The information provided in these reports will provide the most recent UNCW information pertaining to EEO. These reports meet the EEO requirements as dictated by the State of North Carolina and the Federal Government. Please reach out to the Human Resources Department with any questions.
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
It is the policy of University of North Carolina Wilmington not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, sexual orientation, gender identity, national origin, or because he or she is an individual with a disability or disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran, or thereinafter referred collectively as "protected veterans." It is also the policy of University of North Carolina Wilmington to take affirmative action to employ and to advance in employment, all persons regardless of their status as individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship, at all levels of employment. Furthermore, the company will provide qualified applicants and employees who request an accommodation due to a disability with reasonable accommodations, as required by law.
University of North Carolina Wilmington prohibits harassment of employees and applicants because they are individuals with disabilities or protected veterans. University of North Carolina Wilmington also prohibits retaliation against employees and applicants for filing a complaint, opposing any discriminatory act or practice, assisting or participating in any manner in a review, investigation, or hearing or otherwise seeking to obtain their legal rights under any Federal, State, or local EEO law requiring equal employment opportunity for individuals with disabilities and protected veterans. Prohibited retaliation includes, but is not limited to, harassment, intimidation, threats, coercion or other adverse actions that might dissuade someone from asserting their rights.
As Chancellor of University of North Carolina Wilmington, I am committed to the principles of affirmative action and equal employment opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the company, Elaine Doell has been assigned Interim Associate Vice Chancellor for Human Resources duties for University of North Carolina Wilmington. One of the Interim Associate Vice Chancellor for Human Resources’ duties will be to establish and maintain an internal audit and reporting system to allow for effective measurement of University of North Carolina Wilmington's programs.
In furtherance of University of North Carolina Wilmington's policy regarding affirmative action and equal employment opportunity, University of North Carolina Wilmington has developed a written Affirmative Action Program (AAP) which sets forth the policies, practices and procedures that University of North Carolina Wilmington is committed to in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and qualified protected veterans is accomplished. This AAP is available for inspection by any employee or applicant for employment upon request between 9:00 am to 5:00 pm at the Human Resources department. Any questions should be directed to me, your supervisor, or Elaine Doell, Interim Associate Vice Chancellor for Human Resources.
Jose V. Sartarelli Chancellor
University of North Carolina Wilmington November 1, 2021