Handbook of Operating Procedures

I. POLICY AND GENERAL STATEMENT

The University of Texas Health Science Center at Houston (“university”) is committed to providing a working and learning environment free from discrimination and harassment. The university prohibits discrimination and/or harassment by any member of the university community on the basis of race, color, religion, sex(including pregnancy)，，，，gender,sexual orientation, national origin, age, disability, genetic information, gender identity or expression, veteran status or any other basis prohibited by law. No person shall be excluded from participation in, denied the benefits of, or be subject to discrimination under any program or activity sponsored or conducted by the university or any of its component entities on any basis prohibited by applicable law or university policy.

To help achieve an environment free from prohibited discrimination and harassment, the university provides任何人who believesthey havebeen subjected to discrimination or harassment a complaint process to addresstheir关注。

Individuals who engage in conduct that violates this policy are subject to disciplinary action up to and including termination and/or dismissal.

II. DEFINITIONS

Discrimination:歧视（包括骚扰）被定义为针对特定个人或一组个人的行为，该行为使个人或群体接受严重影响的治疗，从而对其就业或教育产生不利影响，或者参与或获得任何大学计划或收到任何大学计划或收到任何大学计划的福利由于种族，颜色，宗教，性别而活动(including pregnancy)，，，，gender,性取向，性别认同或表达，国籍，年龄，残疾，遗传信息或退伍军人身份或法律或大学政策禁止的任何其他基础。

骚扰：Harassment, as a form of discrimination, is defined as unwelcome conduct based upon race, color, religion, sex(including pregnancy)，，，，gender,sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other basis prohibited by law or university policy when such conduct is: 1) severe, pervasive, or persistent enough to create an educational or work environment that a reasonable person would consider intimidating, hostile, or abusive, and 2) materially interferes with an individual’s or group’s academic or work performance or their ability to participate or benefit from the services, activities, or privileges of any university program or activity. Constitutionally protected expression is not considered harassment under this policy. Examples of harassment include but are not limited to:

• 口头行为，例如上语，贬义评论或诽谤。
• 视觉行为，例如贬义著作，短信，电子邮件，计算机屏幕显示，海报，摄影，卡通，图纸或手势。

性骚扰已定义和解决HOOP 59, Prohibition of Sexual Harassment & Sexual Misconduct。

其他学员：Postdoctoral research fellows, clinical fellows, and visiting students participating in a university educational or training activity.

退伍军人类别：

• 一个disabled veteranis a veteran of the U.S. military, ground, naval, or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or one who was discharged or released from active duty because of a service-connected disability.
• 一个n武装部队服务奖牌老将是一名资深人士，在美国军事场地（海军或航空服务）任职期间，他参加了美国军事行动，该行动曾根据第12985号行政命令（61 FR 1209）授予武装部队服务奖章。
• 一个recently separated veteranis any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval or air service..
• 一个ctive duty wartime or campaign badge veteran是一名退伍军人，在战争期间在美国军方，地面，海军或航空服务或竞选或探险队中服役，根据国防部采取的法律授权了竞选徽章。

iii。程序

一个。Equal Employment Opportunity

The university’s equal employment opportunity policy applies to all employment decisions, including those affecting hiring; promotion, demotion or transfer; recruitment; advertisement of vacancies; layoff and termination; compensation and benefits; performance appraisals; and selection for training. Moreover, it extends to the maintenance of affirmative action programs for minorities, women, disabled persons, and veterans, as required by law. A full description of the university’s affirmative action program is available to any employee or applicant for employment for inspection upon written request by emailingCALL@uth.tmc.edu。

大学为招聘目的生成的所有广告副本应包括以下声明：“UTHealth is committed to providing equal opportunity in all employment-related activities without regard to race, color, religion, sex(including pregnancy)，，，，gender,性取向，国籍，年龄，残疾，遗传信息，性别认同或表达，退伍军人身份或法律或大学政策禁止的任何其他基础。基于残疾或宗教遵守的合理住宿将根据适用的法律和UTHEADY政策考虑。该大学按照适用的法律对妇女，少数民族，残疾人和符合条件的退伍军人保持平权行动计划。”

