Federal, state and/or university policies protect individuals from harassment or discrimination based on twelve protected classes
ECU is committed to
equality of opportunity and prohibits unlawful discrimination based on the
following protected classes: race/ethnicity, color, genetic information,
national origin, religion, sex (including pregnancy and pregnancy related
conditions), sexual orientation, gender identity, age, disability, political
affiliation, and veteran status ("Protected Class").
ECU's Notice of Nondiscrimination and Affirmative Action Policy also prohibits retaliation, as defined below, against an individual for using applicable policies responsibly. Retaliation interferes with free expression, inhibits openness that is important to the University, and violates University policy.Consistent with
Executive Order 11246, as amended, ECU will not discharge or in any other
manner discriminate against employees or applicants because they have inquired
about, discussed, or disclosed their own pay or the pay of another employee or
applicant. However, employees who have access to the compensation information
of other employees or applicants as a part of their essential job functions
cannot disclose the pay of other employees or applicants to individuals who do
not otherwise have access to compensation information, unless the disclosure is
(a) in response to a formal complaint or charge, (b) in furtherance of an
investigation, proceeding, hearing, or action, including an investigation
conducted by ECU, or (c) consistent with the ECU's legal duty to furnish
Discrimination - actions that subject individuals to
unfavorable or unequal treatment based on a Protected Class.
Harassment - a form of discrimination. Harassment is unwelcome conduct
based on a Protected Class, as defined above, which creates either quid pro quo
harassment or a hostile environment. It also includes Sexual Harassment and
Gender-Based Harassment as those terms are defined in University Regulations
(specifically, the Regulation on Sexual and Gender-Based Harassment and Other Forms of Interpersonal Violence).
Quid Pro Quo Harassment - submission to or rejection of such conduct is
made, either explicitly or implicitly, a term or condition of a person's employment,
academic standing, or participation in any University programs and/or
activities or is used as the basis for University decisions affecting the
Harassment - A "hostile environment" exists when the conduct is
sufficiently severe, persistent, or pervasive that it unreasonably interferes
with, limits, or deprives an individual from participating in or benefitting
from the University's education or employment programs and/or activities.
Conduct must be deemed severe, persistent, or pervasive from both a subjective
and an objective perspective.
hostile environment can be created by persistent or pervasive conduct or by a
single or isolated incident, if sufficiently severe. The perceived
offensiveness of a single verbal or written expression, standing alone, is
typically not sufficient to constitute a hostile environment.
COMPLAINT FORM HERE