Grievance Procedures for Complaints of Discrimination

Nova Southeastern University is committed to equal opportunity and does not discriminate on the basis of race, color, national or ethnic origin, sex, pregnancy status, sexual orientation, gender, religion or creed, age, ancestry, non-disqualifying disability, genetic information, marital or parental status, veteran status, political beliefs or affiliations, or any other protected characteristic under applicable federal, state, or territory law in its programs, activities, admissions, or employment. For questions, accommodations, or to file a complaint, contact the Title IX Coordinator, Dean of Students, Director of Employee Relations, or Vice President for Compliance.

Discrimination 

Discrimination is different treatment with respect to a person’s employment or participation in an education program or activity based, in whole or in part, on an actual or perceived protected class described above, which excludes a person from participation, denies a person the benefits of, or otherwise adversely affects a term or condition of participation in an NSU program or activity or employment. Discrimination can also occur through harassment, the creation of a hostile environment, and/or retaliation.

Harassment 

Harassment on the basis of an actual or perceived protected characteristic indicated above is also a form of prohibited discrimination. Harassment consists of unwelcome verbal, written, or physical conduct based on a protected characteristic, that is so severe, pervasive, or objectively offensive that it

•     has the purpose or effect of unreasonably interfering with the individual’s work or educational performance,

•     creates or has the intention of creating an intimidating, hostile, or offensive working and/or learning environment, or

•     unreasonably interferes with or limits one’s ability to participate in or benefit from an educational program or activity.

Hostile Environment

The University will not tolerate the creation or existence of an environment that is hostile on the basis of a protected class described above. Such a hostile environment is defined as harassing conduct (e.g., physical, verbal, graphic, or written) related to an individual’s protected class that is sufficiently serious to either (1) to interfere with or limit the ability of an individual to participate in or benefit from the University’s programs and activities, or (2) to unreasonably interfere with an individual’s work or academic performance by creating an objectively intimidating, hostile, or offensive work or learning environment. 

Retaliation

The law prohibits retaliation. No person nor the University may intimidate, threaten, coerce, or discriminate against any individual covered by this policy for the purpose of interfering with any right or privilege secured by this policy, or because the individual has made a report or complaint, provided information, assisted, participated, or refused to participate in any manner in a discrimination investigation or proceeding.