Policy No: 2088 Responsible Office: Human Resources Last Review Date: 10/18/2022 Next Required Review: 10/18/2027

Discrimination and Harassment

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1. Purpose

定义并阐述了大学对歧视和骚扰的零容忍.

2. Applicability

This policy applies to all staff employees of the University, including the University General Division, and USA Health. 学院采用单独的歧视和骚扰政策和程序(见第7节). 

3. Definitions

Discrimination:  平等就业机会委员会执行的法律保护雇员在涉及以下情况时不受歧视, color, national origin, sex, pregnancy, sexual orientation, gender identity, gender expression, religion, age, genetic information, disability, protected veteran status, or any other applicable legally protected basis.

Harassment:  平等就业机会委员会执行的法律保护雇员在下列情况下免受就业歧视:经理的骚扰, co-workers, or others in your workplace, because of your race, color, national origin, sex, pregnancy, sexual orientation, gender identity, gender expression, religion, age, genetic information, disability, protected veteran status, or any other applicable legally protected basis.

4. Policy Guidelines

4.1  Compliance with Federal Law

十大彩票网投平台遵守所有禁止歧视的适用法律, including, as applicable:

• • Titles VI and VII of the Civil Rights Act of 1964;
  • Age Discrimination in Employment Act;
  • Executive Order 11246;
  • Title IX of the Education Amendments of 1972;
  • Sections 503 and 504 of the Rehabilitation Action of 1973;
  • the Vietnam Era Veterans Adjustment Assistance Act;
  • the Age Discrimination Act of 1975;
  • the Americans with Disabilities Act of 1990;
  • the ADA Amendments Act of 2008;
  • the Genetic Information Nondiscrimination Act of 2008.

Consistent with these laws and University policy, the University does not discriminate on the basis of race, color, national origin, sex, pregnancy, sexual orientation, gender identity, gender expression, religion, age, genetic information, disability, protected veteran status, or any other applicable legally protected basis, in admission or access to, or treatment of employment, in its programs and services.

Further, no otherwise qualified person with a disability, solely on the basis of such disability, will be excluded from participation in, be denied the benefits of, 或在任何教育计划或活动的管理中受到歧视, including admission or access thereto, 或十大彩票网投平台的就业待遇.

基于受法律保护的身份对个人或群体进行歧视和/或骚扰是违法的, 对个人或团体的歧视和/或骚扰是不符合大学政策的. All members of the University community (including students, faculty, staff, administrators, and visitors) must abide by this policy. 发生在大学校园内的行为可能受到大学的管辖和纪律, or at University related or sponsored activities, whether on or off University premises, 或对大学社会及大学目标的追求有不利影响.

4.2  Retaliation Prohibited

对善意举报歧视或骚扰的个人进行报复或惩罚是违法的，也违反了大学的政策, including sexual harassment and/or sexual violence, or participating in an investigation of such a complaint. 报复包括个人或团体阻止一个或多个理智的人从事这种受保护活动的任何行动. 员工应向平等就业机会(EEO)调查员报告违反大学政策的报复行为, the Associate Vice President, Human Resources (Chief Human Resources Officer), or your Division Head. Violation of this policy will result in disciplinary action, up to and including termination or expulsion.

5. Procedures

5.1  How and When to Report:  任何认为自己正在或曾经受到歧视或骚扰的员工都应立即报告此类行为. A complaint relating to discrimination, or harassment based on any protected status, as defined by University policy, including sexual harassment or sexual violence, or retaliation related to such a complaint, may be filed with either the EEO Investigator, the Associate Vice President, Human Resources, or your Division Head. 如有可能，投诉应在最近的行为发生后180天内提出. The longer the delay in reporting, 就越难以公平和充分地调查投诉，并防止这种冒犯行为的重复.

本署会全面考虑所有投诉，并采取适当行动. 在确定是否发生了违反大学政策的骚扰时，审查的因素包括频率, severity, 行为的背景以及一个理性的人在类似情况下是否会发现这种行为, when taken as a whole, 更有可能是如此普遍或严重，以创造一个充满敌意或虐待的工作或学习环境. 如果该事件被确定为孤立事件或严重程度不足以上升到非法骚扰的程度, but is nevertheless inappropriate for the work or learning environment, 管理人员和主管应采取必要的纠正措施.

5.2  Good Faith Reporting:  所有大学员工在投诉或参与投诉调查时都应诚信行事. 这适用于利用大学提供的任何投诉程序. 投诉程序不得用于对学生提出无谓或恶意的投诉, faculty, staff, administrators, or visitors. 如果大学认为投诉并非出于善意, 可对提出申诉的人采取直至并包括解雇或开除的纪律处分. Refer to the Human Resources website at http://www.southalabama.或人力资源办公室获取更多信息.

5.3  Confidentiality:  To the extent possible, 根据大学政策规定的受保护状态，参与投诉调查和与歧视或骚扰索赔相关的诉讼的所有各方的机密性, including sexual harassment or sexual violence, 在不影响大学调查有关指控的能力的情况下，会否受到观察, take corrective action, or comply with federal, state, or local laws. Consequently, 大学不能确保完全保密，但将在其提供安全的责任范围内评估任何保密请求, harassment free, 为大学社区的所有成员提供一个非歧视的环境. 有关个人投诉及其处理的信息被视为机密，只有在大学认为适当或法律要求的情况下才会共享.

6. Enforcement

大学的人力资源部负责实施和执行这项政策. Student Affairs is responsible for the same as may pertain to students, and Academic Affairs when regarding faculty.

被发现违反本政策的人员将受到纪律处分-包括, but not limited to – warning/reprimand, demotion, transfer, suspension, or termination or expulsion. Under certain circumstances, acts of harassment, 性骚扰和性暴力可能导致刑事和/或民事制裁.

员工如对大学的歧视和/或骚扰政策有疑问，应直接向人力资源办公室的平等就业机会调查员咨询.

7. Related Documents

7.1  Faculty Handbook (sections 1.5.2 & 1.5.3)

7.2  The Lowdown