Texas Woman's University Staff Handbook
Staff Employment Policies & Practices: Equal Opportunity/Affirmative Action
It is the policy of Texas Woman’s University to afford equal opportunity for employment to all individuals regardless of race, color, religion, sex, sexual orientation, gender identity and expression, age, national origin, citizenship, veteran status, disability, or genetic information and to prohibit discrimination and harassment based on any of these factors. Texas Woman’s University also observes the fair employment laws in each respective jurisdiction in which we operate. We are strongly bound to this policy.
It is our belief that our continued success depends on our ability to attract, develop, and retain a highly competent workforce and on the creative, effective and productive use of all our human resources. We are convinced that talent exists across all population groups. We will conduct our business with due regard to the human dignity and innate worth of each individual.
The successful achievement of a nondiscriminatory employment program requires a highly cooperative effort. University Leadership is obliged to lead the way in establishing and implementing affirmative procedures and practices which will ensure our objectives: namely, equitable employment opportunity for all.
For additional information, please see University Policy 3.04 Non-Discrimination, Equal Opportunity, and Diversity
No person shall serve in a capacity when it is the duty of any relative employed by the University to act in any official capacity upon such appointments or promotions, regardless of the source of funds for payment of salary; nor shall any appointment or promotion be made if either person would have any voice in recommending salary increases or promotions.
Supervisors may not employ relatives in subordinate positions. In addition, the nepotism law applies to individuals hired as private contractors.
Relatives of the Board of Regents shall not be appointed for employment to the University.
A relative is defined as a husband, wife, father, mother, son, daughter, brother, sister, grandparent, nephew, niece, cousin and their in-law and step-relative counterparts, or any other person within the second degree of affinity or the third degree of consanguinity. Please refer to the chart in University Policy 3.33 for further information.
If two employees of the University marry and the employment of the married persons violates the nepotism policy, one must leave University employment no later than 90 days of the marriage date. One of the employees might apply for and be offered employment in another department.
page last updated 5/26/2016 4:08 PM