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'''[[Human Resources]]''' | [[Safety/Security]] | [[Research Compliance]] | [[Compliance]] | [[Privacy/Information Security]] | [[Business Operations]] | [[Intellectual Property]]
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[[Employee Leave]] | [[Employee Health and Safety Policy]] | [[Employment Policy]] | [[Flu Season Policy]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Drug Free Campus]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Recognition and Reward Policy]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]
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width="20">[[Faculty]]</td>
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[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination and Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Influenza]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]] | [[Sexual Misconduct]] | [[Personnel Files]]<br /><br />
Policy No: '''1099'''<br />
Policy No: '''1099'''<br />
Effective Date: '''09/22/09'''<br />
Effective Date: '''09/22/09'''<br />
Revised Date: '''10/26/10'''<br />
Revised Date: '''04/08/19'''<br />
Reviewed Date: '''10/26/10'''<br />
Reviewed Date: '''04/08/19'''<br />
<br />
<br />
<big>Non-Discrimination and Sexual and Other Prohibited Harassment Policy</big>
<big>'''Non-Discrimination and Harassment Policy'''</big>
<br /><br />
<br /><br />
== Purpose ==
== Purpose ==
'''1.1''' UNMC promotes equal educational and employment opportunities in the academic and work environment free from discrimination and/or harassment. UNMC is dedicated to creating an environment where everyone feels valued, respected and included.
== Scope ==
'''2.1''' This policy is applicable to all UNMC students, and employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. It also applies to campus visitors like applicants for educational programs, applicants for employment, volunteers, and vendors.
== Basis of the Policy==
'''3.1''' '''Notice of Non-Discrimination & Equal Employment Opportunity (EEO):'''<br />
UNMC does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment.  <br />


# '''Equal Employment Opportunity ("EEO"):'''
UNMC complies with all local, state and federal laws prohibiting discrimination, including Title IX, which prohibits discrimination on the basis of sex.  <br />
#:UNMC promotes equal educational and employment opportunities in the academic and work environment. UNMC shall not discriminate against students and employees, and campus visitors ( for example, applicants for educational programs, employment applicants, volunteers, and vendors) based on race, age, color, disability, religion, sex, national  origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status.
# '''Harassment:'''
Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].<br />
#:UNMC promotes a productive academic and work environment which prohibits harassment based on race, age, color, disability, religion, sex, national origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status.


== Scope ==
'''3.2 Harassment:'''<br />


#This policy is applicable to all UNMC students, and employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions.  It also may apply to campus visitors like applicants for educational programs, applicants for employment, volunteers, and vendors.
UNMC reaffirms that all women and men -- administrators, faculty, staff, students, patients, and visitors -- are to be treated fairly and equally with dignity and respect.  Any form of harassment on the basis of a person’s protected status is prohibited.  <br />
Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].<br />


== Basis of the Policy - Board of Regents Policy 3.1.1 ==
'''3.3 Related Policies and Laws:''' <br />


#'''Equal Employment Opportunity:'''
'''[https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-policies.pdf?la=en University of Nebraska Board of Regents Policies]'''<br />
#:"Employees on each campus of the University of Nebraska shall be employed and equitably treated in regard to the terms and conditions of their employment without regard to individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with University policies and rules and applicable law."
#'''Harassment:'''
#:UNMC reaffirms that all women and men -- administrators, faculty, staff, students, patients, and visitors -- are to be treated fairly and equally with dignity and respect.  Any form of discrimination, including sexual harassment or harassment on the basis of a person's protected status, is prohibited.
#'''Related Policies and Laws:'''
#:University of Nebraska Board of [http://www.nebraska.edu/docs/board/RegentPolicies.pdf Regents Policies]
#:Federal and State laws, including Titles VI and VII of the Civil Rights Act of 1964, as amended, the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act, as amended, more specifically define UNMC nondiscrimination obligations.


