麻豆天狼副利院

a. Applicability. This regulation applies to each University. Each University shall adopt this regulation through an Operating Policy and Procedure expressly referencing this regulation.

b. Right to Change Policy. The System reserves the right to interpret, change, modify, amend, or rescind this regulation, in whole or in part, at any time, without prior notice or the consent of employees or applicants, students, visitors, affiliates, or other persons conducting business on campus (collectively the "University Community").

a. Policy. The University does not tolerate discrimination or harassment of any employee or applicant for employment because of sex, race, color, national origin, religion, age, disability, protected veteran status, genetic information, or any other legally protected category, class, or characteristic. Additionally:

(1) Employment Actions. Employment actions such as hiring, promotion, demotion, transfer, rate of pay, or other forms of compensation, selection for training, and termination shall not be made based on an employee's protected status.

(2) Non-Discrimination. Discriminatory behavior is prohibited regardless of the manner in which it is exhibited, whether verbally, in writing, by actions, or through electronic means. Discriminatory behavior is prohibited by this regulation, as well as by federal laws such as Title VII, which prohibits discrimination in employment; Title IX, which prohibits discrimination on the basis of sex in education programs or activities; the Pregnancy Discrimination Act; the Equal Pay Act; the Age Discrimination in Employment Act; the Americans with Disabilities Act; the Rehabilitation Act of 1973; the Civil Rights Act of 1991; the Vietnam Era Veterans' Readjustment Assistance Act of 1974; Title II of the Genetic Information Non-Discrimination Act; and state laws such as Chapter 21 of the Texas Labor Code. Pursuant to System Regulation 10.03, Non-Discrimination and Anti-Harassment Policy and Complaint Procedure, University expects all members of the University Community to comply with applicable law.

b. Complaint of Discrimination. Pursuant to System Regulation 10.03, Non-Discrimination and Anti-Harassment Policy and Complaint Procedure; System Regulation 10.01.A, Title IX Sexual Misconduct; and System Regulation 10.01.B, Non-Title IX Sexual Misconduct, employees may file a complaint pertaining to allegations of discrimination, harassment, and adverse employment actions believed to have been taken on the basis of the employee's protected status with the ("OEO"). The complaint procedures set forth in System Regulations 10.03, 10.01.A, and 10.01.B, are applicable to all employees, whether staff, faculty, or student. Complaints of discrimination by applicants for employment may be filed directly with OEO. Pursuant to Texas Education Code § 51.971, and other applicable state and federal laws, OEO conducts investigations to ensure the University's compliance with equal opportunity laws and regulations and the University policies regarding ethics and standards of conduct.

c. Non-Retaliation Policy. Retaliation against a person who files a complaint or charge of discrimination or harassment, opposes a discriminatory practice, or testifies, assists, or participates in an investigation, proceeding, or hearing is strictly prohibited.

d. Training. Pursuant to Texas law, all new University employees must attend non-discrimination training within the first thirty (30) days of employment and receive supplemental training every two (2) years. This training includes, but is not limited to, sexual harassment prevention training. University will maintain records of attendance at the training for each employee. Employees are informed of the EEO policy through new employee orientations, compliance EEO training sessions, this regulation, and University operating policies (which are available online), the University's faculty handbook, and the placement of EEO federal and state posters at various locations throughout the University campus. Information about the University's EEO policy can also be obtained from the University's human resources department and the .

a. Policy. As a federal contractor, University takes action to employ and advance in employment qualified protected veterans and individuals with disabilities, as required by 41 CFR Part 60-300, which sets forth the standards for compliance with the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA), and 41 CFR Part 60-741, which sets forth the standards for compliance with section 503 of the Rehabilitation Act of 1973, as amended.

b. Oversight. The oversees the University's efforts to employ and advance in employment qualified protected veterans and individuals with disabilities to ensure University's equal employment opportunity policies, practices, and procedures are followed and in compliance with applicable federal and state law.