University of Nevada, Reno
Disability Resource Center

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Equal Access Policies & Procedures for Students with Disabilities


Policy Statement:

The University of Nevada, Reno and the Disability Resource Center is committed to compliance with the Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act (1973):

The Position of the University of Nevada, Reno:

The University of Nevada, Reno does not discriminate in the admission or service of students on the basis of disability. It is the responsibility of all members of the university community to adhere to the philosophy of equal access and opportunity for students with disabilities as defined by ADA and Section 504.

While ensuring the academic integrity of its programs, the university is dedicated to providing reasonable accommodations to ensure equal access to educational opportunities for individuals with verified disabilities from an appropriately credentialed professional. Academic requirements that are defined by the University of Nevada, Reno and the UCCSN Board of Regents as essential to courses, programs of study or any related licensing or certification requirement are not regarded as discriminatory.

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Responsibilities:

Qualified students with Disabilities are entitled to equal access in all programs. Consistent with necessary and legitimate academic programs, they may not be excluded from any legitimate academic requirements; they may not be excluded from a course, course of study or other educational program or activity; nor may the university impose on them rules that have the effect of limiting participation.

Reasonable adjustments/modifications may be required as necessary to provide equal access in order to prevent discrimination. Tests must measure the student's achievement, not his/her impaired sensory, manual or speaking skills (except when that skill is the factor being measured). The university may need to inquire whether an accommodation in the student's physical environment would permit continued participation in the program. Substantial modifications are not required (e.g. the university is not mandated to modify requirements essential to the program of instruction or directly related to any licensing requirement).

The University is Responsible For:

  1. compliance with Section 504 of the Rehabilitation Act of 1973, as amended, and Section 202 of the Americans with Disabilities Act of 1990, as amended
  2. informing students of services available for disabled students
  3. when requested, the DRC will provide written verification relative to the student's eligibility to receive reasonable accommodations.
  4. evaluating the information provided by the appropriately credentialed professional to determine eligibility and reasonable accommodations.
  5. keeping the information regarding the student's disability confidential unless the student signs a release of information form
  6. maintaining the academic integrity of its programs

The Student is Responsible For:

  1. self-identification
  2. submitting required documentation before requesting any accommodation
  3. any costs associated with obtaining the required documentation for verification of disability
  4. making reasonable and timely disclosures and requests for accommodations as well as confirming the arrangements for accommodations and/or auxiliary aids
  5. notifying the DRC of any concerns they may have regarding equal access
  6. following the institutional appeal process before filing a complaint with the Affirmative Action Office

The Affirmative Action Office is Responsible For:

  1. serving as the 504/ADA Compliance Officer for the campus
  2. overseeing compliance with state and federal regulations
  3. consultation relative to complaints of discrimination or noncompliance at any time

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Following Procedures:

The President of the university, who is ultimately responsible for determining disability-related accommodations, has assigned the DRC the authority for making decisions regarding accommodations necessary to provide equal access on behalf of the university.

The Disability Resource Center (DRC) is responsible for the coordination of services to students with disabilities as defined by Section 504 of the Rehabilitation Act and Section 202 of the Americans with Disabilities Act. The DRC also has the responsibility for determining the appropriate accommodations and coordination of services based on current academic standards and requirements to ensure and uphold academic integrity.

Referral Identification:

The Disability Resource Center is committed to a reasonable approach in the identification of disabled students. The DRC will contact all students who have voluntarily identified themselves in writing as having a disability after the university admission process is completed.

Faculty members who observe student difficulties that are indicative of a disability should refer that student for assistance to the DRC.

Students who have a disability or suspect that they have a disability should contact the DRC for information and assistance. Before a faculty member is expected to provide reasonable accommodations, the student must submit his/her request in writing to the DRC to be considered as a candidate for eligibility for services. Subsequently, the DRC will schedule a meeting with the student to review the request.

Eligibility:

Students who claim to have a disability are responsible for providing the university with verification of their disability by providing documentation from an appropriately credentialed professional to receive any necessary academic modification and/or reasonable accommodation. The documentation must substantiate limitation(s) to a major life activity. In order to establish a current need for accommodation, documentation for a learning disability must include a complete adult-based (18 years of age or older) psycho-educational assessment which should be conducted every three years with the understanding that requests for assessments will be determined based on the individual's situation.

