layoffs, return from layoffs, University-sponsored training, education, tuition assistance, and social and recreational programs shall be administered according to the same principles of equal opportunity. Promotion and advancement decisions shall be made in accordance with the principles of equal opportunity, and the University shall, as a general policy, attempt to fill existing position vacancies from qualified persons already employed by the University. Outside applicants may be considered concurrently at the discretion of the selecting official.
The University has established reporting and monitoring systems to ensure adherence to this policy of nondiscrimination.
Our philosophy concerning equal employment opportunity is affirmed and promoted in the University's Affirmative Action Plan.
To facilitate UNC Charlotte's affirmative action efforts on behalf of disabled workers and protected veterans, individuals who qualify and wish to benefit from the Affirmative Action Plan are invited and encouraged to identify themselves. This information is provided voluntarily, and refusal of employees to identify themselves as protected veterans or disabled persons will not subject them to discharge or disciplinary action. Unless otherwise allowed by law, the information obtained will be kept confidential, except that supervisors and managers may be informed about restrictions on the work or duties of disabled persons and about necessary accommodations.
The Associate Vice Chancellor for Human Resources is designated as the University Affirmative Action Officer and is assigned overall responsibility for the administration of and compliance with this policy. Other University administrators with responsibility or authority in the area of personnel relations or decision making share this responsibility and are accountable for compliance in their areas of responsibility.
Anyone desiring to review the University's Affirmative Action Plan may do so by visiting the Atkins Library Reference Desk or by contacting Human Resources.
- Initially approved by the Chancellor, June 11, 1973
- Revised July 25, 1977
- Revised July 8, 1985
- Revised and reaffirmed by the Chancellor, August 11, 1992
- Reaffirmed by the Chancellor, 1993, 1994, 1995, 1996, 1998, 1999, 2000, 2001, 2003, 2004, 2005, 2006, and 2007
- Revised and reaffirmed by the Chancellor, effective January 1, 2008
- Reaffirmed by the Chancellor 2009, 2010
- Revised February 28, 2011
- Revised December 6, 2011
- Reaffirmed by the Chancellor February 21, 2013
- Reaffirmed by the Chancellor February 19, 2014
- Revised March 12, 2015
Responsible Office: Human Resources