Baylor, as a recipient of federal contract grant dollars, is subject to the affirmative action hiring requirements imposed by Executive Order 11246. That order prohibits federal contractors from discriminating in employment decisions on the basis of race, color religion, sex or national origin. It also requires that recipients "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin." These requirements apply to the entire university community regardless of whether a hiring department receives federal grant funding.
The Americans with Disabilities Act prohibits discrimination in the recruitment, hiring, training, promotion, pay, termination and other privileges of employment regarding qualified individuals with a physical or mental disability. The Act requires an employer, on request of the employee, to provide a reasonable accommodation to qualified individuals in order to enable the employee to perform the essential functions of the job. The accommodations are determined through an interactive process between the employer and employee.
Federal law permits all employees of Baylor, both faculty and staff, to take up to 12 work weeks of job-protected leave time in a 12 month period for certain qualifying events under the FMLA, and up to 26 work weeks for certain military exigencies for immediate family members. While the FMLA provides that the leave may be uncompensated, under Baylor policy, the leave may be compensated depending on an individual's unused leave time (vacation, personal and sick) and available shared sick leave.