Equal Employment Opportunity
The following are commonly asked questions regarding the Equal Employment Opportunity Policy. Please click on the question to be directed to the relevant policy section.
- What is the university’s Equal Employment Opportunity Policy?
- To whom does the Equal Employment Opportunity Policy apply?
- What is the university’s position regarding discrimination and harassment?
- What is the university’s position regarding individuals with disabilities?
- What happens if a staff member with a sensory, physical or mental disability needs a reasonable accommodation?
- How is the need for reasonable accommodation determined?
The University of Puget Sound (the “university”) is an equal employment opportunity employer and is committed to recruiting, hiring, and retaining the most qualified persons based on job-related criteria. The university will not engage in or tolerate any discrimination or harassment in the workplace as prohibited by local, state, or federal law. More specifically, no applicant or staff member will be discriminated against or harassed on the basis of his or her race, color, sex/gender, religion, age, disability, marital or familial status, national origin, creed, veteran status, sexual orientation, gender identity, genetic information, or any other basis prohibited by applicable federal, state, or local law.
The university’s Equal Employment Opportunity Policy applies to all staff members including regular, full-time, part-time, student, and temporary/contract staff members, and applicants. The Equal Employment Opportunity Policy does not alter or change a staff member’s at-will employment relationship with the university and does not guarantee employment to any person for any duration. The university retains the right to terminate a staff member’s employment at any time with or without cause or prior notice, regardless of any other documents and/or oral or written statements issued by the university or its representatives.
The university strives to ensure that all employment practices are free of unlawful discrimination or harassment including, but not limited to, recruitment, selection, hiring, corrective action, rates of pay/compensation, training and development, working conditions, and in any changes in employment status.
Discrimination against or harassment of individuals based on race, color, sex/gender, religion, age, national origin, creed, disability, marital or familial status, sexual orientation, veteran status, gender identity, genetic information, or any other protected basis is prohibited by applicable federal, state, and local law and regulations.
Such discrimination and/or harassment may also be a violation of university policy (see Campus-wide Policies) and applicable procedures. A staff member who engages in such conduct may be subject to corrective action (see Corrective Action Policy) including termination of employment or legal action. Any staff member who witnesses or is subjected to discrimination or harassment must comply with the university’s process for reporting such conduct (see Campus Policy Prohibiting Harassment and Sexual Misconduct).
The university is committed to equal opportunity and access for people with disabilities in compliance with Sections 503 and 504 of the Rehabilitation Act of 1973, Titles I and III of the Americans with Disabilities Act (ADA) of 1990, and the Washington Law Against Discrimination.
The university recognizes that a staff member with sensory, mental or physical conditions may need reasonable accommodation to enable him or her to perform the essential functions of the job. A staff member who believes he or she needs reasonable accommodation should notify his or her supervisor or Human Resources.
The need for reasonable accommodation is determined on a case-by-case basis where the university and a staff member engage in an interactive process with a staff member’s healthcare provider(s) to confirm the existence of the condition, limitations, and possible reasonable accommodation. A staff member has an obligation to cooperate with the university in this process, which may include authorizing the university to communicate with a staff member’s healthcare provider(s) concerning his or her condition, limitations, and possible reasonable accommodations. For additional detail on the interactive process, see the university’s ADA Pamphlet.
Origination date: 2007