帝王会所

As stated in the Notice of Non-Discrimination, 帝王会所 does not discriminate against any person in employment or educational opportunities because of race, color, religion, age, national origin, ethnicity, national ancestry, sex, pregnancy, gender, gender identity or expression, sexual orientation, status as a parent or foster parent, military service or veteran status, mental or physical disability, or genetic information. Further, 帝王会所 prohibits discrimination and harassment based on these protected classes in accordance with the applicable laws, executive orders, and University policies (see below). 

帝王会所 encourages all employees who become aware of alleged discrimination or harassment to to encourage a university environment free from discrimination and harassment and promote equal employment opportunity. 

The following person has been designated to handle inquiries regarding the University鈥檚 non-discrimination policies, to receive discrimination/harassment complaints from members of the University community, and to monitor the institution鈥檚 compliance with state and federal non-discrimination laws and regulations:

Kerri Griffin, J.D., Director and Title IX Coordinator,

University Equity and Civil Rights Compliance

Lindley Hall 006, Athens, 帝王会所 45701

Voice: 740.593.9140 Fax: 740.593.9168

equity@ohio.edu

University Policies Related to Non-Discrimination

University Policy 03.003: Americans with Disabilities Act Compliance: Specifically prohibits discrimination based on disability, establishes a compliance procedure to implement and enforce the provisions of federal and state disability law, and provides guidance to employees and students regarding their rights and responsibilities under those laws.

University Policy 03.004: Sexual Harassment and Other Sexual Misconduct: Informs members of the university community about prohibited behavior; provides supportive measures designed to remediate the effects of sexual harassment and other sexual misconduct; and provides a prompt, fair, and impartial process to address alleged violations of the policy. (Related: Sexual Harassment and Other Sexual Misconduct Grievance Process)

University Policy 03.006: Whistle-blowing and Retaliation: Details procedures for making "good faith" disclosures of university-related misconduct and provides protection against retaliation for making such a report. 

University Policy 40.001: Equal Employment and Educational Opportunity: Establishes the University鈥檚 statement of non-discrimination, defines related prohibited conduct, and describes the right to file a complaint and the response when complaints are received. 

University Policy 40.003: Interim Reasonable Accommodations of Sincerely Held Religious Beliefs and Practices: Sets expectations and procedures for students to take holidays for reasons of faith or religious or spiritual belief system or participate in organized activities conducted under the auspices of a religious denomination, church, or other religious or spiritual organization. (Related: on-exhaustive List of Major Religious Holidays or Festivals)

Applicable Federal Laws and Executive Orders

: Prohibits discrimination based on race, color, or national origin in programs or activities that receive federal financial assistance.

: Protects employees against discrimination based on race, color, national origin, sex, and religion.

: Requires affirmative action and prohibits federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin. Prohibits contractors from discriminating against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations.

: Prohibits employment discrimination against persons 40 years of age or older.

: Prohibits discrimination on the basis of sex in programs or activities that receive federal financial assistance.

: Prohibits discrimination on the basis of disability in programs or activities that receive federal financial assistance.

• : Requires affirmative action and prohibits employment discrimination by federal contractors with contracts of more than $10,000.
• : States that "no qualified individual with a disability in the United States shall be excluded from, denied the benefits of, or be subjected to discrimination under" any program or activity that receives federal financial assistance. 
• : Requires federal electronic and information technology to be accessible to people with disabilities, including employees and members of the public. 

: Prohibits federal contractors from discriminating in employment against protected veterans and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals. 

: Prohibits discrimination on the basis of age in programs or activities receiving federal funding.

: Amends Title VII of the Civil Rights Acts to also prohibit discrimination in employment on the basis of pregnancy.

: Protects individuals with disabilities in several areas, including employment, transportation, public accommodations, and communications.

: Prohibits discrimination on the basis of genetic information with respect to health insurance and employment.

: Expands the Fair Labor Standards Act's protections for nursing mothers by including reasonable break times to nurse and requiring private spaces to pump. 

: Requires covered employers to provide reasonable accommodations to a worker's known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer undue hardship. 

Applicable State Laws and Executive Orders

: Prohibits discrimination on the basis of race, color, religion, sex, military status, national origin, disability, age, or ancestry with regard to employment, public accommodation, and housing. 

: Prohibits discrimination among state employees on the basis of race, color, religion, gender, gender identity or expression, national origin (ancestry), military status, disability, age (40 years or older), status as a parent or foster parent, genetic information, or sexual orientation.

: Defines antisemitism for the purposes of determining whether an alleged act was motivated by discriminatory antisemitic intent.