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December 09, 1970 - Image 7

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Text
Publication:
The Michigan Daily, 1970-12-09

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Wednesday, December 9, 1970

THE MICHIGAN DAILY

Page Seven

* Wednesday, December 9, ~ 970 THE MICHIGAN DAILY Page Seven

'U' pr
(EDITOR'S NOTE: The fol-
lowing is the proposed affirma-
tive action plan (Exhibit B) to
combat discrimination on the
basis of sex which was rejected
by the U.S. Department of
Health, Education and Welfare.)
The Bylaws of The Regents of
the University of Michigan, as
implemented by the University's
Equal Employment Opportunity
Affirmative Action Program, set
forth unequivocally that there
shall be no discrimination be-
cause of sex. This existing pro-
gram specifically reaffirms the
University's commitment t h a t
"the University, through its em-
ployment practices and proced-,
ures, seeks and employs qualified
personnel for all of its diverse
activities and at all of its fa-
cilities and provides equal oppor-
tunities during employment by
administering each and every
phase of its personnel program
without regard to the non-rele-
vant factors of ... sex . .."
As recognized in the recently
published Department of Labor
Sex Discrimination Guidelines,
special problems. and therefore
definite treatment, may be need-
ed to achieve equal employment
opportunity for women.
Therefore the University of
Michigan, in reaffirming its
commitment to equal employ-
ment opportunity for all, under-
takes the following additional
affirmative steps to emphasize
its commitments to women:
1. An analysis of wage and
salary, promotion and employ-
ment procedures will be under-
taken by the Personnel func-
tion with special attention given
to equal opportunity for women.
2. Each administrative or
operating unit, in cooperation
with the Personnel function, will
continue to review and evaluate
the status of staff members.
Special attention will be given
to the status of female s t a f f
members in classifications where
there are also male staff mem-
bers. Salary equity and advance-
ment opportunities will be a
primary consideration as will the
identification of problem areas
and recommendations for over-
coming them.
3. Each member of manage-
ment and supervision will again
be informed of the responsibil-
ity to assure compliance with the

oposals

to

HEW

tices to preclude discrimination
on the basis of sex.
4. The question of discrim-
ination, including sex, always
involves an analysis of facts.
Therefore, the University will
again, and periodically t h e r e-
after, communicate to staff
members information about the
University's non-discrimination
because of sex policy, with spec-
ial reference and emphasis giv-
en to the availability of Uni-
versity complaint procedures.
These communications w i 11
stress that there will be no
adverse reflection of a com-
plainant's status as a staff
member for utilizing a com-
plaint procedure.
5. The University Complaint
Review Committee has author-
ity to hear and decide discrim-
ination, including sex, com-
plaints involving professional,
administrative, office and tech-
nical staff members. This Com-
mittee shall include representa-
tives designated - by the Univer-
sity Human Relations Council
when a sex discrimination com-
plaint is processed and shall in-
clude at least one female mem-
ber.
6. The Senate Advisory R e -
view Committee is available for
discrimination, including s e x ,
complaints for members of the
academic senate. This com-
mittee currently includes fe-
males. The Senate Advisory
Committee on University Af-
fairs, the appointing body, will
be informed of the advisability
of continuing to include females
on this committee.
7. All teaching staff members,
including those who are mem-
bers of the Senate, will have
available within their school or
college an appeal procedure to
review problems or complaints
concerning employment, includ-
ing those involving sex dis-
crimination. These procedures,
when implemented, will include
a provision which provides for
at least one female member for-
each committee in the procedure
whenever a sex discrimination
complaint is processed.
8. Each University Labor
Agreement includes a grievance
procedure and final and binding
arbitration for unresolved gri-
evances. The last step ,of the.

9. All staff members, includ-
ing those covered by labor
agreements, will continue to be
informed periodically that, in
addition to the University Com-
plaint Procedures, that Michi-
gan Civil Rights Commission is
available to receive and process
discrimination, including s e x,
complaints.
10. The University will make
appropriate adjustments, I n -
cluding back pay to the date of
an individual's complaint, should
it find as a result of reviewing
any complaint that a female
staff member has been discrim-

on sex
(EDITOR'S NOTE: The follow-
ing is excerpts released by the
University from a letter, dated
December 8, 1970 from Presi-
dent Robben Fleming to Don
Scott, civil rights specialist at
the Office of Civil Rights, U.S.
Department of Health, Educa-
tion and Welfare.)
"The University commits it-
self to maintain nondiscrimina-
tory hiring and employment
practices and to take affirma-
tive action to ensure that appli-
cants are employed a n d that
employes a r e placed, trained,

discrimination

the date of ascertained discrim-
ination, but not earlier than the
date on which the University of
Michigan signed its first con-
tract under Executive Order
11246, as amended.
"3. The University of Michi-
gan commits itself to the vigor-
ous recruitment of females for
academic positions to be certain
that those who have comparable
qualifications and potential are
given equal opportunity to males
who are being considered for
the same positions.
"4. There are no Ph. D. grad-
uate programs at the University

sity. Any identifiable inequities
will be compensated with ap-
propriate back pay.
"6. Male and female applicants
and employes will not be segre-
gated for purposes of recruit-
ment, placement, transfer, or
promotion in any job classifi-
cation.
"7. All present female employ-
es occupying clericals or other
non-academic positions w h o
seek promotion and who possess
qualifications e q ui v a 1 e n t to
those of higher level male em-
ployes will be given priority con-
sideration for promotions to
higher level positions for which
they qualify.
"8. Review of the above op-
erations will be under the sup-
ervision of Vice President Fe-
dele Fauri and a commission on
women which will include rep-
resentatives of female adminis-
trative, academic, and non-
academic employes."
UGLI hours

