Equal opportunity and compliance
On Tuesday, Jan. 21, 2025, Executive Order 11246 was revoked via an executive order. University of Idaho is reviewing its processes for compliance and awaiting further guidance from the U.S. Attorney General and Department of Labor. In the interim, online information is subject to change.
Equal Opportunity and Compliance supports the university's compliance with federal and state laws regarding discrimination and harassment and equal employment opportunity.
Equal Opportunity and Compliance works with U of I administrators, search committees, external partners, by:
- Promoting a learning and working environment free from discrimination and harassment
- Explaining and clarifying university policies and procedures and federal and state laws and regulations regarding equal opportunity for hiring managers, search committees and other university stakeholders
- Ensuring a fair and equitable recruitment and hiring process
- Compiling and analyzing university recruitment and hiring data
UI Policy of Non-Discrimination
FSH 3200
Laws and executive orders
Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), as amended
Requires federal contractors to take affirmative action to employ and advance in employment qualified covered veterans. Learn more about VEVRAA.
Section 503 of the Rehabilitation Act of 1973, as amended
Requires federal contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. See the status of Section 503.
Title VII of the Civil Rights Act of 1964
Prohibits discrimination on the basis of race, color, religion, sex, or national origin, in any term, condition, or privilege of employment (including hiring, firing, promotion and compensation) in all institutions with fifteen or more employees. See the Civil Rights Act.
Age Discrimination in Employment Act of 1967
Prohibits employment discrimination against persons age 40 or older and restricts mandatory retirement requirements, except where age is a bona fide occupational qualification. Read the Age Discrimination in Employment Act.
Equal Pay Act of 1963, as amended
Prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require substantially equal skill, effort and responsibility under similar working conditions. Read the Equal Pay Act.
Americans with Disabilities Act, of 1990, as amended
Prohibits discrimination in employment on the basis of disability and requires reasonable accommodation that permits qualified applicants or employees with a disability to participate in the job application process, to perform the essential functions of a job and to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. Read the Americans with Disabilities Act.
Compliance posters
- The Fair Labor Standards Act (FLSA) HTM
- The Fair labor Standards Act (FLSA)/Section 14(c) HTM
- The Family and Medical Leave Act (FMLA) HTM
- The Occupational Safety and Health (OSH) Act HTM
- The Rehabilitation Act of 1973, Section 503 HTM
- Uniformed Services Employment and Reemployment Rights Act (USERRA) HTM
- Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) HTM
- Whistleblower Protections HTM
Recruitment and hiring
As a federal contractor, University of Idaho must comply with equal opportunity laws and regulations. These requirements include advertising job vacancies and ensuring a fair hiring process.
Active recruitment
Advertising job vacancies
University of Idaho is committed to running open competitive public searches to fill our job vacancies.
In addition to posting vacancies on the University of Idaho Careers Site, U of I contracts with JobElephant to post faculty and staff job vacancies. JobElephant is a recruitment advertising agency that posts job vacancies to an annually contracted and curated list of recruitment and hiring venues.
Individual departments are also encouraged to initiate advertising in journals, publications and other recruiting media that are relevant to the position.
In addition to traditional and technology-based advertising venues, employees are encouraged to engage in “active recruitment” to build our applicant pools.
What is active recruiting?
The informal exchange of information among colleagues is still one of the most successful practices for identifying qualified job applicants.
You are actively recruiting if you have:
- Networks to make connections, such as conferences, seminars, job fairs and networking events
- Other professional social networking media, such as LinkedIn and Facebook.
- Joining online groups relevant to your department and taking an active part in them.
- Ask members of the search committee to call colleagues to see if they know of individuals who might be qualified for and interested in this position.
- Called or sent the full position description to relevant professional organizations or networks.
- Engaged local networks of people in related fields at the university or area colleges, corporations and businesses to see if they know of potential candidates.
- Had a discussion in a department or search committee meeting to brainstorm other active recruiting strategies early in the search process.
