Frequently Asked Questions
- What is the role of the Office of Equal Opportunity Services (EOS) at UT Arlington?
- What types of complaints does the Office of Equal Opportunity Services (EOS) investigate?
- How to file a complaint?
- Where is the Office of Equal Opportunity Services (EOS) located?
- Why is it important to be informed about discrimination and sexual harassment?
- What is an affirmative action plan or program?
- What does UT Arlington's affirmative action plan, generally consist of?
- How does affirmative action benefit the university and university members?
- How does the UT Arlington’s policy define discrimination and harassment?
- What is harassment? How is discrimination related to harassment?
- What is sexual harassment?
- What is sexual misconduct?
- What type of behavior or conduct may be involved in sexual harassment or sexual misconduct?
- Who is protected by discrimination and sexual harassment?
- What can happen, if there is a complaint filed against me?
- If someone complains about sexual harassment to me, what should I do?
- If someone complains about sexual harassment, what protection does the complainant have?
- What is the role of Equal Opportunity Services (EOS) in the faculty recruitment process?
- What type of training is available regarding the process of faculty recruitment?
- Who do I contact for information regarding faculty recruitment?
- Where can I learn about the official UT Arlington regulations governing non-discrimination?
- If I have a conflict with a co-worker and it is not sexual in nature, where can I seek assistance?
- Are services provided by UT Arlington to help employees with mental and psychological concerns?
- Where can I go for confidential counseling to help me deal with personnel problems?
- If I have a disability, who should I contact about receiving accommodations?
- What types of discrimination and harassment training is offered?
Office Information - Who We Are
The Office of Equal Opportunity Services (EOS) is the EEO Office for The University of Texas at Arlington. EOS actively promotes equal opportunity for students, faculty, staff and visitors at UT Arlington.
EOS provides these services:
- Investigates cases of alleged discrimination, harassment and sexual misconduct
- Assists with development and maintenance of UT Arlington’s Affirmative Action Plan
- Provides Faculty Recruitment Training for faculty, staff and administrators
- Monitors and provides guidance for the Faculty Recruitment Process
UTA Handbook of Operating Procedures (HOP) Section 14.2 for more information.
The EOS Complaint Process and complaint form are available: Click Here.
710 S. Davis Drive, Suite 103
Arlington, Texas 76019.
Discrimination and unlawful harassment cannot be tolerated in a community of learning and opportunity. The University of Texas at Arlington is dedicated to the teaching and learning environment free of discrimination and harassment.
Equal Opportunity refers to the employment practices that ensure non-discrimination on the basis of race, age, color, sex, national origin, religion, disability and other protected categories as listed in Title VII of the Civil Rights Act of 1964.
Affirmative action is a non-discriminatory effort to promote equal opportunity, fairness and accessibility in employment and academic efforts and endeavors to achieve this by broadening the outreach efforts to attract minorities and women.
A policy or a plan designed to ensure and seek to maintain non-discriminatory actions through established measures to ensure equal opportunity in employment and education and identify areas of underutilized employment of women or minorities and to use this information in recruitment outreach for women and minorities.
Federal law (41 CFR 60-2.10) describes an affirmative action program as "A set of specific and result-oriented procedures to which a contractor commits itself to apply every good faith effort. The objective of these procedures and efforts is equal employment opportunity. Procedures without effort to make them work are meaningless; and effort, undirected by specific and meaningful procedures, is inadequate. An acceptable affirmative action program must include an analysis of areas within which the contractor is deficient in the utilization of minority groups and women, and further, goals and timetables to which the contractor's good faith efforts must be directed to correct the deficiencies and, thus to achieve prompt and full utilization of minorities and women, at all levels and in all segments of its work force where deficiencies exist."
In accordance with current state and federal guidelines as defined by the Office of Federal Contract Compliance Programs (OFCCP) and the State of Texas, The University shall report annually the results of its Affirmative Action Compliance Plan in a written Affirmative Action Plan [41 CFR 60-1.40(a)].
Basic components consist of (in relation to external labor pools):
- Annual quantitative analysis to assist in the evaluation of the university’s workforce and labor pools.
- Audit and metrics system to report university’s hiring and promotion progress.
- Identification of actions to be taken to address underutilization of women and minorities.
Specific efforts are undertaken by the university to ensure that campus community members who have equal ability and equal access should have equal opportunities as guided by affirmative action.
Discrimination and Harassment
Pursuant to UT Arlington Handbook of Operating Procedures (HOP) Section 14.2:
It is the policy of The University of Texas at Arlington to provide an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination on the basis of race, color, sex, religion, national origin, age, disability, citizenship, and veteran status. Sexual Misconduct and Sexual Harassment in any form will not be tolerated and individuals who engage in such conduct will be subject to disciplinary action. Discrimination on the basis of sexual orientation is also prohibited pursuant to university policy.
Discrimination, including harassment, is defined as conduct directed at a specific individual or a group of identifiable individuals that subjects the individual or group to treatment that adversely affects their employment or education on account of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation.
Harassment, as a form of discrimination, is defined as verbal or physical conduct that is directed at an individual or group because of race, color, sex, religion, national origin, age, disability, citizenship, veteran status or sexual orientation when such conduct is sufficiently severe, pervasive or persistent so as to have the purpose or effect of interfering with an individual's or group's academic or work performance; or of creating a hostile academic or work environment. Constitutionally protected expression cannot be considered harassment under this policy.
