Equal Opportunity and Compliance Renisha Gibbs, SPHR Assistant Vice President for Human Resources/ Finance and Administration Chief of Staff August 17, 2015

Introduction As an employer, FSU is subject to federal and state Equal Employment Opportunity laws. As an FSU employee, you are entitled to certain protections under the law regarding your employment.

Federal & State EEO Laws Equal Pay Act of 1963 Title VII of the Civil Rights Act of 1964 Age Discrimination in Employment Act of 1967 Vietnam-Era Veterans Readjustment Assistance Act of 1974 Americans with Disabilities Act of 1990 (and 2008 amendments) Genetic Information Nondiscrimination Act of 2008 Florida Civil Rights Act

Cannot: Make employment/educational decisions Create a hostile environment Based on protected group membership. race, creed, color, sex, religion, national origin, age (40), disability, genetic information, veteran status, marital status, sexual orientation, gender identity, and gender expression Non-Discrimination

Equal Opportunity Statement Florida State University is an equal opportunity employer and educational provider committed to a policy of non-discrimination for any member of the University's community on the basis of race, creed, color, sex, religion, national origin, age, disability, genetic information, veterans' status, marital status, sexual orientation, gender identity, gender expression, or any other legally protected group status. This policy applies to faculty, staff, students, visitors, applicants, and contractors in a manner consistent with applicable laws, regulations, ordinances, orders, and University’s policies, procedures, and processes.

Alterations to normal practice, policy, schedules, facilities, etc. Religion Disability –Student Disability Resource Center –Equal Opportunity & Compliance Reasonable Accommodations

Investigating Authorities Equal Opportunity & Compliance (EOC) Complaints against faculty, staff, visitors, and contractors. Dean of Students Department (DOS) Complaints against students.

Reporting Responsibilities Any supervisor who receives a complaint of discrimination - formal or informal - must report that complaint. Supervisor is defined broadly, and includes faculty/student associations. It is EOC or DOS’s responsibility to determine whether or not such complaints warrant further action. Failure to report may result in disciplinary action.

Retaliation is prohibited against individuals who: Make a complaint. Help someone report. Participate in investigations. Otherwise oppose discriminatory conduct. Non-Retaliation

Roles & Responsibilities As an employee: Comply with policies & procedures. Monitor your behavior/be respectful. Promptly report concerns to appropriate individuals/departments. Support the University’s commitment to foster a diverse and inclusive environment Attend training.

As a supervisor: Be aware of University policies & procedures. Consistently apply policies & procedures. Take complaints and accommodation requests seriously and respond promptly. Proactively monitor and maintain a non- hostile and non-retaliatory environment. Document. Contact EOC for assistance and guidance. Roles & Responsibilities

Thank You! If you have any questions, please call or EOC at: (850) or