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III. A. Affirmative Action Plan
The West Warwick School Committee is committed to the concept of equal opportunity and affirmative action. All employees of the West Warwick School Department are to be judged as individuals based on their own individual abilities and merits and not on the basis race, color, creed, national or ethnic origin, gender, religion, disability, sexual orientation, age, (except as permitted by law), disabled veteran, veteran of the Vietnam Era, marital, family or citizenship status.
It is the desire of the West Warwick School Committee to develop and implement an affirmative action plan so as to upgrade recruitment, development, retention and promotional opportunities for women and for minorities thereby maintaining and improving the quality of education.
The West Warwick School Department Affirmative Action Program Policy follows.
References
RI Gen. Laws § 16-38-1 Discrimination because of race or age
RI Gen. Laws § 16-38-1.1 Discrimination because of sex
Policy adopted: 4/24/78
West Warwick School Department Affirmative Action Policy
A. Whereas, the West Warwick School Committee by resolution dated ___, 1993, adopted the development of a program of affirmative action in school department employment.
Whereas, it has been the policy of the West Warwick School Committee to provide equal opportunity in employment without regard to race, color, creed, national or ethnic origin, gender, religion, disability, sexual orientation, age, (except as permitted by law), disabled veteran, veteran of the Vietnam Era, marital, family or citizenship status
Whereas, the ongoing review of the implementation of the policy of the West Warwick School Committee requires additional steps in order to strengthen and assure fully, equal employment opportunity; and
Now, therefore, be it resolved, that the West Warwick School Committee does hereby reaffirm its policy to insure equal opportunity in employment of all persons to prohibit discrimination in employment because of race, color, creed, national or ethnic origin, gender, religion, disability, sexual orientation, age, (except as permitted by law), disabled veteran, veteran of the Vietnam Era, marital, family or citizenship status and to promote the full realization of equal employment opportunity through a continuing intensive, affirmative action program in each classification in the department and to be an integral part of every aspect of personnel policy and practice in the employment, development, advancement and treatment of employees of the school department to the maximum extent possible.
Be it further resolved that the West Warwick School Committee, as evidence of its intent to comply with basic policies and procedures necessary for effective enforcement of equal employment standards, has appointed Robert M. Sherman as Affirmative Action Coordinator for the West Warwick School Committee. As Affirmative Action Coordinator, Mr. Sherman shall keep the Affirmative Action Plan up to date. It is further resolved that the West Warwick School Committee shall review all personnel policies including equal employment opportunity regulations. Be it further resolved that Robert M. Sherman, Affirmative Action Coordinator, and the West Warwick School Committee shall maintain the implementation of this affirmative action program and establish necessary rules and regulations in support and execution thereof.
B. Statement of Policy
Equal employment opportunity is the only equitable way to ensure true equality of employment for all citizens. It is realized that our personnel function, as far as hiring practices, induction, training, administration, has improved with time, but that further improvements shall be made as needed.
Specifically, it is the policy of this West Warwick School Committee to provide equal employment and economic opportunity at every level within the department. Said opportunity shall be without regard to race, color, creed, national or ethnic origin, gender, religion, disability, sexual orientation, age, (except as permitted by law), disabled veteran, veteran of the Vietnam Era, marital, family or citizenship status. This policy applies to all phases of employment and economic opportunity including, but not limited to: recruitment, hiring, placement, upgrading, promotion, demotion or transfer, layoff, recall or termination, compensation, training, contractors, subcontractors, vendors; and to the use of all facilities and participation in all school department sponsored activities.
The School Committee's goals and objectives are to achieve an ongoing affirmative action program that shall result in positive changes throughout the department to: ensure sensitivity and flexibility in meeting the requirements of fairness and equality for every person who participates, or desires to participate, in any phase of school department activity; avoid sanctions imposed by federal, state or local regulatory agencies; minimize individual complaints of discrimination or inequitable economic opportunity within the school; and establish and maintain an effective, positive image with the public and enforcement agencies.
In the implementation of this policy, the School Committee Chairperson exercises personal leadership establishing, maintaining, and carrying out the department's affirmative action" effort to promote equal opportunity in every aspect of the school department's employment. To assist the School Committee in carrying out these policies, the Affirmative Action Coordinator shall review all personnel policies including equal employment opportunity regulations.
The School Committee chairperson and the Affirmative Action Coordinator shall appraise the department's personnel activities to identify deficiencies existing in equal employment opportunities on an annual basis.
Each school principal shall be responsible for his or her school in carrying out equal employment opportunity and affirmative action as a basic part of their job.
The School Committee shall continue to insure that the school department's policy on equal employment opportunity is publicized by permanent posting on all department bulletin boards. The department's policy on equal employment opportunity shall be publicized so that all town residents shall be aware of these provisions.
Policy Adopted: May 4, 1993
Non-Discrimination on the Basis of Sex - Self Evaluation
In an effort to remain in compliance with Title IX of the Education Act of 1972, the principal of each school shall annually perform a Title IX self evaluation. A copy of the self evaluation shall be maintained in the school and a copy shall be forwarded to the superintendent of schools.
References
RI Gen. Laws § 16-38-1 Discrimination because of race or age
RI Gen. Laws § 16-38-1.1 Discrimination because of sex
Policy adopted: 10/20/75