Anti-Discrimination Policy Statement

I. PURPOSE AND INTENT
TITAN University (TU) is a diverse community that values and expects respect and fair treatment of all people. TU strives to provide a work and study environment for faculty, staff and students that is free from discrimination and harassment based on race, color, marital status, sex, religion, national origin, disability, age, or genetic information, as provided by law. TU protects its employees and students from discrimination and harassment based on sexual orientation, as well as gender identity and expression. TU is also committed to the employment and advancement of qualified veterans with disabilities and veterans protected under the Vietnam Era Veterans’ Readjustment Assistance Act, as amended (VEVRAA). As part of the effort to maintain an environment that is comfortable for all people and to ensure consistency with state and federal laws, TU establishes this policy.

Protected Class discrimination, harassment and retaliation are prohibited within TU and complaints of such conduct are to be filed by contacting us at [email protected]. Our office will review such complaints and provide appropriate response including counseling, mediation, and/or referral for disciplinary action, up to and including termination from employment and/or expulsion from TU.

Additionally, discriminatory conduct in the form of sexual misconduct/sexual harassment (including sexual violence) is also prohibited and allegations of violations in that regard are handled by our office.

II. DEFINITION OF TERMS
For the purposes of this Policy only, individuals who may be victims or may have reporting responsibilities fall into the following general categories and definitions:
A. Employee – Employee includes but is not limited to academic administrators; all faculty; Administration employees; Staff employees; Temporary employees; or any other employee classifications.

B. Student – Student is an individual who is enrolled in any course offered or sponsored by TU, whether for credit or not, or engaged in any TU student activity.

III. STATEMENT OF POLICY
A. The Following Actions Are Prohibited:

1. Discrimination and/or harassment by any TU employee or student against any individual(s) or group(s) within TU.
2. Discrimination and/or harassment by any TU employee or student while assigned to duties or academic programs of TU (regardless of their location) against any individual(s) or group(s) that is not an employee or student.
3. Retaliation by any TU employee or student against any individual(s) or group(s) who, in good faith, has made any allegation of discrimination and/or harassment, or who has testified, assisted, or participated in any way in any investigation, proceeding, or hearing conducted under this policy or any federal or state law.
4. Knowingly making false accusations or allegations of discrimination and/or harassment or retaliation, or knowingly making false statements regarding alleged discrimination and/or harassment or retaliation in any investigation, proceeding, or hearing conducted under this Policy or any federal or state law.

B. Conduct Outside the Scope of This Policy

1. This policy is not intended to abridge academic freedom or TU’s educational mission.
2. This policy is not violated by actions that amount to expression that is protected by the state or federal constitutions.

C. Cooperation
All employees and students are to cooperate fully with any investigation and/or compliance review conducted under this Policy. Failure to do so may result in disciplinary action for just cause, up to and including termination of employment and/or expulsion from TU.

IV. FILING COMPLAINTS OR REPORTS
Depending on the circumstances, the filing of a complaint or report of discrimination or harassment may be voluntary or compulsory. Any person may file an internal TU complaint or report to our offices via [email protected].

A. Internal TU Complaints or Reports to Designated TU Offices

1. Persons who may file. Any student or employee or TU program invitee may file a claim or complaint regarding discrimination/harassment. It is important to note that the opportunity to file a complaint or the filing of a complaint does not prevent any person from telling the individual whose actions he or she finds offensive that such behavior or conduct must stop and/or that it is unwelcome.
2. Entry point for filing. Where a complaint or report should be filed depends upon whether the alleged wrongdoer is an employee or student. If the status of the alleged wrongdoer is unclear, an individual may file a complaint or report via [email protected], and TU will determine the best route to handle the complaint.
3. Responsibility to Report

Who Should Report to TU:

(1) The person who believes he/she has been a victim of discrimination or harassment (although there is no absolute duty to report and any victim may seek any additional or optional support services including advocacy and counseling outside of TU); or
(2) Any student, faculty member, or staff member who has direct or indirect knowledge of the alleged
discrimination or harassment with the exception of those persons or offices who offer confidential counseling or victim assistance if the complainant requests privacy, such as Victim’s Advocacy.

Who Must Report to TU:
Supervisory Employees (with the exception of those persons or offices who offer confidential counseling or victim assistance if the complainant requests privacy, such as Victim’s Advocacy) are required to promptly report (either verbally or through written communications) allegations, reports, or instances of discrimination/harassment by or against any TU employee(s), students(s), or group(s). Failure to do so may result in disciplinary action, up to and including termination of employment. Supervisory employees include any administrative personnel or any employees of TU.

General Information

1. Time for Filing Complaints. A person who believes he/she has been discriminated against or harassed should report the incident as soon as possible. A formal complaint must be filed within one hundred and twenty (120) calendar days from date of the incident(s).
2. Appeals from Decisions. The decisions from TU offices are final.
3. Privacy. The confidentiality and privacy of all parties involved during the investigation process will be maintained to the fullest extent possible, however absolute confidentiality cannot be promised. Information will be shared with only those who have a legitimate need to know. Allegations may be filed anonymously. But to a certain extent, the animosity of the claimant might hinder a complete investigation by our offices.

B. Complaints or Reports to Law Enforcement Officers

1. If an individual believes that he/she has been a victim of a bias-motivated crime (otherwise known as a hate-crime), the individual may file a complaint for possible criminal charges with an appropriate law enforcement agency.
2. All persons must comply with mandatory reporting laws established by the state, federal, or local laws.
3. In addition, any person MAY report any criminal activity to law enforcement at any time.

C. Additional External Complaints
Filing an internal charge of discrimination or harassment with TU or directly to Law Enforcement does not
preclude the filing of complaints with external agencies and does not affect any deadlines that may be imposed by any agency external to TU.

The following agencies are available to take such complaints:

1. U.S. Equal Employment Opportunity Commission, Tampa, Florida (813) 228- 2310; TTY (813)228-2003.
2. U.S. Department of Education, Office of Civil Rights, Atlanta, Georgia (404) 562- 6358; TDY (404)562-6454.
3. U.S. Department of Labor, Office of Federal Contract Compliance Program, Orlando, Florida (407) 648-6181.
4. Florida Commission on Human Relations, Tallahassee, Florida 1(800) 342-8170; TDD ASCII Callers 1(800) 955-1339; TDD Baudot Callers 1(800) 955-8771.