Equal Opportunity

Lake Washington Institute of Technology values equality of opportunity, human dignity, racial, cultural and ethnic diversity both as an educational institution and as an employer. The college provides equal opportunity in education and employment and does not discriminate on the basis of race or ethnicity, creed, color, national origin, sex, marital status, sexual orientation, age, religion, disability, genetic information, or veteran status. The college complies with applicable laws prohibiting discrimination and harassment in employment, educational programs and admissions, including Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Americans With Disabilities Act of 1990, the Age Discrimination Act and the state law against discrimination, chapter 49.60 RCW.

Inquiries regarding compliance procedures and complaints may be directed to the college's Affirmative Action Officer:

Meena Park, Executive Director, Human Resources
Affirmative Action Officer/Title IX Coordinator
11605 132nd AVE NE
Kirkland, WA 98034

(425) 739-8212 or 711 (Washington Relay)

Please use our online form to file Title IX complaints.

We are also committed to promoting a safe and inclusive learning environment for LGBTQ students at Lake Washington Institute of Technology, and in order to do this, we need your help!

Public Non-Discrimination Notices

Public Non-Discrimination Notice - Alternative Languages

English

Lake Washington Institute of Technology values equality of opportunity, human dignity, racial, cultural and ethnic diversity both as an educational institution and as an employer. The college provides equal opportunity in education and employment and does not discriminate on the basis of race or ethnicity, creed, color, national origin, sex, marital status, sexual orientation, age, religion, disability, genetic information, or veteran status. The college complies with applicable laws prohibiting discrimination and harassment in employment, educational programs and admissions, including Titles VI and VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Americans With Disabilities Act of 1990, the Age Discrimination Act and the state law against discrimination, chapter 49.60 RCW.

Inquiries regarding compliance procedures and complaints may be directed to the college's Affirmative Action Officer:

Meena Park, Executive Director, Human Resources Affirmative Action Officer/Title IX Coordinator 11605 132nd AVE NE Kirkland, WA 98034, (425) 739-8251 or 711 (Washington Relay)

Spanish

Lake Washington Institute of Technology tienes valores de igualdad de oportunidades, dignidad humana, diversidad racial, cultural y étnica como una institución educativa y como empresario. La Universidad proporciona igualdad de oportunidades en educación y empleo y no discrimina en base de raza o etnia, credo, color, origen nacional, sexo, estado civil, orientación sexual, edad, religión, discapacidad, información genética o condición de veterano. El colegio cumple con las leyes que prohíben la discriminación y hostigamiento en el empleo, los programas educativos y admisiones, incluyendo títulos VI y VII de la ley de derechos civiles de 1964, Título IX de las enmiendas educativas de 1972, la sección 504 de la ley de rehabilitación de 1973, ley de estadounidenses con discapacidades de 1990, la ley de discriminación de edad y la ley estatal contra la discriminación, Capítulo 49.60 RCW.

Las preguntas con respecto a procedimientos de cumplimiento y las quejas deben dirigirse al oficial de la acción afirmativa de la college:

Meena Park, Executive Director, Human Resources Affirmative Action Officer/Title IX Coordinator 11605 132nd AVE NE Kirkland, WA 98034, (425) 739-8251 or 711 (Washington Relay)

Chinese

华盛顿湖研究所技术值机会平等,人的尊严,作为一个教育机构,作为雇主的种族,文化和种族的多样 性。该学院提供在教育和就业的机会平等和不歧视的基础上,种族或族裔,信仰,肤色,国籍,性别,婚 姻状况,性取向,年龄,宗教,残疾,遗传信息,或退伍军人身份。该学院符合适用的法律,禁止在就 业,教育计划及招生,包括标题VI和1964年的"民权法"第七,第九名,1972年教育修正案,1973年康复 法"第504节,美国人的歧视和骚扰随着残疾人法案"1990年,年龄歧视法"和国家法律禁止歧视,章节 49.60 RCW。
咨询有关合规程序和投诉,可向学院的肯定行动官: 格雷格·罗伯茨先生 

执行董事,人力资源 肯定性行动主任/标题IX协调员 11605第132 AVE NE 柯克兰,WA98034, meena.park@lwtech.edu (425) 739-8212 or 711 (Washington Relay).

