PPM Section 2 - EEO Impact on Hiring, Promotional and Employee Relations Activities
PPM Section 2 - EEO impact on hiring, promotional and employee relations activities
Compliance with the University's Equal Employment Opportunity commitment requires that Equal Employment Opportunity policies be considered in all hiring, promotional, and employee relations activities.
Promotions
The Job Opportunity Program is designed to offer promotional opportunities to current staff members. Strict adherence to program policy is required in order to protect the Equal Employment Opportunity interests of the University community. There are also established procedures for recruiting, interviewing, and hiring external applicants. These are designed to assure Equal Employment Opportunity.
Recruiting
Walk-in recruitment by individual departments or units is prohibited and is contrary to the University's commitment to Equal Employment Opportunity. All employment inquiries are to be immediately referred to Careers at WMU, in accordance with established procedures.
Interviewing
Employment interviews are to be conducted only with applicants who have been referred by Human Resources. All personnel who are responsible for interviewing are expected to conduct interviews in compliance with Equal Employment Opportunity practices. Human Resources staff are available to discuss appropriate interviewing techniques.
Hiring decisions
Decisions to hire must be based upon non-discriminatory criteria. An offer of employment may not be made until approval is obtained from the Office of Institutional Equity.
Employee relations
All employee relations activities, such as leave approval, work assignments and schedules, disciplinary action, and any other general office activities, must be administered equitably and in accordance with the University's Non-Discrimination Policy.