Policies & Procedures

University policy prohibits retaliation against a person for filing a complaint of discrimination or harassment under this policy or other applicable federal, state, or local laws. This policy also prohibits retaliation against any person who assists someone with a complaint of discrimination or harassment or who participates in any manner in an investigation or resolution of a complaint of discrimination or harassment.

For additional information on University policies and procedures, refer to the:

• Norman Campus Faculty Handbook
• HSC Faculty Handbook (pdf)
• Staff Policies and Handbooks
• Norman Campus Student Policies
• Graduate College Bulletin

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Institutional Equity Office  |  (405) 325-2215  |  ieo@ou.edu

The Affirmative Action Plans are updated annually. That document includes the following:

• Affirmative Action Plan under Executive Order 11246
• Affirmative Action Plan under the Rehabilitation Act of 1973
  
• Affirmative Action Plan under the Vietnam Era Veterans Readjustment Act of 1974, 38 U.S.C. 4212

Summary of Laws relevant to the Affirmative Action Plans:
Executive Order 11246, as amended: "The contractor will not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin. The contractor will take affirmative action to insure that applicants are employed, and that employees are treated during employment without regard to their race, color, religion, sex, or national origin."

Section 503 of the Rehabilitation Act of 1973: "The contractor will not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. The contractor agrees to take affirmative action to employ, advance in employment and otherwise treat qualified individuals without discrimination based upon their physical or mental disability in all employment practices."

Vietnam Era Veterans Readjustment Assistance Act of 1974, 38 U.S.C. 4212: "The contractor will not discriminate against any employee or applicant for employment because he or she is a special disabled veteran, veteran of the Vietnam era, recently separated veteran, or other protected veteran in regard to any position for which the employee or applicant for employment is qualified. The contractor agrees to take affirmative action to employ, advance in employment and otherwise treat qualified individuals without discrimination based on their status as a special disabled veteran, veteran of the Vietnam era, recently separated veteran, or other protected veteran in all employment practices."

The University's Affirmative Action Plans are available for inspection in the Institutional Equity Office between the hours of 8:00 a.m. and 5:00 p.m. on any working day.

In accordance with Executive Order 13665, the University of Oklahoma 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 the employer, or (c) consistent with the university’s legal duty to furnish information.