Civility in the Workplace

University of Mary Washington Statement of Nondiscrimination

At the University of Mary Washington the principles of equal opportunity and affirmative action are practiced.  The University does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, parental status (including pregnancy), national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors in recruiting, admitting, enrolling students or hiring and promoting faculty and staff members.

Complaints of discrimination should be directed to the AA/EEO officer of the University; contact information is available.

Approved by the University of Mary Washington Board of Visitors
August 25, 2017

Definition and examples of workplace harassment

The University of Mary Washington strictly forbids discriminatory harassment of any employee, applicant for employment, vendor, contractor or volunteer. Discriminatory harassment
is defined as any unwelcome verbal, written, and/or physical conduct that either denigrates or shows hostility or aversion towards a person on the basis of race, color, religion, disability, national origin, political affiliation, marital status, sexual orientation, sex, age, or pregnancy and:
(1) has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
(2) has the purpose or effect of unreasonably interfering with an employee’s work performance; or
(3) affects an employee’s employment opportunities or compensation.

(a) Unwelcome and repeated use of degrading language, jokes, or innuendos;
(b) Threats or insinuations about conditions of employment; and
(c) Offensive pictures or objects.

If Harassment Has Occurred:

Employees and third parties should report incidents of workplace harassment as soon as possible after the incident occurs.

UMW Complaint Procedure

An employee may address a complaint with the immediate supervisor or with the AA/EEO Officer. Please call 654-1020. Under no circumstances will the individual alleging harassment be required to file a complaint with the alleged harasser.

State Complaint Procedure
The employee or applicant may initiate a complaint with the Office of Equal Employment Services within the Department of Human Resource Management (804-225-2136).

Grievance Procedure
Classified, non-probationary employees may also address harassment through the State Employee Grievance Procedure, which is administered by the Department of Employment
Dispute Resolution (804-786-7994).

Federal Complaint Process

Employees (and applicants for Commonwealth employment) also may file a complaint with the U.S. Equal Employment Opportunity Commission. (202-663-4900)

Retaliation Is Prohibited
Retaliation is overt or covert acts of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual or group bringing forth a harassment complaint. If retaliation occurs, the employee(s) should report the retaliation through the complaint procedure.

Policy Violations

Engaging in Harassment: Any employee who engages in conduct determined to be harassment or who encourages such conduct by others shall be subject to corrective action, which may include discharge from employment.

Allowing Harassment to Continue: Managers and/or supervisors who learn of workplace harassment and fail to take appropriate corrective action may be considered a party to the offense, whether they engaged in such behavior or not.

Failure to Respond: Managers and/or supervisors who fail to take appropriate action shall be subject to disciplinary action, including demotion or discharge.


Civility in the Workplace