Affirmative Action Program
The University’s Affirmative Action Program provides for the enhanced effort to recruit, employ and promote women and members of cultural minorities. The Director of Institutional Equity and Compliance, located in the Administration Building, is available to all members of the Fordham community for consultation, training, action, techniques and methods of ensuring non-discrimination, as well as, equal access and fair treatment of individuals.
Americans with Disabilities Act of 1990 (ADA)
Title I of the Americans with Disabilities Act of 1990, which took effect July 26, 1992, prohibits employers from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment. Persons discriminated against because they have a known association or relationships with an individual with a disability also are protected.
An individual with a disability is a person who:
- Has a physical or mental impairment that substantially limits one or more major life activities;
- Has a record of such an impairment; or
- Is regarded as having such impairment.
A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question. The employee must satisfy the job requirements for educational background, employment experience, skills, licenses, and any other qualification standards that are job-related; and can perform those tasks that are essential to the job, with or without reasonable accommodation.
Fordham University will adhere to all the applicable federal, state and local laws, regulations and guidelines with respect to providing reasonable accommodations as required, affording equal employment opportunity to qualified individuals.
Fordham is required to make an accommodation to the known disability of a qualified applicant or employee if it would not impose an “undue hardship” on its operation. Undue hardship is defined as an action requiring significant difficulty or expense when considered in light of factors such as employer’s size, financial resources and the nature and the structure of its operation.
An employer is not required to lower quality or production standards to make an accommodation, nor is an employer obligated to provide personal use items such as glasses or hearing aids.
Campus Crime Awareness and Campus Security Act of 1990
The Campus Crime Awareness and Campus Security Act of 1990 (known as the “Clery Act”) requires colleges and universities to distribute to all current students, employees and applicants for enrollment or employment the following information:
1. Descriptions of policies related to campus security;
2. Statistics concerning specific types of crimes.
Distribution is made by Fordham University through appropriate publications and mailings on an annual basis and by individual request. For further information about this law, please contact the Associate Vice President of Safety and Security.
Administrators at all times will adhere to the Family Education Rights and Privacy Act of 1974 (FERPA), as amended, with respect to the disclosure of student education records to the student, the student’s parents, other University officials, and any other individual, agency, or organization, including officials of other schools or school systems, representatives of the United States Government, state and local governments officials, and all other public and private organizations.
Any and all information obtained officially or unofficially concerning a student, alumnus, employee or applicant shall be treated as confidential and accessed, used, copied, or maintained strictly in relation to the performance of the administrator’s assigned duties. Acts of unauthorized modification, deletion, access, reproduction, or disclosure of confidential information to any person shall be regarded as grounds for disciplinary action up to and including immediate discharge.
Drug-Free Workplace Act
The University complies with the Drug-Free Workplace Act of 1988. As a recipient of Federal contracts and grants, the University certifies to all funding agencies that it provides a drug-free workplace and complies with the statutory requirements stipulated under the law, including dissemination to all employees of the following policy:
“Fordham University prohibits the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in and on University-owned or controlled property. Any Fordham employee determined to have violated this policy will be subject to disciplinary action, up to and including termination."
“All employees engaged in the performance of work under a Federal contract or grant are required to notify the Office of University Research of any drug-related criminal conviction for a violation occurring in the workplace no later than 5 days following conviction."
“The employment of those engaged in the performance of work under a Federal contract or grant is conditional, based on their willingness to abide by the terms of this policy.”
The employment laws of the State of New York recognize the at-will doctrine. Accordingly, Fordham University does not offer tenure or guaranteed employment to you as an administrator. The University or you may terminate the employment relationship at any time, with or without cause, with or without notice. This employment at-will relationship exists regardless of any other University documents or verbal statements to the contrary. While Fordham University may elect to follow its progressive discipline procedure, the University is in no way obliged to do so. Using progressive discipline is at the sole discretion of the University in an employment at-will workplace.
New York State Wage Theft Prevention Act
The New York State Wage Theft Prevention Act amends New York State’s Labor Law Section 195. The law became effective April 9, 2011. The goal of the law is intended to protect employees from wage theft by their employers. The law applies to all private sector employers and there is no minimum employee threshold.
The law requires that employers provide new hires a notice of their pay at the time of hire. Employers must also provide existing employees a notice of their pay annually on or before February 1 of each year.
Non-Discrimination Policy and Title IX Coordinator
Fordham University is an academic institution that, in compliance with federal, state, and local laws, does not discriminate on the basis of race, color, creed, religion, age, sex, gender, national origin, marital or parental status, sexual orientation, citizenship status, veteran status, disability, genetic predisposition, carrier status, or any other basis prohibited by law. No otherwise qualified person shall be discriminated against in any programs or activities of the University because of disability. Likewise, no person shall be discriminated against on the basis of sex. Fordham University does not knowingly support or patronize any organization that engages in unlawful discrimination. This policy is strictly enforced by the University and alleged violations receive prompt attention and appropriate corrective action.
The Director of Institutional Equity and Compliance is the University’s compliance officer for all forms of discrimination and is specifically designated as the University’s Title IX Coordinator, responsible for all of the University’s Title IX compliance efforts, including sex and gender discrimination, sexual harassment, sexual assault and violence, stalking, intimate partner violence, retaliation and athletics. Inquiries concerning the application of Title IX and its implementing regulation may be referred to the designated Title IX Coordinator(s) or to the Office for Civil Rights. The Director may be contacted at:
Director of Institutional Equity and Compliance
Cunniffe House, Room 114
Rose Hill Campus
Sexual harassment will not be tolerated by Fordham University. It subverts the University’s mission and threatens the well-being, educational experiences, and careers of administrators, faculty, students and staff. Sexual harassment also threatens the supervisor-subordinate relationship, in that it can compromise objectivity regarding recommendations for salary increases and promotions.
Included in Fordham University's Sexual Harassment Policy is the strong advisory that consensual sexual or romantic relationships between employees can pose considerable risks to the individuals and to the institution. Such relationships are particularly problematic in the context of a supervisor-subordinate relationship or when consenting employees are working in the same department or unit. Serious consequences affecting your employment status may result when consent is withdrawn and claims are made citing abuse of power and authority, or when there is a disruption of the professional environment. Administrators are cautioned to consider the potential employment consequences of such consensual relationships with employees over whom they have administrative responsibility.
Notwithstanding the consensual nature of any relationship, in a University setting where every employee is expected to interact with students at all times in a courteous, professional manner, it is highly inappropriate and unwise for administrators who maintain positions of trust and authority to engage in romantic or sexual relationships with students. Administrators who have questions regarding the consequences of such relationships should address them in a timely manner privately with their Area Vice President, the Executive Director of Human Resources, or the Director of Institutional Equity and Compliance.
Please see the University's Sexual Misconduct Policy and Procedures for more information.
Fordham University is committed to maintaining a safe and comfortable learning and working environment for its faculty, students and staff. Additionally, it is the University’s responsibility to comply with the New York City Smoke-Free Air Act of 2002. It shall therefore be the policy of Fordham University to prohibit smoking in all indoor, public and working areas of the University. This includes, but is not limited to, all classrooms, auditoriums, meeting rooms, lounges, cafeterias, private offices and general workplace areas. Should you need to smoke, you must do so outside the building during designated breaks and lunch periods.