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Policies from the Faculty/Staff Handbook that relate to Equal Opportunity & Access.

GEN 1.2.(1) Affirmative Action

University Policy Concerning Affirmative Action and Equal Employment Opportunity.

Equal Employment Opportunity and Affirmative Action are legal, social and economic responsibilities of the University. Accordingly, the University is subject to various federal and state laws and rules, including policies that are established by the University of Wisconsin System, relating to Affirmative Action and Equal Employment Opportunity. [Note: A partial listing of these laws includes the following: The Equal Pay Act of 1963, as amended; Title VI of the Civil Rights Act; Title VII of the Civil Rights Act of 1964; The Age Discrimination in Employment Act of 1967, as amended; Sections 503 and 504 of the Rehabilitation Act of 1973, as amended; Executive Order 11246, as amended; Executive Order 28; Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended; Chapters 36 and 230 of theWisconsin Statutes. Please note that Executive Orders from the Governor of the State of Wisconsin, directives from other state agencies, and other miscellaneous rules, policies, and guidelines of the Board of Regents of the University of Wisconsin System are also applicable.] The policies, practices, and procedures of the University, as implemented at all levels, ensures the active and positive implementation of federal and state Equal Employment Opportunity and Affirmative Action laws, executive orders, rules and regulations and policies and guidelines of the University of Wisconsin System.

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GEN 1.2.(2) Disability Accommodation Policy and Procedures

Statement of Purpose.

It is the policy of the University of Wisconsin Oshkosh to provide reasonable accommodations for qualified individuals with a disability who are employees or applicants for employment. The University of Wisconsin Oshkosh will adhere to all applicable federal and state laws, regulations, and guidelines with respect to providing reasonable accommodations which are required to afford equal employment opportunity to qualified individuals with a disability. Reasonable accommodations will be provided in a timely and cost-effective manner. Employment opportunities shall not be denied because of the need to make reasonable accommodations to an individual’s disability. If you have questions regarding this policy, contact the University of Wisconsin Oshkosh Director of Equity and Affirmative Action.

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GEN 1.2.(3) Communicable Diseases and Life-Threatening Medical Conditions

(1)   The University of Wisconsin Oshkosh endorses the State of Wisconsin’s policy on the subject of communicable diseases and life-threatening medical conditions. (Reference: State of Wisconsin, Department of Employment Relations, January 13, 1989.)

(a)   Toward that end, the University is committed to employment practices which encourage people with disabilities, regardless of the nature of the disability, to maintain productive status in the state workforce. The University recognizes:

 

 

  1. that it is important for employees with life-threatening medical conditions (including but not limited to cancer, heart disease, hepatitis and AIDS/HIV) to continue to participate in as many of their normal activities as their condition will allow, including work;

 

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GEN 1.2.(4) Racist and Discriminatory Conduct

(1)   Statement of Policy and Commitment.

The University of Wisconsin Oshkosh subscribes to the policy of the Board of Regents of the University of Wisconsin System that discrimination, discriminatory harassment and retaliation  toward students, employees, officials, and guests at the University of Wisconsin Oshkosh will not be tolerated.

(a)   Discrimination, discriminatory harassment, discriminatory attitudes, and expressions that reflect discrimination are inconsistent with the efforts of the University of Wisconsin Oshkosh to foster an environment of respect for the dignity and worth of all members of the University community and to eliminate all manifestations of discrimination within the University.

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GEN 1.2.(5) Relationship Violence Policy
  1. Introduction.Sexual assault, sexual harassment, domestic or dating violence and stalking are related phenomena and are referred to in this policy under the general title of relationship violence.  However, each has unique characteristics and the University of Wisconsin Oshkosh chooses to address each in separate sections of this policy in order to enhance understanding and access to resources.
  2. Policy Statement.As a matter of policy, relationship violence, including all forms of sexual assault, sexual harassment, domestic or dating violence, and stalking will not be tolerated in the University community.  The University of Wisconsin Oshkosh is an educational community bound by common standards of conduct and a commitment to its educational mission.  Relationship violence is a particularly troubling violation of our community standards because it interferes with the educational mission by…

