SECTION 7: FACULTY TITLES, AWARDS, OTHER POLICIES AND SERVICES
7.7 RESPECTFUL WORKPLACE POLICIES
The University aims to maintain a working environment that encourages mutual respect, promotes civil and congenial relationships among employees and is free from all forms of harassment and violence.
7.7.1 Equal Employment Opportunity The Commonwealth of Virginia is committed to providing equal employment opportunity for all employees and job applicants, regardless of their race, color, religion, sex, age, national origin, disability and political affiliation. Employment discrimination based on these traits is unlawful under both state and federal law. Equal opportunity extends to all aspects of employment including hiring, transfers, promotions, training, termination, working conditions, compensation, benefits and other terms and conditions of employment. The Commonwealth complies with federal and state equal-employment- opportunity laws and strives to keep the workplace free from all forms of unlawful discrimination, including harassment and retaliation. The Commonwealth’s Department of Human Resource Management’s (DHRM’s) Office of Equal Employment Services (OEES) is responsible for enforcing policies concerning equal employment opportunity. Additional details may be found at http://www.dhrm.virginia.gov/hrpolicy/policy.html.
7.7.2 Statement of Nondiscrimination At the University of Mary Washington the principles of equal opportunity and affirmative action are practiced. The University does not discriminate on the basis of race, color, religion, disability, national origin, political affiliations, marital status, sex, age, or sexual orientation in recruiting, admitting, or enrolling students or hiring and promoting faculty and staff members. The University will not recognize or condone student, faculty, or staff organizations that discriminate in selecting members. Complaints of discrimination should be directed to the AAEEO Officer of the University.
7.7.3 Workplace Harassment Policy The University strictly forbids harassment of any employee, applicant for employment, vendor, contractor or volunteer on the basis of an individual’s race, color, national origin, age, sex, sexual orientation, political affiliation, religion, disability, martial status or pregnancy. Workplace Harassment can be defined as any unwelcome verbal, written and/or physical conduct that either denigrates or shows hostility or aversion towards a person on the basis of race, color, national origin, age, sex, sexual orientation, political affiliation, religion, disability, marital status, or pregnancy that 1) has the purpose or effect of creating an intimidating, hostile or offensive work environment, 2) has the purpose or effect of unreasonably interfering with an employee’s work performance, or 3) affects an employee’s employment opportunities or compensation. Details about the procedure for filing complaints resulting from alleged acts of workplace harassment may be found at http://www.umw.edu/hr/policies_procedures/grievance_policy_procedure.php
7.7.4 Sexual Harassment Policy The University will not tolerate sexual harassment. Sexual harassment is a form of sexual discrimination and as such is illegal behavior. Moreover, sexual harassment would subvert the mission of the University by undermining the positive working and educational environment the University is committed to providing for all students, University personnel, and visitors. The University’s administrators and supervisors are responsible for taking reasonable steps to prevent and remedy sexual harassment. Such steps include educating the University community about the accompanying definitions and procedures, encouraging persons who think they have been sexually harassed to come forward, and vigorously pursuing violations of this policy. The policy is maintained by the Office of Human Resources, and is updated periodically. Complete details, and the current full statement of the complete policy, are available at: http://www.umw.edu/hr/policies_procedures/harassment/default.php
7.7.5 Workplace Violence Policy The University is committed to maintaining a workplace free from threats and acts of intimidation and violence. All reported incidents will be properly investigated. For additional information, contact the Human Resources Office or consult the policy statement at http://www.dhrm.state.va.us/hrpolicy/policy/pol180_wpviolence.pdf
7.7.6 Retaliation Retaliation is any overt or covert act of reprisal, interference, restraint, penalty, discrimination, intimidation or harassment against one or more individuals for exercising their rights (or supporting others for exercising their rights) under the Commonwealth’s EEO policies. The University prohibits retaliation. If retaliation occurs, the employee(s) should report the retaliation as outlined in the discrimination and harassment complaint procedures.