Frequently Asked Questions
The Equal Opportunity and Title IX Office will take prompt and effective steps to end sexual assault/misconduct and will provide interim measures such as assistance with housing and class changes and no contact orders. Resources are also available to assist our students.
If you believe you have been subjected to unwelcome sexual advances, sexual coercion, requests for sexual favors, and/or sexually motivated physical, verbal, or nonverbal conduct, or other conduct of a sexual nature, sexual violence, stalking, domestic violence, or if you have been sexually assaulted, whether on or off campus, immediately contact Denise Cordova, Title IX Coordinator at (775) 784-1547 or the Sexual Assault/Sexual Misconduct hotline at (775) 784-1030.
You may also contact University Police Services at (775) 784-6195 or 911.
If you choose not to report a sex crime to the police, you are still entitled to victim services such as a medical exam, speaking with an advocate and/or counseling. Please contact: The Crisis Call Center for victim services at (775) 784-8085 or The Counseling Center at (775) 784-4648 (access to counseling is included in your student fees).
The Equal Opportunity and Title IX serves all students, staff, and faculty at the University.
Do I have to file a complaint in order to talk with someone in the Equal Opportunity and Title IX office?
No. We are available to consult on issues of concern or just to listen. Contacts with our office are handled in a confidential manner.
The University, as a large institution with more than 4,000 employees and more than 12,000 students, does receive numerous reports each year alleging unfair treatment based on race, gender, disability, national origin, and other protected class membership. An individual alleging illegal discrimination has the responsibility to report the behavior and to provide sufficient evidence of illegal conduct to sustain a complaint of discrimination under either Title VII of the Civil Rights Act of 1964 (employees), or Title IX of the Education Amendments of 1972 (students). The Equal Opportunity and Title IX office takes all complaints seriously and will conduct an independent fact finding investigation to determine if the complaint has merit.
A hostile work environment is one in which certain behaviors may be occurring that interfere with an individual's ability to work effectively. The behaviors may be verbal, physical or non-verbal, and may be hurtful to someone on the basis of gender, national origin, religion, race, disability, veteran status, or sexual orientation. All employees have the right to work in an environment free from harassment. All supervisors and managers have the responsibility to ensure that work environments are free from harassment, and must take all complaints seriously.
As an employer, the University has an affirmative responsibility to ensure that all employees are made aware of their right to work in an environment free from harassment and recognize their responsibility to avoid engaging in verbal, non-verbal, and physical behaviors that may constitute sexual harassment. In addition, the U.S. supreme Court has ruled that an employer may be held strictly liable in cases in which a supervisor did not properly respond to a report of possible harassment, or when a supervisor or individual in a position of power or authority over an employee or student has engaged in prohibited conduct. Sexual harassment illegal and prohibited conduct under NSHE and University policy.
Sexual harassment workshops are offered at least monthly in group settings. Department workshops may be scheduled for groups. The workshop schedule appears on our web site: http://www.unr.edu/eotix/training-and-workshops. Employees may register for any upcoming, open training session by clicking the registration link next to the training session details. If you have any questions about registering or would like to schedule a department workshop, please call (775) 784-1547.
The ADA is a federal law that is designed to assist individuals with disabilities obtain and retain employment. An employer must provide reasonable accommodations to qualified individuals with disabilities to enable them to perform the essential functions of their jobs. Most accommodations are easily arranged and are not expensive to provide.
As a federal contractor, defined as any institution that receives more than $50,000 per year and has more than 50 employees, the University is required to comply with all regulations implementing equal opportunity and affirmative action in the University's hiring practices. This requires conducting good faith professional searches and classified employee recruitments to ensure that all qualified individuals are afforded equal opportunity to be considered for employment at the University.
Does affirmative action mean that women and minorities are given an advantage in the hiring process?
No. Equal opportunity requires that all hiring practice be conducted in a non-discriminatory manner. Affirmative action, under Executive Order #11246 (1965) and other federal laws, requires that adequate outreach and recruitment efforts be made to attract qualified individuals in order to have a diverse applicant pool. Affirmative action also means ensuring that women and minority employees are afforded equal treatment in the workplace, including access to training and promotion opportunities.
- Receiving and processing complaints of discrimination on the basis of race, color, religion, national origin, sex/gender, age, disability, veteran status, and sexual orientation.
- Conducting campus-wide training programs on sexual harassment.
- Serving as a resource office in resolving employee-management conflict and information on University policies and procedures.
- Serving as liaison for the University with state and federal administrative agencies charged with responsibility for enforcing equal opportunity, affirmative action, and non-discrimination.