The DRC will then provide an interpretation of the evaluation and determine the need for appropriate accommodation. Supplemental assessment may be required to justify the student's request for a specific accommodation.

Determination and Provision of Reasonable Accommodations or Academic Modifications:

Reasonable accommodations and academic modifications are determined by the DRC based upon the specific needs of the student as identified by the DRC and the academic requirements of the appropriate department, college, school, etc. Recommendations for accommodations cited in a psycho-educational assessment or from medical health personnel will be considered. However, the DRC reserves the right to prescribe/provide accommodations its professional staff determines appropriate to the disability. Degree modifications such as a course substitution also require approval by the appropriate academic college dean and, in the case of a university requirement, the Core Curriculum Board.

Members of the university community who have concerns regarding recommended accommodations should contact the DRC rather than making their concerns known directly to the student. The DRC may refer the inquiry to the appropriate unit, department, or academic dean of the college in which the accommodation was made.

Appeal Protocol:

  1. If a student believes he was denied equal access, the student must inform the DRC in writing about his/her concern or problem immediately.
  2. The DRC will investigate the allegation to determine if equal access was denied.
  3. The DRC will serve as the student's advocate to resolve the problem/situation.
  4. If resolution cannot be reached, the DRC will file an appeal on behalf of the student to the Office of the Vice President for Academic Affairs.
  5. A representative of the Office of the VPAA will review the appeal, consult with the appropriate individuals (including the DRC), and then make recommendations to the appropriate academic department/college involved and the Core Curriculum Board when appropriate (i.e., university requirement).
  6. If anyone continues to have a concern about the provision of equal access, the individual may contact the Affirmative Action Office to review the situation based on established procedures associated with the office.

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University of Nevada, Reno - Service Animal Policy:

Service animals are animals trained to assist people with disabilities in the activities of normal living. The Americans with Disabilities Act (ADA) definition of service animals is “…any…animal individually trained to do work or perform tasks for the benefit of an individual with a disability, including, but not limited to, guiding individuals with impaired vision, altering individuals who are hearing impaired to intruders or sounds, providing minimal protection or rescue work, pulling a wheelchair, or fetching dropped items.” If an animal meets this definition, it is considered a service animal regardless of whether it has been licensed or certified by a state or local government or a training program.

The ADA and the University of Nevada , Reno policy allow service animals accompanying persons with disabilities to be on the University of Nevada , Reno campus. A service animal must be permitted to accompany a person with a disability everywhere on campus.

This policy differentiates “service animals” from “pets,” describes types of service dogs, denotes campus locations that are off-limits to service animals, and sets behavioral guidelines for services animals.

Service Animal Terminology

Partner/Handler: A person with a service or therapy animal. A person with a disability is called a partner; a person with a disability is called a handler.

Pet: A domestic animal kept for pleasure or companionship. Pets are not permitted in university facilities, except the veterinary clinic.

Service Animal: Any animal individually trained to do work or perform tasks for the benefit of a person with a disability. If there is a question about whether an animal is a service animal, contact the Disability Resource Center.

Therapy/Companion Animal: An animal with good temperament and disposition, and who has reliable, predictable behavior, selected to visit people with disabilities or people who are experiencing the frailties of aging as a therapy tool. The animal may be incorporated as an integral part of a treatment process. A therapy/companion animal does not assist an individual with a disability in the activities of daily living. The therapy/companion animal does not accompany a person with a disability all the time, unlike a service animal that is almost always with its partner. Thus, a therapy/companion animal is not covered by laws protecting service animals and governing their activities.

Trainee: An animal undergoing training to become a service animal. A trainee will be housebroken and fully socialized. To be fully socialized means the animal will not, except under rare occasions, bark, yip, growl or make disruptive noises; will have a good temperament and disposition; will not be aggressive. A trainee will be under control of the handler, who may or may not have a disability. If the trainee begins to show improper behavior, the handler will act immediately to correct the animal or will remove the animal from the premises.

