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Policy 1439 – Discrimination

Revision Date:  3/1/2013

Original Effective Date:  8/5/2003

Responsible Office:  Office of the President

Reference:  University of Louisiana System, Policy M-(11)a, Board Rule Chapter 3, Section XIX

In accordance with Title IX of the Education Amendments of 1972, Louisiana Tech University does not discriminate on the basis of sex in its education programs and activities.

Discrimination is inequitable treatment of an individual based on protected characteristics or status rather than individual merit. Examples include:

  1. denying or granting promotions other advancement opportunities based on an individual’s protected status;

  2. granting preference in education or employment based on an individual’s protected status;

  3. making work assignments based on an individual’s protected needs;

  4. denial of leave based on an individual’s protected status.

Louisiana Tech University is committed to maintaining an environment free from discrimination without regard to race, sex (including sexual harassment and sexual violence), religion, national origin, age, genetic information, disability, marital status, veteran status, or retirement status.

If you are subjected to any form of discrimination or if you witness any form of discrimination, you have an obligation to report such action to an appropriate University official (i.e., immediate supervisor, director, dean, vice president, president or Title IX Coordinator). The Title IX Coordinator is Mortissa D. Harvey, Director of Title IX Compliance, P.O. Box 3168, Wyly Tower 1536, phone : 318.257.5911, e-mail: mharvey@latech.edu. That person or appointed official will cause an immediate investigation into the allegation. If it is determined that discrimination has taken place, appropriate action will be taken. Appropriate corrective action can include but is not limited to: oral or written reprimand, suspension, demotion, reassignment of duties, termination, probation, counseling, altered decisions, or any combination of the above.

See:

Policy 1401 – Equal Employment Opportunity Policy Statement

Policy 1436 – Policy Procedures for Addressing the Issues Concerning Sexual Harassment

Policy 1437 – Procedures for Resolution of Sexual Harassment Complaints

Policy 1438 – Harassment

Policy 1441 – Retaliation

Policy 1439 – Discrimination

Revision Date:  3/1/2013

Original Effective Date:  8/5/2003

Responsible Office:  Office of the President

Reference:  University of Louisiana System, Policy M-(11)a, Board Rule Chapter 3, Section XIX

In accordance with Title IX of the Education Amendments of 1972, Louisiana Tech University does not discriminate on the basis of sex in its education programs and activities.

Discrimination is inequitable treatment of an individual based on protected characteristics or status rather than individual merit. Examples include:

  1. denying or granting promotions other advancement opportunities based on an individual’s protected status;

  2. granting preference in education or employment based on an individual’s protected status;

  3. making work assignments based on an individual’s protected needs;

  4. denial of leave based on an individual’s protected status.

Louisiana Tech University is committed to maintaining an environment free from discrimination without regard to race, sex (including sexual harassment and sexual violence), religion, national origin, age, genetic information, disability, marital status, veteran status, or retirement status.

If you are subjected to any form of discrimination or if you witness any form of discrimination, you have an obligation to report such action to an appropriate University official (i.e., immediate supervisor, director, dean, vice president, president or Title IX Coordinator). The Title IX Coordinator is Mortissa D. Harvey, Director of Title IX Compliance, P.O. Box 3168, Wyly Tower 1536, phone : 318.257.5911, e-mail: mharvey@latech.edu. That person or appointed official will cause an immediate investigation into the allegation. If it is determined that discrimination has taken place, appropriate action will be taken. Appropriate corrective action can include but is not limited to: oral or written reprimand, suspension, demotion, reassignment of duties, termination, probation, counseling, altered decisions, or any combination of the above.

See:

Policy 1401 – Equal Employment Opportunity Policy Statement

Policy 1436 – Policy Procedures for Addressing the Issues Concerning Sexual Harassment

Policy 1437 – Procedures for Resolution of Sexual Harassment Complaints

Policy 1438 – Harassment

Policy 1441 – Retaliation