Generally, to discriminate against someone means to treat that person differently, or less favorably, for some reason. For purposes of UVU, it means treating someone differently on the basis of their inclusion (or perceived inclusion) in one or more protected classes when:

• that conduct adversely affects a term or condition of employment (e.g., compensation, benefits, duties, position classification, etc.), education, or participation in a UVU program, activity, or service.

或

• a person’s membership in a protected class serves as the basis or motivating factor in a decision adversely affecting the terms or conditions of employment, education, or participation in a UVU program, activity, or service.

Harassment is any unwelcome verbal, physical, written, electronic, or non-verbal conduct (whether directly, indirectly, or through a third party) based on that person’s inclusion in one or more protected classes that is sufficiently severe, persistent, or pervasive to alter the conditions of employment of an employee or to limit, interfere with, or deny educational benefits or opportunities of a student, from both a subjective 和 objective viewpoint based on a totality of the circumstances.

According to 165年政策, protected classes include: "Race, color, religion, national origin, sex, sexual orientation, gender identity, gender expression, age (40 和 over), disability, veteran status, pregnancy, childbirth, or pregnancy-related conditions, genetic information, or other bases protected by applicable law."

While UVU takes all reports seriously 和 is committed to conducting complete 和 thorough fact-finding to reported incidents, courts have indicated that the severe, persistent, or pervasive st和ard is intended to prevent these laws from becoming a “general civility code” by filtering out complaints focused on the ordinary tribulations of the workplace. These ordinary tribulations may include things such as simple teasing, offh和 comments, abusive language, genuine but innocuous differences between genders, or isolated incidents 和 are generally considered insufficient to constitute actionable discrimination or harassment, unless it is severe, persistent, or pervasive.

While not all unprofessional or uncivil workplace conduct may rise to the level of unlawful discrimination or harassment, for those cases that do not meet this threshold, they may be h和led under other appropriate UVU policies such as 371年政策 -性能管理, 541年政策 -学生行为, 和 政策635 - Faculty  Rights 和  Professional Responsibilities because UVU strives to provide 和 maintain a workplace 和 learning environment free from unprofessional 和 uncivil conduct 和 expects everyone to demonstrate respect 和 fairness to others.

Hostile environment is a form of harassment 和 becomes unlawful when the conduct is severe, persistent, or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Retaliation is an action, performed directly by an individual or through others, that is aimed to dissuade a reasonable person from engaging in a protected activity or is done in retribution for engaging in a protected activity.

对受保护活动的回应不属于报复性行为，除非：

• it has a materially adverse effect on the working, academic, or other university-related environment of an individual 

       和

• 如果没有（但有）受保护的活动，就不会发生这种情况。

Some examples might include filing a report of protected-class discrimination or sexual harassment in good faith, assisting others in making such a report, or honestly participating as an investigator, witness, decision maker, or otherwise assisting in an investigation or proceeding related to discrimination or harassment.

Should you experience, witness, or receive a report of alleged or actual discrimination, harassment, or retaliation, we encourage you to 报告事故. Even if you doubt or are unsure if you should report an incident, we encourage you to do so. This will trigger the fact-finding process that follows specific principles 和 rules to ensure everyone involved is treated fairly 和 incidents are resolved in the most appropriate manner possible.