Policies > P105: EQUAL OPPORTUNITY/AFFIRMATIVE ACTION
P105: EQUAL OPPORTUNITY/AFFIRMATIVE ACTION
- Issued by:
- Office of the President
- September, 1979
- October, 2015
This policy has been written in compliance with Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Division of Human Rights Law of New York State, SUNY Policy 6502: Equal Opportunity, Employment and Fair Treatment in the State of New York and the SUNY Research Foundation Policy on Equal Employment Opportunity. Stony Brook University has a longstanding commitment to equal employment and educational opportunity, and environments that ensure that everyone in the Stony Brook University community is treated with respect, dignity, fairness, and equity. The Stony Brook University community includes, but is not limited to employees, students, visitors, guests, contractors, and vendors associated with the institution.
Stony Brook University prohibits discrimination on the basis of race, sex, sexual orientation, gender identity, religion, age, color, creed, national or ethnic origin, disability, marital status, genetic information, criminal convictions, domestic violence victim status, and/or military status in the administration of its policies, programs, activities, or other Stony Brook University administered programs or employment, and includes the terms, conditions, and privileges of employment and/or access for students, faculty, and staff. Stony Brook University’s non-discrimination policy affects all employment practices including, but not limited to, recruiting, hiring, transfers, promotions, benefits, compensation, training, educational opportunities, discipline, daily responsibilities and terminations.
Retaliation against an employee, student or any witness who participates in any University investigation is prohibited. Retaliation is also prohibited against any individual who files a discrimination complaint under Title IX or participates in a complaint investigation in any way. Any substantiated act of retaliation may result in sanctions or other disciplinary action as covered by Labor Management processes, collective bargaining agreements, and/or applicable University policies.
Affirmative action requires that the university take specific actions and make special efforts to recruit, employ, and promote qualified members of formerly excluded or clearly underrepresented groups. To further ensure the goals of equal opportunity and affirmative action with respect to employment and education, the University endeavors to increase the availability of opportunities for students, staff, and faculty from groups that have been previously excluded or underrepresented. Students or employees having disabilities that require reasonable accommodations or auxiliary aids may be accommodated through the Office of the ADA Coordinator.
Disability and Support Services / ADA Coordinator
Room 128 ECC Building
Office of Diversity & Affirmative Action
Room 201, Administration Building
Title IX Coordinator
University Ombudsman Office
141 Psychology B Building
- Section 86.9(a) of Title IX of the Education Amendments of 1972
- Federal Rehabilitation Act of 1973, Sections 503 and Sections 504
Official Compilation of Codes, Rules and Regulations of the State of New York:
Title 8, Chapter V, Subchapter C, Part 535
- Executive Order #11246 as amended
- Section 402 of The Vietnam Era Veteran's Readjustment Assistance Act of 1964
- Policy Handbook, SUNY, Office of the Chancellor:
- Doc #6501 – Nondiscrimination
- Doc #3450.1 - Nonsegregation of Facilities and Programs
- Doc #6502 - Equal Employment Opportunity in the State University of New York
- Title IX Regulations Prohibiting Sex Discrimination
- Nondiscrimination on the Basis of Handicap
- SUSB Search and Selection Procedures
- Americans with Disabilities Act