On November 15, 1974 Michigan State University adopted a policy on the employment of handicappers to ensure that all applicants receive fair and impartial consideration for employment at the University. The following policy statement, which is an addendum to the present Affirmative Action Policy of the University, reflects and reaffirms this commitment.

Michigan State University recognizes that employment of handicappers is in the University's best interests by utilizing the employment skills possessed by such individuals as well as by meeting an important social responsibility. The University will take affirmative action to employ, advance in employment and otherwise treat qualified handicappers without discrimination. The University will make reasonable accommodations to physical and mental characteristics of employees and applicants, consistent with the qualifications required for the work to be performed and with the effective operation of the University, as is done for all employees.

It shall be the responsibility of the Office of the Provost and the Office of Personnel and Employee Relations to coordinate and implement this policy with respect to academic and non-academic employment. The Department of Human Relations shall monitor the implementation of this affirmative action policy.

In addition to the policy on employment of handicappers, Michigan State University policy assures that the federal requirements of the Rehabilitation Act of 1973 with all its amendments will be adhered to.

Michigan State University's Affirmative Action Policy for handicappers is designed to provide equal opportunity for such persons as an integral part of the University's academic and non-academic personnel activities.

The policy serves two major functions: it enlightens present University employees to the fact that unique barriers exist for handicappers at Michigan State University; it facilitates breaking the barriers that now exist at the University for employment of these individuals. Bringing about appropriate awareness and sensitivity of any problem is a difficult task. A handicap for an individual should be considered a challenge rather than a personal tragedy. Likewise, creating a University environment physically and attitudinally conducive to equal employment opportunities for handicappers should be regarded as a positive challenge rather than a burdensome problem. As a public university, Michigan State University has social responsibilities, no less to its own students and employees than to the public. By eliminating barriers and creating awareness, it is inevitable that the University will meet the challenge by increasing the representation of handicappers in all employment categories, as well as to make the University more attractive and accessible to student handicappers. The University's overall sensitivity is reflected in its continual commitment to affirmative action.

The ultimate responsibility for administration and implementation of the Affirmative Action Plan rests with the President. The President has delegated to the Vice President for University and Federal Relations general supervision over the University's response to federal affirmative action requirements. Basic responsibility for acting on commitments made thereunder lies with line management. With respect to “Affirmative Action for Handicapper Workers,” line management is the following:

1. The Department of Human Relations, directed by the Assistant Vice President for Human Relations, is responsible for the overall development and coordination of efforts to implement the Plan. An individual in the department will be assigned to monitor and implement the plan.
2. Deans, Directors, Department Chairpersons shall cooperate with, and report to, the Provost with respect to all aspects of academic employee relations.
3. The Office of Personnel is charged with the responsibility of making known the University's desire to employ handicappers in non-academic areas.

Information about the University's Policy on Employment of Handicappers will be disseminated to recruiting sources, and prospective employees. The following is a plan on dissemination of this policy:

1. A copy of the policy on employment of handicappers will be sent to all Deans, Department Chairpersons, Directors and all other appropriate University personnel.
2. Information about the University's policy on employment of handicappers will be communicated periodically to: the President, The board of Trustees, administrators and University community through reports and news articles.
3. Meetings and consultations are to be held from time to time with college Deans, Department Chairperson, and unit heads to discuss employment practices.
4. The University's equal opportunity and anti-discrimination policies are to be communicated during student orientation, new faculty meetings and any other formalized sessions to acquaint newcomers to the campus.
5. The Department of Human Relations will assist in researching and providing information about sources from which handicappers may be recruited.
6. All University employment announcements include the phrase, "Michigan State University is an Affirmative Action/Equal Opportunity Employer."
7. Regular contact is made with recruiting sources to inform them of the University's policy and affirmative action program.
8. Community agencies, community leaders, secondary schools, and colleges are notifies in writing about the University's non-discrimination policy.
9. The equal opportunity clause is incorporated in all purchase orders, leases, contracts, etc. Written notices of the University's policy is sent to all vendors, suppliers and contractors.
10. The entire Affirmative Action Plan shall be available for inspection to any employee or applicant for employment.
11. The Affirmative Action Plan for Handicappers shall be reviewed yearly and updated as necessary.

The University will not discriminate against any applicant or employee because of physical or mental characteristic in regard to any position for which the applicant or employee is qualified. The University's commitment to equal opportunity for handicappers shall include but not be limited to the following areas:

1. Recruitment
2. Promotion
3. Transfers
4. Fringe benefits

1. All applicants for employment will be considered on the basis of their qualifications regardless of their physical or mental characteristic(s).
2. Employment procedures will be reviewed to ensure that they are fair and equitable to all applicants and employees.
3. Record keeping practices for known handicapper applicants and employees will be modified as necessary to conform to the affirmative action requirements of the US Department of Labor guidelines.
4. Where accommodations for handicapper employees are made, a description of the accommodations should be kept in the applicant's file.
5. Physical examinations and qualifications will be geared specifically to the actual requirements of the job for which the applicant is being considered.
6. The following statement which will be incorporated in a larger statement on affirmative action for covered employees, is to be appended to employment applications: “Michigan State University is a government contractor subject to Section 503 of the Rehabilitation Act of 1973 which requires government contractors to take affirmative action to employ and advance in employment qualified handicappers.”

1. The University employee training programs will be administered and conducted with regard to the University's policy of non-discrimination.
2. Selection of employees for training programs will be made without regard to physical or mental characteristics, if the employee's qualifications for positions resulting form such programs are otherwise consistent with this policy. Training programs will make reasonable accommodations for handicappers.

1. Recruiting sources will be informed of the University's policy of non-discrimination and affirmative action.
2. The University will recruit applicants for employment on the basis of their demonstrated ability and competence and without regard to an applicant's physical or mental characteristic where that characteristic in no way interferes with an applicant's ability to perform a specific job.
3. Sources likely to yield qualified handicapper applicants will be identified and included in all recruiting efforts.
4. The University will maintain an ongoing relationship with organizations of handicappers, the State Vocational Rehabilitation Service, local Veteran's Administration, Governor's Office and special training institutions for the purpose of recruiting qualified handicappers. The resident expertise within the Special Programs Office of Programs for Handicappers at Michigan State University will be utilized in the recruitment effort.

1. The University will initiate and continue to expand its construction and reconstruction programs as well as such other activities related to its physical and attitudinal environment (e.g., policies, priorities, procedures, purchasing, replacement, maintenance) so as to establish and increase participatory equality for handicappers within the University's academic and employment opportunities.
2. All educational programs, curricula and services at all levels of the University will be equally available and relevant to handicappers.

Internal grievance and compliant procedures exist for all categories of University employees, both academic and non-academic and including those with collective bargaining agreements. Any handicapper employee with a complaint of alleged violation of the affirmative action requirements shall file a written complaint through the appropriate grievance procedure. hese procedures are to provide for fair, expeditious and effective processing of complaints. A review shall be conducted to ensure that existing internal grievance procedures are proper and adequate for the receipt and processing of complaints under this policy. This review will entail a study of the Anti-Discrimination Policies and Procedures adopted in February, 1970.

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