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Operations Manual The University of Iowa

PART II. COMMUNITY POLICIES
DIVISION I HUMAN RIGHTS, AFFIRMATIVE ACTION, AND EQUAL EMPLOYMENT OPPORTUNITY

(Written to conform to Regents Procedural Guide 3/74; amended 9/93; 10/95; 9/97)
CHAPTER 3: HUMAN RIGHTS

(Amended 9/14)

Effective September 2014, this policy has been revised (and combined with the former II-9 Complaints of Discrimination). For individual changes, see the redlined version.

For related policies, see II-14 Anti-Harassment, II-4 Sexual Harassment, and II-11 Anti-Retaliation.

3.1 Policy and Rationale
3.2 Definition of Terms Used in This Policy
3.3 Bringing a Complaint
3.4 Process for Sanctions
3.5 Applicable Procedures
3.6 Appeal Procedures
3.7 Protection Against Retaliation
3.8 Protecting the Respondent
3.9 Confidentiality

3.1 POLICY AND RATIONALE.
The University of Iowa brings together in common pursuit of its educational goals persons of many nations, races, and creeds. The University is guided by the precepts that in no aspect of its programs shall there be differences in the treatment of persons because of race, creed, color, religion, national origin, age, sex, pregnancy, disability, genetic information, status as a U.S. veteran, service in the U.S. military, sexual orientation, gender identity, associational preferences, or any other classification that deprives the person of consideration as an individual, and that equal opportunity and access to facilities shall be available to all. These principles are expected to be observed in the internal policies and practices of the University; specifically in the admission, housing, and education of students; in policies governing programs of extracurricular life and activities; and in the employment of faculty and staff personnel. Consistent with state and federal law, reasonable accommodations will be provided to persons with disabilities and to accommodate religious practices. The University shall work cooperatively with the community in furthering these principles.

3.2 DEFINITIONS OF TERMS USED IN THIS POLICY.

3.3 BRINGING A COMPLAINT.

3.4 PROCESS FOR SANCTIONS.

3.5 APPLICABLE PROCEDURES.
Formal sanctions imposed in response to alleged violations of this policy will be governed for:

3.6 APPEAL PROCEDURES.
If the Office of Equal Opportunity and Diversity concludes that the complaint is unfounded, the complainant may appeal the finding on the grounds that the decision was arbitrary and capricious or that the investigating office did not follow procedures resulting in prejudice to the complainant. Appeals must be made electronically or in writing and submitted together with all supporting documentation to the Office of Equal Opportunity and Diversity within 10 University business days of the receipt of the finding. Generally within two University business days, the Office of Equal Opportunity and Diversity will transmit the notice of appeal and the case record to the appropriate appeal officer, as described on the EOD website. The appeal officer, or the appeal officer's designee, will issue a written decision on the appeal to the complainant and the Office of Equal Opportunity and Diversity within 20 University business days of the receipt of the appeal, although this time frame may be extended due to the complexity of the case or the severity of the allegations.

In cases where the appeal is denied, such action constitutes final University action on the matter, subject to appeal to the Board of Regents. In cases where the appeal is successful, in whole or in part, the appeal officer/designee will advise the Office of Equal Opportunity and Diversity regarding appropriate measures to address the issues of concern raised in the appeal.

For complaints that conclude in a finding that there is a reasonable basis to believe that a policy violation has occurred and sanctions have been imposed, respondents may appeal such findings through the grievance procedures applicable to them. The respondent may challenge any sanctions imposed as a result of a finding through available grievance procedures.

3.7 PROTECTION AGAINST RETALIATION.

3.8 PROTECTION OF THE RESPONDENT.

3.9 CONFIDENTIALITY.


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Page last updated September 2014 by Office of the Senior Vice President for Finance and Operations