Equal Opportunity and ADA Information

Purpose and Scope

West Chester University (WCU) is committed to providing leadership in extending equal opportunities to all individuals. Accordingly, the University will make every effort to provide these rights to all persons regardless of race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, and veteran status. This policy applies to all members of the University community including students, faculty, staff, and administrators. It also applies to all applicants for admission or employment and participants in University-sponsored activities.

To achieve our educational mission, WCU is committed to creating pluralistic learning communities. As an equal opportunity employer, we comply with federal and state laws and regulations, while demonstrating our commitment to equal opportunity for all persons and not discriminating on the basis of race, color, sex, pregnancy, gender identity or expression, sexual orientation, age, national origin, disability, religion, veteran status, genetic information, or legally protected statuses in all aspects of employment.

Policy Statement

It is a violation of policy for any member of the University community to discriminate against any other member of the University community on the basis of race, color, sex, pregnancy, gender identity or expression, sexual orientation, age, national origin, disability, religion, veteran status, genetic information, or legally protected statuses, or to take retaliatory action against an individual for reporting discriminatory conduct, opposing discriminatory actions, or participating in the complaint process, whether as a party or witness. Acts of retaliation shall constitute misconduct subject to disciplinary action and should be reported to the Director of Equal Opportunity and Compliance (EQOC).

All management and supervisory personnel are directed to adhere to this policy and to take positive, aggressive steps to ensure equal opportunities. Specifically, this means that management and supervisory personnel guard against unlawful discrimination in any personnel action, including but not limited to recruitment, appointment, promotion, training, separation, or terms of employment. Furthermore, management and supervisory personnel must take affirmative action to improve our utilization of those persons underrepresented.

Policy Framework

All managers and supervisors have responsibility for actively initiating this policy, which will include input into the development, implementation, and monitoring of the University’s Affirmative Action Plan and Equal Opportunity plans. Everyone at WCU is expected to help make affirmative action/equal opportunity a reality for all persons. The University will take all necessary steps to:

1. Recruit, hire, utilize, train, and promote for all job classifications without regard to race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, veteran status, or other protected class status.
2. Recruit and admit students without regard to race, religion, sex, national origin, ancestry, age, sexual orientation, gender identity, disability, veteran status, or other protected class status.
3. Base decisions on selection, employment practices, employee utilization, job training, career mobility, promotion, program operations, and services provided so as to further the principles of equal opportunity/affirmative action.
4. Create and maintain a climate free from discrimination and harassment, including sexual harassment, of any individual.
5. Make every effort to increase the admission and employment opportunities for qualified persons with disabilities.
6. Assure that reasonable accommodation will be made for qualified individuals with disabilities.
7. Assure that in offering employment or promotion to persons with disabilities, no reduction in compensation, income, or other benefits would result because of disability status.

All members of the West Chester University community must work collectively to prevent discrimination or harassment by proactively engaging in training and educational opportunities to stay informed of University policies and protocols, as well as implementing initiatives to eliminate inequities and resolve issues that may occur. To this end, all employees serving on search committees must complete training with Human Resources and the Office of EQOC every two years. Supervisors should complete discrimination and harassment prevention training with the Office of EQOC every two years.

This policy is not intended to interfere with the protections afforded by law to freedom of speech. Additional information, including additional examples of what constitutes discrimination, is available from the Office of EQOC.

Procedures

Please see the full policy available on the University Policy Page at https://www.wcupa.edu/policies/.   

Purpose and Scope

Title IX of the Education Amendments of 1972 prohibits any person in the United States from being discriminated against on the basis of sex in seeking access to any educational program or activity receiving federal financial assistance. The U.S. Department of Education, which enforces Title IX, has long defined the meaning of Title IX’s prohibition on sex discrimination broadly to include various forms of sexual harassment and sexual violence that interfere with a person’s ability to equally access educational programs and opportunities.When a student is the complainant or respondent, the procedures in the Sexual Misconduct Policy (Title IX) will be followed.

West Chester University (WCU) is committed to equality of opportunity and freedom from unlawful discrimination for all its students and employees. Sexual harassment/misconduct is a form of unlawful discrimination based on sex and will not be tolerated in any form by faculty, staff, students, contractors, or vendors. The definitions and procedures outlined in the Sexual Harassment and Misconduct Policy (Employees) will be followed when a non-student brings allegations of sexual harassment or misconduct against a non-student respondent.

