Policies and Procedures

C0100 Equal Employment and Educational Opportunity

The College will not discriminate against any employee or applicant for employment, student or prospective student based on race, color, sex, sexual orientation, religion, creed, national origin, ethnicity, ancestry, age, disability, marital status, veteran status or military service, genetic information, pregnancy, off-campus use/nonuse of lawful products, arrest or conviction record, or any other characteristic protected by federal, state, or local law (hereinafter "Protected Characteristic(s)").  This prohibition applies to recruitment, hiring, transfers, promotions, training, layoff or recall from layoff, terminations, retention, certification, testing and committee appointments, education and assistance thereof, and social or recreation programs.  The College is strongly committed to this policy, and believes in and practices equal opportunity and affirmative action.

Principal publications available to students, employees, applicants for admissions or employment, and sources of referral for both, will include a statement of nondiscrimination which specifically includes reference to Title IX of Education Amendments of 1972 and to Section 504 of the Rehabilitation Act of 1973. Delivery of student services will be performed in harmony with statutory requirements.

It is the policy of the College to assure equal opportunity for qualified applicants for employment, for qualified employees in matters of employment, and for students in District educational programs in all educational and employment related activities. This policy applies to all students, employees, applicants, and prospective students irrespective of any Protected Characteristic(s).  Responsibility for the Equal Employment Opportunity is assigned to the Employment, Benefits and EEO Manager.

The Human Resources Department is charged with the responsibility for assuring that areas of statistical deficiency are being addressed. When a selection process involves the recruitment of candidates from the general public, the Employment, Benefits, and EEO Manager/Equal Opportunity Compliance Officer is responsible for:

  • Ensuring the selection team contains a representative from the Diversity Advisory Team and/or a manager who has completed diversity in hiring training.
  • Monitoring the process to assure that all efforts are made to assure a representative applicant pool both at the initial recruitment stage and the interview stage.
  • Statistically analyzing the selection process to assure that there are no elements of the process that are resulting in adverse impact against either minorities or females.

The College is committed to compliance with all applicable local, state and federal equal opportunity and affirmative action laws and regulations, including:

  1. Title VI and Title VII of the 1964 Civil Rights Act
  2. Title IX of the 1972 Educational Amendments Act
  3. Section 504 of the Rehabilitation Act of 1973
  4. The American With Disabilities Act of 1990
  5. The Civil Rights Act of 1991
  6. The Carl D. Perkins Vocational and Technical Education Act
  7. The Equal Pay Act of 1963
  8. The Pregnancy Discrimination Act
  9. The Age Discrimination Act of 1967
  10. The Age Discrimination Act of 1975
  11. The Civil Rights Restoration Act of 1987
  12. The Genetic Information Nondiscrimination Act of 2008
  13. The Wisconsin Fair Employment Law
  14. Other appropriate laws and executive orders and/or administrative directives and codes including the Office of Civil Rights Guidelines for Eliminating Discrimination and Denial of Services on the Basis of Race, Color, National Origin, Sex and Handicap in Vocational Programs (34 CFR, Part 100 Appendix B)

The College will not condone harassment by its staff or students on the basis of any Protected Characteristic(s). Such harassment is unlawful and is prohibited.

See Policy C0102 Anti-Harassment and Procedure C0102p Anti-Harassment

The College will provide equal educational opportunity in an educational climate that is conducive to and supportive of cultural and ethnic diversity. This commitment includes, but is not limited to, physical access to courses and programs; physical education and athletics, extra-curricular activities; admissions; student policies and their application; counseling, guidance and placement services; financial assistance; work-study; housing and all other District facilities. The District will make reasonable accommodations for persons with disabilities to assure access to programs and employment.

The District will provide reasonable accommodation to staff for religious observances and practices.

The collective bargaining representatives are advised of the College's commitment under this policy. All vendors and suppliers of services have been advised of this policy and certify that they do not discriminate on the basis of any Protected Characteristic(s).

The specific responsibility for the implementation of the affirmative action plan rests with the Employment, Benefits and EEO Manager (EEO/AAP) who should be contacted for any questions. The Employment, Benefits and EEO Manager (EEO/AAP) reports to the Vice President of Strategic Effectiveness.  All managers and staff share Equal Opportunity program responsibility and their performance standards will include an Equal Opportunity component. This commitment includes the establishment of internal assessment and reporting procedures, and of grievance procedures for prompt processing of charges of discrimination.

Staff may file complaints with the:  

  • Employment, Benefits, and EEO Manager and/or
  • VP of Strategic Effectiveness

These individuals are located at the:

     Western Administrative Center

     400 Seventh St N

     La Crosse, WI 54602

     Phone: 608-785-9077

Students may file complaints with the:

  • Dean of Students

For employee complaint resolution regarding college actions that are in violation of college policy see:

 For students see:

Revised January 17, 2012
Revised June 21, 2005
Revised December 21, 2004
Revised October 19, 1999
Reviewed March 11, 1993 (grammatical changes)
Revised April 18, 1989
Revised September 18, 1984
Adopted September 23, 1990