Requirements of Faculty, Staff and Students

  1. The partner/handler and service animal must meet with the Disability Resource Center prior to the first day of class. An appointment must be made with the Disability Resource Center . Bring vaccination records and service animal to the appointment.
  2. Allow a service animal to accompany the partner at all times and everywhere on campus except where service animals are prohibited.
  3. Do not pet a service animal; petting a service animal when the animal is working distracts the animal from the task at hand.
  4. Do not feed a service animal.
  5. Do not deliberately startle a service animal.
  6. Do not separate or attempt to separate a partner from his or her service animal

Requirements of Service Animals and Their Partners/Handlers

  1. Licensing and Vaccination: The animal must be licensed and immunized in accordance with the laws, regulations, and ordinances of the City of Reno , Washoe County , and the State of Nevada .
  2. Licensing: All dogs over the age of four months must obtain a license from the City of Reno . (775) 858-1616
  3. Health: The animal must be in good health. Service animals that are ill should not be taken into public areas. A partner with an ill animal may be asked to leave university facilities.
  4. Leash: The animal must be on a leash or otherwise under the control of the Partner/Handler at all times.
  5. Under Control of the Partner/Handler: The partner/handler must be in full control of the animal at all times. The care and supervision of a service animal is solely the responsibility of its partner/handler.
  6. Cleanup: The partner must clean up after the animal defecates. The feces must be disposed of properly either by burial or wrapped in a plastic bag and put in a waste receptacle. **Individuals with disabilities who physically cannot clean up after their own service animal shall not be required to pick up and dispose of feces. However, the individual is required to notify the Disability Resource Center so that other accommodations can be made.

When a Service Animal Can Be Asked to Leave

Disruption: The partner of an animal that is unruly or disruptive (e.g., barking, running around, bringing attention to itself) may be asked to remove the animal from university facilities. If the improper behavior happens repeatedly, the partner may be told not to bring the animal into any university facility until the partner takes significant steps to mitigate the behavior. Mitigation can include muzzling a barking animal or refresher training for both the animal and the partner.

Cleanliness: Partners with animals that are unclean, noisome and or bedraggled may be asked to leave university facilities. An animal that becomes wet from walking in the rain or mud or from being splashed on by a passing automobile, but is otherwise clean, should be considered a clean animal. Animals that shed in the spring sometimes look bedraggled. If the animal in question usually is well groomed, consider the animal tidy even though its spring coat is uneven and messy appearing or it has become wet from weather or weather–related incidents.

Areas Off Limits to Service Animals

Research Laboratories: The natural organisms carried by dogs and other animals may negatively affect the outcome of the research. At the same time, the chemicals and/or organisms used in the research may be harmful to service animals.**

Areas Where There is a Danger to the Service Animal: Any room, including a classroom, where there are sharp metal cuttings or other sharp objects on the floor or protruding from a surface; where there is hot material on the floor; where there is a high level of dust; or where there is moving machinery is off-limits to service animals. (e.g., mechanical rooms, custodial closers, wood shops, metal/machine shops)**

** Professors may make exceptions on a case by case basis. The final decision shall be made based on the nature of research or machinery and the best interest of the animal.

Grievances

Any partner dissatisfied with a decision made concerning a service animal should contact the University Equal Opportunity/Affirmative Action office and follow the University of Nevada, Reno ADA Accommodation Appeal/Grievance Procedure.

 

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Policy on Eligibility Of Students Taking a Reduced Course Load While Maintaining Full-Time Status:

All students with disabilities are eligible to apply for special status, which if approved, allows them to take a reduced course load while maintaining full-time status. The approval of a reduced course load with full-time status is not a permanent status; students are not automatically eligible for this accommodation each semester. The request must be submitted and evaluated each term to determine the impact of the student’s disability in terms of the demands of his/her proposed course schedule.

