Nondiscrimination and Procedures for Addressing Reports of Discrimination

University Policy: 
501
Executive Summary: 

It is the policy of the University that educational and employment decisions that affect a student, faculty member, or staff member are based on relevant and appropriate factors and cannot be based on that individual’s protected status, whether the status is protected by law or by University policy.  The policies and procedures that apply to alleged discrimination at the University are listed at the end of this University Policy.

I.  Policy Details

The University of North Carolina at Charlotte affirms that its educational and employment decisions must be based on the abilities and qualifications of individuals and may not be based on irrelevant factors, including personal characteristics, that have no connection with academic abilities or job performance.  Therefore, the University prohibits discrimination and harassment in its educational and employment decisions and provides equal opportunities for all members of the University community and for all those seeking to join the University community. 

II. Objectivity in Decision-Making

The following factors may not form the basis for educational or employment-related decisions:

  • race;
  • color;
  • religion, including belief and non-belief;
  • sex, including but not limited to
    • pregnancy, childbirth, or related medical condition, and
    • parenting;
  • sexual orientation;
  • actual or perceived gender identity, including but not limited to
    • gender expression,
    • transition status (including but not limited to physical transition),
    • transgender status, and
    • gender nonconformity;
  • age;
  • national origin;
  • physical or mental disability;
  • political affiliation;
  • veteran status; and
  • genetic information.

III. Applicable Procedures

If students, faculty members, or staff members have a complaint of discrimination because of any of these protected statuses, they should proceed in accordance with the policy or procedure that is appropriate to the situation:

For complaints of Title IX Sexual Harassment (as that term is defined by University Policy 504, Title IX Grievance Policy) against a student, faculty member, or staff member, see University Policy 504, Title IX Grievance Policy

Students
Faculty
Staff
IV. Retaliation Prohibited

The University strictly prohibits retaliation against individuals for reporting alleged violations of federal law or for cooperating in the University’s investigation of alleged violations of federal law. Retaliation includes threatening, intimidating, or coercive behaviors and other adverse actions that would deter a reasonable person in the same or similar circumstances from reporting alleged violations of federal law or cooperating in the University’s investigation of any such report, even if the behaviors do not ultimately have that effect.