We welcome employees who share our goal of fostering a community that celebrates diversity and global citizenship.
Equal Employment Opportunity (EEO)
Champlain College affirms its commitment to a campus environment that values human diversity and respects individuals who represent that diversity. Fostering diversity and respect for difference is a fundamental goal of higher education, ranking among the highest priorities of this institution.
In both education and employment, Champlain College prohibits discrimination on the basis of Race; Color; Religion; Ancestry; Sex (including Pregnancy, Sexual Orientation, or Gender Identity); Marital Status; National Origin; Age (40 or older); Disability; Genetic information (including Family Medical History); and/or having been party to a previous discrimination/harassment complaint/investigation.
Pronoun Guidance
Pronouns are words we use to replace someone’s name or title, and in English they are marked for gender. You can’t know what pronouns someone uses just by looking at them, even when someone doesn’t “look” trans, genderqueer, etc. Learning and using someone’s pronouns creates an inclusive and affirming environment, shows you respect them, and helps remove gender-based biases and discrimination from the Champlain Community.
Employee Chosen Name Change
Champlain College recognizes that transgender, non-binary, and/or gender-nonconforming employees may not wish to use the name that they were assigned at birth, as it does not reflect their identity. We also recognize that for a variety of reasons, employees may not wish to go through a legal name change or may be in the middle of doing so, but wish to have their records reflect their chosen name before the process is complete. The College has a process in place to accommodate employees who wish to update their name and email address in many College systems. In this process Chosen Name can be updated for First Name only or First Name and Last Name.
Where Your Name Will Change
Your Chosen Name will be reflected in Active Directory and Colleague. This update will extend to platforms dependent on Active Directory and Colleague, such as Gmail, Google, Canvas, and the telephone network.
- If an employee already has an Event Management System (EMS) account with their old email address, and a new email address is created as part of the Chosen Name process, the employee can create a new EMS account with their updated credentials.
- Once the process is complete you can request a new ID card from Compass by emailing compass@champlain.edu
Where Your Name Will Not Change
While your Chosen Name will be incorporated into Oracle’s “Preferred Name” field, it will not replace your legal name in the system. Timecards, approval notifications, etc in Oracle will display both your Legal Name and Preferred Name. It is also important to note that your Legal Name will continue to appear on all communications related to payroll, taxes, and benefits.
Americans with Disabilities Act (ADA)
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Who is Protected under the ADA?
The ADA defines a person with a disability as:
- anyone with a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, hearing, speaking, breathing, learning, and working;
- having a history of such an impairment; or
- regarded by others as having such an impairment.
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Reasonable Accommodations
The College is prepared to modify or adjust, for example, the job application process, the way job duties are performed, or the work environment to make reasonable accommodation to the known disabilities of an otherwise qualified applicant or employee to enable them to be considered for the position sought, to perform the essential functions of the job, or to enjoy benefits and privileges of employment substantially equal to those enjoyed by others without disabilities, unless:
- The accommodations would impose an undue hardship on the College and/or its business operations, or
- Even with reasonable accommodation, the individual would still pose a direct threat of substantial harm to the health or safety of themself or others.
- An accommodation that would be unduly costly, extensive, substantial, or disruptive or that would fundamentally alter the nature or operation of the business would impose an undue hardship.
Examples of reasonable accommodations include: restructuring jobs by reallocating or redistributing non-essential functions; altering when or how an essential job function is performed if that can be accomplished without undermining the essential function; modifying schedules; permitting exceptional use of accrued leave or leave without pay; acquiring or modifying equipment or devices; allowing the use of special equipment or devices provided by the individual; making facilities accessible; or reassigning employees (but not applicants) with disabilities to vacant positions for which they qualify.
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Request for Accommodation
Any employee or applicant may at any time inform their immediate supervisor or the People Center of a request for a reasonable accommodation under this policy, or may indicate that an adjustment or change is needed in their job because of disability-related limitations. Individuals with disabilities must provide the People Center with a completed Employee Accommodation Request Form to assist the College in determining if and what reasonable accommodations should be provided that would enable the employee to perform the essential job functions properly and safely. Employees or applicants with disabilities may also identify equipment, aids or services that they are willing to supply and use.
People Center
Location
Miller Center at Lakeside Campus
Third Floor Room 331
175 Lakeside Ave, Burlington, VT 05401
Third Floor Room 331
175 Lakeside Ave, Burlington, VT 05401
Office Hours
Monday – Friday
8:00 AM – 5:00 PM
8:00 AM – 5:00 PM