Federal and State laws, including Titles VI and VII of the Civil Rights Act of 1964, as amended, the Rehabilitation Act of 1973, as amended, Title IX of the Education Amendments of 1972 and the Americans with Disabilities Act, as amended, more specifically define UNMC non-discrimination obligations.
== Authorities and Administration ==
== Authorities and Administration ==
'''4.1''' The UNMC Associate Director of Human Resources - Employee Relations and the Assistant Vice Chancellor, Academic Affairs/Student Affairs are responsible for the administration, implementation, and maintenance of the Non-Discrimination and Harassment Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor of Academic Affairs.
== Policy ==
'''5.1''' The University of Nebraska Medical Center (UNMC) declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and non-discrimination in providing its services to the public. Therefore, UNMC does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. Harassment on the basis of a person’s protected status is prohibited under this policy.<br />
Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].<br />
'''5.2''' Employees on each campus of the University of Nebraska shall be employed and equitably treated in regard to the terms and conditions of their employment without regard to individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with University policies and rules and applicable law.<br />


#The UNMC Human Resources’ Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Non-Discrimination, including Sexual and Other Prohibited Harassment, Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.
'''5.3''' Hostile Environment: conduct which is severe or pervasive, on the basis of a person’s protected status, whether verbal/audio, pictorial, electronic (whether real or virtual), written, or physical, which in purpose or effect intimidates the recipient or creates an offensive or hostile working or academic environment. Such communication might be repeated use of greeting or titles offensive to the recipient, e.g.: gestures. <br />


== Policy ==
Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].
==Inquiries==
'''6.1''' Any student applicant or student participating in educational programs and activities, employee, applicant for employment, or campus visitor, who believes he or she may have suffered discrimination or harassment based upon protected status (race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation) should report problems, concerns, complaints, or issues relating to alleged prohibited discrimination or harassment to: <br />
 
'''Employees, applicants for employment, or campus visitors - Discrimination or Disability Inquiries:'''<br />
Linda Cunningham, MPA<br />
Associate Director of Human Resources - Employee Relations <br />
Administrative Building (ADM) – Office# 2001<br />
Telephone: 402.559.7394<br />
E-mail [mailto:lcunning@unmc.edu lcunning@unmc.edu]<br />
 
'''Students or applicants for educational programs and activities - Discrimination or Disability Inquiries:'''<br />
Philip D. Covington, EdD<br />
Assistant Vice Chancellor for Student Success & Academic Affairs<br />
Student Life Center 2033
Telephone: 402.559.2792
E-mail [mailto:philip.covington@unmc.edu philip.covington@unmc.edu]<br />


#The [http://www.unmc.edu/ University of Nebraska Medical Center] (UNMC) declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and non-discrimination in providing its services to the public.  Therefore, UNMC shall not discriminate against students, employees, and other campus visitors based on race, color, age, disability, religion, sex, national origin, marital status, genetic information, sexual orientation, political affiliation, or Veteran status. Sexual harassment ''and other prohibited harassment on the basis of a person's protected status'' is prohibited under this policy.
'''Employees, Students, Applicants, Campus Visitors - Title IX Inquiries:'''<br />
#'''Sexual Harassment:'''
Carmen Sirizzotti, MBA, <br />
##'''Legal Definition of Sexual Harassment:'''
Title IX Coordinator<br />
##:According to the federal Equal Employment Opportunity Commission guidelines, sexual harassment is: " . . . unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. . . " when:
Administrative Building (ADM), Office# 2010 <br />
##*Submission to such conduct is made either explicitly or implicitly, a term or condition of employment or educational status.
Telephone: 402.559.2710<br />
##*Submission to or rejection of such conduct is used as the basis for employment or academic decisions affecting an individual.
E-mail [mailto:csirizzotti@unmc.edu csirizzotti@unmc.edu]<br />
##:Such conduct has the purpose or effect of unreasonably interfering with one's work or academic performance or creating an intimidating, hostile, or offensive environment.
##'''General Categories of Sexual Harassment:'''
##:'''Hostile Environment:''' Unwelcome conduct which is severe or pervasive and is of a sexual nature, whether oral, pictorial, electronic (whether real or virtual), written, or physical, which in purpose or effect intimidates the recipient or creates an offensive or hostile working or academic environment.  Such communication might be repeated use of greeting or titles offensive to the recipient, e.g., gestures, or physical contact such as touching or pinching.
##:'''Quid Pro Quo:''' Solicitation of sexual contact of any nature when submission to or rejection of such contact explicitly or implicitly imposes either favorable or adverse terms or conditions of employment or academic standing.