'."9:7n?.:n fv1 A##"{, R::.^v:Y."<".'rd":} {,r}n......"..........:i{1'"71v..?....r{{{........",.......rr.......................,... . .
"As the result of exchanges of correspondence between HEW and the
University of Michigan on the question of sex discrimination, we appear
to be in substantial agreement with te possible exception of two items,"
President Robben Fleming said.
...1".14: s...................

inated against because of sex.
11. Special attention will be
given to the inclusion of females
on University committees.
Where these committees are ap-
pointed by faculty, or other
groups, as distinguished f r o m
University administrative ap-
pointments, these groups will be
informed of the advisability of
including females on commit-
tees.
12. The Human Relations Ad-
visory Council, currently in the
process of being reconstituted to
more effectively meet its re-
sponsibilities and achieve its
objectives, will establish a Com-
mission on Women. This Com-
mission will not deal with in-
dividual complaints, which
should be processed through one
of the University complaint pro-
cedures or the Michigan C i v i l
Rights Commission, but will be
charged with the following re-
sponsibilities
-Inquire into University pol-
icies, procedures and practices
which may contribute to dis-
crimination against women and
- Make affirmative and con-
structive proposals to the Hu-
man Relations Advisory Coun-
cil for improvement of employ-
ment and employment condi-
tions for female staff members.

upgraded. promoted, and other-
wise treated during employment
without regard to sex.
"The University will, within
90 days. file a further amended
affirmative action program to
modify Exhibit B of our letter
of November 3, 1970, which you
have cited, including specific
numeric goals and timetables.
Meanwhile, to correct deficien-
cies cited the University com-
mits itself as follows:
"1. The University will ach-
ieve salary equity between male
and female employes having the
same qualifications, responsi-
bilities and performance in the
same job classification. Imme-
diate review of files will be un-
dertaken and a complaint oro-
cedure announced to determine
inequities. Such inequities will
be corrected within thirty days.
"2. The University commits it-
self to the payment of b a c k
wages to any female who has
lost wages due to discrimination
by the University because of her
sex. Back pay will date from
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of Michigan in which admissions
are connected with specific em-
ployment opportunities. All em-
ployment opportunities f o r
graduate students within the
University are open to all qual-
ified students without discrimi-
nation and will continue to be
so administered.
"5. The University will issue
a policy of nepotism within
thirty days which will ensure
equal treatment of tandem
teams throughout t h e Univer-

The undergraduate library will
be open from 8 a.m. until 6 p.m.
from Dec. 19 through Jan. 5.
The UGLI will be closed Sun-
day, Dec. 20, Thursday-Sunday,
Dec. 24-27, and Friday-Sunday,
Jan. 1-3.
The audio room, print study
gallery, and reference desk will be
closed from Sunday, Dec. 20
through Tuesday, Jan. 5.
N EY E A R E

the
University
cellar
Buying
Books
In the Union basement
Dec. 7-Dec. 19
9:30-5:30
at Bursley
Dec. 16-19

DD CCJ"D IDTIr

r c34 ir i Wiv c i
and SHADES

University's Equal Employment grievance procedure prior to ar- -Open- 6:3C
Opportunity Affirmative Action bitration provides for review 6 a.m. till 9 p m.--Mon.-Thurs. o f*Ue
Program and that the program by a University Review Com-( 6 a.m. till 3 a.m.-Fri.-Sat.L
Includes a requirement for af- mittee. Whenever a sex discrim- PRE-LlANUKAfl8 a.m. till 7:30 p.m.-Sunday
firmative efforts in the employ- ination complaint is processed 730 NORTH MAIN
ment, promotion and salary ad- this committee will include at 763Deliver d3tering
ministration policies and prac- least one female member.
UNWANTED PREGNANCY? S.B.S. at 1215 S.U.
HAVE A LEGAL ABORTION f
PERFORMED IN THE STATE OF 20% off on new
NEW YORK BY LICENSED PHYSICIANS 50% off on used ALSO AVA
FREE ROUND TRIP TRANSPORTATION PROVIDED.
$200.00 PREGNANCY UP TO 12 WEEKS. Student
DEPOSIT REQUIRED. Book CAPITOL &
, CALL; 272-4255 24 HOURS SERY. e o
838-4191 10 A.M.-5 P.M. Service
835-6715 6 P.M.-10 P.M. R
SHOP TOMORROW AND FRIDAY'TIL 9:00PM.A0
l.. * . is .1. 6
T s~: 80BB SEGEI
3 ALBUM SET
iaeengffao 98 REGULA
imported German leathergoods, lined with sued.
two feather finishes, soft analine calf end suede. 498 List
* Black with brown suede, derby brown with green suede.
A. Banker's billfold, $12. . Credit card crrier, $15.
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