Hiring or Promotion Concerns

State and/or federal law as well as Appalachian policy prohibit discrimination related to job decisions, employment practices, or other terms, conditions, or privileges of employment based on an individual's protected status or, in some circumstances, an individual's relationship to a protected individual. This form of discrimination may be inadvertent or intentional, and it can be obvious or subtle; regardless, it is unacceptable at Appalachian and, in many cases, is against the law.

According to the EEOC, specific issues of this type that a charging party may raise include, but are not limited to, the following:

  • failure to hire
  • termination
  • denial of promotion
  • undesirable reassignment
  • awards
  • leave
  • compensation
  • benefits
  • training
  • work assignments
Questions about unfair evaluation, compensation or hiring practices are valid concerns to bring to the Office of EDC. Some other examples of hiring and promotion concerns are:
  • You disagree with your supervisor's evaluation of your work.
  • Your supervisor shows favoritism to certain employees.
  • As a supervisor, you want to know the legal way to interview a candidate.
  • You believe that you are being paid inadequately.

It is also impermissible to retaliate against an individual for opposing employment practices that discriminate based on hiring or promotion or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII, ADEA, or the Americans with Disabilities Act, or Appalachian policy.

ASU Policies and Procedures Related to Hiring and Promotion

Hiring and Promotion Related Sites

All links listed on the Office of EDC website are provided as information only with no endorsement intended, implied or otherwise.  The content and perspectives presented in these linked sites are not necessarily those of the Office of EDC or Appalachian State University .