UNC Wilmington EEO/AA Plan Part I January 2014 Page 5
DISCIPLINARY PROCESS
UNCW policy on disciplinary procedures and processes follows the Office of State Personnel
policy. Further information and the UNCW policy can be found at:
GRIEVANCE PROCEDURES
UNCW policy on grievance procedures follows the Office of State Personnel policy. Further
information and the UNCW policy can be found at:
Scope and Application of EEO/AA Policy and Plan
UNC Wilmington's EEO/AA policy and plan apply to all employees of UNC Wilmington. The
policies and plan apply to all departments of UNC Wilmington -- located in Wilmington, North
Carolina or elsewhere.
In furtherance of its Equal Employment Opportunity policies, UNC Wilmington will:
1. Using the concepts of Affirmative Action, recruit a pool of qualified candidates with good
faith efforts to ensure racial, ethnic, and gender diversity.
2. In compliance with the Civil Rights Act of 1964, as amended, and the NC General Statutes
select, hire, place, train, and promote persons in all employment categories without regard
to race, sex (such as gender, marital status, and pregnancy), age, color, national origin
(including ethnicity), creed, religion, disability, sexual orientation, political affiliation,
veteran status, or relationship to other university constituents -- except where sex, age, or
ability represent bona fide educational or occupational qualifications. Base selection,
hiring, and promotion decisions on valid requirements related to job performance and
necessary upon entry to the position.
3. Administer all employment practices including compensation, benefits, promotion, training,
educational assistance, termination, transfer, demotion, and reduction-in-force fairly and
objectively without regard to race, sex (such as gender, marital status, and pregnancy), age,
color, national origin (including ethnicity), creed, religion, disability, sexual orientation,
political affiliation, veteran status, or relationship to other university constituents.
4. Provide, when necessary, reasonable accommodations for an applicant’s or an employee’s
disabilities within the meaning of federal and state laws and regulations.
5. Not intimidate, interfere with, or retaliate against employees or applicants for employment
who make a charge of employment discrimination or who testify, assist, or participate in
any manner in a hearing, proceeding, or investigation of employment discrimination.
