College of Eastern Idaho provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.
College of Eastern Idaho expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties will not be tolerated.
Employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the executive director of human resources. CEI will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he or she has been the subject of retaliation, he or she should bring it to the attention of the executive director of human resources.
Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described in Policy 108. "Adverse conduct" includes but is not limited to:
Complaints of discrimination should be filed according to the procedures described in Policy 108: Harassment and Discrimination.
CEI is committed to complying with the requirements of Titles I and II of the Americans with Disabilities Act ("ADA"), and as amended, as well as Section 504 of the Rehabilitation Act of 1973, and as amended, which prohibit discrimination on the basis of disability in employment, admissions, and in participation of all programs, activities and services provided by CEI. CEI provides reasonable accommodations to qualified employees or applicants with a disability unless the provision of the accommodation would impose an undue hardship on CEI. In addition, reasonable accommodations will be made for all students to ensure equal access to student courses, services, and activities.
For up to one year after a child’s birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for the baby. CEI has designated space for this purpose. Nursing mothers wishing to use the space must request access by contacting human resources. Breaks of more than 15 minutes will be unpaid, and the employee should indicate this break period in the timekeeping system.
College of Eastern Idaho is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of CEI and are valued for their skills, experience, and unique perspectives. This commitment is embodied in CEI policy and in the way we conduct business.
Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, as well as many state laws. CEI is committed to maintaining a work environment that is free from harassment and unlawful discrimination. Harassment or discrimination based on age, race, color, creed, sexual orientation, religion, national origin, physical or mental disability, medical condition, veteran status, or gender is prohibited. Harassing conduct that affects tangible job benefits, interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment will not be tolerated.
Further, any retaliation against an individual who has complained about sexual or other harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated.
For more detailed information, please see Policy 108: Harassment and Discrimination.
CEI is committed to the principles of equal opportunity and nondiscrimination and strives to maintain a work environment where employees are treated respectfully. CEI recognizes, however, that misunderstandings may arise or occasions may occur when an employee believes that he/she has not been treated fairly or in accordance with set policies and procedures. Accordingly, this policy provides a forum to discuss and resolve such job-related issues. Please see Policy 106: Grievances for additional information and procedures.
CEI expects its employees to meet its performance expectations and adhere to CEI’s Employee Code of Conduct and Ethics as well as other applicable policies and procedures. Employees who fail to meet performance expectations or engage in unacceptable conduct shall be subject to disciplinary action, up to and including termination.
The objective of the process is to assist the employee in resolving the problem or to provide appropriate documentation to support actions taken if the problem is unresolved. Nothing in this is intended to, or should be construed to, alter CEI’s right to discharge an employee at any time or for any reason. CEI, at its discretion, shall determine, based on the circumstances of each matter, which and how many steps in the progressive discipline process may take place prior to discharge.
Employees must take personal responsibility for their conduct. Enforcement of CEI’s policies among employees is the continuing responsibility of supervisors. When employees fail to meet established standards or violate CEI policy, initiation of the four-step discipline process described below may be necessary:
Documentation of disciplinary actions is maintained by human resources in the employee’s personnel file. The minimum period of retention for disciplinary actions applies to each separate disciplinary action. Documentation of disciplinary actions that were previously withdrawn are not affected by the receipt of a new document. It is the expectation that any performance infraction serious enough to merit documentation is of sufficient significance to be referenced in the annual performance review.
A recommendation for demotion, involuntary transfer, or termination should be documented in writing, should state the reason(s) for which the action is being taken, and should outline the efforts, if any, which have been made to improve the employee’s performance or address the conduct in question. Further, any such recommended action should be discussed with the HR executive director and approved by the appropriate dean, vice president or president.