SUOAF Agreement | SUOAF Contract | Affirmative Action Policy Statement

The Minority Recruitment and Mentoring Committee has been established in accordance to article 3-Non-Discrimination clause of the SUOAF-AFCME Collective Bargaining Agreement. Article 3-Non-Discrimination reads as follows:

SUOAF-AFSCME Collective Bargaining Agreement 2001-2005
Article 3 – Non-Discrimination

3.1 The Board of Trustees and SUOAF-AFSCME agree that no member of the bargaining unit shall be discriminated against in violation of federal of state statutes, such as discrimination based on race, color, religious creed, age, sex, marital status, sexual orientation, national origin and disability. Violations of this section shall be grievable but not arbitrable. Any claim of violation may be filed through the Commission on Human Right and Opportunities (CHRO) or any appropriate legal forum.

3.2 The parties to this agreement recognize the compelling need to increase the minority proportion of the bargaining unit members to more closely approximate the racial and ethnic diversity of the population of our state and nation.

Notwithstanding other provisions, if any, in this Agreement to the contrary, the following affirmative programs and actions are adopted to increase the proportion of minority bargaining unit members.

The President/Chancellor shall bring into being a Minority Recruitment and Mentoring Committee under the direction of the Affirmative Action Officer. The committee shall have a minimum of two bargaining minority unit members. The Committee shall be charged with the responsibility for identifying and recommending qualified minority candidates to search committees after promotional process in Article 10 has been followed. Travel and associated costs for this effort approved by the Affirmative Action Officer may be charged to the University’s budget.

The Minority Recruitment and Mentoring Committee shall ensure that mentoring arrangements are available for newly appointed minority employees. The mentors shall be charged with responsibility for enhancing the professional development of minority employees during the first 1-3years of their appointments. Costs of this effort, which may include any salary payment for the mentor(s) or related personnel, may be charged to the support fund described below.

When directly continuing support for obtaining credentials/qualifications is provided to appointees, it shall be part of individual agreements prescribing the support accepted by the appointee and specifying that the appointee with remain with CSU for an appropriate interval after the support has ended. Such agreements shall require the approval of the campus President/Chancellor. The existence of substance of a mentoring agreement is not to be considered in an appointee’s evaluation pursuant Article 19.

The continuation of a mentoring agreement is conditioned upon the appointee’s renewal of appointment pursuant to Article 14.

Funding for the mentoring program shall be available in proportion to campus bargaining unit membership.

Funding for this program shall be .0261 of the aggregate bi-weekly salary of bargaining unit members base on a April payroll listing. Unexpected funds shall roll over for use in succeeding fiscal years. The Board shall provide the union with a report detailing all expenditures under this program annually.

Together the parties agree to promulgate principles that seek to insure affirmative action within the Connecticut State University. The parties further agree to the universities’ policy on racism, sexual harassment and other acts of intolerance. This section is not grievable.

3.3 SUOAF-AFSCME recognizes its responsibility as bargaining agent and agrees to represent all employees in the bargaining unit with discrimination, interference, restraint, or coercion.

The Board of Trustees and its management officials within the Connecticut State University acknowledge that SUOAF-AFSCME’s obligation to represent its employees with not be subject to interference, restraint, or coercion.