Equal Employment Opportunity E.E.O.

EQUAL EMPLOYMENT OPPORTUNITY

I. COMMITMENT TO EQUAL OPPORTUNITY

Shine.FM, WONU, WHZN, WTMK, WUON, and W237BY are all D.B.A’s of Olivet Nazarene University and herein referred to as Olivet and Olivet Nazarene University. Olivet Nazarene University (referred to as “Olivet” or as “the University”) is fully committed to the concept and practice of equal opportunity in all aspects of employment and of taking affirmative actions to ensure that all applicants and employees enjoy equal opportunity employment. Olivet is committed fully to its mission of “Education With a Christian Purpose.” As a religious educational institution, Olivet is permitted by federal and state law to employ persons of particular religious beliefs, to require its faculty members and staff to adhere to the University’s statement of faith, and to enforce a Christian- based standard of responsibilities and conduct for University employees. It is the policy of the University, as stated in this Equal Employment Opportunity Policy (this “EEO Policy” or “policy”), to recruit, hire, train, and promote the most qualified persons to all job levels without regard to any legally protected characteristic (e.g., race, sex, age, national origin, marital status, military service, or disability); to administer employment benefits; and to make other employment decisions (such as compensation, benefits, transfers, layoffs, University-sponsored training, education, and tuition assistance) in a nondiscriminatory manner. The University also prohibits harassment of any employee on the basis of any legally protected characteristic (as further set forth in Section 2.8) or retaliation against any employee for complaining about or supporting a complaint about discrimination or harassment at Olivet

Occasionally, the EEO policy references “legally protected characteristics” and defines them according to specific categories of persons (for example, women or racial minorities) or to particular practices with respect to such groups. Neither these references nor any other statements contained in this Policy should be interpreted as indicating that the University has engaged in or intends to engage in any actions that favor or disfavor any member of a protected group in contravention of applicable federal or state law.

A. Equal Employment Opportunity Policy Statement

The following statement (the “Statement”) summarizes the University’s nondiscrimination policy and rights as a religious institution. The University complies with all applicable laws regarding nondiscrimination in employment, including those with respect to race, color, age, sex, national origin, marital status, military service, and disability. As a religious and educational institution operating under the auspices of the Church of the Nazarene, Olivet is permitted by law to consider religious beliefs, religious practice, and conduct inappropriate with the mission statement of the University in making employment decisions, and Olivet does so in order to fulfill its mission. Olivet does not, however, tolerate harassing treatment of any person on the basis of religious beliefs.

B. Specific Equal Opportunity Commitments

Subject to the foregoing Statement, the University has made a commitment to the following provisions.

1. Subject to the University’s rights as a religious institution, the University commits to continue to provide equal employment opportunity to all qualified persons and to continue to recruit, hire, train, promote, and compensate persons in all jobs without discrimination on the basis of any legally protected characteristics or without permitting any employees to be subjected to harassment on the basis of protected characteristics.
2. The University commits to evaluate the elements of its employment processes in order to further the principles of equal employment opportunity and to make employment decisions with the purpose of furthering equal employment opportunities. Specific examples of these elements include:
   1. Recruitment and Selection. Subject to its rights as a religious institution, the University will recruit, evaluate, and hire personnel without discriminating on the basis of any legally protected characteristic (other than, as noted above, reserving its right to make hiring decisions on the basis of religious beliefs or mission).
   2. Promotion and Transfers. Subject to its rights as a religious institution, the University will promote employees without discriminating on the basis of any legally protected characteristic. The University will ensure that employees are given equal opportunities to receive the training, education, or experience that is required for job promotions. When vacancies or promotional opportunities occur, the University will consider qualified employees from legally protected groups.
   3. Layoffs. Subject to its rights as a religious institution, reductions in staff or faculty will be made without discriminating on the basis of any legally protected characteristic. The University will review employees who are scheduled for termination to ensure compliance with this policy.
   4. Reasonable Accommodation . The University will make reasonable accommodation of an applicant or employee’s documented disabilities, consistent with the University’s accommodation policies and the provisions of the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and any other applicable law.
3. Subject to its rights as a religious institution, the University commits to administer personnel actions affecting employees in areas such as compensation, benefits, and training without discriminating on the basis of any legally protected characteristic.
4. The University commits to promulgate and to administer its employee benefit plans (retirement, disability, and insurance benefits) without discriminating on the basis of any legally protected characteristic.
5. The University commits to disseminate the provisions of this policy throughout the University community, to investigate any complaints about discrimination, harassment, or retaliation promptly and thoroughly, and to impose appropriate discipline, up to and including immediate termination, upon any employee found to have violated the provisions of this policy.

II. RESPONSIBILITY FOR IMPLEMENTATION OF THIS POLICY

The Vice President for Academic Affairs is the University’s EEO administrator for faculty employees, and the Director of Human Resources is the University’s EEO administrator for all non-faculty employees. Both of these individuals have the full support of the University’s executive management in carrying out and fulfilling these responsibilities.

Duties of the EEO Administrators

The duties of the EEO administrators include (but are not necessarily limited to) the following responsibilities:

1. Evaluating compliance with this policy, attainment of the goals established under this policy, and ascertainment of the effectiveness of this policy.
2. Making recommendations regarding development, modification, and maintenance of the EEO Policy.
3. Internal and external dissemination of this policy (as discussed previously).
4. Serving as the University’s representative in communications with federal, state, or local enforcement agencies.
5. Serving as a liaison between the University and minority organizations, women’s groups, and community action advocates that are concerned with employment opportunities for minorities, women, and members of underrepresented groups.
6. Conducting investigations of employee complaints of discrimination and harassment.
7. Displaying the proper EEO posters in appropriate locations.
8. Ensuring that (a) application forms and related pre-employment inquiry forms comply with applicable federal and state EEO laws; (b) position descriptions are reviewed periodically to ensure that they do not contain requirements that are discriminatory; and (c) the current selection process does not discriminate on the basis of any legally protected characteristic.
9. Compiling data regarding the gender and ethnicity of the University’s faculty and non-faculty employees by occupational activity and salary level as required by law.

Duties of Management Personnel

Personnel who make employment decisions have the following responsibilities:

1. To make all employment decisions without discriminating on the basis of any legally protected characteristic (subject to the University’s rights as a religious institution).
2. To coordinate their personnel activities with the efforts of the EEO administrators in fulfilling these duties (as described previously).
3. To review carefully the qualifications of job applicants (and current employees who have expressed interest in promotions or transfers) to ensure that minorities, women, and members of underrepresented groups are being given full opportunity with respect to such personnel actions.
4. To take action to prevent discrimination or harassment of employees on the basis of any legally protected characteristic, and to prevent harassment of any employees who make or support EEO complaints.

III. EEO STATUS AND ONGOING EFFORTS

The University maintains contacts with potential sources of qualified employees from legally protected groups including appropriate minority and women’s organizations, community agencies, schools with diversified enrollments, and churches with varied memberships. The University will apprise these contacts of its EEO Policy. The University will also continue to encourage referrals from its qualified employees from legally protected groups.

IV. GRIEVANCE PROCEDURES

Inquires or complaints regarding compliance with this EEO Policy are to be directed to the University’s EEO administrators or to the President. The University has also established and promulgated a formal discrimination/ harassment policy, which includes a statement of the procedures for addressing discrimination/harassment complaints.

V. CONCLUSION

Subject to its rights as a religious institution, and as specifically set forth above, Olivet Nazarene University is committed to equal employment opportunities for all employees and applicants. It is the intention of the University to use every good faith effort to accomplish the objectives of this EEO Policy.