- To summarize the University's policy of equal opportunity and nondiscriminatory employment practices.
Equal Employment Opportunity
- The University of Utah is an "Equal Opportunity Employer," and is fully committed to the principle of nondiscrimination in all employment-related practices and decisions, including, but not limited to, recruitment, hiring, supervision, promotion, compensation, benefits, termination, and all other practices and decisions affecting university employment status, rights, and privileges.
- University executive, administrative, academic, and supervisory officers exercising Employee management responsibilities are required to take vigorous and appropriate action to assure that all employment-related practices and decisions are made without discrimination, harassment, or prejudicial treatment because of race/ ethnicity, color, religion, national origin, sex, sexual orientation, gender identity/expression, age, disability or protected veteran's status.
- All employment-related practices and decisions within the University shall, to the maximum feasible extent, be instituted and administered in a fair and equitable manner, using only legally valid job-related criteria and standards, including but not limited to experience, training, education, skills, and potential for successful job performance and upward mobility.
- All University facilities used by or available to University employees or applicants for employment shall be maintained and operated on a nonsegregated and nondiscriminatory basis.
- The University will pursue a vigorous program of affirmative action in all job classifications to the extent allowed by law.
- The University's approved Affirmative Action Program, as amended and modified yearly, shall be made available to all University Employees. All members of the university community are expected to support the Affirmative Action Program and to further its objectives in ways consistent with University Policies and Procedures.
- Equal Employment Opportunity
Office of Equal Opportunity and Affirmative Action
- The Director of the Office of Equal Opportunity and Affirmative Action reports directly to the Vice President/General Counsel, and is assigned to oversee and implement the mandates of this policy.
- The University has established appropriate grievance procedures to investigate and settle complaints by employees claiming they have been subjected to discriminatory treatment in violation of University policy. (See Policy 5-210.) In addition, it is a violation of University policy for any University officer or employee to retaliate in any manner against an employee because of the filing of a discrimination complaint or because of supporting or assisting in the filing or investigation of such a complaint.
- Office of Equal Opportunity and Affirmative Action
- Policy Owner:
Questions about this Policy and any related Rules, Procedures and Guidelines should be directed to the Director of Equal Opportunity and Affirmative Action.
- Policy Officer: Only the Vice President for Human Resourcse or his/her designee has the authority to grant exceptions to this Policy.
- Policy Owner: Questions about this Policy and any related Rules, Procedures and Guidelines should be directed to the Director of Equal Opportunity and Affirmative Action.
- Renumbering: Renumbered as Policy 5-106 effective 9/15/2008, formerly known as PPM 2-6.
- Revision history:
- Current version: Revision 9
- Editorially revised: July 9, 2009
- Editorially revised: October 11, 2011
- Editorial changes were made to this document to reflect the changes in employee definitions as set forth in Policy 5-100.
- Earlier versions:
- Current version: Revision 9