Policies and Resolution Procedures

The Sexual Misconduct, Intimate Partner Abuse and Stalking Policy (CU APS 5014) prohibits sexual misconduct (hostile environment harassment, intimate partner abuse including dating violence or domestic violence, quid pro quo harassment, sexual assault, sexual exploitation and stalking) and related violations (failure to report, providing false or misleading information, interference with reporting, failing to comply with orders or sanctions and related retaliation)

The Protected Class Nondiscrimination Policy (CU APS 5065) prohibits protected class discrimination and harassment on the basis of race, color, national origin, sex, age, disability, creed, religion, veteran status, marital status, political affiliation, political philosophy, pregnancy or related conditions, sexual orientation, gender identity and gender expression and related violations (failure to report, providing false or misleading information, interference with reporting, failing to comply with orders or sanctions and related retaliation). 

The Conflict of Interest in Cases of Amorous Relationships Policy establishes that an amorous relationship between two individuals constitutes a conflict of interest when one of the individuals has direct evaluative authority over the other, and requires that the direct evaluative authority be eliminated.

The Equal Pay for Equal Work Act effective January 1, 2021, protects employees against pay discrimination based on sex (including gender identity) – alone or in combination with another protected class – for substantially similar work in terms of skill, effort, and responsibility, regardless of job title.

Anyone who believes they or others have been unlawfully discriminated against based on compensation can report to OIE. Supervisors and other responsible employees are required to report any discrimination they are made aware of.

For more information about the Equal Pay for Equal Work Act, answers to frequently asked questions, and general inquiries about compensation practices, please refer to the UCCS HR webpage, or the CU System Administration website.

The Lactation Policy assures that individuals on campus who choose to breastfeed and/or express breast milk, have a private room in which to do so. The policy includes information on where and how to access designated lactation rooms, and requirements for safe storage of breastmilk.

UCCS supports the ongoing development of an accessible University where programs, services and activities offered by UCCS are provided in a manner appropriate to the needs of all participants, including persons with disabilities. This policy sets forth the manner in which the University addresses and meets those goals for disability access and reasonable accommodation and appropriate academic adjustment in compliance with applicable laws and regulations.

The Animals on Campus Policy outlines policy and procedures for animals on campus, defining guidelines for pets, service animals and emotional support animals.

The Workplace Bullying Policy prohibits all forms of abusive workplace behavior, including conduct that is threatening, humiliating or intimidating, work sabotage and any related retaliation.

The purpose of the Student Code of Conduct is to maintain the general welfare of the University community, and support community safety and student growth by helping students. The University strives to make the campus community a place of study, work, and residence where people are treated with respect and civility. The University views the student conduct process as a learning experience that can result in growth and personal understanding of one's responsibilities and privileges within both the University community and the greater community.

In order to comply with Title IX and University policy, these procedures set forth the protections that should be provided for pregnant and nursing students and employees based on medical need, including those with pregnancy-related conditions.  The University also prohibits retaliation against any student or employee who complains in good faith about violations of University policy.