Policies and Procedures

The University of West Florida seeks excellence through diversity among its administrators, faculty, staff, and students. The University of West Florida is committed to taking affirmative action to hire and advance minorities and women as well as qualified individuals with disabilities and protected veterans.  

The University of West Florida is a federal contractor and complies with Executive Order 11246, as amended.

Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

Note:  University nondiscrimination policy recognizes other protected groups in addition to those recognized by affirmative action law.

Executive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees.

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship to the employer. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

As a Federal contractor, the University of West Florida must employ individuals with disabilities at a rate of 7% at all levels of employment, including the executive level. This percentage is subject to change annually by the Federal government.

UWF employees who have a disability are invited to self-identify as an individual with a disability and to be included in the University’s affirmative action plan. Self-identification as an individual with a disability does not become part of an employee’s employment file. Identifying as an individual with disability may be the first step an employee with a disability makes in requesting a helpful work accommodation. Employee disability accommodation requests may be made by contacting ADA Programs.

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 28 U.S.C. 4212, prohibits employment discrimination against, and requires affirmative action to recruit, employ, and advance in employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release from active duty), active duty wartime or campaign badge veterans, or Armed Services service medal veterans.

To our Vets: Thank you for your service and for self-identifying!

Did you know that not all veterans are “protected veterans” under affirmative action law?

Find out if you are a protected veteran

If you find that you are a protected veteran, we invite you to self-identify as such with the University. UWF employees who are veterans of the United States Armed Forces are encouraged to self-identify as a veteran. As a Federal contractor, the University is required to employ protected veterans at a rate of 7% in each of the University’s job groups. This percentage is subject to change annually by the Federal government. If the University’s armed forces veteran employees do not self-identify as protected veterans, the University cannot demonstrate compliance with affirmative action obligations related to employment of veterans.

• The Equal Opportunity Office is responsible for administering the complaint and investigation process for complaints by or concerning students, faculty or staff of discrimination and harassment based on race, color, national origin, gender, disability, marital status, religion, veteran status, age, and sexual orientation and for complaints of prohibited retaliation. “Gender” as used in this procedure means sex and gender identity.
• Allegations of prohibited discrimination, harassment or retaliation will be processed upon the filing of a written complaint with the Equal Opportunity Office. Complaints must be filed within 180 days of the event or act which is alleged to be discriminatory, harassing or retaliatory.
• The Equal Opportunity Office, in consultation with the Office of the General Counsel, will make a threshold determination as to whether, assuming the complete truth of the allegations(s), the allegations(s) constitutes a violation of University policy. This threshold determination will be made within 10 business days of the date the complaint has been filed. Where appropriate, the Equal Opportunity Office may conduct a preliminary inquiry to determine whether an investigation is required and may take appropriate intervening measures in order to comply with legal requirements.
• If the threshold determination indicates that the allegation does not constitute violation of University policy, either with or without a preliminary investigation, both parties shall be notified that no further action will be taken with regard to the complaint.
• If the threshold determination indicates that an investigation is required, the University will notify both parties that an investigation will begin. An investigator from the Equal Opportunity Office will investigate the complaint. The General Counsel’s Office and the Equal Opportunity Office shall provide advice and counsel to the investigator.
• The investigation shall include interviewing the Respondent and the Complainant and may include interviewing other persons who have relevant information and reviewing any pertinent documents.
• If an individual who ordinarily would participate in the administration or disposition of a complaint files a complaint or becomes involved in a case as a Respondent or witness, the University will assign alternate individual(s) to participate in the administration and/or disposition of the case.
• The investigation shall be concluded within 90 calendar days of the filing of the complaint, if practicable. If additional time is required, the investigator shall notify the Complainant and the Respondent in writing, prior to the 90th day, of the reason an extension is required and the expected length of time needed to conclude the investigation. Extensions may be renewed if necessary.
• After the investigation is concluded, the investigator will review and evaluate all the information gathered and shall prepare an investigative Report. The Report shall include a summary of the complaint, a description of the investigation including the information compiled, and a recommendation regarding whether a violation of University policies prohibiting discrimination, harassment or retaliation occurred.
• The Report shall be forwarded to the Equal Opportunity Office who shall send the Report to the Complainant and to the Respondent by certified mail within 10 calendar days from their receipt of the Report.
• If desired, the Complainant and/or the Respondent may submit written comments related to the Report to the Equal Opportunity Office. The comments must be submitted to the Equal Opportunity Office within 14 calendar days from the date the Report was mailed. The Equal Opportunity Office shall forward copies of the Report and any comments to the appropriate Dean, Director or Vice President.
• The Dean, Director or Vice President shall consider the Report and any written comments submitted by the Complainant and Respondent and, within 21 calendar days after receipt of the materials shall prepare a written Final Determination (“Final Determination”). The Final Determination shall state whether a University policy prohibiting discrimination, harassment or retaliation was violated and shall address whether remedial measures will be taken and/or disciplinary action will be pursued. The Final Determination shall be forwarded to the Equal Opportunity Office who shall send the Final Determination to the Complainant and Respondent.