POLICIES ON SEXUAL DISCRIMINATION
 AND SEXUAL HARASSMENT

It is the policy of The University of West Alabama not to discriminate on the basis of sex in its admissions policies and practices, education programs, activities, or employment policies and practices, as required by Title IX of the 1972 Education Amendments. The following officials have been designated by the President to coordinate compliance efforts under the Title IX regulations:

Anyone having questions regarding Title IX or UWA’s compliance with it should consult with the appropriate person as cited above.

POLICY STATEMENT ON NON-DISCRIMINATION
ON THE BASIS OF SEX

It is the policy of the University of West Alabama not to discriminate on the basis of sex in its admissions policies and practices, education programs, activities, or employment policies and practices, as required by Title IX of the 1972 Education Amendments.

POLICY DIRECTIVE ON NON-DISCRIMINATION ON THE BASIS OF SEX IN ACADEMIC PROGRAMS AND COURSES

It is the official policy of The University of West Alabama to comply fully with the requirements of Title IX of the Education Amendments of 1972, which requires that the institution may not "provide any course or otherwise carry out any of its education program or activity separately on the basis of sex, or require or refuse participation therein by any of its students on such basis," other than in courses and activities specifically excepted in the regulation.

In regard to academic programs of The University of West Alabama, all faculty and staff shall ensure, within their individual areas of responsibility:

1. That graduation requirements are the same for males and females.

2. That all academic programs offered by the University are equally open to both males and females.

3. That there is no limitation of admission to, or exclusion from, any course offered by the University on the basis of sex, and that no classes are offered for the sexes separately, except as specifically allowed by the regulation in those "sports the purpose or major activity of which involves bodily contact" (for example, wrestling, boxing, football, and basketball).

4. That no instructor provides sex-differentiated assignments, materials, services, or other treatment in any course or academic program.

5. That interest clubs under the sponsorship of academic departments or other departments are not segregated by sex.

6. That teaching assignments are determined on the basis of specific competencies and such factors as availability of faculty members, and not upon the basis of sex.

7. That faculty members do not counsel students differentially on the basis of sex regarding courses, academic programs, or career objectives; that no faculty member and no department uses counseling instruments which require differential treatment on the basis of sex; and the faculty counselors inform counselors of the availability of all courses and programs to both males and females.
   

It shall be the responsibility of each department chairperson specifically to determine:

1. That all faculty and staff within the department have received copies of this policy directive and have familiarized themselves with the implications of Title IX requirements for non-discrimination in courses and programs and in the counseling of students.

2. That all course descriptions, course outlines, syllabi, and similar materials are free of sex-linked pronouns and are otherwise gender-free, and that teaching and counseling materials are not sexually discriminatory.

3. That courses are free from prerequisites which have a sexually discriminatory effect on enrollment.

4. That records of enrollment by sex are maintained for all classes, and that, in the event of the enrollment in any class is 80% or above of one sex, such enrollment is not the result of sex discrimination (These records shall be kept for at least five years.)

5. That violations of this directive within the department, if any, are identified; that modifications in policies and procedures are made to correct such violations; and that appropriate remedial actions are planned and implemented to eliminate the effects of such violations.

6. That complete reports are made to the dean, as requested, regarding the implementation within the department of all requirements of this directive.

Further, The University of West Alabama does not condone sexual harassment of any kind. Students, faculty members, or other University personnel who feel that they have been sexually harassed should follow the procedures shown in UWA’s official "Policy Statement on Sexual Harassment."

POLICY ON SEXUAL HARASSMENT

POLICY

UWA is committed to providing a working and educational environment for all faculty, staff, and students which is free from sexual harassment.

Sexual harassment is unacceptable behavior and will not be tolerated. It is a form of misconduct that undermines the integrity of the conditions of employment and teaching, and of faculty-student relationships.

DEFINITION

Unwelcome sexual advances, requests for sexual favors, and/or verbal or physical conduct or written communication of a sexual nature is sexual harassment when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or educational experience;

2. submission to, or rejection of such conduct is used as the basis for employment or academic decisions affecting such individual; or

3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work, academic performance, participation in University-sponsored extracurricular activities, or creating an intimidating, hostile, or offensive working or learning environment.
   

Sexual harassment takes many forms and includes many kinds of behavior. It is best described as behavior which a reasonable person would find offensive. Sexual harassment may involve behavior by a person of either gender against a person of the same or opposite gender, when that behavior falls within the definition outlined above. Possible examples may include but are not limited to the following:

• seeking sexual favors or relationship in return for a promised grade or other academic opportunity

• relating an employment opportunity (hiring, promotion, salary increase, performance appraisal, assignment, etc.) to sexual favor or relationship;

• repeated and insulting or demeaning statements or gestures related to gender, which unreasonably interfere with the work or academic or extracurricular performance of a student or faculty or staff member;

• intentional and undesired physical contact which adversely affects a person’s ability to carry out his or her academic or employment responsibilities.

Sexual harassment is a serious offense and is deeply destructive. Education regarding sexual harassment is a tool in the elimination of this behavior. Therefore, education is provided by the University to ensure that all managers, supervisors, employees and students clearly understand what sexual harassment is and is not, that sexual harassment is illegal and will not be tolerated.

Administrators in all areas of the University have the responsibility to ensure that employees under their direction are informed of this policy, and the duty to ensure that investigation to allegations of sexual harassment occurs. The Student Affairs Division is responsible for providing this information to the student body and for maintaining activities involving students to ensure that harassment does not occur.

Investigations of complaints of alleged sexual harassment will be conducted as promptly and in as confidential a manner as possible. Appropriate steps will be taken to resolve complaints without fear of reprisal against the individual filing such a complaint. Depending upon the initial contact and the identity of the alleged harasser, the investigation may be conducted by the Provost, the Vice President of Student Affairs, the Dean, Department Head or Supervisor. If a complaint is pursued through the Vice President of Student Affairs and a prima facie case of harassment is found the Provost or Vice President of Student Affairs may pursue the matter on behalf of the individual. If sexual harassment is determined, corrective action will be taken in accordance with established University policies and procedures. The sanction imposed will depend upon the seriousness of the offense and may range from reprimand to dismissal.

Complaints may be resolved informally by contacting the Provost or the Vice President of Student Affairs, Webb Hall. Presenting concerns to the University officials does not affect any of the time limits for initiating formal complaint procedures either inside or outside the University.

When informal resolution is not possible, staff, students and faculty may use the various formal complaint procedures the University provides. In addition, staff, students and faculty may use the procedures provided by agencies outside the University, such as the United States Equal Employment Opportunity Commission. Appropriate officials shall be notified immediately when a formal allegation of sexual harassment has been raised, regardless of who may subsequently investigate the matter.

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