710 Administrative Guidelines Prohibiting Discrimination
|SUBJECT:||ADMINISTRATIVE GUIDELINES PROHIBITING DISCRIMINATION|
|AUTHORIZING BODY:||BOARD OF TRUSTEES|
|RESPONSIBLE OFFICE:||UNIVERSITY DIVERSITY & COMPLIANCE|
|DATE ISSUED:||APRIL 1989|
|LAST UPDATE:||JANUARY 2002|
RATIONALE: Oakland University is committed to equality of opportunity for all persons. In a society that relies on an informed, educated citizenry, no one should be denied the opportunity to attain his or her fullest potential. The University strives to build a community that welcomes and honors all persons and that provides equal opportunity in education and employment.
To the extent that the Policy conflicts with first amendment or other legal rights as members of the University community, such other relevant legal provision shall control. Furthermore, the Policy shall not be interpreted to modify eligibility criteria for student and employment benefits or modify the legal definition of the terms "spouse" or "dependent."
Harassment based on a person's race, sex, sexual orientation, age, height, weight, disability, color, religion, creed, national origin or ancestry, marital status, familial status, or veteran status is generally prohibited by law and, therefore, is a form of discrimination prohibited by the Policy. Sexual harassment also includes conduct of a sexual nature that has the purpose or effect of unreasonably interfering with an individual's work, academic performance, or use of University services, or which creates an intimidating, hostile, or offensive working, educational or service environment. Examples of sexual harassment include, but are not limited to, sexual assault and unwelcome: sexual propositions, sexually graphic comments about a person's body, touching, patting, pinching, leering, persistent sexual jokes or comments, and displays of sexually graphic pictures.
The University prohibits retaliation against persons who lodge discrimination complaints under the OU AP&P #711 Guidelines for Handling Discrimination Complaints and persons who serve as witnesses or otherwise cooperate with University discrimination investigations. This is true regardless of whether the University finds that unlawful discrimination occurred.
SCOPE AND APPLICABILITY:
RELATED POLICIES AND FORMS: