Nondiscrimination, Equal Opportunity and Affirmative Action
College Procedure Number/Title:
Howard Community College prohibits discrimination against any person on the basis of veteran status, uniformed service member status, marital status, race (including traits associated with race such as hair texture, afro hairstyles, and protective hairstyles that include braids, twists, and locs), color, religion, sex, sexual orientation or expression, gender identity, age, pregnancy (including childbirth, lactation, and related medical conditions), national origin or ancestry, ethnicity, citizenship status, physical or mental disability, genetic information (including testing and characteristics), family medical history, political affiliation, unemployment status, or any other consideration protected by federal, state, or local law.
This non-discrimination policy applies to and includes, but is not limited to, employment practices, educational programs, student admissions, and access to services. The college abides by all applicable requirements of county, state, and federal law prohibiting discrimination. Sex discrimination prohibited by Title IX of the Education Amendments of 1972 includes sexual misconduct, which is described in college policy 63.01D, Sexual Misconduct.
All members of the college community are expected to abide by this non-discrimination policy and county, state, and federal requirements. Those persons charged with a violation of this policy, if substantiated, may be subject to disciplinary action, including dismissal, in addition to the penalties imposed under state and federal law.
In addition, the college goes beyond avoiding overt discrimination and will help employees become aware of and to recognize more covert and subtle forms of discrimination and removes institutional barriers to equity.
Fairness for All Marylanders Act
The college adheres to the guidelines established by the Fairness for All Marylanders Act. The Act mandates that, within certain reasonable standards, employees are allowed to appear, groom, and have dress standards that are in a manner consistent with an employee’s gender identity. Contact the office of human resources for questions related to dress standards.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
The college will not discriminate based on genetic information with respect to health insurance and employment. The college will not use genetic information in making employment decisions. The college is restricted from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information. The law forbids discrimination based on genetic information when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other term or condition of employment.
The college does not tolerate any employee who harasses a person because of their genetic information. Harassment can include, for example, making offensive or derogatory remarks about an applicant or employee’s genetic information, or about the genetic information of a relative of the applicant or employee.
Reasonable Accommodations for Disabilities Due to Pregnancy Act
The college will provide pregnant employees with certain reasonable accommodations beyond the requirements of the federal Americans with Disabilities Act (ADA) and Pregnancy Discrimination Act (PDA). The Maryland Reasonable Accommodations for Disabilities Due to Pregnancy Act mandates that employers provide pregnant employees who are temporarily disabled with light duty assignments or transfers to less strenuous jobs, among other potential accommodations.
In particular, the college may consider the following accommodations:
- changing job duties;
- changing work hours;
- relocating work area;
- providing mechanical or electrical aids;
- transferring to a less strenuous or less hazardous position; and/or
- providing leave.
The college will provide a light duty assignment to a pregnant employee if a health care provider "advises the transfer" and if reasonable accommodation can be made.
The college requires a health care provider's certification that includes the date the reasonable accommodation(s) became medically advisable, the probable duration of the accommodation, and an explanatory statement as to the medical advisability of the accommodation as a prerequisite to a light duty accommodation. Questions about this policy should be directed to the office of human resources.
Definitions
Ethnicity or race is used operationally to mean the voluntary self-disclosure of ethnic or racial designations used by Howard County, the State of Maryland, or the federal government to help avoid discriminatory practices. Individuals may obtain specific ethnic or racial designations currently used by the county, state, or federal government from the office of human resources.
Freedom of political opinion includes participation in politics or political campaigns and the free expression of ideas; however, it does not include the ability to engage in political activity while on the job during working hours, advocacy to overthrow the government by unconstitutional and violent means, or an obligation to contribute or render political services by employees. For students, it does not include the ability to engage in activity that violates the rights of others or is otherwise unlawful.
Sexual orientation is a person's identity in relation to the gender or genders to which they are sexually attracted.
Gender identity or expression means a person’s self-identified gender.
Physical appearance means outward appearance of a person regarding hair style, facial hair, physical characteristics, or manner of dress. It does not relate to a requirement of cleanliness, uniforms, or prescribed attire, when uniformly applied, for admittance to a public accommodation or to a class of employees.