Santa Fe Community College (SFCC or College) is committed to a working and learning environment that provides equal opportunity to all current and prospective employees. Current and prospective employees will be considered for employment, promotions and other job opportunities on the basis of their qualifications.
Scope and Applicability
This policy applies to all employees and covers all aspects of employment including hiring, assignment of duties, compensation and benefits, training, discipline and termination.
It is the policy of the College to prohibit unlawful discrimination and harassment against employees or applicants for employment on the basis of race, color, religion, national origin, sex, age, ancestry, physical or mental disability, serious medical condition, spousal affiliation, sexual orientation, gender identity, genetic information, veterans status or any other basis prohibited by applicable law.
Any applicant or employee who feels that he or she has been discriminated against or harassed may report the incident to a supervisor, campus security, the Office of Human Resources (OHR), or the College’s Equal Employment Opportunity Officer (EEOO).
An employee who violates this policy may be subject to Policy 4-2 Employee Corrective Action and Disciplinary Action, up to and including termination. The discipline imposed will depend on the severity of the violation and the circumstances of the situation as set out in Policy 4-2 procedures.
A physical or mental impairment that substantially limits one or more major life activities; a record (or past history) of such an impairment; or being regarded as having a disability, as defined by federal law.
is any member of the college workforce: all staff (regular full-time, regular part-time, term, temporary, probationary and sensitive position); all student employees; all faculty (full-time, part-time, adjunct and probationary); all administrators, including interim; all contract employees.
- If an employee or applicant believes they have been discriminated against, all avenues for redress of complaints under Policy 4-3 Employee Concerns and Complaints are available. If the employee or applicant wishes to initiate a formal EEO complaint with the College, they must do so consistent with Policy 4-3. OHR will then utilize the procedures stated in Policy 4-3 for investigation and resolution.
- Nothing in this policy shall be interpreted to affect an employee or applicant’s decision whether or when to contact external state or federal equal opportunity offices.
Statement of Accountability and Responsibility
The President, through the Executive Director for Human Resources and Professional Development/EEO Officer and the Office of Human Resources, shall be responsible for enforcing human resources policies and procedures. OHR shall work with the different departments and offices to comply with this policy and develop procedures that will enforce this policy regarding awareness, prevention, and remediation. If the complaint involves the EEO Officer the President shall appoint someone else to serve as EEO Officer.
Policy 4-2 SFCC Employee Corrective Action and Disciplinary Action
Policy 4-3 Employee Concerns and Complaints
Title VII of the Civil Rights Act of 1964
Genetic Information Nondiscrimination Act of 2008
New Mexico Human Rights Act
SFCC Governing Board approved: 10/28/10
Revised and SFCC Governing Board approved: 2/20/17