The UAS Office is firmly committed to providing an environment that is free of illegal discrimination, including sexual harassment and harassment directed against an individual because of his or her race, age, disability, religion, national origin, or veteran status. The UAS Office prohibits all forms of such harassment and will investigate complaints thoroughly and with the utmost seriousness.

Where harassment is found, the UAS Office will take prompt appropriate corrective action. A violation of the UAS Office policy against harassment will result in the taking of disciplinary action that may include termination. Any act of interference, retaliation, or coercion taken against an employee for reporting such harassment is itself a violation of this policy.


Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment; (2) submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or of creating an intimidating, hostile, or abusive working environment. Such behavior may violate federal law and/or lead to personal liability for the results of such behavior.


It is a violation of the UAS Office policy for any employee to engage in prohibited harassment in the workplace or in work-related situations. Any employee who believes that he or she has been illegally harassed in the work environment should report the incident promptly to his or her immediate supervisor or to the UAS Office Equal Employment Opportunity Officer. As of the date of this publication, the EEO Officer is Jon Garner (205-348-7880).

Full and prompt reporting is necessary for effective implementation of this policy, and the UAS Office encourages such reporting. All such complaints will be treated as confidential information to the extent possible and will be disclosed only to those with a need to know as part of the investigation and resolution process. Any supervisor who receives a report of prohibited harassment must refer the report promptly to the EEO Officer for investigation, unless the complaint can be resolved simply, effectively and promptly at the supervisory level. If such resolution occurs, a report of the complaint and the action taken to resolve it should be forwarded promptly to the EEO Officer. The EEO Officer shall endeavor to report back to the individual complaining of prohibited harassment promptly to provide information on the status of an investigation or other action.

The EEO Officer has the responsibility for ensuring that an investigation of all claims of prohibited harassment is conducted. When impermissible harassment is found to have occurred, the EEO Officer, together with the senior staff member who supervises the person about whom the complaint has been made, shall determine the appropriate corrective action. (If the alleged harasser is a senior staff member, the determination shall be made with the Chancellor.) All such decisions may be appealed directly to the Chancellor, whose determination is final.