The Dallas County Community College District is an equal opportunity employer. As an employer, the District affirms its commitment to continuing support of Equal Opportunity in all aspects of employment practices and procedures. It is against the policy of the DCCCD to willfully or inadvertently deny participation in benefits and activities, either to the staff or student body on grounds of race, sex, religion, national origin, and or handicapped condition.
The District’s purpose and commitment to Affirmative Action is ensured by integrating the programs and procedures into normal mechanisms of management with accountability and decentralization responsibility. In keeping with this purpose, the assistant chancellor, the vice chancellors, and presidents have identified Affirmative Action as one of the criteria to measure their performance and the performance of all administrators and managers.
The District-wide Affirmative Action plan represents specific action programs of the seven colleges...Brookhaven, Cedar Valley, Eastfield, El Centro, Mountain View, North Lake, and Richland Colleges.
The intent of Equal Employment Opportunity and Affirmative Action is to ensure that employment policies and practices correspond to anti-discrimination, and that organizational behavior does not adversely impact protected classes and women.
Affirmative Action is intended to ensure that positive steps are taken to allow full utilization of human resources with a view to equal employment opportunity and quality education.
Affirmative Action is not preferential treatment, nor does it mean that unqualified persons should be hired or promoted over other persons who meet the requirements of the position.
In recognition of the importance of Affirmative Action, the District has developed an Affirmative Action plan. The seven colleges are responsible for monitoring campus programs consistent with the Districts purpose. Each college conducts workforce analyzes to determine composition by race and sex, and conducts utilization and analysis research to determine the levels of participation by job titles for women and minority employees. Availability studies are done to reflect current and future planning needs to improve Equal Employment opportunities. On a continuous basis, the District recruits and advertises employment opportunities in the local, state and national labor markets to ensure broad exposure. The District’s Affirmative Action plan is a flexible plan designated to meet the needs of the District through designated accountability.
The Dallas County Community College District provides through its Policies and Procedures Manual a grievance procedure for employees. If you have a complaint alleging discrimination based on sex, race, handicapped condition, religion, national origin or age, you should file a grievance following the guidelines outlined in the Administrative Memorandum IV/J-03. The District encourages DCCCD employees to first seek internal resolutions to grievances or allegations of discrimination prior to seeking assistance from external sources.
When you file a complaint, you should include a description of the discrimination involved and related information that would assist in resolving the charge. You must send copies of the grievance to the District affirmative action officer.
Managers and supervisors understand that it is a violation of District policy to retaliate or threaten disciplinary action against an employee for filing a complaint or charge of discrimination, either before or after complaint resolution.
The DCCCD’s purpose encompasses the mandated requirements of the law and its moral and ethical responsibility to Affirmative Action. The laws are as follows: Executive Order 11246, as amended in revised Order No. 4 (embodies two concepts: Affirmative Action and non-discrimination), Equal Pay Act of 1963, Title VI of the Civil Rights Act of Sections 503 and 504 of the Rehabilitation Act of 1973, The Vietnam Readjustment Act of 1974, and the Anti-Sexual Harassment Sec. 703 of Title VII.