Policy Number: 4.120

Policy Name: Equal Employment Opportunity

Original Adoption: January 1, 1991

Revised: August 27, 1997, May 2021

Next Scheduled Review: May 2023

Responsible Cabinet Member: Vice President for Administration

Department/Office: Human Resources


In accordance with anti-discrimination law, it is the purpose of this policy that National Park College provides equal opportunity in employment compensation and other terms and conditions of employment.


This policy applies to all aspects of the relationship between National Park College and its employees, including recruitment, employment, promotion, transfer, training, working conditions, wages and salary administration, employee benefits and application of policies.

The policies and principles of Equal Employment Opportunity (EEO) also apply to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with National Park College.


Title VI of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, and Section 504 of the Rehabilitation Act of 1973, as amended, state laws and regulations, Board of Trustees statements of policies, the Employee Handbook and internal guidelines.


Non-discrimination. Federal, state, and local equal employment opportunity laws combine to protect job applicants and employees from discrimination on the basis of a protected status/characteristic in recruiting, hiring, appointment, transfer, promotion, tenure, classification, referral, discharge, layoff, compensation, benefits, job training, tuition assistance, participation in sponsored educational, social, and recreational programs, and other aspects of employment.  Discrimination against job applicants and employees based on the following protected statuses/characteristics—age,  caregiver status, childbirth, citizenship status, color, creed, disability, domestic violence victim status, ethnicity, familial status, gender and/or gender identity or expression, marital status, military status, national origin, predisposing genetic characteristics, pregnancy, race, religion, sex, sexual orientation, unemployment status, veteran status, and any other legally protected basis is prohibited.

Non-retaliation. Federal, state, and local equal employment opportunity laws also prohibit retaliation against job applicants and employees for engaging in protected activity. Consistent with applicable law, this Policy prohibits harassment, intimidation, threats, coercion or discrimination because a job applicant or employee engaged in any of the following protected activities: (i) filed a complaint pursuant to an equal employment opportunity law or applicable College policy; (ii) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of an equal employment opportunity law or applicable College policy; (iii) opposed any act or practice prohibited by an equal employment opportunity law or applicable College policy; or (iv) exercised any other right protected by an equal employment opportunity law or applicable College policy.


National Park College affirms and actively promotes the right of all individuals to equal opportunity in education and employment without regard to any protected basis, including race, color, sex, national origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity and gender expression or any other consideration not directly and substantively related to effective performance. 


The officers of National Park College will be responsible for the dissemination of this policy. Directors, managers and supervisors are responsible for ensuring equal employment practices within each department. The HR department is responsible for overall compliance and will maintain personnel records in compliance with applicable laws and regulations.