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This appendix consists of informational material of interest to faculty. In general, material in this appendix has not been acted upon by the Faculty Senate and is not part of faculty University contracts.

A. Affirmative Action Policy

It is the policy of this University that, in education and employment opportunities, there shall be no discrimination against any individual because of race, religion, color, sex, sexual orientation, national origin, ancestry, gender identity or expression, mental or physical disability, or military veteran status. Also, there shall be no discrimination because of age except in compliance with age requirements of retirement plans or state and federal laws and guidelines. 

Furthermore, the University shall conduct a vigorous affirmative action program in order to promote equal employment opportunities and to ensure nondiscrimination in all educational programs and activities.

It is the purpose of the Affirmative Action Plan to provide a detailed description of ÃÛèÖÊÓƵ's program for upholding its affirmative action policy and achieving more balanced representation of women and members of minority groups in all employment categories and areas of activities. The guidelines set forth in the plan apply to all departments and to every person employed by the University. Affirmative action must be practiced by all individuals throughout the University. Widespread cooperation is necessary if the institution is to fulfill its equal opportunity commitments and to comply with state and federal legal requirements.

B. Office of the Ombudsperson

The ombudsperson's duties include the establishing of simple, orderly procedures for receiving requests, complaints, and grievances, both from students and from other members of the University community; working, where a pattern of grievances develops, for a change in regulations, procedures, or personnel to prevent problems; assisting individuals in accomplishing the expeditious settlement of their problems; intervening in the bureaucratic process on behalf of individuals when the process unnecessarily or unfairly impinges upon them; using his/her/their broad investigatory powers and direct and ready access to all University officials of instruction and administration, and reporting valid complaints directly to the President when no remedy has been found elsewhere in the University. Faculty members may take any grievance to the ombudsperson and/or to the Professional Relations Committee of the Faculty Senate.

C. Archival Policy

The archival policy of ÃÛèÖÊÓƵ is established in order to assist administrative officers by relieving their offices of records that do not need to be currently retained, and to provide safe custody, preservation, and reference service for all records of enduring historical or administrative value.

Faculty members whose duties place them in possession of official records or who are in possession of material of possible historical value may consult the University Archivist or Dean of Libraries, or refer to the Policy and Procedure Manual No. 93.002 for details.

D. Commitment to Equitable Treatment

ÃÛèÖÊÓƵ is committed to equitable treatment of all members of the University community. This commitment is grounded in our dedication to educational justice and the promise of each individual. ÃÛèÖÊÓƵ joins many of its colleague universities in affirming a policy of nondiscrimination in regard to individual sexual orientation.

E. Guideline for Implementation of University Faculty Fellowship Program

As a general guideline, the University annually will award University Faculty Fellowship leaves to between 5% and 6% of the Tenure Track faculty.

F. Recommendations Regarding Departmental Promotion and Tenure Committees at all Campuses of ÃÛèÖÊÓƵ

The departmental promotion and tenure guidelines and the