§ 1-108 Nondiscrimination Policy
- The commitment of the university to the most fundamental principles of academic freedom, equality of opportunity, and human dignity requires that decisions involving students and employees be based on individual merit and be free from invidious discrimination in all its forms.
- It is the policy of the university not to engage in discrimination or harassment against any person because of race, color, religion, sex, national origin (including shared ancestry or ethnic characteristics), ancestry, age, marital status, order of protection status, genetic information, disability, pregnancy, sexual orientation, gender identity, unfavorable discharge from the military, or status as a protected veteran, and to comply with all federal and state nondiscrimination, equal opportunity, and affirmative action laws, orders, and regulations.
- It is the policy of the university not to consider arrest record as the basis to inform hiring decisions, employment actions, or real estate transactions to include rental or leasing of real property.
- It is the policy of the university not to engage in discrimination, harassment, or retaliation in employment based on citizenship status, family responsibilities, or reproductive health decisions. The protected classifications listed in this paragraph will be interpreted in a manner consistent with the Illinois Human Rights Act.
- This policy prohibits retaliation as defined below.
- University employees with supervisory or management responsibilities are obligated to report any and all observations and complaints of discrimination and harassment promptly to the Office for Access and Equity.
- Any individual found to have violated this policy may be subject to sanction and/or discipline, up to and including termination or removal.
- Definitions
- Discrimination
To be subject to different treatment based on actual or perceived membership in a protected classification, and to thereby experience an adverse employment or academic action or be excluded from participation in or denied the benefits of a university program or activity.Discrimination includes the denial of a reasonable accommodation as determined in accordance with university policy (including the Student Code) to which a qualified individual is entitled on the basis of disability; pregnancy, childbirth, or related medical condition; a sincerely-held religious belief, observance, or practice; or any other protected classification for which a reasonable accommodation must be provided under applicable law. Relevant university policy for the purposes of this paragraph includes, but is not limited to, the Reasonable Accommodations policy (CAM HR-67) and Sections 1-107 and 1-110 of the Student Code.
Discrimination may also include harassment, which is defined below.
- Harassment
A form of discrimination and unwelcome conduct based on an individual’s actual or perceived membership in a protected classification. The unwelcome conduct may be verbal, written, electronic or physical in nature. This policy is violated when the unwelcome conduct is based on one or more of the protected classifications, and:- Based on the totality of the circumstances, is (1) subjectively and objectively offensive; and (2) so severe or pervasive that it (3) adversely affects a term or condition of employment or participation in a university program or activity, or limits or denies a person’s ability to participate in or benefit from a university program or activity; or
- Performed by a person having power or authority over another in which submission to or rejection of such conduct is used, explicitly or implicitly, as the basis for decisions adversely affecting an individual’s educational and/or employment opportunities, participation, assessments, or status at the university.
- Retaliation
Any action, or attempted action, directly or indirectly, against any person(s), because they have, in good faith, reported or disclosed a violation of this policy, filed a complaint of discrimination, or in any other way participated in an investigation, proceeding, complaint, or hearing under this policy. Retaliation includes, but is not limited to, harassment, discrimination, threats, job termination or other disciplinary action, negative job performance evaluations, adjustment in pay or responsibilities, or actions that have a negative impact on academic progress. Actions are considered retaliation if they have a materially adverse effect on the working, academic, or living environment of a person or if they hinder or prevent the person from effectively carrying out their university responsibilities. Any person or group within the scope of this policy who engages in retaliation is subject to a separate complaint of retaliation under this policy.
- Discrimination
- The most recent version of the Nondiscrimination Policy (HR-48) is available in the Campus Administrative Manual.
- For additional information on the equal opportunity, affirmative action, and harassment policies of the university, please contact the Office for Access & Equity (OAE) at:
614 E. Daniel Street, Suite 303
Champaign, IL 61820 - For additional information on Title VI, please contact the Title VI Coordinator at the Title VI Office at:
Title VI Coordinator
614 E. Daniel Street, Suite 303
Champaign, IL 61820 - For additional information on Title IX, please contact the Title IX Coordinator at the Title IX Office at:
614 E. Daniel Street, Suite 303
Champaign, IL 61820 - For additional information on ADA (Americans with Disabilities Act) or 504 (Section 504 on the Rehabilitation Act of 1973), please contact the ADA Coordinator in the ADA Division at the Office for Access & Equity at:
614 E. Daniel Street, Suite 303
Champaign, IL 61820