Korean

레이크 워싱턴 대학은, 교육 기관 및 고용주로서 고용 기회 균등, 인간의 존엄성, 문화와 인종의 다양성을 중요시 합니다.레이크 워싱턴 대학은 균등한 교육 및 고용 기회를 부여하며, 인종, 신념, 피부색, 국적,

성별, 결혼여부, 성적 취향, 연령, 종교, 장애, 유전 정보, 또는 베테랑 여부에 근거하여 차별하지 않습니다.레이크 워싱턴 대학은 1964년 민권법 타이틀 VI와 VII , 1972 년 교육 개정된 타이들IX , 재활법 504 조, 1990 년 장애인 법, 워싱턴 주법 49.60 RCW에 명시된 연령 차별 법을 준수합니다.
준수 절차 및 불만에 대한 문의 사항은 대학의 차별 철폐 조처 책임자에게 문의 하십시요:

그렉 로버츠 인사과전무 이사 고용 개선 조치 책임자 / 타이틀 IX 코디네이터 11605 제 132 AVE NE Kirkland, WA 98034 meena.park@lwtech.edu (425) 739-8212 or 711 (Washington Relay).

Russian

Озеро Вашингтон технологического института значения равенства возможностей, уважения человеческого достоинства, расового, культурного и этнического многообразия и как учебное заведение и как работодателя.Колледж предоставляет равные возможности в сфере образования и занятости и не допускает дискриминации на основе расовой или этнической принадлежности, вероисповедания, цвета кожи, национального происхождения, пола, семейного положения, сексуальной ориентации, возраста, религии, инвалидности, генетическая информация, или статуса ветерана.Колледжа в соответствие с применимыми законами, запрещающими дискриминацию и преследования в сфере занятости, образовательных программ и приема, в том числе титулов VI и VII Закона о гражданских правах 1964 года, раздел IX по вопросам образования Поправки 1972 года, раздел 504 Закона о реабилитации 1973 года, американцы закон об инвалидах 1990 года закон о дискриминации по возрасту и государственный закон против дискриминации, глава 49.60 RCW.

Запросы, касающиеся соблюдения процедур и жалобы могут быть направлены на позитивные действия сотрудника колледжа:

Г-н Грег Робертс Исполнительный директор, Управление человеческими ресурсами Позитивные действия сотрудника / Раздел IX Координатор 11 605 132-й Ave NE Kirkland, WA 98034 meena.park@lwtech.edu (425) 739-8212 or 711 (Washington Relay)


*Verified by native speakers of these languages 03/15

Title VI of the Civil Rights Act of 1964 

No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or besubjectedtodiscriminationunderanyprogramofactivityreceivingFederalfinancialassistance.

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights of 1964 prohibits discrimination in employment based on sex as well as on race, color, religion or national origin. The act makes it unlawful to discriminate in hiring or firing; wage; fringe benefits; classifying, referring, assigning, or promoting employees; extending or assigning  facilities; training, retraining, or apprenticeships; or any other terms, conditions, or privileges of employment. As amended in 1972 it covers most employers of 15 or more employees, public and   private employment agencies, labor union with 15 or more employees, and joint labor-­‐managementcommitteesforapprenticeshipandtraining.Indiantribesareexemptasemployers.

Title II of the Education Amendments of 1976

Title II of the Education Amendments of 1976 addresses sex discrimination sex bias and sex stereotyping as it applies to state and federal vocational education programs. It specifies action that institutions  shouldconsidertoovercomesexbiasandstereotyping.
  

