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.