If the above statement cannot be included in its entirety, for instance, due to space constraints, the following minimum language must be included in all advertising copy generated by the university for recruitment purposes: “EOE，，，，including disability and vets。”

B.退伍军人的就业偏好

一个n individual who qualifies for a veteran’s employment preference under Texas law (including a veteran, a veteran with a disability, a veteran's surviving spouse who has not remarried or an orphan of a veteran if the veteran was killed while on active duty) will be accorded a preference for employment over other applicants for the same position who do not have greater qualifications.

根据得克萨斯州法律，有权获得退伍军人雇用优先权的个人，他们选择为与招聘或在劳动力中保留个人有关的大学的决定感到悲伤，必须通过多样性与平等机会对总统提出申诉。总统将在收据后的15个工作日内应对申诉。

C. Reporting Discrimination and/or Harassment

任何认为他或她一直受到歧视或骚扰的人都可以提出抱怨。一个ny member of the university community who gains knowledge of an act of discrimination and/or harassment must promptly report the incident to多样性与平等OPP或者tunity。Reports received by other offices of the university must be forwarded to多样性与平等OPP或者tunityfor handling. Even if no formal complaint is received,多样性与平等OPP或者tunity将与有关各方联系以获取更多信息，并将在可能的范围内进行调查。有关涉及性行为不端的投诉，包括性骚扰，请参阅HOOP 59, Prohibition of Sexual Harassment & Sexual Misconduct。

一个ny complaint must be made to多样性与平等OPP或者tunityas soon as possible after the alleged incident. Reports made in an untimely manner may limit the university’s ability to respond.

D.行政关闭

如果报告没有正式投诉，the Associate Vice President of Diversity & Equal Opportunity may administratively close问题和确定不要发起关注的审查（1）如果大学对被告或申诉人没有政策管辖权；(2)if the facts alleged,even if true, do not constitute prohibited conduct under this policy;或者(3)任何其他特定情况都可以防止有效审查和/或解决问题。Involved partiesmay or may not receive notice of administrative closure depending on the circumstances.

E. Informal Resolution

Prior to the initiation of a formal investigation,多样性与平等OPP或者tunitymay determine that the nature of the allegations is such that the matter can be resolved by agreement on an informal basis. In such cases,多样性与平等OPP或者tunitymay recommend informal resolution, subject to the consent of the complainant.

多样性与平等OPP或者tunitymay consult with other university offices to implement an informal resolution. Methods of informal resolution may include, but are not limited to: coaching the person on how to address a situation which is causing a problem; aiding in the modification of a situation in which the offensive conduct occurred; assisting a department or division with the resolution of a real or perceived problem; or counseling and training the involved individuals regarding the requirements of this policy.多样性与平等OPP或者tunity应保留任何非正式决议的文件。

F. Formal Resolution

To initiate formal resolution, complainants must submit their complaint in writing to多样性与平等OPP或者tunityas soon as possible after the alleged incident(s) occurred.

Under most circumstances,多样性与平等OPP或者tunity将驳回投诉，或者将在收到正式投诉后的14个日历日内开始对投诉进行调查。如果申诉中指出的事实，即使是真实的，也不构成歧视或骚扰；投诉未能指控任何暗示歧视或骚扰的事实；已经实现或拒绝了适当的解决方案或补救措施；否则不能调查投诉，因为相关各方和证人不再在大学或其他情况下可用，多样性与平等OPP或者tunity将驳回投诉。

If a complaint is dismissed,多样性与平等OPP或者tunity将通知申诉人，以识别原因并告知投诉人，在通知后的14个日历天不晚，他或她可以向高级执行副总裁，首席运营官（“ COO”）或指定人员上诉解雇决定。。书面上诉必须解释为什么驳回投诉的决定是错误的。在大多数情况下，首席运营官将在收到上诉后的14个日历日期内做出回应，而首席运营官的决定是最终决定。如果驳回决定被推翻，则投诉将退还给多样性与平等OPP或者tunity进行调查。

