Affirmative Action/Equal Employment Policies

Equal Employment Opportunity


Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia has the goal of equal employment opportunity for all employees and prospective employees and abides by all federal, state, and local laws, as well as Medical College of Georgia policy.  All employment decisions and personnel actions will be made without regard to race, color, religion, gender, age, national origin, disability, sexual orientation or any other basis prohibited by applicable law.  This policy applies to all faculty, staff and students of, and vendors or contractors doing business with the Medical College of Georgia or its campus affiliates.

For details, see ARSA Policy 3.01

Civil Rights

Gender Discrimination
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia prohibits the use of gender preference in all employment practices, including advertising, recruiting, hiring, salary determination, leaves of absence, and retirement.  The Medical College of Georgia is in compliance with all state and federal laws, rules, orders and regulations regarding gender discrimination, and complies with federal laws affecting discrimination when conflicts occur with state or local laws.

For details, see ARSA Policy 3.02

Rehabilitation Act of 1973
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia ensures that all persons with disabilities who are current employees of the institution, applicants for employment, or enrolled students are afforded equal opportunity in maintaining their present position and/or being considered for a position, provided they are qualified.

For details, see ARSA Policy 3.03

Veteran's Readjustment Act of 1974
The Medical College of Georgia ensures that all Vietnam Era and/or disabled veterans who are current employees of the institution, applicants for employment, or enrolled students are afforded equal employment opportunity in maintaining their present position and/or being considered for a position provided they are qualified.

For details, see ARSA Policy 3.04

Employees with Temporary Disability
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

Summary: The Medical College of Georgia will attempt to temporarily accommodate all employees with a temporary disability when a reasonable request is made.

For details, see ARSA Policy 3.05

Race and Color Discrimination
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia prohibits the use of racial and color preference in all employment practices, including advertising, recruiting, hiring, salary determination, leaves of absence, and retirement.

For details, see ARSA Policy 3.06 and ARSA Policy 3.07

Age Discrimination
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia prohibits the use of age preference in all employment practices, including advertising, recruiting, hiring, salary determination, leaves of absence, and retirement.

For details, see ARSA Policy 3.08

Sexual Orientation Discrimination
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

The Medical College of Georgia prohibits the use of sexual orientation preference in all employment practices, including advertising, recruiting, hiring, salary determination, leaves of absence, and retirement.

For details, see ARSA Policy 3.09

Sexual Harassment
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

For details, see Medical College of Georgia Administrative Policies and Procedures

Political Activities
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 802.1603

According to Board of Regents policy, it is inappropriate for University System of Georgia personnel to manage or enter political campaigns while on duty to perform services for the system or to hold elective political office at the state or federal level while employed by the system. This MCG policy governs political activities with regard to all employees (including faculty) of the Medical College of Georgia.

For details, see ARSA Policy 7.20

Employment of Relatives


Source: The Policy Manual: Board of Regents, University System of Georgia, Section 802.03

According to Board of Regents policy, no individual shall be employed in a department or unit that will result in the existence of a subordinate—superior relationship between an individual and any relative of an individual through any line of authority.  This policy does not apply to temporary or part-time employment of children under the age of 25.

For details, see ARSA Policy 7.08

Outside Professional Activity
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 800-Personnel

Faculty members are required to obtain the permission of the university prior to engaging in outside professional activity and to make periodic summary reports on such activity.  This policy defines the types of outside professional activities allowed and outlines the procedure for obtaining permission from the university and for reporting such activities to the university.

For details, see ARSA Policy 7.19

Academic Leave Policy

Faculty from the Corps of Instruction with greater than five years of continuous full-time employment are eligible for fully funded academic leave for the purpose of professional development and promoting scholarly work.  Academic leave should last no more than 12 months. 

For details, see ARSA Policy 7.01

Notice of Employment and Resignation
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 803.06-803.10

Tenured Faculty:  All tenured faculty members employed under written contract for the fiscal or academic year of three quarters shall give written notice of their intention to resign to the president of the institution or to his authorized representative, postmarked no later than February 1, immediately preceding the expiration of the contract period.

Non-tenured Faculty:

  1. Each year, on or before the dates specified in Regents' Tenure Regulations, the president of an institution or his authorized representative shall advise, in writing, all non-tenured faculty who have been awarded academic rank (instructor, assistant professor, associate professor, professor) and who are employed under written contract whether an employment contract for the succeeding academic year will be offered to them. Such written notice shall be delivered by hand or by certified mail, to be delivered to the addressee only, with receipt to show to whom and when delivered and the address where delivered.
  2. Notice of intention to renew or not to renew a non-tenured faculty member who has been awarded academic rank (instructor, assistant professor, associate professor, professor) shall be furnished, in writing, according to the following schedule:
    1. at least three months before the date of termination of an initial one-year contract;
    2. at least six months before the date of termination of a second-year contract;
    3. at least nine months before the date of termination of a contract after two or more years of service in the institution.

    This schedule of notification does not apply to persons holding temporary or part-time positions, or persons with courtesy appointments, such as adjunct appointments.

  3. Non-tenured faculty and other non-tenured personnel employed under written contract shall be employed only for the term specified in the contract, and subsequent or future employment, if any, shall result solely from a separate offer and acceptance requisite to execution of a new and distinct contract.

Removal of Faculty Members
Source: The Policy Manual: Board of Regents, University System of Georgia, Section 803.11

The president of an institution may at any time remove any faculty member or other employee of an institution for cause. Cause shall include willful or intentional violation of the policies of the Board of Regents or the approved statutes of an institution. Further causes or grounds for dismissal are set forth in the Tenure Regulations of The Policy Manual and in the approved statutes or bylaws of an institution.

Suspension for Violation of State or Federal Laws
When a faculty member in any unit of the university system is charged with the violation of a state or federal law, or is indicted for any such offense, a thorough review of the circumstances shall be carried out by the president and chancellor.

In the event a faculty member is temporarily suspended, the administration shall immediately convene an ad hoc faculty committee or utilize the services of an appropriate existing faculty committee, for the purpose of hearing an appeal by the faculty member. The appeal shall be submitted in writing in accordance with procedures to be established by the hearing committee, which shall render its decision within 10 days from the conclusion of the hearing. Thereafter, any further appeal by the faculty member shall be in accordance with the procedures set forth in Article IX of the Bylaws of the Board of Regents.

 

Revised October 23, 2009.   Please send comments, suggestions or questions about this page to Nancy Waks, nwaks@mcg.edu .