available for examination by the SEIU Local 1021 Field Representative as authorized by the employee. Employees covered by this agreement wishing to review their personnel file shall call the Personnel Office in advance and schedule an appointment to inspect their personnel files.
understanding and concern for and support of equity and diversity. Policies/Planning Frameworks •
The board-approved strategic plan for the district emphasizes equity and diversity. In the core values statement, diversity is explicitly highlighted as central to recognizing and celebrating the strengths of students, communities, and colleagues, as well as achievement of excellence and innovation. The guiding principles of the plan include the concept that diversity and shared strengths lead to a mutually supportive collaboration between an autonomous college and the district, which in turn creates the highest possible levels of student and community success.
•
Board Policies require honoring equity and diversity, and they include civility and mutual respect (BP 3.12), prohibiting discrimination and harassment toward employees (BP 3.04), an affirmative action policy (BP 3.03), and intellectual freedom (BP 5.10).
•
In accordance with Title V, section 53003, the district establishes and maintains explicit procedures and supportive practices in faculty and staff diversity plans for all employee groups (e.g., compensation, evaluation, leaves, grievance, and handbooks).
•
The Laney College Equity Plan makes clear the importance of having a diverse faculty, staff, and administrative team to address the range of student learning and other support needs.
•
The Laney College Educational Master Plan identifies equity and diversity as important principles that must be understood and promoted in order to achieve the institution’s benchmarks.
All personnel files shall be kept confidential. The District shall not disclose confidential personnel file contents except as permitted under ‘need-to-know’ principles as provided by law, 17” (IIIA3b-1) The release of personnel records (outside of public information) must be approved by the employee through a signed statement. Employees are encouraged to add to their personnel file additional training and other supplementary documents to complement their records. Any employee may request to review his/her personnel file in the presence of Human Resources staff. Any changes in the employee’s status are recorded in that file. Evaluation The college meets this standard. Planning Agenda None. III.A.4 The institution demonstrates through policies and practices an appropriate understanding of and concern for issues of equity and diversity. Description Issues of equity and diversity are integral to the strategic goals and core values of the district and the college, and they permeate every aspect of college life. Laney is strongly committed to achieving staff diversity and the principles of equal employment opportunity. Laney encourages a diverse pool of applicants and does not discriminate on the basis of race, color, national origin, ancestry, sex, age, religion, marital status, disability, or sexual orientation in any of its policies, procedures or practices. The policies and practices of the college foster an appreciation for diversity in ways to promote it and support its diverse personnel. Below is an abbreviated list of the policies, framework, and practices used to ensure an
136
Laney College
The college catalog, program review handbook, strategic educational program handbook, student handbook, faculty handbook, district and college strategic planning documents, and other bound and electronic documents highlight Laney’s concern for and understanding of issues of equity and diversity (IIIA4-1).