Title IX of the 1972 Education Amendments

The opening statement reads: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance…” Title IX affects virtually all public school systems and post—secondary education institutions. 

Age Discrimination in Employment Act

This act prohibits discrimination on the basis of age against any person between the ages of 40 and 70 in hiring, firing compensation, or other conditions of employment. The law applies to all public employers, private employers of 20 or more employees, employment agencies serving covered employers, and labor union of more than 25 members. It does not cover situations in which age is a bona fide occupational qualification (such as modeling “junior miss” fashions), nor does it affect bona fide seniority  systems.

Section 503 of the Rehabilitation Act of 1973 

Employers covered by this section, as amended, must take affirmative action to employ and advance in employment qualified handicapped individuals without discrimination based on their physical or mental handicap. The title covers Federal contractors and subcontractors whose contracts are in excess of $2,500.

Section 504 of the Rehabilitation Act of 1973

Section 504 provides that “no otherwise qualified handicapped individual shall, solely by reason of handicap, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal assistance.”

Executive Order 11246

This order prohibits employment discrimination based on sex as well as on race, color, religion, or national origin by Federal contractors or subcontractors and on Federally assisted construction contracts. Coverage includes all facilities of the contractor, regardless of whether they are being used in the performance of the Federal contract. In the case of State or local governments holding contracts, coverage is limited to the agency participating in the contract.

Fair Labor Standards Act

The Fair Labor Standards Act, which is known as the Federal minimum wage and hour law, now covers the great majority of workers. However, casual baby-­‐sitters and companions for the aged and infirm; executive, administrative, and professional employees; outside salespeople; employees of certain small, local retail or service establishment; and some agricultural workers are still exempted by the law from both minimum wage and premium pay for overtime provisions.

Equal Pay Act of 1963 

This act amended the Fair Labor Standards Act to prohibit unequal pay for men and women who work in the same establishment and whose jobs require equal skill, effort, and responsibility. Differentials based on a seniority or merit system or on a system that measures earnings by quantity or quality of  production are permitted. Employers may not reduce the wage rate of any employee in order to eliminate illegal wage differentials.
 

Tax Reform Act of 1976

Since 1976 a deduction (subtracted from gross income before computation of the income tax) has been authorized for child and dependent care. The Tax Reform Act of 1976 replaced the deduction with a tax credit (subtracted directly from taxes owed), effective with the 1976 taxable year.

National Apprenticeship Act 

Under this Act the Federal Bureau of Apprenticeship works closely with employers and unions to encourage apprenticeship programs and maintain high standards. Regulations published in May 1978 require sponsors of programs with more than five apprentices to take affirmative action to recruit women, as well as minorities, when those groups do not have reasonable share of the training opportunities.
 

National Labor Relations Act

This act, as amended by the Labor-­‐Management Relations Act provides employees the right to form, join, or assist labor unions; to bargain collectively, through representatives of their own choosing, on wages, hours, and other terms of employment; or to strike to secure better working conditions.

Employees are also guaranteed the right to refrain from membership or participation in a union except where such membership is a requirement of employment.

Occupational Safety and Health Act of 1970

The Occupational Safety and Health Act of 1970 is designated to ensure safe and healthful working conditions throughout the nation. It covers every employer in a business affecting commerce, except where the workplace is covered under a special Federal law such as those for the mining and atomic energy industries. Federal employees are covered by Executive Order, and State and local government employees may be covered by the state, operating under a plan approved by the Federal government.
 

Labor Management Reporting and Disclosure Act 

This act provides that all union members have equal rights in nominating candidates for union office, voting in union elections and referendums, and participating in membership meetings.

Employee Retirement Income Security Act

In 1974 this act was enacted to protect the interests of most workers who participate in private employee pension and welfare benefit plans and their beneficiaries. This law is administered by the Department of Labor, the Internal Revenue Service, and an agency called the Pension Benefit Guaranty Corporation.