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:
a. 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).
b. 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.
c. 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.
d. 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.

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