1. Overview

   Ohio university values respect across differences and the appreciation of diverse perspectives and cultures. In support of these values, this policy sets forth the expectations and responsibilities for maintaining a safe educational and employment environment free of discrimination, harassment, and intimidation. Accordingly, Ohio university prohibits discrimination and harassment against any person in employment or educational opportunities because they are a member or perceived to be a member of a protected class. The following are "protected classes": age, ancestry, color, disability, ethnicity, gender, gender identity or expression, genetic information, military service or veteran status, national origin, pregnancy, race, religion, sex, sexual orientation, status as a parent or foster parent, or any other bases under the law.

   Further, in accordance with section 3320.05 of the Revised Code, Ohio university prohibits intimidation by reason of race, color, religion, or national origin. 

   Members of the Ohio university community may not retaliate against a person who has made a protected disclosure under this policy.

2. Basis for policy

   The federal and state laws and regulations that form the basis for this policy are listed on the office of equity and civil rights compliance's website at /equity-civil-rights/non-discrimination-policies-and-regulations. 

3. Jurisdiction of policy 

   These expectations apply to all members of the Ohio university community, which includes, but is not limited to, students, student organizations and student groups, faculty, administrators, staff, trustees, and officers, and third parties such as agents, vendors, guests, visitors, volunteers, and campers. Pursuant to section 3345.023 of the Revised Code, a religious student group may require that its leaders or members adhere to its sincerely held religious beliefs or standards of conduct.

   This policy applies to Ohio university's education programs and activities (defined as locations, events, or circumstances, including employment, where the university exercises substantial control). This includes but is not limited to property owned or controlled by the university, regional campuses, online programs, and university-sponsored events, activities, and travel. This policy also applies to buildings owned or controlled by student organizations recognized by Ohio university and other circumstances where the university has disciplinary authority. 

   This policy may also apply to conduct outside of Ohio university's education program and activities, including off-campus or online conduct, when the conduct contributes to a hostile environment within the university's education program or activities. 

4. Limitations of scope 

   Nothing in this policy shall be construed to diminish or infringe upon any right protected under the First Amendment of the U.S. Constitution; Article I, sections 3 and 11 of the Ohio Constitution; or noncommercial expressive activity as defined in Section 3345.0212 of the Revised Code or university policy 01.041.

5. Prohibited conduct

   The following definitions will be used to determine whether particular conduct constitutes a violation of this policy:

   1. Discrimination

      Discrimination occurs when an adverse action is taken by a university community member against another university community member with respect to employment or participation in an education program or activity and the adverse action is based on the person's protected class. Discrimination also includes failure to provide reasonable accommodations as required by law or policy for disability, pregnancy, or religion. Discrimination can take two primary forms: disparate treatment discrimination and disparate impact discrimination.

      1. Disparate treatment discrimination is any intentional differential treatment of a person that is based on that person's protected class and excludes the person from participation in, denies the person benefits of, or otherwise adversely affects a term or condition of a person's participation in a university program or activity, including employment.
      2. Disparate impact discrimination occurs when university policies or practices that appear to be neutral unintentionally result in disproportionate impact on a member of a protected class. Disparate impact discrimination excludes a person from participation in, denies a person benefits of, or otherwise adversely affects a term or condition of a person's participation in a university program or activity, including employment. 

   2. Harassment 

      Harassment is defined as unwelcome verbal or physical conduct that is directed toward a person or group of persons on the basis of any protected class listed in part (A) of this policy that, based on the totality of the circumstances, is subjectively and objectively offensive and so severe or persuasive that it:

      1. In the educational context, denies or limits a person's participation in or full benefit of educational programs, activities, or opportunities at Ohio university; or 
      2. In the employment context, unreasonably interferes with a person's work performance or creates a work environment that a reasonable person would consider intimidating, hostile, or abusive or where enduring the offensive conduct becomes a condition of continued employment. 

   3. Intimidation 

      Intimidation is defined as aggravated menacing (as defined by section 2903.21 of the Revised Code), menacing (as defined by section 2903.22 of the Revised Code), criminal damaging or endangering (as defined by section 2909.06 of the Revised Code), criminal mischief (as defined by section 2909.07 of the Revised Code), or telecommunications harassment (as defined by section 2917.21 of the Revised Code) by Ohio university faculty, staff, or students by reason of race, color, religion, or national origin of another group or group of persons.

   4. Sexual misconduct

      Ohio university's policy on sexual misconduct, including sexual harassment is set forth in policy 03.004.

