Nondiscrimination and Procedures for Addressing Reports of Discrimination

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

• For complaints by prospective students on any protected basis within the context of admissions, see University Policy 207, Policy on Admission to the University.
• For student complaints of sexual misconduct against another student (excluding Title IX Sexual Harassment), see University Policy 406, The Code of Student Responsibility.
• For student complaints of sexual harassment against a non-student (excluding Title IX Sexual Harassment), see University Policy 502, Sexual Harassment Policy and Grievance Procedures.
• For student complaints on the basis of disability, see University Policy 501.1, Nondiscrimination on the Basis of Disability Regulation.
• For student complaints on the basis of sexual orientation, gender identity, gender expression, transition status, transgender status, or gender nonconformity, see University Policy 501.2, Regulation Regarding Nondiscrimination on the Basis of Sexual Orientation, Gender Identity, or Transgender Status.
• For student complaints based on any protected basis regarding final course grades, see University Policy 410, Policy and Procedures for Student Appeals of Final Course Grades.
• For student complaints on any protected basis not covered by another policy, see University Policy 411, Student Grievance Procedure.

Faculty

• For employee complaints of sexual harassment (excluding Title IX Sexual Harassment), see University Policy 502, Sexual Harassment Policy and Grievance Procedures.
• For employee complaints on the basis of disability, see University Policy 501.1, Nondiscrimination on the Basis of Disability Regulation.
• For employee complaints on the basis of sexual orientation, gender identity, gender expression, gender transition, transgender status, or gender nonconformity, see University Policy 501.2, Regulation Regarding Nondiscrimination on the Basis of Sexual Orientation, Gender Identity, or Transgender Status.
• For faculty complaints on any protected basis within the context of reappointment, promotion, the conferral of tenure, discharge, imposition of serious sanctions, or termination, see University Policy 102.13, Tenure Policies, Regulations, and Procedures of the University of North Carolina at Charlotte.
• For faculty complaints on any protected basis not within the context of reappointment, promotion, the conferral of tenure, discharge, imposition of serious sanctions, or termination, see Procedures for Resolving Faculty Grievances (arising under Section 607(3) of The Code of The University of North Carolina).

Staff

• For employee complaints of sexual harassment (excluding Title IX Sexual Harassment), see University Policy 502, Sexual Harassment Policy and Grievance Procedures.
• For employee complaints on the basis of disability, see University Policy 501.1, Nondiscrimination on the Basis of Disability Regulation.
• For employee complaints on the basis of sexual orientation, gender identity, gender expression, gender transition, transgender status, or gender nonconformity, see University Policy 501.2, Regulation Regarding Nondiscrimination on the Basis of Sexual Orientation, Gender Identity, or Transgender Status.
• For EHRA non-faculty complaints on any protected basis, see University Policy 102.7, Personnel Policies for Designated Employment Exempt from the State Human Resources Act.
• For SHRA employee complaints on any protected basis, see Personnel Information Memorandum 35, Grievance and Appeal Procedures for Employees Subject to the State Human Resources Act.

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.