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Equal Opportunity Programs at U.Va.: Home Page U.Va. Home Page

 

Policies

 

Non-Discrimination
Policy
 
Equal Opportunity
Policy
 
Discriminatory
Harassment Policy

The University of Virginia Non-Discrimination Policy (October 25, 2001)

Consistent with Federal and State law, the University does not discriminate in any of its programs, procedures or practices on the basis of age, color, disability, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, or veteran status. The University operates equal opportunity and affirmative action programs for faculty, staff, and students, including discriminatory harassment policies and procedures. The University of Virginia is an Equal Opportunity/Affirmative Action Employer.

The Office of Equal Opportunity Programs (Office of EOP) is responsible for the enforcement of the University's non-discrimination obligation. A faculty member, staff employee, or student having a complaint of prohibited discrimination may file a discrimination complaint with the Office of EOP subject to the standards and in accordance with the "University of Virginia Discrimination Complaint Procedures."

Equal Employment Opportunity Policy

Consistent with Federal and State law, the University does not discriminate in any of its programs, procedures or practices on the basis of age, color, disability, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), sexual orientation, or veteran status. The University operates both affirmative action and equal opportunity programs for faculty, staff, and students consistent with resolutions of the Board of Visitors and with federal and state requirements.

To carry out this policy, the University takes affirmative action to ensure that all applicants for employment, and all employees at the University, are considered equitably in University personnel actions such as hiring, compensation, benefits, transfer, promotion, demotion, layoff, return from layoff, and training and apprenticeship programs.

The University has specific policies and procedures to implement this general policy. The Policy on Discriminatory Harassment states that such harassment in any form is unacceptable behavior and will not be tolerated. The Discrimination Complaint Procedures are available to any faculty member, staff employee, or student having a complaint of prohibited discrimination.

A complainant may file a discrimination complaint with the Office of Equal Opportunity Programs (EOP), University of Virginia, Washington Hall, East Range, P.O. Box 400219, Charlottesville, Virginia 22903; telephone (434) 924-3200. The EOP Office is responsible for the enforcement of the University's non-discrimination obligation, including dissemination of the policy.

We are committed to equal opportunity and affirmative action. The Director of the Office of Equal Opportunity Programs develops policy statements, affirmative action programs, and related communication strategies. The Director's responsibilities include assisting managers in identifying problem areas and establishing goals and objectives throughout the University.

A copy of the Equal Opportunity Plans, including the Equal Employment Opportunity Policy, the Nondiscrimination Policy, the Policy on Discriminatory Harassment, and the Discrimination Complaint Procedures, is available for review in the Office of Equal Opportunity Programs, in Alderman Library, and in the Claude Moore Health Sciences Library.

University of Virginia Policy on Discriminatory Harassment

As an employer and institution of higher learning, the University seeks to discharge its legal responsibilities and serve its diverse and talented community through fair and responsible application of this policy. This policy does not allow curtailment or censorship of constitutionally protected expression, nor does it attempt to address behaviors that do not constitute discriminatory harassment. Offensive workplace behavior that does not violate this policy should be addressed by the appropriate supervisor or office.

Definition

Discriminatory harassment is contrary to University policy and may also be illegal. The University defines discriminatory harassment as:

  1. Conduct that conditions a person's employment, enrollment as a student, or participation in University activities on that person's age, color, disability, sex (including pregnancy), national or ethnic origin, political affiliation, race, religion, sexual orientation, or veteran status, unless otherwise permitted or required by applicable law; or
  2. Employment or academic decisions made in retaliation for a person's unwillingness to submit to such conduct, or benefits or privileges provided as a result of such submission; or
  3. Conduct of any type (oral, written, graphic or physical) directed against a person because of his or her age, color, disability, sex (including pregnancy), national or ethnic origin, political affiliation, race, religion, sexual orientation, veteran status, or participation in a University, state, or federal discrimination investigation AND which also unreasonably interferes with the person's work or academic performance or participation in University activities, or creates a working or learning environment that a reasonable person would find threatening or intimidating.

A person must be in a position of authority to act on behalf of the University (for example, a supervisor with respect to an employee, or a faculty member with respect to a student) for parts 1 or 2 above to be applicable. Part 3, however, does not require that a person misuse University-delegated authority, and applies whenever such conduct by any person while on University grounds or during University activities interferes with work or academic performance or participation in University activities, or creates a working or learning environment that would be threatening or intimidating to any reasonable person under the same circumstances.

Nothing herein overrides existing University policy, or circumscribes the authority of the University to establish policy that is not otherwise contrary to law.

Responding to Harrassment

Supervisor Responsibilities: Supervisors are responsible for communicating the University's policy on discriminatory harassment to employees, and for taking action when they observe or hear of incidents that may violate this Policy. A supervisor must:

  1. Be receptive and open to concerns of harassment. Know and be able to explain the University's policy and employees' or students' options.
  2. Take action suitable to the circumstances, which may include among other things, talking to persons involved or witnesses, examining other evidence, or arranging for training.
  3. Contact EOP for assistance or to refer matters that have not been resolved.
  4. Make sure that persons who have raised concerns of discriminatory harassment in good faith are not subject to retaliation.
  5. Monitor situations that have been addressed, and follow-up if necessary.

Note: Supervisors who do not appropriately handle reports or incidents of discriminatory harassment, or do not refer them to EOP, will be subject to disciplinary action.