== Enforcement ==
Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].
==Responsibilities==
'''Human Resources’  Associate Director of Human Resources – Employee Relations, Assistant Vice Chancellor for Student Success & Academic Affairs,  Administrators, Faculty, Staff, Students, and the University.'''<br />
'''7.1''' A work and academic environment free of discrimination is the responsibility of every member of the campus community.
The Associate Director of Human Resources – Employee Relations, Linda Cunningham, MPA, is responsible for hearing employee’s complaints, concerns, reports of problems, and for providing assistance in such matters as ADA, discrimination and/or harassment.<br />


#The UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, monitors UNMC's affirmative action and non-discrimination policies.
Assistant Vice Chancellor for Student Success & Academic Affairs, Philip D. Covington, EdD, is responsible for hearing student’s complaints, concerns, reports of problems, and for providing assistance in such matters as ADA, discrimination and/or harassment.  <br />
'''Responsibilities of UNMC Affirmative Action Officer, Administrators, Faculty, Staff, and Students, and the University'''
#A work and academic environment free of discrimination is the responsibility of every member of the campus community.
The UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, is responsible for hearing complaints, concerns, reports of problems, and for providing assistance in such matters as the nondiscrimination or sexual harassment and harassment based upon protected status policies and the UNMC grievance process. 
University officials (i.e., Vice Chancellors, Deans, Directors, Department Chairs, Ombuds Team Members) are also responsible for assisting faculty, staff, and students in receiving appropriate responses to complaints or issues.   
Faculty, staff, and students are responsible for bringing forward complaints, concerns, problems or issues regarding discrimination or sexual harassment or harassment based upon protected status to either the UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations, or to a University official as described above.
Faculty may also report complaints of discrimination or sexual harassment directly to the Faculty Senate Grievance Committee, to Kurtis Cornish, Ph.D., Committee Chair, at 402/559-4372, or at 984574 Nebraska Medical Center, Omaha, NE 68198-4575.
UNMC reserves the right to take appropriate action against prohibited discrimination affecting the work or academic environment in the absence of a complaint from an individual.


== Reporting Complaints ==
University representatives (e.g.: Vice Chancellors, Deans, Directors, Department Chairs, Directors, Managers and Supervisors) are responsible for assisting faculty, staff, and students in receiving appropriate responses to complaints or issues.  <br />


#Any employee, applicant for employment or an educational program, student, or campus visitor, who believes he or she may have suffered discrimination or sexual harassment or harassment based upon protected status should report problems, concerns, complaints, or issues relating to alleged prohibited discrimination by contacting the UNMC Affirmative Action Officer, Carmen Sirizzotti, Division Director of Human Resources-Employee Relations at 402/559-2710 (phone), 402/559-5904 (fax); individuals may come to the office at Room 2000 Administration Center, 426 South 40th Street, Omaha, NE 68198-5470, during normal business hours (8:00 am - 5:00 pm, Monday through Friday).
Faculty, staff, and students are encouraged to bring forward complaints, concerns, problems or issues regarding discrimination or harassment based upon protected status.<br />


Administrators, faculty, staff, and students also may assist parties in bringing forward inquiries or complaints of alleged prohibited discrimination by contacting Ms. Sirizzotti at Human Resources-Employee Relations.  The Human Resources-Employee Relations office administers the UNMC formal grievance process related to discrimination issues.
UNMC reserves the right to take appropriate action against prohibited discrimination and harassment affecting the work or academic environment in the absence of a complaint from an individual.<br />
Faculty may also report complaints of discrimination or sexual harassment or harassment based upon protected status directly to the Faculty Senate Grievance Committee, to Kurtis Cornish, Ph.D., Committee Chair, at 402/559-4372, or at 984574 Nebraska Medical Center, Omaha, NE 68198-4575.


Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and ''quid pro quo''), and stalking is covered under UNMC Policy No. 1107, [[Sexual Misconduct]].
== Confidentiality ==
== Confidentiality ==
'''8.1''' To the extent possible the investigation of complaints filed under this policy shall be kept confidential. Investigations may be limited by the information provided by the complainant and the complainant's willingness to pursue a formal complaint. <br />


#To the extent possible the investigation of complaints filed under this policy shall be kept confidential by the UNMC employee investigating the complaint, the person making the complaint, the subject of the complaint, and individuals interviewed about the complaint.
However, all persons involved in the complaint shall understand that UNMC is not precluded from conducting a thorough investigation and communicating with UNMC employees who have a need or right to know the findings of the investigation.
==No Retaliation==
However, all persons involved in the complaint shall understand that UNMC is not precluded from conducting a thorough investigation and communicating with UNMC employees who have a need or right to know the findings of the investigation
'''9.1''' There shall be no retaliation against individual employees or students who raise concerns. UNMC will not permit retaliation against any individual who, in good faith, files a complaint of discrimination or harassment on the basis of a person’s protected status or participates as a witness in an investigation. Those who engage in such retaliatory behaviors shall receive the appropriate discipline. <br />
 
== No Retaliation ==
Individuals with compliance concerns or complaints should review the UNMC Policy No. 8001, [[Compliance Hotline]], which provides information on communication channels for employees and students to report any activity or conduct that they suspect violates University of Nebraska or UNMC policies and procedures, and/or federal, state, or local laws and regulations. Compliance Hotline: 844-348-9584.
==Additional Information==
*Employees, applicants for employment, or campus visitors may contact Linda Cunningham, MPA at 402.559.7394 or at [mailto:lcunning@unmc.edu lcunning@unmc.edu] 
*Students or applicants for educational programs and activities may contact Philip D. Covington, EdD at 402.559.2792 or at [mailto:philip.covington@unmc.edu philip.covington@unmc.edu]
*Employees, Students, Applicants, Campus Visitors - Title IX Inquiries may contact Carmen Sirizzotti, MBA, at 402.559.2717 or at [mailto:csirizzotti@unmc.edu csirizzotti@unmc.edu]
*[https://www.unmc.edu/human-resources/_documents/procedures/Procedures1099.pdf Non-Discrimination and Harassment - Procedures #1099]
*[https://nebraska.edu/-/media/unca/docs/offices-and-policies/policies/board-governing-documents/board-of-regents-policies.pdf?la=en University of Nebraska Board of Regents Policies]
*[https://nebraska.edu/docs/hr/NU_Sexual_Misconduct_Policy_2014_0530.pdf University of Nebraska Regents Policy 2.1.8]
*UNMC Policy No. 1107, [[Sexual Misconduct]]
*[https://www.unmc.edu/titleix/_documents/Student-Sexual-Misconduct-Procedures.pdf UNMC Student Sexual Misconduct Procedures]
*[https://www.unmc.edu/human-resources/_documents/procedures/UNMC-Employee-Sexual-Misconduct-Procedures.pdf UNMC Employee Sexual Misconduct Procedures]
*UNMC Policy No. 8001, [[Compliance Hotline]]
*[https://www.unmc.edu/academicaffairs/_documents/compliance/Statement_of_Understanding.pdf Statement of Understanding]
*Compliance Hotline: 844-348-9584
*[https://www.unmc.edu/human-resources/_documents/procedures/ADA-Sec504-Grievance-Procedures.pdf Americans with Disability Act and Section 504 Grievance Procedures – University of Nebraska]
*[https://www.unmc.edu/human-resources/_documents/req-reasonable-accommodation-ada.pdf Requests for Reasonable Accommodation under the American with Disabilities Act]
*[https://www.unmc.edu/human-resources/_documents/procedures/Lactation-Support-Program.pdf Lactation Support Program]


#There shall be no retaliation against individual employees who raise concerns.  Individuals with compliance concerns or complaints should review the UNMC Compliance Hotline Policy # 8001, which provides information on communication channels for employees and students to report any activity or conduct that they suspect violates University of Nebraska or UNMC policies and procedures, and/or federal, state, or local laws and regulations.


