EEO and Affirmative Action Policy

Fairleigh Dickinson University strongly supports the principles of equal employment opportunity and affirmative action in all its employment policies and practices, including recruiting, hiring, compensation, benefits, transfers, training, promotions, layoff and recall, and other terms and conditions of employment. Fairleigh Dickinson University requires that all these practices be administered without regard to race, color, citizenship status, disability, veteran status, religion, ancestry, national origin, age, handicap, gender, sex, sexual preference, or marital status.

It has been, and shall continue to be, Fairleigh Dickinson University’s policy to comply with the letter and spirit of applicable federal, state, and local statutes concerning equal employment opportunity and strives to keep the workplace free from all forms of harassment, including sexual harassment. We consider harassment in all forms to be a serious offense.

Fairleigh Dickinson University pledges that it will make a determined and sustained effort to prevent and eliminate any discrimination within the institution by implementing affirmative action measures. This commitment also extends to giving full consideration to the employment of disabled or handicapped persons for work they are qualified to do.

Employees who have been subject to prohibited discrimination or harassment should immediately report the incident to their supervisor or a Human Resource Department representative. Complaints are investigated immediately and handled as confidentially as possible. Fairleigh Dickinson University ensures that employees following this complaint procedure are protected against illegal retaliation.

Any reported violations of EEO law or this policy are investigated. Supervisors or employees found to have engaged in discriminatory conduct or harassment are subject to immediate disciplinary action, including possible termination of employment.

	EEO and Affirmative Action Policy
AT A GLANCE:	Fairleigh Dickinson University strongly supports the principles of equal employment opportunity and affirmative action in all its employment policies and practices, and requires that all these practices be administered without regard to race, color, citizenship status, disability, veteran status, religion, ancestry, national origin, age, handicap, gender, sex, sexual preference, or marital status.
	Fairleigh Dickinson University strongly supports the principles of equal employment opportunity and affirmative action in all its employment policies and practices, including recruiting, hiring, compensation, benefits, transfers, training, promotions, layoff and recall, and other terms and conditions of employment. Fairleigh Dickinson University requires that all these practices be administered without regard to race, color, citizenship status, disability, veteran status, religion, ancestry, national origin, age, handicap, gender, sex, sexual preference, or marital status. It has been, and shall continue to be, Fairleigh Dickinson University’s policy to comply with the letter and spirit of applicable federal, state, and local statutes concerning equal employment opportunity and strives to keep the workplace free from all forms of harassment, including sexual harassment. We consider harassment in all forms to be a serious offense. Fairleigh Dickinson University pledges that it will make a determined and sustained effort to prevent and eliminate any discrimination within the institution by implementing affirmative action measures. This commitment also extends to giving full consideration to the employment of disabled or handicapped persons for work they are qualified to do. Employees who have been subject to prohibited discrimination or harassment should immediately report the incident to their supervisor or a Human Resource Department representative. Complaints are investigated immediately and handled as confidentially as possible. Fairleigh Dickinson University ensures that employees following this complaint procedure are protected against illegal retaliation. Any reported violations of EEO law or this policy are investigated. Supervisors or employees found to have engaged in discriminatory conduct or harassment are subject to immediate disciplinary action, including possible termination of employment.