University of Houston-Victoria

Human Resources

Affirmative Action Program 2014-2015

University of Houston-Victoria Affirmative Action Program for Women, Minorities, Persons with Disabilities and Veterans

March 21, 2014 through April 20, 2015


Contractor Facility: University of Houston-Victoria

Acting President: Wayne Beran

AA Officer: Laura Smith, Director, Human Resources

Establishment EEO-6 Identification #: 225502

Establishment Employer Identification #:74-6001399

Produced by:

University of Houston-System
Office of Equal Opportunity Services
153 Student Service Center
Houston, Texas 77204-3020

In the preparation of this Affirmative Action Plan (“AAP”) the University of Houston System was guided by U.S. Labor Department Office of Federal Contract Compliance Programs (“OFCCP”) regulation 41 C.F.R. Section 60 and its recommendations for compliance with Executive Order 11246. The University of Houston System and in conjunction with the University of Houston-Victoria (“UHV”), was also guided by regulation 41 C.F.R. Part 60-741, which implements Section 503 of the Vocational Rehabilitation Act of 1973, as amended (29 U.S.C. Section 793), and OFCCP regulation 41 C.F.R. Part 60-250, which implements the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended (38 U.S.C. Sections 4211 and 4212).  Including all of the necessary components of an effective AAP, this AAP provides the principles and policies that commit the University of Houston-Victoria to equal employment opportunity and documents the employment practices and procedures for administration of the AAP.

Nothing contained in this AAP or its supporting data should be construed as an admission by the University of Houston System and/or the University of Houston-Victoria, in whole or in part, that it has contravened any federal, state, or local employment practice laws. In developing and implementing this AAP, the University of Houston System has been guided by its established policy of providing equal employment opportunity. Nothing herein is intended to sanction the discriminatory treatment of any person.

Further, this AAP does not constitute an express or implied contract between the University of Houston System and its employees, job applicants, or other persons, nor does it change in any way the basic at-will employment relationship that University of Houston System employees have with the University of Houston System.  Nothing in this AAP creates a private right of action on behalf of any individual or group against the University of Houston System.

Instead, as an active plan, this annual report provides mechanisms which enable the University of Houston System and/or University of Houston Victoria to continually monitor and evaluate its employment practices to ensure they are free of bias and discrimination based on an individual’s or group’s membership to a protected class.