Policies & Procedures
The University is committed to creating and maintaining a community in which people are treated with dignity, decency and respect. The environment of the University should be characterized by mutual trust, freedom of inquiry and expression, and the absence of intimidation, oppression and exploitation. People in this community should be able to work and learn in a safe atmosphere. The accomplishment of this goal is essential to the academic mission of the University.
View our Discrimination and Harassment PolicyView Policy
The University strives to create and maintain a community in which people are treated with dignity, decency and respect. The environment of the University should be characterized by mutual trust, freedom of inquiry and expression, and the absence of intimidation, oppression and exploitation. People in this community should be able to work and learn in a safe atmosphere. The accomplishment of this goal is essential to the academic mission of the University. Therefore, the University will not tolerate any unlawful discrimination, harassment, or sexual misconduct of any kind. Matters of this kind may also be prohibited by a variety of federal, state, and local laws. This Policy is intended to comply with the prohibitions of all applicable anti-discrimination laws.
The University prohibits discrimination on the basis of sex, including sexual misconduct, in its educational programs and activities. This also include pay discrimination based on sex, discriminatory pay practices based on sex, and sex discrimination affecting compensation. The University is committed to complying with Title IX of the Education Amendment Act of 1972 and ensuring that the University's education programs and activities are operated in a manner consistent with applicable federal law, regulations, and provisions.
It is the policy and practice of the University to provide equal opportunity in employment, educational activities, and other programs to all employees, students, and applicants. No person shall be discriminated against in any condition of employment or opportunity because of race, color, national origin, ancestry, age (40 and over), religion, creed, disability, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, military enlistment, veteran status, and genetic information.
The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the University's legal duty to furnish information. 41 CFR 60-1.35(c)
The Equal Pay Act of 1963, as amended, prohibits sex discrimination in payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility under similar working conditions, in the same establishment. The University is committed to these principles of pay equity, and expressly prohibits disparate pay on the basis of an employee's race, color, national origin, age, religion, disability, sex, sexual orientation, gender identity, gender expression, marital status, genetic information, military enlistment or veteran status. The University prohibits pay discrimination based on sex, discriminatory pay practices based on sex, and sex discrimination affecting compensation.
No hardship, no loss of benefit, and no penalty may be imposed on any student, faculty, or staff as punishment for: filing or responding to a bona fide complaint of discrimination or harassment, appearing as a witness in the investigation of a complaint, or serving as an investigator or as a member of a disciplinary board. Retaliation or attempted retaliation of this kind is a violation of the Policy and will be subject to severe sanctions up to and including termination or dismissal from the University.
This Policy applies to all faculty, staff, students, board of trustee members, volunteers, contractors, guests and visitors of the University. It extends to all University activities, both on and off-campus.
Employees found to have engaged in discriminatory conduct may be subjected to disciplinary action, up to and including termination.
See related policies Office of Equal Opportunity and Office of Title IX Procedures; Affirmative Action Policy 3.10.020 and Employee Grievance Process Policy 3.10.060.
Records related to the investigation of any allegations of discrimination, harassment, or sexual misconduct will not be stored in personnel files of employees reporting alleged discrimination, harassment, or sexual misconduct, and instead must be retained in a separate secure location.
Associate Vice Chancellor of Equal Opportunity & Title IX Coordinator shall develop and publish procedures and rules that further clarify the rights and obligations under the policy as well as clarify definitions and scope within this Policy. The Provost and the Vice Chancellor for Business and Financial Affairs shall approve such procedures and rules upon the advice of the Associate Vice Chancellor of Equal Opportunity & Title IX; and Vice Chancellor of Legal Affairs.
All-Gender Restroom Guidelines
Legal Notice for Website Usage
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University's Board-Approved Processes
DU's official University Board-Approved Policies include Institutional Affairs, Fiscal and Business Affairs, and Faculty Affairs.
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