MUW Non-Discrimination Policy (IHL 801.02 and Affirmative Action)
Mississippi University for Women is committed to providing an environment that is free from discrimination and harassment based upon race, color, ethnicity, national origin, sex, pregnancy, religion, disability, age, sexual orientation, gender identity, genetic information, veteran status or any other status protected by state or federal law. The University will not tolerate discrimination or harassment in any of its programs or activities and is committed to preventing and stopping discrimination or harassment whenever it may occur at the University or in its programs.
This policy will be interpreted so as to avoid infringement upon First Amendment rights of free speech or academic freedom. A determination as to whether discrimination or harassment has occurred will be based upon the context in which the alleged conduct occurs.
This policy applies to all employees, students, visitors, volunteers, applicants and program participants. Any person who has experienced or observed any discrimination and/or harassment must report it as soon as possible. No student or employee should assume that an official of the University knows about a particular situation unless it has been reported. To make a report, go to www.muw.edu/reporting or contact EthicsPoint (1-877-310-0424) or online at www.muw.ethicspoint.com. Reporters may remain anonymous if desired.
It is a violation of this policy for a supervisor or administrator to disregard or delay reporting an allegation of discrimination or harassment. In addition, retaliation against a person who has made a report or filed a complaint, is a witness to, or has participated in the investigation of a complaint of discrimination or harassment is prohibited.
Recruiting (IHL 801.05 and Affirmative Action)
Although the Office of Human Resources has the major responsibility of staff personnel recruiting, attracting new employees to the University is everyone’s responsibility. Employees are encouraged to tell their friends about working at the University and to refer them to the Office of Human Resources. Open positions will be posted on the MUW website.
NOTICE: EMPLOYMENT “AT-WILL” – Unless an employee has a written contract for a definite term, employment shall be “at-will.”
Americans with Disabilities Act (ADA)
Mississippi University for Women recognizes and supports the standards set forth in Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA), the ADA Amendments Acts of 2008 (ADAAA), and similar state laws, which are designed to eliminate discrimination against qualified individuals with disabilities. The University does not discriminate against qualified individuals with disabilities in any aspect of the employment relationship, and does provide reasonable accommodations as required by law to otherwise qualified employees or applicants with disabilities. Employment opportunities or privileges will not be denied to an otherwise qualified employee or applicant because of the need for reasonable accommodation of the individual’s disability. Discrimination based on an employee’s or applicant’s association with a disabled individual is also forbidden. Employees with ADA-related concerns should contact Human Resources.
Reasonable Accommodations under ADA
A reasonable accommodation is a modification or adjustment to the job application process and/or the position or work environment to enable an individual to be considered for the position sought, to perform the essential functions of the job, or to enjoy the benefits and privileges of employment substantially equal to those enjoyed by others without disabilities, unless an accommodation that would be unduly costly, extensive, substantial, or disruptive or that would fundamentally alter the nature or operation of the business. Individuals with disabilities must provide Human Resources with a completed Reasonable Accommodations Request Form.
Pregnant Workers Fairness Act (PWFA)
The Pregnant Workers Fairness Act (PWFA) became effective on June 27, 2023. The PWFA requires employers to provide reasonable accommodations to employees and applicants with limitations related to pregnancy, childbirth or related medical conditions, unless the accommodation will cause undue hardship to the employer’s operations.
An employee or applicant may request an accommodation due to pregnancy, childbirth or a related medical condition by submitting the request in writing to Human Resources. The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation needed and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation.
Upon receipt of a request for accommodation, Human Resources will contact the employee or applicant to discuss the request and determine if an accommodation is reasonable and can be provided without significant difficulty or expense, i.e., undue hardship.
While the reasonableness of each accommodation request will be individually assessed, possible accommodations include allowing the individual to:
- Sit while working
- Drink water during the workday
- Receive closer-in parking
- Have flexible hours
- Receive appropriately sized uniforms and safety apparel
- Receive additional break time to use the bathroom, eat and rest
- Take time off to recover from childbirth
- Be excused from strenuous activities and/or activities that involve exposure to compounds deemed unsafe during pregnancy
- An employee may request paid or unpaid leave as a reasonable accommodation under this policy; however, the employer will not require an employee to take time off if another reasonable accommodation can be provided that will allow the employee to continue to work.
Mississippi University for Women prohibits any retaliation, harassment or adverse action due to an individual’s request for an accommodation under this policy or for reporting or participating in an investigation of unlawful discrimination under this policy.
Other laws that apply to workers affected by pregnancy, childbirth, or related medical conditions, include:
- Title VII (enforced by the EEOC): Protects an employee from discrimination based on pregnancy, childbirth, or related medical conditions; and requires covered employers to treat a worker affected by pregnancy, childbirth, or related medical conditions the same as other workers similar in their ability or inability to work.
- The ADA (enforced by the EEOC): Protects an employee from discrimination based on disability; and requires covered employers to provide reasonable accommodations to a person with a disability if the reasonable accommodation would not cause an undue hardship for the employer. While pregnancy is not a disability under the ADA, some pregnancy-related conditions may be disabilities under the law.
- The Family and Medical Leave Act of 1993 (enforced by the U.S. Department of Labor): Provides covered employees with unpaid, job-protected leave for certain family and medical reasons.
- The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act) (enforced by the U.S. Department of Labor): Broadens workplace protections for employees to express breast milk at work.