Recruitment Advertising Resources
As a federal contractor, University of Idaho must comply with Equal Employment Opportunity and Affirmative Action (EEO/AA) laws and regulations. These requirements include an obligation to advertise job vacancies and ensure a fair hiring process. Additionally, the university must make positive recruitment efforts to increase employment opportunities for members of specific protected groups.
Acceptable and unacceptable pre-employment inquiries
The general rule is that all questions asked must be related to the performance of specific job duties.
This chart provides general guidelines, both for job applicants and employers, as to what can or cannot be asked during a job interview regarding anti-discrimination laws pertaining to race, religion, color, national origin, sex, age, disability or marital status.
| Subject | Acceptable | Unacceptable |
|---|---|---|
| Race or color | None | Any injury involving race, complexion, color, or ethnic affiliation. |
| Birthplace | None | Birthplace of applicant, birthplace of applicant's spouse, parents or other close relatives. |
| Religion | Willingness to work required work schedule. | Inquiry into an applicant's religions denominations, affiliations, church, parish, pastor or religious holidays observed. |
| National origin | None | Inquiry into applicant’s lineage, ancestry, national origin, descent, parentage, or nationality. Nationality of applicant’s parents or spouse. |
| Citizenship | Is U.S. The legal residence of applicant? If hired, can you show proof of authorization to work in the United States? | If applicant or applicant’s parents are native-born or naturalized. Require proof of citizenship before being hired. |
| Organizations | Inquiry into organizational membership and offices held. Exclude organizations that indicate race, creed, color, or nation origin of its members. | Listing all clubs, societies and lodges to which you belong. |
| Military experience | Inquiry into the service in the U.S. Armed forces, including branch and rank or any job related experience. | General military experience, such as inquiry into military service records or types of discharge. |
| Sex | None | A pre-employment inquiry as to sex on an application form is unlawful. |
| Marital status | None | Are you married? Where does your spouse work? What are the ages of your children, if any? |
| Age | Are you at least 18 years of age? | How old are you? What is the date of your birth? |
| Disability | If the applicant can perform the essential functions of the job with or without reasonable accommodation. | Do you have a disability? What diseases are you being treated for? |
| Name | For access purposes, whether the applicants work records are under another name. | To ask if a woman is a Miss, Mrs., or Ms., or to ask for a maiden name. |
| Residence | Applicant’s length at current and previous address and phone number (for contact purposes). | None |
| Relatives | Names of relatives already employed by the company. | Information concerning applicant’s children or other relatives not employed by the company. |
| Photograph | None | Requirement that an applicant affix a photograph to employment application at any time before hiring. |
| Language | Inquiry into language applicant speaks, writes or reads fluently. | Inquiries into how applicant acquired ability to speak, write or read a foreign language. |
| Education | Inquiry into the academic, vocational or professional education of an applicant and the public and private schools the applicant has attended. | Nationality, racial or religious affiliation of schools attended. |
| Criminal record | Have you ever been convicted of a crime? If so, when, where and disposition of the offense? | Have you ever been arrested? Inquiry into arrest records. |
Guidelines for equal opportunity statements
University publications
Federal laws require University of Idaho to include equal opportunity statements in print and online versions of university publications that are made available to students, applicants, employees, program participants and the public. Publications that must include an equal opportunity statement include departmental, division and university-wide catalogs, handbooks, applications, magazines, newsletters, brochures, posters and job advertisements.
Long form job announcements
University of Idaho (U of I) is an equal opportunity employer, including veterans and individuals with disabilities. U of I is committed to providing reasonable accommodation to qualified individuals with disabilities upon request. Contact Human Resources at 208-885-3638 or hr@idaho.edu.
Short form job announcements
U of I is an equal opportunity employer, including veterans and individuals with disabilities.
Equal Opportunity Coordinators
EOC's, appointed by deans or VP's, serve as liaisons between college or administrative areas and the Office of Equal Opportunity and Compliance and as embedded recruitment and hiring resources for hiring managers and search committees.
