Discrimination Policy →

STATEMENT OF PURPOSE

It is the policy of the University of Wisconsin-Stevens Point to:

· Foster an environment of respect for the dignity and worth of all students, employees, and guests of the University;

· Provide an environment which is conducive to the free and open exchange of ideas; and

· Strive to eliminate bias, prejudice, discrimination, and harassment in all forms and manifestations.

Discrimination
Discrimination based on an individual’s age, race, color, religion, sex, gender identity or expression, national origin, ancestry, marital status, pregnancy, parental status, sexual orientation, disability, political affiliation, arrest or conviction record, membership in the National Guard, state defense force or any other reserve component of the military forces of the United States or this state, or other protected class status is demeaning to all students, employees, and guests; impairs the process of education; and violates individual rights.
Complaints about discrimination, including sexual harassment should be brought to the Director of Equity and Affirma­tive Action (EAA) for action under Section 36.12(1), Wisconsin Statutes (within 300 days of the alleged violation), and Title IX of the Education Act, 1972. This commitment shall be incorporated into Community Rights and Responsibilities (for students and staff) and the University Handbook (for faculty and staff).
 
For Resolution of a Discrimination Complaint
Any person (student or staff member) who believes s/he has been the target of discrimination on the basis of race, gender, gender identity or expression, religion, color, creed, disability, sexual orientation, national origin, ancestry, age, marital status, pregnancy, or parental status in employment or as a UWSP student should report it to Mai H. Vang, As­sistant to the Chancellor for Equity and Affirmative Action, 210 Old Main, ext. 2002 for resolution. Other campus service providers (i.e., Counseling Center personnel, Health Service care providers, Residence Hall Directors) should refer complainants to the Equity & Affirmative Action (EAA) Office for complaint resolution.
 
Educational Programming
To promote UWSP’s goal of creating a discrimination-free educational environment, the Director of Equity and Affirma­tive Action will regularly conduct informational sessions and workshops for faculty and staff on UWSP policies and pro­cedures related to sexual harassment and other forms of discrimination. The Equity and Affirmative Action Committee will serve as a further source of information and programming on these issues.
 
 
UWSP PROCEDURES FOR RESPONDING TO DISCRIMINATION* COMPLAINTS
Any person (student or staff member) who believes s/he has been the target of discrimination on the basis of age, race, color, religion, sex, gender identity or expression, national origin, ancestry, marital status, pregnancy, parental status, sexual orientation, disability, political affiliation, arrest or conviction record, membership in the National Guard, state defense force or any other reserve component of the military forces of the United States or this state, or other protected class status, should report it to Mai H. Vang, Assistant to the Chancellor for Equity and Affirmative Action (EAA), Room 210, Old Main, ext. 2002 for resolution. Others (counseling center personnel, faculty, residence hall directors, deans, department chairs, personnel office staff, student employment office staff) should refer a complainant to the EAA Office unless a resolution is reached by contact with the aforementioned professionals.
 
I. Informal (Not Written) Complaint
A. The incident(s) will be recorded by the Assistant to the Chancellor for Equity & Affirmative Action (EAA) or other appropriate official and options for resolution will be discussed with the complainant.
B. If an informal complaint is brought to a person other than the Assistant to the Chancellor for Equity & Affirma­tive Action, the individual to whom the complaint is brought consults with the Assistant.
C. Other than collegial consultation, no action of any kind will normally be taken on any allegations in the absence of a written complaint.
D. If the Assistant to the Chancellor determines that there are compelling reasons to investigate the allegations of discrimination, s/he may do so even in the absence of a formal written complaint. Such an investigation will follow the procedures outlined in the University Handbook, Chapter 4C, Sections 7 & 9, and every attempt will be made to confine university action to collegial consultation whenever a complaint is made informally.
 
E. A written record of the complaint will be kept in the EAA Office for at least one year.
F. Complaints should be received within 300 days of the alleged discrimination under Wisconsin Statute. How­ever, complaints about alleged discrimination may be received at any time under Title IX of the Education Act, 1972, and Title VII.
 
II. Formal (Written) Complaints
A. Whenever the Assistant to the Chancellor for Equity and Affirmative Action, or other appropriate official re­ceives a written complaint against a faculty or academic staff member, that official shall inform the complainant that the faculty or academic staff member against whom the allegations have been made must be promptly notified in writing of the allegations and that such notice includes the identity of the complainant. The com­plainant shall also be informed of the procedures for both informal and formal complaints as described in the University Handbook, Chapter 4, Sections 7 and 9.
B. The university official will offer to meet with the faculty or academic staff member against whom the complaint is made to afford the individual an opportunity to respond to the allegations. At this meeting, the faculty or ac­ademic staff member is reminded that retaliation is prohibited and that if retaliation occurs, it will be dealt with through the line administrative structure.
C. After reviewing the response, or in the absence of a meeting or response, the official shall either investigate the allegations to determine whether sufficient evidence exists to warrant disciplinary action or, in the case of faculty or academic staff, refer the complaint to the appropriate Mediation Subcommittee.
D. If an investigation does not lead to a mutually acceptable response, the official forwards a written report to the Chancellor or other appropriate administrator who may invoke a disciplinary response or refer the complaint to the appropriate Mediation Subcommittee.
E. Referrals, requests for hearings, and disciplinary action will be handled according to:
                1. Chapter 4, Section 7 or 9 in the University Handbook and Chapters UWS 4, 6, 11, and 13 of the                Wisconsin Administrative Code for faculty and academic staff.
                2. Various collective bargaining agreements, the UWSP Classified Employee Handbook and/or Chapter 230            of the Wisconsin Statutes, as appropriate, for classified staff.
                3. UW-Stevens Point Community Rights and Responsibilities and Chapter UWS 17 of the Wisconsin            Administrative Code.
 
*Including sexual harassment complaints