Affirmative Action

Federal and state laws require employers to establish procedures to address discriminatory practices in the workplace through Affirmative Action programs, policies, and procedures. Still, discrimination remains a national problem. Today’s most pervasive discrimination results from typical, although often unintentional practices throughout the educational and employment process.

The NBTSchools' District Affirmative Action Officer (AAO)  is responsible for the planning and implementation of district initiatives to create positive and result-oriented programs designed to remedy patterns and practices of discrimination in employment and educational services. Additionally, the purpose of the District Affirmative Action Officer is to provide staff and students with opportunities for equity and equality, and to provide a forum to address and resolve grievances.

The administrative code governing affirmative action programs in school districts is N.J.A.C. 6A:7 (Managing for Equality and Equity in Education) which defines the responsibilities of district boards of education for compliance with current law and public policy governing the elimination of discrimination and the provision of equal educational opportunity in the public schools, as well as address the achievement gap and the Elementary and Secondary Education Act (ESEA) legislation. Under New Jersey law, accountability for enforcement of affirmative action policies and programs is implemented by the Department of Education to support equity and equality for staff and students.

What Constitutes as a Hostile Work Environment Under the Law?

Under the New Jersey Law Against Discrimination, an employee must prove that the complained-of harassment:

• would not have occurred but for the employee's protected characteristic (i.e., sex, sexual orientation, gender, race);

• the harassment was severe or pervasive enough to make;

• a reasonable person of the same protected characteristic believe that;

• the conditions of employment have been altered and the working environment is hostile or abusive.

Additionally, the context of any potential hostile work environment claim, would need to violate the conditions of the staff member's employment; where such action were based on race, color, religion, sex (including sexual orientation, gender identity, or pregnancy), national origin, older age (beginning at age 40), disability, or genetic information (including family medical history) as defined by the New Jersey Law Against Discrimination or Title VII of the Civil Rights Act of 1964.

Related Policies & Regulations