Volume 3: AA/EEO
Chapter 9: Sexual Orientation Discrimination Policy
Responsible Office: AA/EEO
Originally issued: 1/2/1998
Georgia Health Sciences University prohibits discrimination on the basis of sexual orientation in all employment practices, including advertising, recruiting, hiring, salary determination, leaves of absence, and retirement.
This policy applies to all units of Georgia Health Sciences University and at all times.
Reason For Policy
This Medical College of Georgia policy is written to prevent job discrimination based on an individual’s sexual orientation. Georgia Health Sciences University prohibits discrimination against an employee whose sexual orientation includes same-sex relationships.
Entities Affected By This Policy
All units of Georgia Health Sciences University are covered by this policy.
Who Should Read This Policy
All employees of Georgia Health Sciences University should be aware of this policy. All employees who are involved with hiring other employees must be aware of and follow this policy.
|Director AA/EEO||706-721-7782, CJ firstname.lastname@example.org|
|Specialist||706-721-7782, CJ 2117||http://www.georgiahealth.edu/aaeeo/staff|
Family and Medical Leave Act (FMLA), of 1993: http://www.dol.gov/esa/regs/compliance/whd/whdfs28.htm
The use of sexual orientation in all employment practices of Georgia Health Sciences University is prohibited. The institution strictly adheres to this formal policy and practices equal employment opportunity measures for all persons regardless of sexual orientation.
Georgia Health Sciences University prohibits the use of sexual orientation when advertising for, recruiting, and hiring new employees. No positions exist at Georgia Health Sciences University with any bona fide occupational requirements based on sexual orientation.
Leave of Absence
All institutional policies regarding leave of absence apply equally to all employees regardless of sexual orientation. Employees availing themselves of sick leave incidental to pregnancy, childbirth, or adoption are permitted to work as long as verified medically by competent medical authority and can return to work using the same standard. Employees using sick leave incidental to pregnancy, childbirth or adoption are reinstated at such time as they are medically certified to return to work in their regular position.
Family or medical leave may be taken by an employee, without regard to sexual orientation, for the employee’s child by birth or adoption. Family or medical leave for this purpose must be taken in consecutive weeks and may not be taken intermittently. The entitlement to begin family or medical leave expires at the end of the three-month period from the date of birth or adoption. If the leave period exceeds two weeks, the employee is required to make arrangements with the benefits office for payment of premiums for the duration of the leave. If the employee does not return to work at the expiration of family or medical leave, the employee may be subject to termination, unless the supervisor has given written approval for an extension.
Retirement benefits are offered to all employees without regard to sexual orientation. Retirement benefits are set by the Board of Regents and the State of Georgia and are not available to unmarried partners.
Salaries are determined without regard to sexual orientation.
Any employee who feels he/she has been discriminated against on the basis of sexual orientation should contact the AA/EEO Office.
The responsibilities each party has in connection with ARSA Policy 3.09, Sexual Orientation Discrimination Policy, are:
|Director AA/EEO OfficerAA/EEO Specialist||To ensure that discrimination, based on sexual orientation, does not exist at Georgia Health Sciences University.|