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Affirmative Action/Equal Employment Opportunity Guidelines for Recruitment and Selection of Administrative, Professional, or Supervisory Staff
Selection
In New Brunswick and Camden, UHR reviews/qualifies the credentials of the selected candidate and approves the salary before an offer is made. In Newark, approval of the candidate’s credentials by the Human Resources office is also required before an offer is made.
Under equal employment opportunity law, the employer should normally select the candidate with the best overall qualifications; however, other job related qualities such as hours, salary, availability and other factors may be considered as long as they are not discriminatory.
Whether or not the applicant has relatives employed by the university should obviously not influence selection decisions. University policy on Employment of Relatives9 permits an individual's permanent employment as long as she or he meets requisite standards and the employment does not create a supervisor/subordinate relationship. No supervisory or administrative officer shall have hiring authority over a family or household member nor shall vote, make recommendations, or in any other way participate in the decision of any matter that may directly affect the appointment, tenure, promotion, demotion, salary, or other status or interest of a family or household member. Employees are expected to voluntarily absent themselves from participation in personnel decisions in which a family or household member is involved. This regulation also applies to romantic relationships.
Whether or not the applicant is a citizen should not influence the selection decision. The Immigration Reform and Control Act (IRCA) of 1986 prohibits discrimination on the basis of citizenship status. IRCA permits employers to prefer a citizen over a non-citizen if both are equally qualified, but such citizen preferences may still violate Title VII if they have an adverse impact on persons of a particular national origin.
Whether or not the preferred candidate requests an accommodation for a disability should not influence the selection decision unless the accommodation would cause an “undue hardship.” (See the factors to consider in judging “undue hardship” in the Accommodations section below.)
Do not notify rejected candidates until a candidate has been selected.
If there are questions concerning choosing among equally qualified candidates, contact the Office of Employment Equity.
Additional Sections
- Introduction
- Ensuring a Broad Applicant Pool
- Recruitment Requirements
- Positon Description
- Internal/External Candidates
- Applicant Tracking System
- Recruiting for Positions with a Health Hazard
- Search Committees
- Interviewing
- Accommodations
- Record Maintenance
- The Disabled and Covered Veterans
- Employment Eligibility Verification Form (I-9)
- EEO/AA Guidelines to Staffing Externally Funded Projects
- Attachments
| Resources To Help You | |
| Office of Employment Equity - Contacts | 732-932-3020, ext. 4030 |
| Office of Employment Equity - Services | |
| EEO/AA Laws and Regulations | |
| Hiring Managers | |
| Hiring Toolkit | |
| Job Applicants and the ADA | |
| Search Firm Guidelines | |
