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Employment at the University carries with it a commitment to work to meet the objectives, goals, and mission of the organization. The excellence of the institution is based upon the high quality and outstanding contributions of all its employees. Should personal issues arise that interfere with the employee's ability to fully contribute and live up the University's standards of excellence the employee should seek assistance to resolve those issues. Eligible University employees can seek assistance through the Employee Assistance Program.
It is part of the culture of this great University for employees to treat all members of the university community with dignity and respect. This includes students, faculty, staff, alumni, participants in university sponsored events or organizations, and friends of the institution. All employees are expected to comply with the University's nondiscrimination policy, which prohibits any form of harassment or discrimination at the University based on race, color, national origin, gender, religion, sexual orientation, age, or status as a disabled person, disabled veteran, or veteran of the Vietnam era. Evidence or complaints of practices not consistent with these policies should be reported to the Office of Equal Opportunity and Affirmative Action.
(see http://www.regulations.utah.edu/humanResources/5-106.html)
Q: A supervisor is giving an employee a written warning for unsatisfactory job performance. When the employee receives the written warning, he tells his supervisor that she is discriminating against him. Does the supervisor need to rescind the written warning?/p>
A: No. A supervisor can take disciplinary action for legitimate business reasons. Once the supervisor receives her subordinate's complaint, she should refer him to the OEO/AA and let him know that he can discuss his concerns with the OEO/AA. If the supervisor has questions about their subordinate's complaint or would like to discuss that complaint, she should contact the OEO/AA.
Sexual harassment is a form of sex discrimination. Sexual Harassment involves behavior that is sexual or romantic in nature, unwelcome and unwanted, and creates an intimidating, offensive or hostile work or academic environment for the victim. (see http://www.regulations.utah.edu/humanResources/5-107.html)
Q: An employee tells his direct supervisor that he is being sexually harassed by a supervisor in another department. The employee wants his direct supervisor to keep his complaint confidential because he wishes to resolve the issue by himself. Can the supervisor keep this information to himself?
A: No. Policy and Procedure Manual 2-32 states that any university representative who is contacted by an individual with a sexual harassment concern shall inform the OEO/AA of this concern. Through these policies, the OEO/AA is able to evaluate and investigate sexual harassment concerns and ensure that immediate and appropriate action is taken to maintain an environment free of sexual harassment.
Consensual relationships where a power imbalance exists (e.g. professor/student, supervisor/subordinate) are prohibited. (see http://www.regulations.utah.edu/humanResources/5-107.html)
Individuals may not be retaliated against for initiating or participating in an OEO/AA or Employee Relations grievance process or objecting to a discriminatory employment practice.
The University of Utah seeks to provide qualified individuals with disabilities equal access to University programs, services and activities. Reasonable prior notice is needed to evaluate requests for accommodation and to implement them when appropriate. Employees seeking accommodation should be referred to the Office of Equal Opportunity and Affirmative Action.
Resources are available to assist employees to understand and comply with University policies, procedures, rules, and regulations that prescribe proper conduct on the part of both the employer and employee in matters involving conditions of employment and the promotion of a productive work environment. See Getting Help.