Indiana University Indiana University

Home

Notice

Employee Designations

Human Resource Offices

IU at a Glance
 

Equal Employment Opportunity/Affirmative Action

Classification and Compensation

Employment

Attendance and Work Schedules

Time Off

Leaves of Absence

Health and Safety

Employee Conduct

Communications Use and Responsibilities

Employee Improvement and Complaint Resolution

Separations
 

A-Z Index

Download Handbook PDF

Indiana University

Staff Handbook

Equal Employment Opportunity/Affirmative Action

Affirmative Action and Equal Employment Opportunity

WEB RESOURCE
IU Office of Affirmative Action

Indiana University pledges to continue its commitment to the achievement of equal opportunity within the university and throughout American society as a whole. In this regard, Indiana University will recruit, hire, promote, educate, and provide services to persons based upon their individual qualifications. Indiana University prohibits discrimination based on arbitrary consideration of such characteristics as age, color, disability, ethnicity, gender, gender identity, marital status, national origin, race, religion, sexual orientation, or veteran status.

Indiana University shall take affirmative action, positive and extraordinary, to overcome the discriminatory effects of traditional policies and procedures with regard to the disabled, minorities, women, and veterans.

An Affirmative Action office on each campus monitors the university’s policies and assists individuals who have questions or problems related to discrimination.

Americans with Disabilities Act (ADA) Rights

University policy and federal law forbid employment discrimination against qualified persons with physical and mental disabilities. A qualified person with a disability is someone with a disability who meets the necessary skill, work experience, education, training, licensing or certification, or other job-related requirements of a position.

The ADA defines a person with a disability as an individual who:

IU is committed to ensuring equal employment opportunities for qualified persons with disabilities. The university will provide reasonable accommodations as provided in the law for employees protected by the ADA by making changes in the work environment or by changing certain practices and procedures. If you are an individual with a disability, and you meet the qualifications above, contact your supervisor or Human Resources to discuss your needs.

Policy Against Sexual Harassment

WEB RESOURCE
Policy Against Sexual Harassment

The university policy against sexual harassment is designed to protect all members of the university community. It applies to relationships among peers, superior/subordinate relationships, and to vendors  and third parties, such as visitors participating in university sponsored events. It also applies to all individuals regardless of their gender or sexual orientation.

Harassment on the basis of sex is a violation of Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972 and Indiana Civil Rights Act. Indiana University does not tolerate sexual harassment, including sexual violence, of its faculty, staff, or students. Individuals who believe they are victims of sexual harassment, and those who believe they have observed sexual harassment, should report such incidents promptly.

IU will investigate every sexual harassment complaint in a timely manner and, when there is a finding of sexual harassment, take corrective action to stop the harassment and prevent the misconduct from recurring. The severity of the corrective action, up to and including discharge or expulsion of the offender, will depend on the circumstances of the particular case.

Indiana University defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:


Sexual violence is defined as follows:

Sexual violence – forcible and non-forcible sex offenses, including rape, sexual assault,  battery, sexual coercion, forcible fondling and sodomy.

Sexual assault – physical sexual activity engaged without the consent of the other person or when the other person is unable to consent to the activity.

Dating violence – abuse committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim.

Domestic Violence – abuse committed against an adult or a minor who is a spouse or former spouse, cohabitant or former cohabitant, or someone with whom the abuser has a child, or has had a former dating or engagement relationship.

Stalking – behavior in which a person repeatedly engages in conduct directed at a specific person that place that person in reasonable fear of his or her safety or the safety of others.

Reporting Sexual Harassment

Sexual harassment can be reported to the Title IX Coordinator, a supervisor (if appropriate), dean, chair or department head; a Deputy Title IX Coordinator or the campus Human Resources office. See www.indiana.edu/~affirm/titleIX.shtml for a list of Deputy Title IX Coordinators on each campus.

Any administrator, supervisor, manager, faculty member or instructor, who is aware of sexual harassment, including sexual violence, and condones it, by action or inaction, is subject to disciplinary action.

Faculty, staff and students have a right to raise the issue of sexual harassment. Further harassment against or retaliation against complainants or others who participate in the investigation of a complaint will not be tolerated.

Violations of IU’s policy on sexual harassment will be based on the preponderance of the evidence standard and result in corrective action, up to and including discharge or expulsion of the offender and will reflect the severity and persistence of the harassment, as well as the effectiveness of previous remedial action.

 

Page updated: 2 May 2014
University Human Resources
Contact Employee Relations:

Privacy Statement