Non-Discrimination/Anti-Harassment Policy Statement
"Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG). The Board of Regents prohibits discrimination on the basis of an individual鈥檚 age, color, disability, genetic information, national origin, race, religion, sex, or veteran status (鈥減rotected status鈥�). No individual shall be excluded from participation in, denied the benefits of, or otherwise subjected to unlawful discrimination, harassment, or retaliation under, any USG program or activity because of the individual鈥檚 protected status; nor shall any individual be given preferential treatment because of the individual鈥檚 protected status, except that preferential treatment may be given on the basis of veteran status when appropriate under federal or state law." "
Individuals who believe they have experienced, witnessed, or become aware of conduct that may constitute workplace discrimination, harassment, or retaliation are encouraged to report their concerns as promptly as possible. Reports may be submitted by contacting the HR Employee Relations team by phone, email, or in person, or through any other reporting method established by the University. When making a report, please provide as much information as possible, including the individuals involved, a description of the alleged conduct, relevant dates, locations, witnesses, and any supporting documentation, if available. Upon receiving a report, the HR Employee Relations team will review the information, discuss available options with the reporting individual when appropriate, and determine the appropriate next steps in accordance with applicable laws, regulations, and University policy. Individuals are encouraged to report concerns in good faith, and the University prohibits retaliation against any person for making a good-faith report or participating in an EEO review or investigation.
Contact Information:
麻豆AV prohibits retaliation against any individual who, in good faith:
1. Reports or files a complaint alleging unlawful discrimination or encourages another individual to do so
2. Participates in or cooperates with an inquiry, investigation, or other proceeding related to alleged unlawful discrimination
3. Opposes conduct that the individual reasonably believes constitutes unlawful discrimination based on a protected characteristic
Retaliation may include actions such as termination, demotion, harassment, intimidation, or other adverse employment actions taken because an individual engaged in protected activity. Any individual who believes they have experienced retaliation under these procedures should promptly report the concern to 麻豆AV Employee Relations for review.
Following the completion of the review or investigation, the Equal Employment Opportunity (EEO) Office will prepare a written summary or investigative report, as appropriate, documenting the relevant facts, findings, and any recommended actions. The report will be provided to the appropriate University leadership for review and determination of any necessary administrative or corrective actions. Consistent with applicable laws, privacy considerations, and University policy, the parties will be informed that the matter has been concluded and, when appropriate, advised of the outcome. The University will take reasonable and appropriate action to address policy violations and to promote a workplace free from unlawful discrimination, harassment, and retaliation.
When appropriate and agreed upon by the parties, the University may offer alternative resolution, including mediation or other facilitated resolution processes, as a voluntary means of resolving workplace concerns. Alternative resolution may not be appropriate for all matters and may be unavailable where prohibited by law, policy, or the nature of the allegations. Participation is voluntary, and either party may discontinue the process at any time. If an alternative resolution process does not resolve the matter, or if the University determines that a formal review or investigation is warranted, the EEO Office may proceed with or resume its review in accordance with applicable University procedures.
AU Employee Relations is responsible for responding to complaints from the Equal Employment Opportunity Commission (EEOC) or Georgia Commission on Equal Opportunity (GCEO). AU Employee Relations will request information from sources (e.g. departments, human resources, etc.) in order to facilitate an appropriate response.
AU Employee Relations will maintain a record of EEO Complaints for a period of seven (7) years.