University of Wisconsin–Milwaukee

Policies and Programs next button back button

UWM is committed to providing equal opportunity and prohibiting discrimination and retaliation for its employees in all programs, activities and employment practices including, but not limited to, recruitment, selection, transfer, promotions, committee appointments, training, compensation, support services, benefits, disciplinary procedures, terminations and any other term or condition of employment, such as an office assignment or job responsibilities. UWM’s Discriminatory Conduct Policy, can be found on the Equity/Diversity Services’ web site,

Discrimination in employment against properly qualified individuals by reason of the individual’s age, race, creed, color, disability, marital status, sex, gender identity/expression, national origin, ancestry, sexual orientation, arrest record, conviction record, membership in the National Guard, state defense force or any reserve component of the military forces of the U.S. or Wisconsin, or use or nonuse of lawful products off the employer’s premises during nonworking hours-- substantially and adversely affects the general welfare of the state (see the Wisconsin Fair Employment Act, Wis. Stats §§ 111.31, 111.321). Under certain circumstances, a disability (see Section B below) or arrest or conviction record may render an individual unqualified for a job.

Harassment is a form of prohibited discrimination. UWM defines harassment as conduct that 1) is of any type (oral, written, graphic or physical); 2) directed towards or against a person because of that person’s protected status; and 3) unreasonably interferes with the person’s work, education, or participation in activities at UWM or creates a working orlearning environment that a reasonable person would find threatening or intimidating.

UWM prohibits retaliation against individuals who engage in protected activities under the Discriminatory Conduct Policy Retaliation is defined as employment or academic decisions that are made as a result of an individuals’ complaint about conduct prohibited under the Policy or participation in enforcement of the Policy.

Reporting Procedures
An employee who believes that he or she is the subject of discrimination, harassment or retaliation that is prohibited by the Discriminatory Conduct Policy is encouraged to clearly tell the person engaged in the conduct to stop. If the employee is uncomfortable with confronting the other person, he or she may discuss the situation with his/her supervisor or the Department Chair. If the supervisor or Department Chair learns of an alleged violation of this policy but is unable to quickly resolve the matter or believes that the matter warrants further investigation prior to taking action, he or she should refer the complaining employee to the Office of Equity/Diversity Services (EDS).

An employee is encouraged to file a complaint with EDS if he or she has confronted the person responsible for the behavior or has discussed the matter with his/her supervisor or Department Chair and the employee believes these steps have not been successful in resolving the matter. The UWM Discriminatory Conduct Policy (Including Sexual Harassment) is available on the Office of Equity/Diversity Services’ web site at

The Law
It is the policy of UWM to provide reasonable accommodations for qualified individuals with disabilities who are employees or applicants. Employment opportunities shall not be denied because of the need to make reasonable accommodations for an individual's disability. This policy applies to all employment classifications, whether classified or unclassified.

A copy of the UWM Reasonable Accommodation Policy and Procedures is available on the Secretary of the University's web site at:

A copy of the Disability Accommodation Request Form, which should be used for all accommodation requests, may be obtained directly from the Office of State Employment Relations website,

Other accommodation information is available from the Office of Equity/Diversity Services,

Page last updated: February 26, 2013
next button back button