  1. Requests for reduced course loads are submitted to the Director of the Disability Resource Center with supporting documentation. Supporting documentation must include a diagnostic evaluation from an appropriate professional that is recent enough to evaluate the current impact of the disability.
  2. The Director evaluates the documentation and the request in terms of the impact of the disability and the demands of the student’s current or proposed schedule and any recommendations or concerns on the part of any department.
  3. If the request is denied, the student may appeal the Director’s decision through the standard accommodation grievance procedures.
  4. If approved, the Director of the Disability Resource Center will submit his/her recommendation for accommodation of a reduced course load along with complete documentation to the University Disabilities Committee.
  5. The student awarded reduced course loads with full-time status must maintain satisfactory progress toward a degree.
  6. Students awarded reduced course loads with full-time status are entitled to all the housing and service benefits enjoyed by full-time students, however special conditions of occupancy could be imposed. Assignments are made based upon the application date and the availability of space. Reduced course loads must be approved by May 1st each year for fall assignment.
  7. Students awarded reduced course loads with full-time status are entitled to participate in all Associated Student clubs and activities with full-time status eligibility.
  8. The approval of a reduced course load will result in an adjusted Federal financial aid package in accordance with regulations and in an effort to preserve the student’s eligibility for aid. If aid has been disbursed prior to the reduced course load approval, consultation between the Director of the Disability Resource Center and Student Financial Services will determine whether or not a credit deficiency exists.
  9. Federal Stafford Loan Eligibility: Eligibility will be reduced according to the total number of credit hours taken in the full academic year.
  10. Federal Pell Grant Eligibility: Grants are prorated based on the number of credit hours taken.
  11. Students awarded reduced course loads with full-time status who have been awarded a scholarship may continue to receive funding with the approval of the donor or with the approval of Student Financial Services in the case of the University’s general scholarship program.
  12. The National Collegiate Athletic Association (NCAA), Division I: Regulations Section 14.1.6.2.2.1.3 states : “The Eligibility Compliance Cabinet may waive the general satisfactory progress requirements for a learning disabled or handicapped student athlete when objective evidence demonstrates that the institution has defined full-time enrollment for that student athlete to be less than 12 credit hours to accommodate a student’s learning disability or handicap.” At the University of Nevada, Reno the University Disabilities Committee will determine a student’s status. That information will be forwarded to the University of Nevada, Reno’s Faculty Athletic Representative. The student athlete is still held to the same compliance standards and must complete 24 credit hours during the academic year.
  13. Upon the approval of the request by University Disabilities Committee, the Committee will notify in writing all departments and parties including Student Financial Services, Housing, Athletics and Graduate School (if applicable), as well as Academic Advisors.

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University of Nevada, Reno - Affirmative Action Policy:


Introduction

The University of Nevada, Reno’s Statement of Policy and Intent represents our commitment to equal employment and educational opportunity. In conformity with federal and state law and university policy we are guided by the principle that there shall be no difference in the treatment of individuals because of race, color, creed, religion, national origin, sex, age, disability, veteran status, or sexual orientation. Equal opportunity and access to programs shall be available to all members of the university community, both students and employed personnel at every level, and to all units, facilities, and services of the university.

In the employment of all personnel, the university recognizes that, as a public agency, it has a further commitment: it is obligated to support federal and state policies which seek to achieve equal opportunity in employment for members of underrepresented groups, women, individuals with disabilities, and Vietnam era and disabled veterans. As used in this document, underrepresented groups will include African-American, Hispanic, Asian, Hawaiian/Pacific Islander, American Indian/Alaskan Native. Two important concepts are embodied in equal employment opportunity:

  1. Nondiscrimination
  2. Affirmative Action

Affirmative action requires more than employment neutrality. It requires the University of Nevada to make additional efforts to recruit, employ, retain, and promote qualified women, members of underrepresented groups, individuals with disabilities, and Vietnam era and disabled veterans. The affirmative action concept requires positive action to insure against perpetuation of benign neutrality in employment practices.

Equal Employment Opportunity

Compliance with Laws

Through the policies and programs set forth in the Affirmative Action Plan, the university undertakes to comply fully with all federal, state, and local laws relating to educational opportunity, equal employment opportunity, and affirmative action.

Responsibility for Implementation

Through the policies and programs set forth in the Affirmative Action Plan, the university undertakes to comply fully with all federal, state, and local laws relating to educational opportunity, equal employment opportunity, and affirmative action.

Vice president(s)/Dean(s)

Overall responsibility for implementation of the affirmative action plan is delegated by the president to vice presidents, deans, directors, and department chairs, each of whom is responsible for the equal opportunity program within his or her respective unit.

