Code: GCC
Adopted: 11/26/90; 1/08/07
Revised: 1/11/11
Orig. Code(s): 514
Recruitment of Licensed Staff
The superintendent shall direct the development of a program of continuous staff recruitment and selection, the goals of which will be to hire, train, and advance the most, qualified individuals in all employment categories to meet the educational and staff needs of the district regardless of age, disability, national origin, race, color, religion, marital status or gender. To implement this policy of equal opportunity and treatment:
The superintendent shall direct the establishment of short-term and long-term goals to achieve a reasonably balanced staff in terms of age, disability, national origin, race, color, religion or gender taking into account the educational and staff requirements of the district. The goals and progress toward such goals, shall be reported to the Board annually.
The district shall not limit, segregate or classify its employees or applicants for employment in any way which would deprive any individual of employment, training or promotional opportunities, or otherwise adversely affect any individual's status as an applicant or employee because of the individual's age, disability, national origin, race, religion or gender.
The district shall not discharge or refuse to hire any individual or otherwise discriminate against any individual with respect to that person's compensation, terms, conditions of employment, because of the individual's age, disability, national origin, race, color, religion or gender.
The district because of a business necessity may reject an applicant with a criminal record, but assures all applicants that regardless of the criminal record the following will be considered:
1. Length and seriousness of the conviction record;
2. Time elapsed since the conviction record;
3. What rehabilitation has occurred;
4. Age of the applicant at the time of the conviction;
5. General job relatedness of the record to the job in question.
The foregoing provisions shall not be construed to impose quotas for employment, retention or advancement of individuals from different groups or to prevent the district from giving appropriate consideration to those bona fide educational or occupational requirements, including length of service, appropriate tests or other criteria, recognized by Title VII of the Civil Rights Act of 1964 (4-2 USC S2000e et seq.) and the Oregon Civil Rights Laws ORS 659.026 and 659.030 and 659.425.
The final employment of an applicant recommended by the superintendent is the prerogative of the Board and must be made a matter of record by the majority.
END OF POLICY
Legal Reference(s):
ORS 326.051
ORS 332.505
ORS 342.934
ORS 659.805
ORS 659.850
ORS 659A.009
ORS 659A.029
ORS 659A.030
ORS 659A.109
ORS 659A.142
ORS 659A.145
ORS 659A.233
ORS 659A.236
ORS 659A.309
ORS 659A.409
OAR 581-021-0045
Title VI of the Civil Rights Act of 1964, as amended, 42 U.S.C. Section 2000(d).
Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. Section 2000(e).
Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. Sections 621-634; 29 CFR Part 1626 (2003).
Age Discrimination Act of 1975, as amended, 42 U.S.C. Sections 6101-6107.
Equal Pay Act of 1963, as amended, 29 U.S.C. Section 206(d).
Rehabilitation Act of 1973, 29 U.S.C. §§ 503, 791, 793-794 (2006).
Title IX of the Education Amendments of 1972, 20 U.S.C. §§ 1681-1683 (2006).
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. § 4212.
Title II of the Genetic Information Nondiscrimination Act of 2008.