| Title | Discrimination, Harassment, and Affirmative Action | Number | 165 |
| Section | Governance, Organization, and General Information | Approval Date | Dec 06,2012 |
| Subsection | Individual Rights | Effective Date | Dec 06,2012 |
1.1 To provide a workplace, educational environment, programs, and activities free from discrimination, harassment, and retaliation in accordance with federal and state law and University core values. This policy applies to all trustees, administrators, faculty, staff, students, volunteers, visitors, or others associated with the operation of Utah Valley University.
2.1 UVU Policy 156 Sexual Harassment and Consensual Relationships and Grievances
2.2 UVU Policy 156 Grievances
3.1 Discrimination: Unfair or unequal treatment of persons on the basis of inclusion or perceived inclusion in a protected status.
3.2 Equity officer: An individual appointed to oversee the application and adherence of the federal and state laws relating to civil rights of individuals.
3.3 Harassment: Any unwelcomed physical or verbal conduct toward a person based on a protected status that interferes with the individual’s work or academic performance, or creates an intimidating, hostile, or offensive work or learning environment.
3.4 Protected statuses: Race, color, religion, national origin, sex/gender, sexual orientation, age, disability, veteran/military status, pregnancy-related condition, genetic information, or otherwise as provided by state or federal law.
3.5 Retaliation: To seek revenge, reprisal, or injury to an individual who has exercised the right to file a complaint or report, or participate in any investigation, proceeding, or hearing relating to prohibited discrimination, harassment, or other types of complaints.
3.6 Sexual harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, education, or participation in a university activity;
2) Submission to or rejection of such conduct by an individual is used as the basis for or a factor in decisions affecting that individual's employment, education, or participation in a university activity; or
3) Such conduct has the purpose or effect of unreasonably interfering with an individual's employment or educational performance or creating an intimidating, hostile, or offensive environment for that individual's employment, education, or participation in a university activity.
4.1 Utah Valley University prohibits any form of: (a) discrimination based on a protected status, (b) harassment, including sexual harassment, toward any individual or group, or (c) retaliation. Violations of this policy will be met with appropriate disciplinary action, up to and including dismissal and removal from the University.
4.2 Utah Valley University affirmatively endeavors to provide equal opportunity consistent with the law in all recruitment, admissions, and employment-related activities, procedures and decisions.
5.1 Administrators, faculty, and staff exercising recruitment, admissions, and employment-related management responsibilities are required to take vigorous and appropriate action to ensure that all university practices and decisions for which they are responsible are made without prohibited discrimination, harassment, retaliation, or prejudicial treatment.
5.2 All employment-related practices and decisions shall be instituted and administered in a fair and equitable manner, using only legally valid job-related criteria and standards, including but not limited to experience, training, education, skills, and potential for successful job performance.
5.3 Human Resources has the responsibility to write, implement, monitor, and update the University’s affirmative action program in compliance with law. Human Resources shall provide an annual program report of these activities to President’s Council.
5.4 An Employee Equity Officer will be designated by the President of the University to assist faculty, staff, applicants, and students in seeking resolution of complaints under this policy directed against employees.
5.5 A Student Equity Officer will be designated by the President of the University to assist students, staff, and faculty in seeking resolution of complaints under this policy directed against students.
5.6 Those seeking redress for violations of this policy shall institute the procedures outlined in UVU Policy 156 Grievances.