UNMC will not permit retaliation against any individual who, in good faith, files a complaint of harassment or participates as a witness in a harassment investigation.  Those who engage in such retaliatory behaviors shall receive the appropriate discipline.
This page maintained by [mailto:mhurlocker@unmc.edu mh].
== Equal Employment Opportunity ==
#The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.
For additional information, contact Human Resources, Employee Relations at 559-2710.
This page maintained by [mailto:dpanowic@unmc.edu dkp].

Latest revision as of 12:41, August 19, 2024

Human Resources   Safety/Security   Research Compliance   Compliance   Privacy/Information Security   Business Operations   Intellectual Property   Faculty


Employee Leave | Drug Free Campus | Employment | Work Schedules | Employee Separation | Compensation Administration | Dress Code | Background Check | Recurring/Additional Payment | Employee Grievance Process | Reduction-in-Force | Outside Employment | Political Activities | Employee/Dependent Scholarship | Employee Recognition and Reward | Performance Evaluation | Corrective/Disciplinary Action | Non-Discrimination and Harassment | Tobacco-Free Campus | Nepotism | Influenza | Consensual Relationships | AIDS, HIV, and Other Bloodborne Pathogens | Personnel Action Documentation | Fitness for Duty | Sexual Misconduct | Personnel Files

Policy No: 1099
Effective Date: 09/22/09
Revised Date: 04/08/19
Reviewed Date: 04/08/19

Non-Discrimination and Harassment Policy

Purpose

1.1 UNMC promotes equal educational and employment opportunities in the academic and work environment free from discrimination and/or harassment. UNMC is dedicated to creating an environment where everyone feels valued, respected and included.

Scope

2.1 This policy is applicable to all UNMC students, and employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. It also applies to campus visitors like applicants for educational programs, applicants for employment, volunteers, and vendors.

Basis of the Policy

3.1 Notice of Non-Discrimination & Equal Employment Opportunity (EEO):

UNMC does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment.

UNMC complies with all local, state and federal laws prohibiting discrimination, including Title IX, which prohibits discrimination on the basis of sex.

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

3.2 Harassment:

UNMC reaffirms that all women and men -- administrators, faculty, staff, students, patients, and visitors -- are to be treated fairly and equally with dignity and respect. Any form of harassment on the basis of a person’s protected status is prohibited.

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

3.3 Related Policies and Laws:

University of Nebraska Board of Regents Policies

Federal and State laws, including Titles VI and VII of the Civil Rights Act of 1964, as amended, the Rehabilitation Act of 1973, as amended, Title IX of the Education Amendments of 1972 and the Americans with Disabilities Act, as amended, more specifically define UNMC non-discrimination obligations.

Authorities and Administration

4.1 The UNMC Associate Director of Human Resources - Employee Relations and the Assistant Vice Chancellor, Academic Affairs/Student Affairs are responsible for the administration, implementation, and maintenance of the Non-Discrimination and Harassment Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor of Academic Affairs.

Policy

5.1 The University of Nebraska Medical Center (UNMC) declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and non-discrimination in providing its services to the public. Therefore, UNMC does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. Harassment on the basis of a person’s protected status is prohibited under this policy.

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

5.2 Employees on each campus of the University of Nebraska shall be employed and equitably treated in regard to the terms and conditions of their employment without regard to individual characteristics other than qualifications for employment, quality of performance of duties, and conduct in regard to their employment in accord with University policies and rules and applicable law.

