AFFIRMATIVE ACTION PROGRAM FOR VETERANS WITH
DISABILITIES AND VIETNAM-ERA VETERANS

Policy of Nondiscrimination and Affirmative Action

The University will not discriminate against any applicant or staff member because he or she is a veteran with a disability or a veteran of the Vietnam era. Such action shall apply to all employment practices, including but not limited to the following: hiring, upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay, or other forms of compensation, and selection for training, including apprenticeship and on-the-job training programs.

The President and Fellows of Harvard College have issued a policy statement setting forth the University?s commitment to equal employment opportunity and nondiscrimination. That policy includes veterans with disabilities and Vietnam-era veterans. That policy statement is updated as appropriate.

Law and Regulations

The purpose of this section of the Affirmative Action Plan is to meet the obligation of 41 C.F.R. Chapter 60, Part 60-250, implementing Section 402 of the Vietnam Veterans Readjustment Assistance Act of 1974 and Title V of the Veteran?s Employment Assistance Act of 1980. In accordance with the aforementioned law and regulations, a "veteran of the Vietnam era (nondisabled)" is defined as one who served on active duty for a period of more than 180 days, any part of which occurred between August 5, 1964, and May 7, 1975, and who received any discharge other than a dishonorable discharge.

The definition of "special disabled veteran" is generally (1) a person who is entitled to disability compensation of 30% or more under Veterans Administration laws, or (2) one whose release from active duty was for a disability incurred or aggravated in the line of duty.

The Affirmative Action Plan at Harvard University

Affirmative action policy statements have been issued by the responsible officials of Harvard University. Internal and external dissemination of University policy will be described later in this Plan.

Responsibility for coordinating the overall Affirmative Action Program for veterans with disabilities and Vietnam-era veterans has been delegated to the Office of the Assistant to the President. Implementation of those parts of the Plan covering staff members and applicants in these categories is handled through the offices of human resources at each of the faculties and departments. Any University employee may inspect a copy of the Plan in the Office of the Assistant to the President or the central Office of Human Resources in Cambridge.

The offices of human resources ensure implementation of personnel policies when veterans? qualifications are considered at the time of promotion. Recordkeeping includes the Self Identification Form that applies to members of protected groups including veterans with disabilities or Vietnam-era veterans.

Dissemination of Policy

Internal

Copies of the statement by the President and Fellows of Harvard College concerning nondiscrimination are widely distributed and on prominent display in all faculties and departments of the University.

Specific steps to disseminate the policy internally include:

1) Publication of University policy regarding veterans with disabilities and Vietnam-era veterans in the Harvard University Personnel Manual.

2) Publication of the policy in the preface to each Harvard Opportunities section of the Harvard University Gazette.

3) Publication of a summary of the Affirmative Action Plan annually in the Harvard University Gazette.

4) Discussion of the policy and Plan in management training for Harvard supervisors and managers, as well as in special affirmative action workshops.

5) Discussion of the policy as part of the orientation for new staff members and in updates of personnel policies and benefits for existing staff members.

6) Inclusion of the policy in nondiscrimination clauses in all union agreements.

7) Posting of the policy statement on bulletin boards in central administration, faculty, and departmental personnel offices.

8) Dissemination of the policy and updates to University procedures through memoranda to members of the Harvard University HR community.

External

All of the University?s recruiting sources have been informed of Harvard?s equal employment opportunity policy and of its Affirmative Action Program. Lists of current openings are sent regularly to agencies and other recruitment sources for their information. Additional steps that have been taken by the University to disseminate this policy include:

1) Listing all appropriate positions with the Massachusetts Department of Employment and Training.

2) Contacting the local veterans employment representative or his/her designee in the Massachusetts Department of Employment and Training in Cambridge and Boston for the purpose of recruiting for open positions.

3) Maintaining contacts with the Boston Regional Office of Veterans Administration as well as local offices of service organizations such as the American Legion, Department of Veteran Services, Fort Devens Reemployment Assistance Center, US Army Research Laboratory, Hanscomb Air Force Base, and Defense Contract Management District for the purpose of recruiting for open positions.

4) Ensuring that letters and advertisements that are used as part of the recruitment effort clearly state the University?s policy.

5) Ensuring that all contractors and subcontractors are notified by written communication from the University?s director of purchasing of the University?s commitment and ongoing programs.

Employment Policies and Practices

Coordinated by the central Office of Human Resources, pre-employment procedures are scrupulously reviewed to ensure that no member of a protected group, including veterans with disabilities and Vietnam-era veterans, is discriminated against in the employment process. For example, there is no University-wide pre-employment medical examination requirement at the University. Only in those departments where health and physical condition are considered important for the safety of those being served and of co-workers is the passing of a medical examination a condition of employment.