A.2.4 Equal Employment Opportunity

1.1 Policy on Equal Opportunity

It is the policy of the Marine Biological Laboratory to provide equal opportunity employment to all employees and applicants for employment.  No person working at the �黨�ǿ���Ƶ is to be discriminated against in employment because of race, color, religion, gender, disability, age, national or ethnic origin, ancestry, sexual orientation, genetic predisposition, retaliation, marital, parental, or veteran status or any other category protected by applicable federal, state or local law.  Additionally, the �黨�ǿ���Ƶ does not discriminate in admission to, access to, employment in, or treatment in, any of its educational programs or activities.  This policy applies to all terms, conditions, and privileges of employment including, but not limited to, hiring, probation, training, placement and employee development, promotion, transfer, compensation, benefits, educational assistance, layoff and recall, social and recreation programs, employee facilities, termination, and retirement.

1.2 Policy Performance

It is the responsibility of the Marine Biological Laboratory’s Equal Employment Opportunity Coordinator to formulate, implement, coordinate, and monitor all efforts in the area of equal employment opportunities.  The EEO Coordinator is appointed by and reports directly to the Director of the �黨�ǿ���Ƶ. Inquiries regarding this policy or its implementation should be directed to the EEO Coordinator, ext. 7378, eeo@mbl.edu.

2.1 Responsibilities of the Equal Employment Opportunity Coordinator

The EEO Coordinator’s responsibilities include, but are not limited to,; developing policy statements, and recruitment techniques designed to comply with the equal employment opportunity policies of the �黨�ǿ���Ƶ; complying with various statutory record-keeping and

notice requirements in order to ensure full compliance with all employment-related statues and regulations; preparing an annual review of the �黨�ǿ���Ƶ’s programs required under Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act; assisting supervisory personnel in arriving at solutions to specific personnel problems; serving as liaison between the �黨�ǿ���Ƶ and government agencies and other community groups; and keeping management informed of the latest developments in the entire equal employment opportunity area.

2.2 Responsibilities of Management and Supervisors

While the overall authority for implementing these policies is assigned to the EEO Coordinator by the Director of the �黨�ǿ���Ƶ, an effective implementation of these policies cannot be achieved without the support of management/supervisory personnel and employees at all levels.  Management and supervisory responsibilities include, but are not limited to, assisting in the identification of problem areas and establishment of goals within their respective departments; reviewing qualifications of all employees within their jurisdiction periodically reviewing procedures for hiring, training, and promoting to ensure equal employment opportunity; and taking action to prevent harassment of all employees.

2.3 Responsibilities of the Employees

For these policies to be effective, it is the responsibility of every employee to report any act of discrimination, harassment, or retaliation that they witness involving themselves or a fellow employee to their supervisor or to the EEO Coordinator, ext. 7378, eeo@mbl.edu.

2.4 Communication of Policies and Programs

The Equal Employment Opportunity Policy is distributed to each new employee through the Human Resources Office and to visiting scientists, faculty members, and students through the Education Office.  A copy of the Policy appears in Section A.2. of the �黨�ǿ���Ƶ Policy Book, is posted on community bulletin boards, and can be obtained from the Human Resources Office. 

3.1 Disclosure

Any member of the �黨�ǿ���Ƶ community who believes he or she has been discriminated against based on race, color, religion, gender, disability, age, national or ethnic origin, ancestry, sexual orientation, genetic predisposition, retaliation, marital, parental, or veteran status is encouraged to report such conduct immediately.  So that the individual making the report may feel comfortable enough to candidly disclose any discriminating conduct, the following persons are available to take reports:  the individual’s supervisor, the supervisor’s supervisor, any member of Management, the Human Resources Director, or the EEO Coordinator.  Regardless of which person the individual chooses, the EEO Coordinator is to be informed of every case of alleged discrimination.

3.2 Investigation

Once a discrimination complaint has been disclosed, a prompt and thorough investigation will follow.  The guidelines for confidentiality will be reviewed with the person making the complaint.  The complaint will be put in writing, and the person making the complaint will be asked to verify its accuracy.  Persons directly named in the complaint, as well as any possible witnesses, will be interviewed.  All members of the �黨�ǿ���Ƶ community are expected to cooperate during an investigation.

3.3 Appropriate Action

Based on the information gathered during the investigation, the EEO Coordinator will recommend appropriate action to the �黨�ǿ���Ƶ Director.  Appropriate action in a discrimination complaint may include discussion, monitoring of the situation, counseling, mediation by a third party, formal discipline, ban from �黨�ǿ���Ƶ property, or termination of employment.  The Director will make the final decision as to the appropriate action to be taken.  The person making the complaint and the person whom the complaint was made against will be advised of the Director/’s decision as promptly as possible.

3.4 Retaliation and False Allegations

Retaliation against anyone reporting a discrimination complaint or assisting in an investigation is unlawful and will not be tolerated by the �黨�ǿ���Ƶ.  Any attempt to retaliate so as to influence the investigation process, or to affect the persons involved in the process after appropriate action has been determined, is a serious offense and will be subject to disciplinary action.  Similar serious disciplinary action will be taken against anyone making false accusations of discrimination.