Training & Compliance
Equity & Civil Rights Compliance’s Training and Compliance department provides professional development that educates faculty and staff on the policies and laws governing the university community and provides them with the knowledge and skills needed to observe best practices and make ethical and informed decisions in the workplace. This unit also ensures that the university community is in compliance with Federal, State, and Board of Regents posting policies/laws related to AA/EEO.
To request training or an educational session, please email [email protected].
Equity & Civil Rights Compliance invites you to join us for the following Fall 2024 professional development opportunities:
Employee Relations Grievances
This course explores the Employee Relations grievance process.
This course includes interactive activity.
Facilitator:
Jessica Cain, Senior Employee Relations Specialist
Human Resources Administration
DATES OFFERED (PLEASE CLICK THE LINK TO REGISTER)
Tuesday, September 3, 2024, 11 AM-12 PM
Tuesday, October 1, 2024, 11 AM-12 PM
Tuesday, November 12, 2024, 11 AM-12 PM
Equal Opportunity, Nondiscrimination and Anti-Harassment Policy
This course is designed to (i) acquaint participants with application of the University’s Equal Opportunity, Non-Discrimination, and Anti-Harassment (EONDAH) Policy, (ii) familiarize participants with the categories protected from discrimination and harassment by federal and state law, (iii) familiarize participants with policy definitions of discrimination, harassment, protected activity, and retaliation, (iv) familiarize participants with the misconduct prohibited by the EONDAH policy, (v) familiarize participants with reporting mechanisms, and (vi) provide participants with an overview of the complaint resolution process.
This course includes interactive activity.
Facilitator:
Kieran B. Morrow, J.D., CAAP
Senior Director of Equity & Civil Rights Compliance | Title IX Coordinator |ADA/Section 504 Coordinator
DATES OFFERED (PLEASE CLICK THE LINK TO REGISTER)
Tuesday, September 3, 2024, 1:00 PM-2:30 PM
Tuesday, October 1, 2024, 1:00 PM-2:30 PM
Tuesday, November 12, 2024, 1:00 PM-2:30 PM
Sexual Misconduct
This course is designed to (i) acquaint attendees with application of the Sexual Misconduct Policy of the Board of Regents of the University of Georgia, (ii) familiarize attendees with the misconduct prohibited by the Sexual Misconduct Policy/Student Code of Conduct, (iii) familiarize attendees with the policy definition of consent, and (iv) familiarize attendees with reporting mechanisms and an overview of the complaint, investigation, and resolution processes.
This course includes interactive activity.
Facilitator:
Chris Griffin, J.D., MSCM
Director of Investigations and Deputy Title IX Coordinator, Equity & Civil Rights Compliance
DATES OFFERED (PLEASE CLICK THE LINK TO REGISTER)
Wednesday, September 11, 2024, 1:00 PM-2:30 PM
Wednesday, October 9, 2024, 1:00 PM-2:30 PM
Thursday, November 21, 2024, 1:00 PM-2:30 PM
Best Practices in Accommodating Students and Employees with Disabilities
This course provides (i) a brief overview of the Americans with Disabilities Act (as amended) and Sections 504 and 508 of the Rehabilitation Act of 1973, (ii) a review of the University’s academic/coursework accommodation process and related FAQs, (iii) a review of the University’s workplace accommodation process and related FAQs, and (iv) a review of the accommodation appeals process.
Facilitators:
Kieran B. Morrow, J.D., CAAP
Senior Director of Equity & Civil Rights Compliance | Title IX Coordinator |ADA/Section 504 Coordinator
Dr. Maggie Tennant
Assistant Vice President, Health
Division of Student Success
Quinyata Cameron, M.S.
Assistant Director of Benefits, FMLA & ADA
Human Resources
DATES OFFERED (PLEASE CLICK THE LINK TO REGISTER)
Tuesday, September 17, 2024, 1:00 PM-3:00 PM
Tuesday, October 15, 2024, 1:00 PM-3:00 PM
Tuesday, November 19, 2024, 1:00 PM-3:00 PM
To request disability accommodations for any of these webinars, please contact Training & Compliance at least two weeks prior to the event at [email protected] or 404-413-2567.
Affirmative Action and the University's Affirmative Action Plan
What is affirmative action?
The purpose of affirmative action is to ensure equal employment opportunities for applicants and employees. It is based on the premise that, absent discrimination, over time a contractor’s workforce generally will reflect the demographics of the qualified available workforce in the relevant job market. Affirmative action requirements are intended to ensure that applicants and employees of federal contractors have equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment, without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran.
The federal government requires government contractors and subcontractors to take affirmative action to recruit and advance qualified minorities, women, persons with disabilities and covered veterans. Affirmative actions include training programs, outreach efforts and other positive steps. These procedures should be incorporated into the company's written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
The university’s current annual affirmative action plan is available at the circulation desks of the Law Library and Main Library. It also may be reviewed by appointment at the Equity & Civil Rights Compliance office; please email [email protected] to make an appointment.