G.调查投诉

If it is determined that an investigation is warranted, the respondent shall be providedwrittennotice of the complaint and a summary of the allegations. The complainant and respondent may present to Diversity & Equal Opportunity any documentation or information believed to be relevant to the complaint.当事方可能会有他们选择的顾问参加，但是不允许顾问积极参加任何相关的访谈，会议或调查过程中的诉讼。将向被告提供一个机会，以书面形式回应申诉人提出的指控以及在调查过程中提出的其他指控（如果有）。The respondent may submita written response没有纬度ER从寄出的指控之日起超过14个日历日。

任何据信具有与投诉相关的信息的人都可以采访。此类访谈将得到适当的记录。大学社区成员有肯定的责任参加此类调查。

The investigation will be concluded in as timely a manner as possible. In investigations exceeding90businessdays, a justification for the delay will be presented to and reviewed by the Associate Vice President of Diversity & Equal Opportunity.

Upon completion of the investigation, Diversity & Equal Opportunity will issue a written report to the appropriate administrative authority.B派对将有机会审查报告并提供书面评论在7个日历日内before the report is sent to the appropriate administrative authority. The administrative authority will be provided both the Diversity & EqUAL机会报告和受访者的和原告的comments, if any.如果被申请人是教员,学术的广告ministrative and professional employee, or student, the report will be issued to the Executive Vice President & Chief Academic Officer. Otherwise, the report will be issued to the COO. The report shall include a summary of the investigation and the facts discovered during the investigation. Generally, within no later than 14 calendar days after receipt of the report, the appropriate administrative authority will (1) request further investigation into the complaint; (2) issue a determination that the results of the completed investigation are inconclusive or that there is not a preponderance of the evidence to support the allegations; or (3) issue a determination that this policy was violated. The appropriate administrative authority shall inform the complainant and respondent in writing of their decision.

如果适当的行政机构确定了违反此政策，他或她将通知被告所在的组织部门的院长或行政等同，在大多数情况下，在此通知后，他们将在大多数情况下启动适当的诉讼。。将根据适用的政策和程序对大学社区成员进行纪律处分。

一个s a result of the investigation, issues and/or conduct may be discovered that do not rise to the level of a policy violation but nevertheless require remedial action by the appropriate administrative authority. Any remedial measures taken in this context will be documented by the appropriate administrative authority and forwarded to Diversity & Equal Opportunity for retention.

H. Retaliation

以任何方式进行报复的大学雇员和学生，他们提出了根据本政策提出非正式决议或投诉的个人，或针对参加投诉调查的个人（无论是非正式还是正式）。纪律处分，包括终止或解雇。参考HOOP Policy 108 Protection from Retaliation。

I.要求的员工培训

Employeesshould receive training regarding the university's discrimination and retaliation policies within 30 calendar days oftheirhire date and shall receive supplemental training at least every two years thereafter. All employees who complete training are required to verify their completion of the training.

J. Time Limits and Exceptions

时间限制可能会延长多样性与平等机会副总裁。

出于本政策的目的，“第一天”将是下一个日历日。出于本政策的所有部分的目的计算日历日不包括已出版的大学日历上指示的假期或“骨架船员”日。

K.虚假陈述

任何鲁莽的人knowingly and intentionally files a false complaint under this policy or makes false statements in the course of the investigation is subject to disciplinary action up to and including termination or dismissal.

L.政策传播

该政策将提供给大学社区的所有成员。发送给学生，居民，研究员和其他学员以及有关此政策的员工的定期通知将包括有关投诉程序的信息，并将将个人推荐给指定办公室以获取更多信息。

iv。联系人

• • 多样性与平等OPP或者tunity
  • 713-500-CALL (2255)
  • call@uth.tmc.edu
  • //www.tjghsg.com/hr/department/equal-opportunity/

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