Norwich University Statement and Policy on Non-Discrimination
(Interim Approval – 20 August 2018)
Norwich University prohibits discrimination against any person, including current and potential students, employees and job applicants, vendors, and visitors to the campus. Norwich maintains specific policies to address discrimination against students, prospective students or employees. Those are contained in the Student Rules & Regulations and the Employee Handbook. Norwich University is committed to full compliance with all state and federal laws and regulations pertaining to discrimination including:
- The Equal Pay Act of 1963 (EPA)
- The Civil Rights Act of 1964, specifically Title VII (CRA)
- The Age Discrimination in Employment Act of 1967 (ADEA)
- The Occupational Health & Safety Act of 1970 (OHSA)
- The Education Amendments of 1972, specifically Title IX
- The Rehabilitation Act of 1973
- The Vietnam Era Veterans’ Readjustment Assistance Act of 1974
- The Pregnancy Discrimination Act of 1978
- The Americans with Disabilities Act of 1990, specifically Titles I and III (ADA)
- The Uniformed Services Employment & Reemployment Rights Act of 2005 (USERRA)
- The ADA Amendments Act of 2008 (ADAAA)
- The Genetic Information Non-Discrimination Act of 2008 (GINA)
- Vermont Fair Employment Practices Act
- Vermont Public Accommodations Act
These laws establish certain protected characteristics or categories that define the basis for discriminatory actions, which include:
- Age–age 40 or over
- Equal pay/compensation
- Genetic information
- Military service or veteran status
- National origin
- Pregnancy – pregnant, maternity, breastfeeding, expressing milk, use of parental leave
- Sex – gender, gender identify, sexual orientation
- Sexual harassment
This policy applies to all students, prospective students, recognized student organizations, and employees.
Discrimination is treating one person differently from another due to that person being in a “protected category,” or having characteristics as defined by the above laws, in such a way as to deny that person access to tangible educational or employment opportunities or other tangible benefits normally derived from being a student or employee. If you are concerned that you are a victim of discrimination, please consult the applicable University policy.
Harassment is a form of discrimination by which action or speech substantially interferes with a student’s or employee’s educational or work performance or creates an intimidating, hostile, or offensive environment. Please see the applicable University policy for a more detailed definition of harassment.
Harassment may occur in the form of non-verbal acts such as vandalism or destruction of property, undesired physical contact, physical assault or violence, or threat of the same.
Norwich University is committed to the principles of free inquiry and free expression. Vigorous discussion and debate are fundamental to the University, and this policy is not intended to stifle teaching methods or freedom of expression generally, nor will it be permitted to do so. Harassment and discrimination, however, are neither legally protected expression nor the proper exercise of academic freedom; they compromise the integrity of the University, its tradition of intellectual freedom, and the trust placed in its community members.
Retaliation is discrimination and is prohibited in any form against a person who uses the terms of this policy, reasonably opposes discrimination or who participates in an investigation related to discrimination. Retaliatory actions could, among other things, include harassment, unfair grading, transfer, demotion, termination, or being passed over for promotion or training.
Discipline or sanctions up to and including termination of employment, expulsion from the University, or exclusion from campus property may be administered to a person who is found to have violated this policy or who has been found to have intentionally made a false report or knowingly provided false information.
Reporting and Responsibilities
University employees who become aware of conduct that could be a violation of this policy have an obligation to report that information to an appropriate authority listed below, or to any University administrator. This reporting obligation does not override applicable laws and policies on confidentiality of communication with mental health professionals, physicians, clergy, or attorneys.
Student or prospective student requests for academic accommodation or discrimination concerns pertaining to accommodation or housing should be forwarded to the Academic Achievement Center. Investigations into student complaints of academic or housing discrimination and any appeal relative to investigation findings and discipline will be administrated according to the Student Rules & Regulations and the Administrative Manual, Memorandum 3 – The Americans with Disabilities Act (ADA).
Student sexual harassment/sexual assault concerns will be forwarded immediately to the Title IX Coordinator. In the event a student may be in danger or requires medical attention, emergency responders should be called at 911 or Public Safety at (802) 485-2525 or extension 2525. Additional information regarding application of Title IX is located in the Sexual and Gender-Based Misconduct Policy, and investigations into Title IX complaints will be conducted according to the procedures established by that policy.
Employee or job applicant discrimination concerns or complaints, or requests for employee accommodation should be forwarded to the Office of Human Resources. Investigations into employee complaints of discrimination will be conducted according to applicable procedure, and any appeal relative to employee discipline will be administrated according to employee Dispute Resolution processes.
The Director of the Academic Achievement Center is responsible for application of this policy to current and potential students pertaining to disability accommodation matters.
The Title IX Coordinator is responsible for university-wide application of Title IX requirements.
The Director of Human Resources is responsible for application of this policy pertaining to all matters other than Title IX and student disability accommodation matters, including investigative and appeal activities.
The Director of Facilities Operations is responsible for application of this policy to University buildings, renovations, and new construction.
ALL STUDENTS, PROSPECTIVE STUDENTS, AND EMPLOYEES ARE ENCOURAGED TO REVIEW POLICIES SPECIFIC TO THE ALLEGED DISCRIMINATION FOR DEFINITIONS, DETAILED POLICIES, AND PROCEDURES.
Academic Achievement Center, Kreitzberg Library, 4th floor, extension 2130, or (802) 485-2130 Title IX Coordinator, Wise Campus Center, 2nd floor, extension 2144, or (802) 485-2144
Office of Human Resources, Jackman Hall, 3rd floor, extension 2075, (802) 485-2075, or
State of Vermont Attorney General, 109 State Street, Montpelier, VT 05602, (888) 745-9195 or (802) 828-3665
U.S. Equal Opportunity Commission, John F. Kennedy Federal Government Center, Room 475, Boston, MA 02203, (800) 669-4000 or (617) 565-3200, www.eeoc.gov
Equal Opportunity Contact Persons
For information, counseling, or to file a complaint of discrimination or harassment on the basis of gender, gender identity, race, ethnicity, color, national origin, religion, disability, sexual orientation, age, genetic information, or veteran’s status, contact one of the following individuals: