Affirmative Action/Equal Opportunity Statement
The University of Nebraska Omaha (UNO) is committed to maintaining an environment for all students, faculty, staff and visitors that is fair and responsible—an environment that is based on one's ability and performance. It is the policy of UNO that any form of discrimination shall not be tolerated, including, but not limited to:
- Sex (including sexual harassment)
- National origin
- Marital status
- GINA (Genetic Information Act)
- Vietnam-era status
- Political affiliation
- Sexual orientation
- Any unlawful reason
In keeping with this commitment, the university also will not tolerate discrimination prohibited under this policy against students, faculty, staff, and visitors by anyone acting on behalf of UNO.
Statement on Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when
(1) submission to the conduct is an explicit or implicit term or condition of employment or academic standing,
(2) submission to or rejection of the conduct is used as the basis for an employment or academic decision, or
(3) the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working/academic environment.
This statement is in keeping with federal employment and education opportunity guidelines.
Statement on Consensual Relationships: Although the University of Nebraska Omaha does not prohibit romantic or sexual relationships between employees, it does discourage such consensual relationships between faculty and student or supervisor and employee.
All faculty, supervisors and other employees should understand that there are substantial risks in even an apparently consensual relationship where a power differential exists. That is, one of the parties is likely to have influence over the other's assignments, grades, or terms of employment. The inherent power differential between the parties may compromise freedom of choice.
UNO reaffirms the generally accepted ethical principle that situations in which one makes official evaluations of "intimates" should be avoided. If a close relationship with emotional ties develops, the faculty member or supervisor bears a special burden of accountability. That individual is advised to make suitable arrangements for the objective evaluation, for example, of the student, employees, or the prospective student or employee.
Affirmative Action in Employment: UNO has adopted a policy of affirmative action which:
Determines the extent to which underrepresented groups are under-utilized in major categories
Develops goals for the future representation of individuals from traditionally underrepresented groups, as a result of the affirmative action plan
Identifies and eliminates employment practices that adversely affect those protected by applicable law except where those practices are necessarily related to occupational qualification
Adopts employment standards based on merit and valid job qualifications
Develops a representative pool of employees
Establishes system to assure effective implementation of the Affirmative Action Plan
Procedures for Resolution of Complaints: Information on UNO's policy on prohibited discrimination and procedures for resolution of complaints is available in any one of a number of campus offices. Those offices include the:
- Chancellor's Office
- Academic and Student Affairs Office
- Business and Finance Office
- Student Government Office
- Campus Recreation
- Women's Resource Center
- Dean's Offices
- Information Center
- Office of Multicultural Affairs
- Human Resources Office
- Student Development Services
- University Communications
- Counseling Center
- Student Activities Office
The University of Nebraska Omaha recognizes that the selection of instructional materials or teaching techniques involves highly creative, inventive and possibly unique approaches to communication, within the context of academic freedom. As a general rule, academic freedom in this context means that a faculty member has a professional obligation to respect the dignity of others, as well as the right of others to be free from fear, violence, or personal abuse.
All UNO employees and students are responsible for helping to assure that the university avoids discrimination prohibited under its policy statement. If anyone thinks he or she has experienced or witnessed such prohibited discrimination, he or she should immediately notify:
Kristina Hoffmann; Employee Relations Specialist
Cathy Pettid; Dean of Students
UNO forbids retaliation against anyone who in good faith has reported prohibited discrimination. However, accusations of prohibited discrimination are of utmost seriousness and should never be made casually and without cause. This policy shall not be used to bring frivolous or malicious charges against administrators, faculty, staff, students, or visitors.
Complaint Procedures for Discrimination
The University of Nebraska Omaha's policy is to investigate all such complaints thoroughly and promptly. To the fullest extent practicable, UNO will keep complaints and the terms of their resolution confidential. If an investigation confirms that prohibited discrimination has occurred, the University of Nebraska Omaha will take corrective action, including such discipline up to and including termination of employment or academic suspension as is appropriate. Under the general direction of the Vice Chancellor of Business and Finance, the Human Resources Office has the responsibility for the evaluation and salary grade assignment of each Office/Service and Managerial/Professional position.