{"id":426,"date":"2022-07-22T15:51:28","date_gmt":"2022-07-25T21:16:14","guid":{"rendered":"https:\/\/uwm.edu\/graduate-assistants\/handbook\/introduction-to-graduate-assistantships-at-uwm\/discrimination-and-harassment\/"},"modified":"2026-03-19T12:29:13","modified_gmt":"2026-03-19T17:29:13","slug":"discrimination-and-harassment","status":"publish","type":"handbook","link":"https:\/\/uwm.edu\/graduate-assistants\/handbook\/introduction-to-graduate-assistantships-at-uwm\/discrimination-and-harassment\/","title":{"rendered":"Discrimination and Harassment"},"content":{"rendered":"\n

Discrimination and harassment are illegal and will not be tolerated. 51ÁÔÆæ\u2019s Policy SAAP 5-1 Discriminatory Conduct and Consensual Relationships<\/a> forbids discrimination and harassment based on any protected status. Co-workers and supervisors may not retaliate against any employee, student or job applicant because they filed a complaint, assisted in an investigation or participated in any proceeding alleging discrimination.<\/p>\n\n\n\n

Equal opportunity principles will guide all employment practices, including, but not limited to, recruiting, interviewing, hiring, transfers, promotions, training, compensation, benefits, layoffs, terminations, retention, certification, and testing. While the Chancellor assumes overall responsibility for the success of these employment practices, university administrators and supervisors are responsible and accountable for implementation. Authority for monitoring the equal opportunity policies is delegated to the Division of Community Empowerment & Institutional Inclusivity<\/a>.<\/p>\n\n\n\n

Graduate Assistants who believe they have been the target of discrimination by race, color, religion, sexual orientation, sex, gender identity or expression, national origin, age, disability, veteran status, or other criteria are encouraged to report to 51ÁÔÆæ\u2019s <\/a>Division of Community Empowerment & Institutional Inclusivity<\/a>.<\/p>\n\n\n\n

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