   5. Retaliation 

      Retaliation is defined as adverse action or threat of an adverse action taken by the university, or member thereof, in response to a person who, in good faith, makes a protected disclosure under this policy by:

      1. Reporting suspected discriminatory, harassing, or intimidating conduct to a supervisor or appropriate university official;
      2. Filing a complaint under federal or state law or university policy that prohibits discrimination, harassment or intimidation;
      3. Participating in an investigation or proceeding under this policy; or
      4. Opposing educational or employment practices that the person reasonably believes discriminate against persons or groups of people in violation of university policies.

      Members of the Ohio university community may not directly or indirectly use or attempt to use the official authority or influence of their positions or offices to interfere with a person's right to make a protected disclosure to the person's immediate supervisor, other appropriate administrator or supervisor within the operating unit, or other appropriate university official matters within the scope of this policy. 

6. Policy application 

   1. Responsibility

      All members of the university community are responsible for creating and maintaining an employment and educational environment that is free of discrimination, harassment, and intimidation. The president of the university has delegated the responsibility of overseeing the university's compliance with this policy to the director of equity and civil rights compliance. The office of equity and civil rights compliance ("ECRC") is responsible for investigating all complaints brought under this policy. 

   2. Right to file a complaint

      Any member of the university community may file a complaint with ECRC if they believe they have been discriminated against or harassed on the basis of any status protected by federal or state law or university policy (listed in paragraph (A) of this policy). In accordance with section 3320.05 of the Revised Code, any student who has been subjected to intimidation because of their race, color, religion, or national origin, may file a complaint with ECRC. Any person who believes they have been retaliated against for a protected disclosure under this policy may report to ECRC. Third parties may file a complaint on behalf of a person they believe has been adversely affected by conduct violating this policy. 

   3. Reporting expectations 

      All university employees (except those professionals who maintain privilege pursuant to licensing or statutory requirements, when acting in their capacity as such) are expected to immediately report violations of this policy to ECRC if they receive a complaint or violation or observe or learn of conduct that is reasonably believed to have violated this policy. Graduate assistants and student employees are expected to report violations of this policy if they become aware of the violations in the course of their duties and those duties include responsibility for the safety and wellbeing of other members of the campus community or if they have supervisory, evaluative, grading, or advisory responsibility over other members of the campus community. 

      In addition to the expectation to report identified in the prior paragraph, in some circumstances, there is also a duty to report allegations of criminal conduct to law enforcement. Section 2921.22 of the Revised Code requires every person who knows that a felony has been or is being committed to report it to law enforcement. Knowingly failing to make a report is a criminal offense. If any person suspects or knows of criminal activity occurring on university property, they should call the Ohio university police department (OUPD) at (740) 593-1911 (in an emergency, dial 911 immediately). Incidents that occur off campus or at a regional campus should be reported to local law enforcement. 

   4. Where to report 

      Reporters may use either of the options below to submit a complaint about an alleged violation of this policy by an Ohio university community member.

      Reports may be submitted regarding any alleged violation.

      1. Report online by clicking on submit a report at /equity-civil-rights. Reports submitted online are routed immediately to the director of equity and civil rights compliance (ECRC).

      2. File a report with ECRC by mail, phone or email. A report may be submitted at any time (including during non-business hours) using the contact information below. Reports may also be made in person at ECRC on business days when a staff member is available.

         "Equity and Civil Rights Compliance
         006 Lindley hall
         91探花
         Athens, OH 45701
         (740) 593-9140 (phone)
         equity@ohio.edu

         Inquiries and complaints may be made externally to:
         Office for Civil Rights (OCR)
         U.S. Department of Education
         400 Maryland Avenue, SW
         Washington D.C. 20202-1100

         Customer Service Hotline: (800) 421-3481
         Fax: (202) 453-2172

         TDD: (877) 521-2172
         Email: OCR@ed.gov
         Web:  

         Inquiries and complaints involving employees may be made externally to:
         Equal Employment Opportunity Commission (EEOC)
         Cleveland Field Office
         Anthony J. Celebrezze Federal Building
         1240 E. 9th Street, Suite 3001
         Cleveland, OH 44199
         Phone: (800) 669-4000"

   5. Cooperation with investigation 

      A reporting party is expected to actively provide information supporting their report in the time and manner deemed necessary and appropriate by the university to conduct an investigation. Failure to cooperate with the investigation process in a timely manner may compromise the university's ability to conduct an investigation and address the allegations fully.

      All employees and student are expected to participate and cooperate with investigations as requested by ECRC.

   6. Privacy 

      Every effort is made to preserve the privacy of reports and the identities of those involved in investigations. This information will not be shared except as necessary to carry out the purposes of this policy, as required by law, or as permitted by the Family Educational Rights and Privacy Act (FERPA).

      Ohio university employees may be provided with information related to reports so they can respond to them and/or assist in their assessment, investigation, and resolution. Ohio university reserves the right to determine which officials have a legitimate educational interest in being informed about incidents under this policy, pursuant to FERPA.