Harassment is a form of discrimination. Harassment is verbal or physical conduct directed at an individual (or group) because of his/her protected class when the conduct is sufficiently severe and pervasive to interfere with the individuals academic or work performance or to create a hostile academic or work environment.
Under university policy, constitutionally protected expression cannot be considered harassment.
Sexual Harassment is harassment based on sex. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature when:
- Submission to such contact is made either explicitly or implicitly a term or condition of employment or student status
- Submission to or rejection of such conduct is used as a basis for evaluation in making personnel or academic decisions affecting the individual; or
- Such conduct has the purpose of effect of reasonably interfering with an individual’s performance as an administrator, faculty member, staff or student, or creating an intimidating, hostile or offensive environment.
Sexual Misconduct includes unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature directed toward another individual that does not rise to the level of sexual harassment but is unprofessional and inappropriate for the workplace or classroom. (See HOP 14.1)
Examples of behavior that could be considered sexual misconduct or sexual harassment include but are not limited to:
- Physical contact of a sexual nature including touching, patting, hugging, or brushing against a person's body;
- Explicit or implicit propositions or offers to engage in sexual activity;
- Comments of a sexual nature including sexually explicit statements, questions, jokes or anecdotes; remarks of a sexual nature about a person's clothing or body; remarks about sexual activity; speculation about sexual experience;
- Exposure to sexually oriented graffiti, pictures, posters, or materials; and/or
- Physical interference with or restriction of an individual's movements.
Constitutionally protected expression cannot be considered harassment under this policy.
EOS will contact inform the responding party of the complaint and the university's complaint resolution options and process. The responding party will be given the opportunity to respond to the allegations contained in the complaint. A fair and impartial investigation will be conducted by the EOS investigators as designated by the university policy towards resolution and/or discipline.
EOS provides service to students, faculty, staff and visitors of UT Arlington and as such, anyone who is made aware of a discrimination or sexual harassment complaint should refer the complaining party to the EOS office. Individuals who feel they have been discriminated against or harassed, and or are uncertain as to whether what they experienced is discrimination or harassment, and/or want information as to their options in dealing with harassment and discrimination should be referred to EOS.
If you are a supervisor who is made aware of such a complaint, you must inform EOS of the complaint immediately. Supervisors should not make a determination on their own of what constitutes sexual harassment or discrimination. Complaints regarding students can be referred to Student Conduct or the EOS office.
Retaliation is prohibited by law and university policy. Once a complaint has been filed with the EOS office, the complainant has engaged in a protective activity and they are protected against retaliation. Protection against retaliation is also extended to all individuals who participate in an EOS investigation.
The Office of Equal Opportunity Services (EOS) functions as the EEO Office responsible for monitoring and coordinating the faculty recruitment process for the purpose of compliance with search procedures, university policies, and legal regulatory requirements. EOS further provides guidance to ensure that the University's goal of identifying, recruiting and retaining highly qualified, talented, and diverse faculty, including women, members of underrepresented groups, veterans, and individuals with disabilities for positions in all academic fields is achieved.
The Office of Equal Opportunity Services and the Office of the Provost work together to assist the Deans and Academic Departments during faculty searches by providing training, responding to questions related to the Faculty Recruitment guidelines, and serving as a resource on other issues that may arise during the recruitment process. It is critical that search committees follow EEO guidelines as well as university processes and procedures to ensure successful searches.
Our collaborative efforts also include assisting search committees to expedite their search process while ensuring compliance to guidelines so they may have a competitive advantage in identifying and selecting outstanding new faculty for their colleges and departments. By working together we all stand to reap the benefits our new colleagues will bring to our campus as we strive to reach the university’s goal of becoming a premier research institution.
Office of Provost
Connie Frazier, Executive Assistant
Email address: email@example.com
Office Phone: (817) 272-2103
Office of Equal Opportunity Services
Eddie Freeman, Executive Director
Email address: firstname.lastname@example.org
Office phone: (817) 272-2106
OTHER UNIVERSITY RESOURCES
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If I have a conflict with a co-worker and it is not sexual in nature, where can I seek assistance?
UT Arlington Employee Relations in the Human Resources Department: Click Here
Are services provided by UT Arlington to help employees with mental and psychological concerns?
Employee Assistance Program (EAP): Click Here
Where can I go for confidential counseling to help me deal with personnel problems?
UT Arlington Counseling Services: Click Here
Staff and Faculty:
Employee Assistance Program: Click Here
Penny Acrey, LMSW, Director
Office for Students with Disabilities
Staff and Faculty:
ADA Coordinator: Eunice Currie, Assistant Vice President
Office Phone: 817-272-7091
What types of discrimination and harassment training is offered?
The university will periodically educate and train employees and supervisors regarding the policy and conduct that could constitute a violation of the policy. In accordance with Texas Labor Code 21.010, all UTSA employees, including faculty, are required to complete discrimination training including sexual harassment no later than the 30th day after the date the employee is hired and shall complete supplemental training every two years. The employee is required to acknowledge a statement verifying completion of the training program. The acknowledged statement will be made part of the training records of the university.
Contact the Equal Opportunity Services for more information on discrimination and sexual harassment training. 817-272-2106