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Approved by Executive Council 3-9-2012 & Revised 6-10-2014
SUNY Plattsburgh, in recognition of its educational mission, its social concern, its responsibility for the personal development of individuals, and its concern for the rights of individuals hereby establishes this college Policy of Equal Education and Employment Opportunity and Affirmative Action.
SUNY Plattsburgh complies with the spirit and intent of all applicable federal and state laws and regulations prohibiting discrimination, including Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Opportunity Act of 1972, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA) , Section 504 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), the New York State Human Rights Act, as well as the SUNY Board of Trustees policy.
It is the policy of this college to provide equal opportunity in education and employment for all qualified persons; to prohibit illegal discrimination based on age, race, religion, color, national origin, sex, sexual orientation, gender identity, familial status, pregnancy, pre-disposing genetic characteristics, military status, domestic violence victim status, disability, or criminal conviction; and to promote the full realization of equal education and employment opportunity through a positive and continuing program of affirmative action for the college as a whole and for each constituent unit. It is the intent of the college to comply with the spirit of Federal and State regulations relating to the affirmative action obligations toward all protected classes, not only because the regulations are law, but also because they prescribe morally just actions
This policy governs all college educational and employment policies, practices and actions, including but not limited to, recruitment employment, enrollment, rate of pay or other compensation, advancement, upgrading, promotion, financial aid, demotion, renewal, non-renewal, termination, dismissal, transfer, layoff, leave, training, employee's benefits, grading and program access. The policy prohibits discrimination and harassment, including sexual harassment and sexual violence.
Consistent with SUNY Board of Trustees' policy, the college expects that all judgments about and actions toward students and employees will be based on their qualifications, abilities and performance. Attitudes, practices, and preferences of individuals that are essentially personal in nature, such as private expression or sexual orientation, are unrelated to performance and provide no basis for judgment.
It shall be a violation of this policy to dismiss, discharge, expel, penalize, discipline, harass, adversely alter academic grades or otherwise discriminate against any student, faculty or staff member because he/she has opposed any discriminatory practices, filed an internal or external complaint/grievance, testified, or assisted in any proceeding, in accordance with this Equal Education and Employment Opportunity Policy.
This policy requires each contractor, supplier, union, public agency, or other cooperative agent to support this policy by complying with all applicable State and Federal equal employment opportunity laws and regulations.
Responsibility and authority for the dissemination and implementation of this policy lies ultimately with the President of the college with assistance from the Affirmative Action Officer, Title IX Coordinator, and the Affirmative Action Advisory Committee which shall consist of representatives from the campus faculty, staff and students. Practically, the responsibility and authority to act affirmatively to provide equality of opportunity in education and employment lies with all who are in decision making positions within the college. It is the intent of the college to commit appropriate resources and create a supportive atmosphere for the practical responsibility and authority to be exercised.
In compliance with this Equal Employment Opportunity/Affirmative Action Policy, the college shall:
1. Publicize and disseminate its policy both internally and externally through outreach programs to inform each member of the campus community.
2. Take a census of present protected class employees and students and make the results of such a survey accessible to all employees, students, and applicants.
3. Develop goals and timetables to improve utilization of and/or access to protected classes in each case where under-utilization or under-representation has been identified.
4. Develop techniques and procedures for locating qualified members within the protected classes.
5. Develop criteria for evaluating and monitoring performance in conducting the programs established as a result of this policy.
6. Provide appropriate complaint procedures.
Complaint Procedure for Review of Allegations of Unlawful Discrimination/Harassment
(including sexual harassment and sexual violence)
For more information about Administrative Policies approved by Executive Council, please contact:
Sean Brian Dermody
Assistant to the Vice President for Administration
Management Services Office
Office: Kehoe 710-11
Phone: (518) 564-2539
Fax: (518) 564-2540