Their responsibilities include, but are not necessarily limited to the following:

  1. Overall programmatic responsibility to assure that all employment practices of the university are conducted in a manner which does not discriminate unlawfully.
  2. Overall direction of the university’s Affirmative Action Plan within their colleges, divisions, and departments.
  3. Maintenance of central personnel and related records in a manner facilitating achievement of the goals of the Affirmative Action Plan. All records should be kept for the current year and three previous years.

Affirmative Action Officer

Career Development

It is recognized that to some extent achievement of equitable distribution of underrepresented group members and women throughout all job classifications in the university, as projected in goals and timetables, will be the result of initial assignments, subsequent transfers, promotions, and possible training. All such appointments shall be made in accordance with affirmative action and equal opportunity concepts and policies and subject to review by the Affirmative Action Office.

Equal Benefits

University employment benefits will be formulated and administered without discrimination.

Dissemination of Statement

This Affirmative Action Statement will be treated as a public document. One or more copies will be kept on file in the university library and made available to any interested person upon request. All external recruitment sources used by the University will be notified that the University of Nevada, Reno is an equal opportunity/affirmative action employer.

Additional Equal Employment Opportunity

Compliance with Laws

The university reaffirms its policy of administering all educational programs, related supporting services, and benefits in a manner which does not discriminate on grounds of any factor prohibited by law in providing any educational or other benefits or services of the University of Nevada, Reno.

Affirmative Recruitment

The university is committed to the proposition that the proportions of underrepresented group members and women in its student population should assure their adequate representation in careers of their choice and where their potential contribution has not been realized. The university is also committed to the identification and elimination of any discrimination in the provision of educational and related services and to the establishment of procedures which will assure equal treatment and educational benefits. To that end, the university will undertake a practice of affirmative recruitment for underrepresented group members and women.

Special effort will be made to encourage increased enrollment of underrepresented group members and women students (as well as individuals with disabilities) at the undergraduate and graduate levels.

University Sanctioned Organizations

All organizations, unless legally exempt, in order to be sanctioned by the university, will be required to submit to the Vice President of Student Services an annual statement of nondiscriminatory intent and practice.

Treatment of Students

Grievance procedures shall be provided to students for individual acts of unlawful discrimination, including discriminatory academic evaluation by faculty or administrative personnel in the teacher/student relationship and otherwise. Such acts include, but are not limited to, defamatory statements made by faculty members in class, or by other employees in the course of their work, which demean or insult individuals because of their race, sex, national origin, disability, or otherwise covered characteristic.

Multicultural Education

In performing its mission, the University of Nevada, Reno resolves to reflect and respect the rich ethnic and cultural diversity as well as the pattern of gender of the citizens of Nevada in its academic programs and in the composition of its faculty, administration and student body.

Nondiscrimination in Off-Campus Programs

In keeping with our Statement of Policy and Intent, the University must keep in mind and ensure the inclusion of all off-campus programs and activities. Programs or activities that the university does not operate but which are required components of educational or employment programs are subject to the Affirmative Action and Equal Employment Opportunity policy. The university can be held liable in instances where discrimination occurs against students or employees in such related programs.

Employees and students, while functioning in their university-associated roles, must also be protected from discriminatory acts (including sexual harassment) from vendors, subcontractors, and other non-university employees or students.

Provisions For Individuals With Disabilities And Vietnam Era And Disabled Persons

The university does not discriminate on the basis of disability or veteran status. It is the policy of the University of Nevada, Reno to provide equal opportunity in employment and to take affirmative action to employ and advance in employment qualified individuals with disabilities, disabled veterans, and Vietnam era veterans.

The University of Nevada, Reno does not discriminate on the basis of disability against a qualified individual with a disability in regard to:

Consideration of Qualifications

The University of Nevada, Reno will review all personnel practices to determine whether present procedures assure careful, thorough and systematic consideration of job qualifications of known disabled veterans, Vietnam era veterans and applicants with disabilities for vacancies filled by hiring or promotion, and for all training opportunities offered or available. The University assures that only the portion of veteran’s military records relevant to the specific job applied for shall be considered in determining qualifications. Appropriate and required records will be maintained.

Bona Fide Occupational Qualifications

The University of Nevada, Reno will annually review all physical and mental job requirements to insure that no requirements tend to screen out qualified, disabled veterans and other individuals with disabilities, and that all requirements are job related and consistent with business necessity and safe performance of the job.

