Policies & Definitions

  • Federal and State Laws
    • Federal and state law defines harassment as a form of discrimination that violates any of the following laws:

      1. Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, gender, or national origin;
      2. The Pregnancy Discrimination Act (which amended Title VII of the Civil Rights Act of 1964) makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth;
      3. The Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment, from gender-based wage discrimination;
      4. The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years or age or older;
      5. Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibits discrimination against qualified individuals with disabilities in the private sector, in state and local governments;
      6. Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; or
      7. Texas Commission on Human Rights Act, Texas Labor Code, Chapter 21.
      8. Senate Bill 212, which puts forth employee reporting requirements. More information can be found on the SB 212 Reporting Requirements FAQ site. 
  • Definitions
      1. Sexual Harassment is defined by the Equal Employment Opportunity Commission as, “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.” There are two types of sexual harassment:
        1. Quid Pro Quo is the request for sexual favors, when submission to or rejection of such request becomes a basis for employment or academic related decisions.
        2. Hostile Environment is when an atmosphere is fused with unwelcome sexual conduct that interferes with an individual’s job performance or learning environment or creates an intimidating, hostile or offensive environment.
      2. Racial Harassment is conduct which includes racially derogatory remarks, racial slurs or any other racially motivated action.  Provisions of this Rule will be applied without regard to the race of the employee(s) involved.
      3. Harassment is unwelcome conduct that is based on actual or perceived race, color, religion, gender, national origin, age, sexual orientation, disability, or genetic information.
      4. Bullying is conduct, which includes acts, or language or both, that the sufficiently serve, persistent, or pervasive enough to adversely affect the employee’s ability to function productively in the workplace.
  • Protected Classes
    • Workplace Discrimination and Harassment: Protected Classes

      Under state and federal laws, individuals with the following identifiable characteristics are considered to be a part of a portected class of people.

      • Race
      • Color
      • National Origin
      • Religion
      • Age
      • Sexual Orientation
      • Gender
      • Disability
      • Genetic Information
      • Veteran Status