The policy of the University of North Carolina at Wilmington is that no State employee may engage in conduct that falls under the definition of unlawful workplace harassment indicated below. All employees are guaranteed the right to work in an environment free from unlawful workplace harassment and retaliation. The University of North Carolina at Wilmington also includes speech or conduct based on sexual orientation, marital status, political affiliation, or relationship to other university constituents. Hostile Work Environment is repetitive and unwelcome behavior that both a reasonable person and that particular person who is the object of the harassment would find hostile, intimidating, or offensive. Hostile work environment is determined by looking at all of the circumstances, including the frequency of the allegedly harassing conduct, its severity, whether it is physically threatening or humiliating, and whether it unreasonably interferes with an employee's work performance.
Retaliation is adverse action taken because of opposition to unlawful workplace harassment.
Sexual Harassment does not include personal compliments welcomed by the recipient, or social interaction or relationships freely entered into by State employees or prospective employees. A supervisor begins each staff meeting with a prayer session conducted by a Christian minister. A Jewish employee refuses to participate in the prayer session and is terminated because of the refusal. Former employees may appeal directly to the Office of Administrative Hearings and the State Personnel Commission. If the university does not respond within 60 calendar days or the grievant is not satisfied with the university's response, the grievant may appeal directly to the Office of Administrative Hearings and the State Personnel Commission within 30 additional calendar days.