List of Equal Opportunity Coordinators
Athletics
Stacy Asplund
stacyb@uidaho.edu
208-885-0235
Garrett Haldeman
garretth@uidaho.edu
208-885-0235
Sean McIlraith
seanm@uidaho.edu
208-885-0243
Auxiliary Services
Christy Day
cday@uidaho.edu
208-885-3880
College of Agricultural and Life Sciences
Dayna Willis
dwillis@uidaho.edu
208-885-6277
Kaitilyn Young
kryoung@uidaho.edu
Heather Biersner
hbiersner@uidaho.edu
208-885-1561
College of Art and Architecture
Kimberly Osborne
kosborne@uidaho.edu
208-885-9481
College of Business and Economics
Lauri Koster
lkoster@uidaho.edu
208-885-6071
College of Education, Health and Human Sciences
Renee Hanson
reneeh@uidaho.edu
Nancy Morrison
nancym@uidaho.edu
208-885-5765
College of Engineering
Kathy Duke
kduke@uidaho.edu
208-885-6596
Hanna Long
hannalong@uidaho.edu
208-885-7665
College of Graduate Studies
Jennifer Radil
jradil@uidaho.edu
208-885-5828
College of Law
Brady Moseson
bmoseson@uidaho.edu
208-885-6208
Mike Nugen
mnugen@uidaho.edu
208-885-6208
College of Letters, Arts and Social Sciences
Alisa Goolsby
alisag@uidaho.edu
208-885-0714
College of Natural Resources
Patience Mateer
pmateer@uidaho.edu
Patricia Maxey
pmaxey@uidaho.edu
208-885-8981
College of Science
Lorrie Williams
lorriew@uidaho.edu
208-885-5808
Division of Finance and Administration
Christy Day
cday@uidaho.edu
208-885-3880
Dean of Students/Student Affairs
Barb Smith
barbaras@uidaho.edu
208-885-6291
Facilities
Sarah Earhart
searhart@uidaho.edu
208-885-7563
Office of Information Technology (OIT)
Margo Holthaus
margo@uidaho.edu
208-885-2127
Office of Research and Economic Development
Kathleen Skovgard
kskovgard@uidaho.edu
208-885-5663
Lisa Snyder
lsnyder@uidaho.edu
208-885-2258
President's Office
Kayla Thrall
kaylathrall@uidaho.edu
Provost's Office
Jennifer Radil
jradil@uidaho.edu
208-885-5828
UI Foundation/University Advancement
Riley Reintjes
rreintjes@uidaho.edu
University Communications and Marketing
Rebecca Bartels
rbartels@uidaho.edu
University Library
Samm Green
samm@uidaho.edu
208-885-6534
University of Idaho Boise
Donna Stolaroff
dstolaroff@uidaho.edu
208-364-4002
University of Idaho Coeur d'Alene
Ann McNamara
amcnamara@uidaho.edu
208-664-7012
University of Idaho, Idaho Falls
Erendira Valdez
evaldez@uidaho.edu
Vice Provost for Academic Initiatives
Jennifer Radil
jradil@uidaho.edu
208-885-5828
Vice Provost for Digital Learning
Jennifer Radil
jradil@uidaho.edu
208-885-5828
Vice Provost for Faculty
Jennifer Radil
jradil@uidaho.edu
208-885-5828
Vice Provost of Strategic Enrollment Management
Rebecca Latshaw
rlatshaw@uidaho.edu
208-885-9015
DeLaina Storhok
delainas@uidaho.edu
208-885-5690
WWAMI Medical Education Program
Marlane Martonick
marlanem@uidaho.edu
208-885-6696
Contact Equal Opportunity and Compliance
Elissa Keim
Director of Employee Development and Workforce Diversity
208-885-2322
ekeim@uidaho.edu
Email eo_aareview@uidaho.edu for all recruitment and hiring related questions.
U of I is committed to providing reasonable accommodation to qualified individuals with disabilities upon request. To request this document in an alternate format or to request an accommodation, contact Human Resources at 208-885-3638 or hr@uidaho.edu.