Policy Statement

All members of the University community are responsible for ensuring that their conduct does not sexually harass any other member of the University community. It is a violation of policy for any member of the University community to engage in sexual harassment/misconduct, or to take retaliatory action against an individual for reporting sexual harassment/misconduct. Consequences of sexual harassment/misconduct may include termination of the relationship with the University. Retaliatory actions against persons filing a complaint of sexual harassment/misconduct, or any person cooperating in the investigation of a complaint, are also prohibited. Acts of retaliation shall constitute misconduct subject to disciplinary action and should be reported to the Title IX Coordinator/Director for Equity and Compliance.

Policy Framework

Training Requirements

All employees in a supervisory role should attend (in person or virtual) harassment/misconduct prevention training with the Office of EQOC every two years.

Reporting Requirements

Any individual having information about a member of the University community engaging in a specific act or a pattern of behavior which falls within the above definition of sexual harassment/misconduct must report the matter to the Director of EQOC.

University employees, except those identified in the Sexual Misconduct Policy (Title IX) as employees who serve in a role that makes such reports privileged or are recognized as providing a confidential resource, are required to provide the name of the recipient of any sexually harassing behavior to the Director of EQOC.

Supervisors of faculty and staff have the further responsibility of preventing and eliminating sexual harassment/misconduct within the areas of their authority. If supervisors have information about alleged acts of sexual harassment/misconduct by someone whom they supervise, they must take immediate steps to ensure the matter is addressed and brought to the attention of the Director of EQOC. Failure by supervisors to report the alleged acts of sexual harassment/misconduct may result in disciplinary proceedings. If a manager addresses an issue with an employee which may reference sexually harassing behavior or misconduct, the Director of EQOC should be notified.

Faculty members and staff employees are required to inform the Director of EQOC whenever they become aware of behavior they believe to be sexual harassment/misconduct.

Procedures

Please see the full policy available on the University Policy Page at https://www.wcupa.edu/policies/.   

Purpose and Scope

West Chester University is committed to equality of opportunity and freedom from discrimination for students, employees, applicants for admission or employment, and participants in public University sponsored activities, regardless of disability status.

Policy Statement

In keeping with this commitment, and in accordance with the Americans with Disabilities Act of 1990 (as amended) and Section 504 of the Rehabilitation Act (ADA), the University will make every effort to provide equality of opportunity and freedom from discrimination for members of the University community and visitors to the University, regardless of disability status. Accordingly, the University has taken positive steps to make University facilities accessible to individuals with disabilities, provide accessible digital access to information on WCU websites and systems, and established procedures to provide reasonable accommodations to qualified individuals with disabilities that enable them to participate in University programs. This policy applies to all members of the University community including students, faculty, staff and administrators. It also applies to all applicants for admission or employment and participants in University-sponsored activities.

Policy Framework

The Director of Equal Opportunity and Compliance in the Division for Access, Engagement, and Compliance has been designated as the ADA Coordinator for the University. In this capacity, the Coordinator works with the University ADA Committee to advance University policies and procedures that will provide equal educational and employment opportunities for individuals with disabilities. The University has an established process to investigate and address any complaints of discrimination on the basis of disability.

Any individual who has a suggestion, question, or complaint regarding ADA issues is encouraged to contact the Director of Equal Opportunity and Compliance, 114 West Rosedale Ave., 610-436-2433.

Procedures

Students

West Chester University has established the Office of Educational Accessibility (OEA), which operates as a center for addressing the needs of students with disabilities and as a resource for students, faculty, and staff. A student who seeking an accommodation and/or requesting specialized services should contact the Director of the OEA.  The office also serves as the point of contact for requesting sign language interpreters. Students must register with the OEA and provide appropriate medical documentation before an accommodation can be provided.

Employees

The Office of Human Resources Services is the designated department that obtains and files disability-related and medical documentation, certifies eligibility, determines reasonable accommodations, and develops plans for provision of such accommodations for employees. The Office of Human Resources can be reached at 610-436-2800. The Employee Accommodation Request Form, with medical documentation, must be completed before an accommodation can be provided and can be found on the Office of Human Resources website.

Facilities Management is involved in the ongoing process of renovating campus buildings to ensure accessibility for all individuals. Many of the buildings are currently accessible, but some are awaiting renovation. Furniture requests for persons with disabilities are also handled through the Facilities Division at 610-436-2444.

Please see the full policy available on the University Policy Page at https://www.wcupa.edu/policies/.   

The provisions of this catalog are not to be regarded as an irrevocable contract between the student and the University. West Chester University reserves the right to change any provisions or requirements at any time. Please check the University's website, www.wcupa.edu, for any updates.