5.3 Hostile Environment: conduct which is severe or pervasive, on the basis of a person’s protected status, whether verbal/audio, pictorial, electronic (whether real or virtual), written, or physical, which in purpose or effect intimidates the recipient or creates an offensive or hostile working or academic environment. Such communication might be repeated use of greeting or titles offensive to the recipient, e.g.: gestures.

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

Inquiries

6.1 Any student applicant or student participating in educational programs and activities, employee, applicant for employment, or campus visitor, who believes he or she may have suffered discrimination or harassment based upon protected status (race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation) should report problems, concerns, complaints, or issues relating to alleged prohibited discrimination or harassment to:

Employees, applicants for employment, or campus visitors - Discrimination or Disability Inquiries:
Linda Cunningham, MPA
Associate Director of Human Resources - Employee Relations
Administrative Building (ADM) – Office# 2001
Telephone: 402.559.7394
E-mail lcunning@unmc.edu

Students or applicants for educational programs and activities - Discrimination or Disability Inquiries:
Philip D. Covington, EdD
Assistant Vice Chancellor for Student Success & Academic Affairs
Student Life Center 2033 Telephone: 402.559.2792 E-mail philip.covington@unmc.edu

Employees, Students, Applicants, Campus Visitors - Title IX Inquiries:
Carmen Sirizzotti, MBA,
Title IX Coordinator
Administrative Building (ADM), Office# 2010
Telephone: 402.559.2710
E-mail csirizzotti@unmc.edu

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

Responsibilities

Human Resources’ Associate Director of Human Resources – Employee Relations, Assistant Vice Chancellor for Student Success & Academic Affairs, Administrators, Faculty, Staff, Students, and the University.
7.1 A work and academic environment free of discrimination is the responsibility of every member of the campus community. The Associate Director of Human Resources – Employee Relations, Linda Cunningham, MPA, is responsible for hearing employee’s complaints, concerns, reports of problems, and for providing assistance in such matters as ADA, discrimination and/or harassment.

Assistant Vice Chancellor for Student Success & Academic Affairs, Philip D. Covington, EdD, is responsible for hearing student’s complaints, concerns, reports of problems, and for providing assistance in such matters as ADA, discrimination and/or harassment.

University representatives (e.g.: Vice Chancellors, Deans, Directors, Department Chairs, Directors, Managers and Supervisors) are responsible for assisting faculty, staff, and students in receiving appropriate responses to complaints or issues.

Faculty, staff, and students are encouraged to bring forward complaints, concerns, problems or issues regarding discrimination or harassment based upon protected status.

UNMC reserves the right to take appropriate action against prohibited discrimination and harassment affecting the work or academic environment in the absence of a complaint from an individual.

Sexual Misconduct which includes dating violence, domestic assault, domestic violence, rape, sexual assault, sexual harassment (including hostile environment and quid pro quo), and stalking is covered under UNMC Policy No. 1107, Sexual Misconduct.

Confidentiality

8.1 To the extent possible the investigation of complaints filed under this policy shall be kept confidential. Investigations may be limited by the information provided by the complainant and the complainant's willingness to pursue a formal complaint.

However, all persons involved in the complaint shall understand that UNMC is not precluded from conducting a thorough investigation and communicating with UNMC employees who have a need or right to know the findings of the investigation.

No Retaliation

9.1 There shall be no retaliation against individual employees or students who raise concerns. UNMC will not permit retaliation against any individual who, in good faith, files a complaint of discrimination or harassment on the basis of a person’s protected status or participates as a witness in an investigation. Those who engage in such retaliatory behaviors shall receive the appropriate discipline.

Individuals with compliance concerns or complaints should review the UNMC Policy No. 8001, Compliance Hotline, which provides information on communication channels for employees and students to report any activity or conduct that they suspect violates University of Nebraska or UNMC policies and procedures, and/or federal, state, or local laws and regulations. Compliance Hotline: 844-348-9584.

Additional Information


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