The following protected class groups are legally protected from prohibited harassment and discrimination either by law or Michigan Tech policy.
- National origin
- Age (40 and over)
- Sexual orientation
- Individuals with disabilities
- Veteran status
- Marital status
- Gender identity
- Genetic information
Everyone is protected from race and color discrimination. Whites, Blacks, Asians, Latinos, Arabs, American Indians, Alaska Natives, Native Hawaiians, Pacific Islanders, persons of more than one race, and all other persons, whatever their race, color, or ethnicity.
Under the Michigan Constitution additional assurances of equal opportunity in education, employment and contracting are provided by its prohibition of any discrimination against, or granting preferential treatment to, any individual on the basis of race, sex, color, ethnicity or national origin.
The Office of Management and Budget (OMB) minimum categories for race and ethnicity
American Indian or Alaska Native - A person having origins in any of the original peoples of North and South America (including Central America), and who maintains cultural identification through tribal affiliation or community recognition.
Asian - A person having origins in any of the original peoples of the Far East, Southeast Asia, the Indian Subcontinent, for example, China, Japan, Korea, the Philippine Islands, Thailand, and Vietnam.
Black or African American (not of Hispanic Origin) - A person having origins in any of the Black racial groups of Africa.
Hispanic or Latino - A person of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.
Native Hawaiian or Other Pacific Islander - A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
White – A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Michigan Technological University is a Government contractor subject to the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. These classifications are defined as follows:
A “disabled veteran” is one of the following:
- a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
- a person who was discharged or released from active duty because of a service-connected disability.
A "recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval, or air service.
An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
Period of War Dates: Korean Conflict June 27, 1950 – January 31, 1955; Vietnam Era February 28, 1961 – May 7, 1975 for veterans serving in the Republic of Vietnam or August 5, 1964 – May 7, 1975 for all other cases; Persian Gulf War August 2, 1990 – current. Those who served since August 2, 1990 are protected even if no campaign badge was issued.
An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Infographic: Am I a Protected Veteran?