Relevant Laws and Related FAQs
- Executive Order 11246 of Sept. 24, 1965, Equal Employment Opportunity, as amended (EO 11246) (prohibits discrimination and requires affirmative action on the grounds of race, color, religion, sex, sexual orientation, gender identity or national origin)
- Section 503 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. § 793 (Section 503) (prohibits discrimination and requires affirmative action on the grounds of disability)
- Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. § 4212 (VEVRAA) (prohibits discrimination and requires affirmative action on the grounds of protected veteran status)
Regulations on this Topic
- 41 CFR Part 60-1- Obligations of Contractors and Subcontractors
- 41 CFR Part 60-2- Affirmative Action Programs
- 41 CFR Part 60-741- Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities
Equal Employment Opportunity and Affirmative Action Statement of Policy
It is the policy of Georgia State University not to discriminate or allow the harassment of employees or applicants on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other characteristic protected by law with regard to any employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and/or other terms, conditions or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at the university. The university will continue to ensure that individuals are employed, and that employees are treated during employment without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other characteristic protected by law in all employment practices as follows:
Employment decisions at the university are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation and selection for training, are made without discrimination based upon the individual's race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other characteristic protected by law.
Employees may choose to voluntarily disclose their race, sex, national origin, disability and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The university makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the university's business.
Georgia State is fully committed to principals of equal employment opportunity and affirmative action. As President, I support the successful implementation of the university's Affirmative Action Programs. I have appointed Kieran B. Morrow, Senior Director of Equity & Civil Rights Compliance, as Affirmative Action Officer for the university, with responsibility for implementation of the university's affirmative action activities. The Affirmative Action Officer has the full support of senior administration and the staff necessary to fully implement this Program. All managers and supervisors will take an active part in the university's Affirmative Action Programs to ensure that all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner with respect to all employment decisions. Furthermore, Georgia State will solicit the cooperation and support of all employees for the university's Equal Employment Opportunity and Affirmative Action Policy.
Our Affirmative Action Programs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of our Programs. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of the policy of affirmative action. In accordance with public law, the university's program of affirmative action for qualified individuals with disabilities and the program of affirmative action for protected Veterans are available for inspection in the Human Resources Department, Monday through Friday, from 9:00 a.m. to 5:00 p.m. upon request.
In addition, employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in, or may have engaged in, filing a complaint, assisting or participating in an investigation, compliance review or hearing, or other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act of 1974, Executive Order 11246, all as amended, and/or any other federal, state, or local law or regulation regarding Equal Employment Opportunity, opposing any act or practice made unlawful, or exercising any other right protected by such laws or regulations. Georgia State will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is {a) in response to a formal complaint or charge, {b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer or {c) consistent with the contractor's legal duty to furnish information.
- Title VI & Title VII of the Civil Rights Act of 1964
- Title IX of the Education Amendments of 1972
- Americans with Disabilities Act Amendments Act
- Section 503 of the Rehabilitation Act
- Age Discrimination in Employment Act
- Genetic Information Nondiscrimination Act of 2008
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA)
- Violence Against Women Act (VAWA)
- Pregnancy Discrimination Act
- Executive Order 11246, as amended
- Executive Order 13665-Pay Transparency Nondiscrimination Provision
- Equal Pay Act of 1963
- Pregnant Workers Fairness Act (eff. June 27, 2023)
- Georgia Fair Employment Practices Act of 1978
Vector (formerly Foundry)
The University System of Georgia (USG) Board of Regents requires its colleges and universities to provide prevention tools to conduct ongoing awareness, prevention programming and training for the campus community related to sexual misconduct. Georgia State University offers sexual misconduct related training virtually and via the Vector platform for employees to assist in promoting a violence free campus.
Vector is an online learning module that provides information on the prevention of sexual misconduct and your role as a responsible employee. Employees are invited to attend a virtual sexual misconduct educational session or to complete the Vector modules. This will ensure that the university is following the Board of Regents mandate. If you have not attended a virtual session, the online modules are an option for you to receive the information. The online modules will take approximately one-hour and 30 minutes to complete. You do not have to complete the course and surveys in one sitting. Responses to the surveys are anonymous. Georgia State will only receive information about the faculty and staff body as a whole and will not see individual employee answers.
Email [email protected] to receive the online Vector module assignment if you will not be attending a virtual class.
Tips for completing the employee Vector modules:
- Use Google Chrome or Firefox web browsers (updated versions).
Make sure to login using your campus id (example: employee1) do not use your Georgia State email. - You may stop the training and continue later.
- There are interactive elements (accurate responses must be achieved to proceed to the next module).
- When requesting help take screenshots to assist in troubleshooting efforts, send to [email protected].
- Email [email protected]to request the virtual sexual misconduct training.
If you are a student and you are experiencing problems logging into the AlcoholEdu course, please email Dr. Tammy Turner at [email protected]. Please provide Dr. Turner with your name, campus id and student email.
Contact Us
Office Location
Office Hours
Monday-Friday,
8:30 a.m.-5:15 p.m
Mailing Address
One Park Place
P.O. Box 3983
Atlanta, GA 30303