UWM is an equal opportunity employer, committed to fostering a diverse workforce and inclusive climate. As such, it does not tolerate discrimination. Please see the following links for more information about anti-discrimination laws and UWM’s policies:
Prohibits discrimination on the bases of race, color, religion, national origin, or sex. Also requires that UWM reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on UWM operations.
This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
Prohibits discrimination against both male and female employees on the basis of sex by paying different rates ". . . for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions . . . ." Exceptions exist where the difference is due, for example, to a bona fide seniority system, merit system, or a differential based on a factor other than sex.
Prohibits discrimination against individuals who are 40 or older
Prohibits discrimination on the basis of disability by entities which receive federal financial assistance
Prohibits disability discrimination by employers with 15 or more employees
Prohibits discrimination against employees or applicants because of genetic information, including information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history).
This law clarifies that a pay discrimination claim is timely as long as the employee received at least one discriminatory paycheck within the filing period.
Prohibits employment discrimination on the bases of age, race, creed, color, disability, marital status, sex, national origin, ancestry, arrest record, conviction record, military service, or use or nonuse of lawful products off the employer’s premises during nonworking hours