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GEN 1.2.(6) Sexual Harassment Policy
  1. Introduction.The University of Wisconsin Oshkosh is committed to providing and maintaining an environment that respects and protects the rights of all its members. This commitment is reflected in the following Sexual Harassment Policy. In approving this policy statement, the University community expresses its commitment to inform the campus community of this policy, to provide appropriate training and to follow through on all concerns that are presented relating to the environment for learning, working, and studying that is to be established and maintained at the University of Wisconsin Oshkosh.Sexual harassment deprives its victims of rights guaranteed under Title VII of the Civil Rights Act of 1964. Sexual harassment has no place in the educational community and will not be tolerated at the University of Wisconsin Oshkosh.

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GEN 1.2.(7) Consensual Relationship Policy

It is in the interest of the University of Wisconsin Oshkosh to provide clear direction and educational opportunities to the University community about the potential ethical implications and professional risks associated with consensual romantic and/or sexual relationships where a definite power differential between the parties exists. According to the UW System Statement on Consensual Relationships, these relationships are of concern for two primary reasons:

  1. Conflict of Interest.”Conflicts of interest may arise in connection with consensual romantic and/or sexual relationships between faculty or other instructional staff and students, or between supervisors and subordinates. University policy and more general ethical principles preclude individuals from evaluating the work or academic performance of others with whom they have intimate familial relationships, or from making hiring, salary or similar financial decisions concerning such persons. The same principles apply to consensual romantic and/or sexual relationships, and require, at a minimum, that appropriate arrangements be made for objective decision-making with regard to the student, subordinate or prospective employee.”

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GEN 1.2.(8) Workplace Violence Prevention Policy

The University of Wisconsin Oshkosh is committed to providing a safe environment that is free from fear of violence, acts of intimidation or threats, and violent behavior. The University’s goal is to provide an atmosphere where different viewpoints can be heard, challenged and defended. To this end it becomes the obligation of those associated with the University to share in the responsibility of maintaining a sense of mutual respect and civility. This statement is the product of a cooperative effort involving administrators, faculty, staff, and students.

  1. Policy Statement.The University will not tolerate violence, threats of violence, harassment and inappropriate behavior intended to intimidate or frighten others in the workplace. The purpose of this policy is to deal with workplace violence proactively, through education, mediation, and consultation before it escalates to the formal level of disciplinary action. Violation of this policy will be addressed by applicable policies and procedures, contracts, and statutes.

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GEN 1.2.(9) Mandatory Reporting of Child Abuse and Neglect
  1. BackgroundThe University of Wisconsin Oshkosh prioritizes safety and strives to provide a safe learning environment for everyone. Children come into contact with the University of Wisconsin Oshkosh through various programs, camps, and events.On December 19, 2011, the Governor signed Executive Order # 54, which provides:All University of Wisconsin System (UWS) professors, administrators, coaches, and other UWS employees shall report child abuse or neglect immediately if the employee, in the course of employment, observes an incident or threat of child abuse or neglect, or learns of an incident or threat of child abuse or neglect, and the employee has reasonable cause to believe that child abuse or neglect has occurred or will occur.

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GOV 6.4 UWO Policy relating to Search & Screen Committees

These procedures apply to all search and screen committees for limited and academic staff appointments at the University of Wisconsin Oshkosh.

PART ONE.  Types of Recruitments.

In an effort to provide a balance between open recruitment and development/advancement of current employees from within the institution as part of leadership development and succession planning, the following types of recruitments can be requested:

1.1  National/International, regional or local recruitments: Entry level positions are searched broadly, either nationally, internationally or regionally, depending on the existence of diverse pools of potential applicants.  The request for this type of recruitment is indicated on the Recruitment Plan submitted with the Position Announcement, and approved by the Director of Equity and Affirmative Action, who takes into consideration goals in the current Affirmative Action Plan.

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Equal Opportunity & Access

Securing equity and fairness at UW Oshkosh.