It is the intent of the State University
of New York that no qualified disabled veteran or veteran of the Vietnam
Era shall be excluded from participation in State University employment
or be subject to discrimination as a result of such employment. The
State University will employ, advance in employment and otherwise treat
disabled veterans and veterans of the Vietnam Era without discrimination
in all employment practices including, but not limited to advertising,
recruitment, employment, upgrading, demotion or transfer, layoff or
termination, rates of pay or other forms of compensation and selection
for training.
Adoption of the above policy is in compliance with Section 402 of
the Vietnam Era Veterans Readjustment Act of 1974.
A "Disabled Veteran" is defined by such law as a person
entitled to disability compensation under laws administered by the
Veterans Administration for a disability rated at 30 percent or more,
or a person whose discharge or release from active duty was for a disability
incurred or aggravated in the line of duty.
The term "Veteran of the Vietnam Era" means a person who
served on active duty for a period of more than 180 days, any part
of which occurred during the Vietnam Era (between August 5, 1964 and
May 7, 1975) and was discharged with other than a dishonorable discharge;
or was discharged or released within 48 months preceding application
for employment or the alleged violations of the act or regulations.
Employees or applicants who believe themselves to be covered by the
Vietnam Veterans Adjustment Act and who wish to benefit under the Affirmative
Action Plan are invited to identify themselves by completing the appropriate
form which is available in the University's Personnel Services Office
or Affirmative Action Office. In order that they may qualify for positions
which they presumably might be unable to fill because of their disability,
employees identifying themselves as disabled veterans
will be asked to describe any special methods, skills or procedures
which qualify them for available positions. By doing so, this will
alert the University to the need for changes in physical layout of
the job or modification of certain nonessential duties related to the
job.
Reasonable physical accommodation for disabled veterans will be
determined through consultation with management. Business necessity,
financial cost and the fact that the University uses SUNY facilities
will be considerations affecting the decisions.
The University may request a pre-employment comprehensive medical
examination at the University's expense but the results will not be
used to exclude or otherwise limit employment opportunities of qualified
disabled veterans or veterans of the Vietnam Era.
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