Human Resources Administrative Practice Manual:
Prohibit Discrimination & Harassment
|Official Title||Policy to Prohibit Discrimination & Harassment|
|Abbreviated Title||Prohibit Discrimination & Harassment|
|Responsible Office||Human Resources|
|Originally issued||July 1, 1983|
The University System Of Georgia prohibits its faculty, staff and students from engaging in any form of prohibited discrimination or protected status harassment (including sexual harassment), and expects these individuals to refrain from committing acts of bias within the System’s jurisdiction. The University System of Georgia complies with applicable State and Federal law which provides that it shall be an unlawful discriminatory practice for any employer, because of sex of any person, to discharge without cause, to refuse to hire, or otherwise discriminate against any person with respect to any matter directly or indirectly related to employment or academic standing.
Reason for Policy
This policy ensures compliance with federal and state laws.
Entities Affected By This Policy
All units of the University System of Georgia are covered by this policy.
Who Should Read This Policy
All employees within the University System of Georgia should be aware of this policy.
|Office of Human Resourcesemail@example.com|
|Institution Chief Human Resources Officers||See University System HR Officer Listing at http://www.usg.edu/hr/officers/|
|Institution Legal Affairs||Refer to institution directory|
|Institution AA/EEO Office (or applicable campus contact)||Refer to institution directory|
Website Address for This Policy
These definitions apply to these terms as they are used in this policy:
- Board of Regents: The governing body of the University System of Georgia
Federal law provides that it shall be an unlawful discriminatory practice for any employer, because of the age, disability, gender, national origin, race, religion or status as a war veteran, to discharge without cause, to refuse to hire, or otherwise discriminate against any person with respect to any matter directly or indirectly related to employment or academic standing. Harassment of an employee, student, or applicant on the basis of any of these protected classes violates this federal law.
Sexual harassment of employees or students in the University System is prohibited and shall subject the offender to dismissal or other sanctions after compliance with procedural due process requirements. Unwelcome sexual advancements, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment or academic standing; or
- Submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting an individual; or
- Such conduct unreasonably interferes with an individual’s work or academic performance or creates an intimidating, hostile or offensive working or academic environment (BR Minutes, 1980-81, p. 237-38).
Campuses are expected to ensure that all employees are informed of the policy and advised of the appropriate reporting procedure.
The responsibilities each party has in connection with the Policy to Prohibit Discrimination and Harassment are:
|Vice Chancellor for Human Resources, USG||Provide advice and guidance to campus officials regarding this policy; coordinate with the office of legal affairs as necessary regarding use of and updates to policy|
|Institution Chief Human Resources Officers||Communicate policies to all employees|
|Institution Legal Affairs||Provides legal support|
|Institution AA/EEO Office (or applicable campus contact)||Provides support to depts.|
Sample procedures - http://www.gcsu.edu/womenscenter/projectcare/policy.htm