The Georgia Tech Human Resources Employee Relations unit is responsible for helping to develop and maintain a positive work environment for everyone. Employee Relations unit strives to promote proper management practices, appropriate workplace behaviors, positive work relationships, and compliance with human resources policies and procedures. In addition, the Employee Relations unit helps to resolve work-related complaints and assist with conflict management.
Each unit/department has an assigned Employee Relations Consultant. Please click here to confirm the assigned Employee Relations Consultant for your unit/department. Employees are encouraged to contact their unit/department Human Resources Representative first with any human resources related questions or requests.
Additionally, the Compliance Managers within the Employee Relations unit administer:
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Reasonable Accommodations process under the Americans with Disabilities for staff and applicants.
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Impartial Board of Review process
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Affirmative Action plan development
Contact GTHR Employee Relations
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Reasonable Accommodations under the Americans with Disabilities Act
At Georgia Tech, individuals with disabilities have an equal opportunity to pursue education, employment-related and to have access to campus programs, activities, or services. If you are faculty, staff, or an applicant and you have a disability and need employment-related reasonable accommodations, we are here to help.
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How do I know if I have a disability?
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What is Reasonable Accommodation?
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What is the Americans with Disabilities Act (ADA)?
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Where can I find Workplace Accommodation forms?
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How do I request a reasonable accommodation?
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Can I request a pregnancy or religious accommodation?
Answers to these questions and more can be found on the Disability Services page.
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Affirmative Action Plan
The Georgia Institute of Technology (Georgia Tech) is committed to equal opportunity, a culture of inclusion, and an environment free from discrimination and harassment in its educational programs and employment. As a federal contractor, it is also Georgia Tech’s policy to take affirmative actions to employ and to advance in employment all persons regardless of race, ethnicity, ancestry, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, marital status, disability, genetics, or protected veteran status, and to base all employment decisions only on valid job requirements. In this regard, Georgia Tech maintains a written Affirmative Action Plan (AAP) that includes the following:
- Executive Order 11246: Comparison of the utilization of women and minorities to their availability; setting placement goals if women or minorities are underutilized; assessing recruitment and outreach efforts; and developing and executing action-oriented programs to address identified problems. (Pursuant to 41 CFR part 60-2).
- Vietnam Era Veterans Readjustment Act 1974 (VEVRAA): Assessment of personnel processes and standards; using effective recruitment and outreach efforts designed to recruit protected veterans; assessing recruitment and outreach efforts; developing and executing action-oriented programs to address identified problems; and establishing a hiring benchmark. (Pursuant to 41 CFR part 60-300, subpart C).
- Rehabilitation Act 1973, Section 503: Assessment of personnel processes and standards; using effective recruitment and outreach efforts designed to recruit qualified individuals with disabilities; assessing recruitment and outreach efforts; developing and executing action-oriented programs to address identified problems; and using the OFCCP utilization goal as a benchmark to measure representation of individuals with disabilities in its job groups and/or workforce. (Pursuant to 41 CFR part 60-741, subpart C).
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Impartial Board of Review
Georgia Tech is committed to the fair treatment of our employees. As such, the Institute appoints an Impartial Board of Review ("IBR") to hear suspension, demotion, and termination appeals from regular employees, excluding those employed in provisional or temporary status, to ensure the proper processes and procedures have been followed in the event an employee has been terminated for cause. Click below for additional information regarding the Impartial Board of Review.
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