Accommodation

The University of Nevada, Reno will make reasonable accommodations to individuals with disabilities when necessary to employ, advance in employment, provide access to training and participate in university activities. Reasonable accommodations may include modification of the work site, special aids or devices relevant to performance of the job, modification of job tasks when such modification does not substantially change the job duties or requirements, and providing flexibility in working hours or schedules when possible to allow qualified individuals with disabilities equal opportunity to jobs, training, advancement and activities, to the extent that such accommodations do not adversely affect the operation of the university.

Sexual Harassment

It is the policy of the University of Nevada, Reno, that the sexual harassment of students, employees and users of university facilities is unacceptable and prohibited. This stance is consistent with the university’s efforts to maintain equal employment opportunity, equal educational opportunity, non-discrimination in program services, use of facilities, and the affirmative action program. The Affirmative Action Office publishes a policy that gives detailed information about sexual harassment. These are available in the Affirmative Action Office and other offices across campus.

Sexual harassment is the introduction of sexual activities or comments into the work or learning situation. Oftentimes, sexual harassment involves relationships of unequal power and contains elements of coercion—as when compliance with requests for sexual favors becomes a criterion for granting work, study, or grading benefits. However, sexual harassment may also involve relationships among equals, as when repeated sexual advances or demeaning verbal behavior have a harmful effect on a person’s ability to study or work.

For general policy purposes, sexual harassment may be described as sexual advances, requests for sexual favors, and other physical conduct and expressive behavior of a sexual nature when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual; or (3) such conduct has the purpose or effect of interfering with an individual’s academic or professional performance or creating an intimidating, hostile or demeaning employment or educational environment.

In keeping with this policy, the University of Nevada, Reno is undertaking an education and prevention plan of action to protect employees, students, and users of university facilities from sexual harassment and to rid the university of such conduct.

Anyone subjected to suspected sexual harassment should contact the Affirmative Action Office at the University of Nevada, Reno. Contacts are confidential. Sexual harassment grievances will be handled according to the procedure summarized below.

Grievance Procedures

Consulting with the Affirmative Action Office

You can consult at any time with the Affirmative Action Office. We can help you determine whether your complaint constitutes alleged discrimination, refer you to the proper place if it is not an affirmative action complaint, or advise you how to attempt to handle the problem yourself, if you wish.

You may also attempt to solve the complaint through the department, unit, or college.

Request for Intervention

You may ask the Affirmative Action Office to make someone aware of behavior that you find offensive without revealing your identity. If this does not resolve your complaint, you may use the other procedures listed below.

Filing Complaints of Discrimination

You can file an informal complaint with our office. We will help you in trying to resolve your problem with the person alleged to have discriminated against you. We will contact only people you give us permission to contact.

If attempts to resolve the complaint informally are unsuccessful, or if you or the affirmative action officer feel an informal complaint is inappropriate, you may file a formal complaint. A formal complaint needs to be filed in the Affirmative Action Office, Room 209, Clark Administration Building, (775) 784-1547. It must be filed within 180 days of the discovery of the alleged discrimination, and within 10 days of any unsuccessful attempts to solve the problem at the department level.

Notification of the Respondent

Within five (5) working days, our office will notify the person you have identified as allegedly discriminating against you and give them a copy of the complaint. The person you identify (the respondent) has five (5) working days to respond, in writing, to the Affirmative Action Office.

Mediation or Investigation

If you want to meet with the respondent and our office to try to solve the problem through mediation, our office will initiate this within five (5) college working days of the receipt of the complaint.

If mediation resolves the complaint, a copy of the outcome will be given to the President.

If the complaint is not mediated to resolution, the Affirmative Action Office has 60 days to investigate the complaint. Both the complainant and respondent may submit names of individuals to be interviewed as witnesses. An investigation report will be prepared and submitted to the appropriate appointing authority (Vice President or President), who may: (1) dismiss the charge; (2) affirm the charge; or (3) take corrective action as required. The complainant and the Affirmative Action Office shall be notified of any action to be taken.

The Affirmative Action Office regularly conducts workshops on:

For more information or copies of brochures, please contact:

Affirmative Action Office
University of Nevada, Reno /158
Clark Administration Building, Room 208
(775) 784-1547

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