      When an investigation is undertaken, the complainant's identity and the allegations made in the report are generally disclosed to the respondent. Further, the parties and their support people have the opportunity to review the evidence that will be utilized in making a determination.

      If a report contains sufficiently detailed information about conduct that may constitute a felony, the matter will be reported to law enforcement, as discussed in paragraph (F)(3) of this policy. When required by the Clery Act, the Ohio university police department will be provided information regarding the report so they can maintain the campus crime log and assess if a timely warning should be issued to the campus.

   7. Anonymous complaints 

      Anonymous complaints will be accepted; however, Ohio university may be limited in its ability to investigate or resolve anonymous complaints because our ability to obtain additional information may be compromised.

      If the anonymous complaint contains sufficiently detailed information about conduct that may constitute a crime, ECRC will notify the Ohio university police department. If the anonymous complaint contains sufficiently detailed information about conduct that may violate this policy, ECRC will exercise due diligence to address the reported concerns identified with affected individuals and, where appropriate, planning units.

   8. Related student code of conduct allegations 

      A violation of university policy 40.001: Nondiscrimination in Education and Employment by a student, student organization, or student group may also violate the student code of conduct. Further, allegations of other conduct prohibited by the student code of conduct may be investigated and adjudicated through university policy 40.001 (grievance process) in conjunction with violations of university policy 40.001.

7. Investigation Process

   ECRC will review all reports of discrimination, harassment, and intimidation in accordance with the university policy 40.001 (grievance process) linked from the references part of this policy.

   The standard of evidence applied to determine responsibility for violation of this policy is the preponderance of the evidence, meaning the statements and information presented in the matter must indicate to a reasonable person that it is more likely than not that there has been a violation of this policy.

   Appropriate sanctions and/or remedies will be determined and implemented when a violation is found. For a student respondent, sanctions may include reprimand, disciplinary probation, suspension, and expulsion. These sanctions may also be imposed on a student organization or group. For an employee respondent, sanctions may include censure, reprimand, suspension without pay, demotion and/or loss of tenure, and dismissal/termination of employment. Sanctions take into account prior disciplinary history, if any.

   In conjunction with a sanction, a respondent found in violation of this policy may be assigned conditions of sanction, including but not limited to access restriction, revocation of rights and privileges, housing or worksite reassignment, educational activities, etc.

   Remedies are designed to restore and ensure a safe educational and/or employment environment free of discrimination, harassment, and intimidation for the complainant.

   As appropriate, the parties may be provided with the option to resolve the reported matter through informal resolution, also detailed in the university policy 40.001 (grievance process).

8. Community education

   All Ohio university administrators, faculty, and staff must receive training on this policy. The training will include information about protected classes and the prohibition on discrimination, harassment, and intimidation. The training will also include information about how to respond to hate incidents (harassment and intimidation, as defined in this policy) at the time they occur in a class or event held at Ohio university.

Reviewers

Proposed revisions of this policy should be reviewed by:

1. Faculty Senate
2. Administrative Senate
3. Student Senate 
4. Graduate Student Senate 
5. Director of Equity and Civil Rights Compliance 
6. Deans
7. Chairs and Directors
8. Vice President of Human Resources 

Forms, References, and History

1. Forms

   The following form is specific to this policy:

   1. The form for reporting violations is available online through /equity-civil-rights/.

2. References

   The following items are relevant to this policy:

   1. The University Policy 40.001 Grievance Process is available at /equity-civil-rights/40-001-grievance-process.
   2. 91探花's Affirmative Action statement.
   3. 91探花 Equity and Civil Rights Compliance Non-Discrimination Policies and Regulations. 
   4. Policy 03.003, "ADA Compliance."
   5. Policy 03.004, "Sexual Misconduct."
   6. Policy 03.006, "Whistle-blowing and Retaliation."
   7. Policy 40.003, "Reasonable Accommodations of Sincerely Held Religious Beliefs and Practices."
   8. Policy 40.121, "Recruitment and Selection of Faculty and Staff."

3. History

   Draft versions of this policy that were circulated for review, their cover memos, their forms, and Reviewers' comments on them are available on the

   Prior versions of this policy were approved on:

   1. October 22, 2024 (ESPC approved for interim use in accordance with policy 01.001) 
   2. November 17, 2023 (Non-substantive update. The references section was updated to include a link to University Equity and Civil Rights Compliance Non-Discrimination Policies and Regulations). 
   3. September 17, 2021 (Non-substantive update. Classified Senate removed as Reviewer due to the establishment of the AFSCME 3200 Contract) 
   4. October 3, 2015
   5. August 3, 2012
   6. December 2, 2002
   7. June 13, 1994
   8. January 1, 1984