Andrews University Employee Handbook
HIRING PROCEDURES UNDER THE AFFIRMATIVE ACTION PROGRAM
Andrews University, by policy, does not discriminate in hiring, placement, promotion, remuneration or benefits on the basis of race, color, national origin, ancestry, physical handicap, age, sex, height, weight, marital status, or prior military service. The University, as a church owned and operated institution, reserves the right to select for the filling of its positions from among candidates who are members in good standing of the Seventh-day Adventist Church.
Andrews University has entered into a voluntary Affirmative Action Program whereby it will use whatever means are available to recruit and hire qualified women, minorities and handicapped.
These procedures are designed to accomplish that goal.
JOB OPENING NOTIFICATION
Job openings will be processed through the following office for approval:
Salaried, Non-Faculty--the appropriate vice-president.Approval to fill vacancies will be reported to Human Resources for the maintaining of job logs, posting of job notices and assisting the department head in advertising the job opening.
JOB POSTING AND ADVERTISING
Upon receipt of the approval to fill the vacancy, Human Resources will post the job opening on the designated bulletin board in the Administration Building. Positions will be advertised for a minimum of 5 days before the job is filled. During this period current employees will be encouraged to apply.
When appropriate, Human Resources will assist in selecting the advertising media, writing the copy, and placing the advertisement. To the extent possible, a record will be kept for a reasonable time of the advertisements placed. Special attention will be given to the placement of advertisements in publications that will attract applicants from among women, minorities and the handicapped.
APPLICANT RECORD-HOURLY EMPLOYEES
Applications for hourly-rated jobs will be directed to Human Resources.
Pertinent information regarding each applicant will be forwarded to Human Resources so that applicant logs may be maintained. At a minimum, the information will include the name of the applicant and whether the applicant is a woman, minority or handicapped.
The purpose of the logs is to give evidence of the effectiveness of the job posting and advertising practices, to demonstrate compliance with this policy, and to allow objective reporting of the compliance.
Without illegally discriminating, preference will be given to qualified candidates who are the spouses of students, faculty of staff members.
The names of successful candidates will be given to Human Resources along with the date the job offer was made and the date employment is to begin.
QUESTIONS REGARDING POLICY AND PROCEDURES
Questions regarding the University's Affirmative Action Policy and its implementation procedures should be directed to Human Resources. The full policy is available from that office.
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