Discrimination
Prohibited discrimination occurs when a person is treated badly or affected adversely based on that person's legally protected status.
Protected Categories
The University of Alaska Southeast prohibits discrimination based on the following protected categories:
- Age
- Citizenship
- Color
- Disability
- Gender identity
- Genetic Information
- Marital status
- Parenthood
- Political Affiliation/Beliefs
- Pregnancy
- Race
- Religion
- Sex
- Sexual orientation
- National origin
- Veteran status
- Pay equity
- Other categories in accordance with federal, state, and local laws
It is university policy not to discriminate on the basis of disability. UAS has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 of the Rehabilitation Act of 1973, as amended, and the Americans with Disabilities Act of 1990 (ADA). Section 504 and the ADA prohibit discrimination on the basis of disability in any program or activity receiving Federal financial assistance.
Reasonable accommodations are available for academics, housing, and pregnancy. To request accommodations, contact Disability Services.
Pregnancy and Childbirth
Pregnancy and childbirth are protected under Title VII, Title IX, and UAS Policy 01.02. For more information and to request accomodations visit the Disability Services' Pregnancy Accommodations page.
Americans with Disabilities Act (ADA) & Section 504
The University of Alaska southeast prohibits retaliation (including retaliatory harassment) against those reporting any form of discrimination or participating in the university’s grievance process, even if the ultimate conclusion is that no discrimination occured. All persons have the right to complain about any conduct which they reasonably believe constitutes discrimination. No one may take disciplinary or other adverse action against a person who genuinely but mistakenly believes himself or herself to be discriminated against, even if the practices complained of do not, in fact, constitute discrimination.
Threats or other forms of intimidation or retaliation against complainants, respondents, witnesses or investigators will constitute a violation of this regulation and may be subject to separate administrative action, including termination for cause.
Retaliation may be reported to the Office of Equity and Compliance. If the alleged retaliation is reportedly caused by OEC staff, the retaliation may alternately be reported to the university’s chief human resources officer.
More on retaliation and its definition can be found in BOR Policy 01.02 and BOR Policy 01.04.
How We Respond to Reports of Discrimination
When the Office of Equity and Compliance (OE&C) receives a report of non-sexual or nongender-based discrimination, the director will coordinate with staff to assess the report, and initiate a prompt, fair and impartial inquiry or investigation.
An informal resolution of the complaint is possible. However, if the complainant chooses or if the university believes it is necessary, the OE&C will conduct a formal investigation. If an investigator finds a violation of policy, the appropriate campus authority will consider discipline or sanction. The director will assist the complainant and others affected with interim measures or remedies as appropriate.
The procedure for handling these complaints is governed by BOR Policy 01.02.