Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-41 - Non-discrimination in employment and education

Current through all
			 regulations passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
All members of the university have the
				right to work and learn in a professional atmosphere that promotes equal
				employment and educational opportunities.
Bowling Green state university is
				committed to maintaining an employment and educational environment that is free
				from unlawful discrimination, harassment, and retaliation. The university
				prohibits discrimination and harassment on the basis of protected class: age
				(forty years of age or older), ancestry, color, disability, ethnicity, familial
				status, gender, gender identity and expression, genetic information, HIV/ AIDS
				status, marital status, military status, national origin, political
				affiliation, pregnancy, race, religion, sex, sexual orientation, protected
				veteran status, or any other legally protected characteristic (including status
				as a parent during pregnancy and immediately after the birth of a child, status
				as a parent of a young child, and status as a foster parent as those terms are
				defined in Ohio law).
This policy and federal and state law
				prohibit retaliation against any person for asserting their legal rights to be
				free from discrimination or harassment, for reporting discrimination or
				harassment, or for participating in activities protected under this
				policy.
This policy is intended to prohibit
				discrimination, harassment, and retaliation in employment and educational
				opportunities in accordance with applicable laws. Those laws include, but are
				not limited to, the Americans with Disabilities Act of 1990 (as amended by the
				ADA Amendments Act of 2008); the Age Discrimination Act of 1975; the Age
				Discrimination in Employment Act of 1967; the Genetic Information
				Nondiscrimination Act of 2008; the Pregnancy Discrimination Act of 1978;
				Section 504 of the Rehabilitation Act of 1973; Titles VI and VII of the Civil
				Rights Act of 1964; Title IX of the Education Amendments of 1972; the Vietnam
				Era Veterans' Readjustment Assistance Act of 1974; Chapter 4112. of the Revised
				Code; and any applicable executive order.
BGSU encourages anyone who believes
				that they have been subjected to conduct that is in violation of BGSU policies
				and procedures to report their concerns so that the university has an
				opportunity to address prohibited conduct.
Please see paragraph (D) of this rule
				for reporting guidance.
(B)
								Policy scope and
			 responsible administrators
(1)
									Scope of this policy; related policies
This policy applies to the conduct of
				faculty, staff, students, student organizations, and volunteers in connection
				with the employment, educational, and recreational activities of the
				university. This policy also applies to third-parties such as visitors, as well
				as contractors and vendors in the performance of their contracts with the
				university.
Sexual harassment is covered by rule
				3341-5-38 of
				the Administrative Code which is available at:
https://www.bgsu.edu/content/dam/BGSU/general-counsel/documents/Sexual-Harassment.pdf
.
Title IX sexual harassment and
				misconduct is covered by rule
				3341-2-41
				of the Administrative Code which is available at:
https://www.bgsu.edu/general-counsel/university-policies
				title-ix-sexual-harassment-policy-and-procedures.html
.
(2)
									Responsibility
			 for compliance
The university must comply with federal
				and state anti- discrimination and equal opportunity laws.
The division of diversity and belonging
				is charged with the primary responsibility of ensuring that the university's
				equal employment practices and the conduct of any person within the scope of
				this rule comply with federal, state, and local laws and university policies
				and procedures. If conduct by any person within the scope of this rule is
				alleged to be in violation of this rule the division of diversity and belonging
				or designee will assess the complaint and determine the best course of action
				to address the concerns.
The office of the dean of students will
				investigate and resolve allegations of prohibited conduct by a student or
				recognized student organization, in accordance with applicable university
				policies and procedures, if the alleged violation is within the scope of the
				code of student conduct.