MSU Billings pursues affirmative action to provide to all people the equal opportunity for education, employment, and participation in University activities without regard to race, color, religion, national origin, sex, age, marital or family status, disability, or sexual orientation and seeks to employ and advance in employment qualified disabled veterans and veterans of the Vietnam Era.
Responsibility for effecting equal opportunity accrues to all University administrators, faculty, and staff. This responsibility includes assurance that employment and admission decisions, personnel actions, and administration of benefits to students and employees rests exclusively upon criteria that adhere to the principle of Equal Opportunity. MSU Billings will protect against retaliation any individual who participates in any way in any proceeding concerning alleged violations of laws, orders, or regulations requiring equal education and/or employment opportunity.
Inquiries by students regarding discrimination or harassment based on physical or mental disability should be directed to the Director of Disability Sup
port Services, Academic Support Center, Room 1, at 657-2283.
Inquiries or grievances of any faculty, staff, or visitor related to unlawful discrimination and/or harassment on the basis of race, color, religion, sex, national origin, sexual orientation, age, physical or mental disability, or veteran status should be directed to the Director of Human Resources, McMullen Hall, room 310, 1500 University Drive, at 657-2278.
Inquiries or grievances related to Title IX should be directed to the NCAA Compliance coordinator, PE Building, Room 155 at 657-2061
Montana State University Billings prohibits and will not tolerate sexual harassment on its premises, within any of its programs, services or other University sponsored activities, or by anyone acting as an agent of the University.
MSU Billings uses the definition of sexual harassment set forth by the U.S. Equal Employment Opportunity Commission which states:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.
The University extends these protections beyond its employees to include its students (in accordance with Title IX), other consumers, and members of the general public who come into contact with the University or its agents.
Sexual harassment in education or employment covers a broad spectrum of behavior, ranging from sexual innuendoes and gender-based comments made at inappropriate times, perhaps in the guise of humor, to coerced sexual relations. In its extreme form, sexual harassment occurs when a person in a position of influence over the job, career, or grades of others uses his/her authority to coerce another person into sexual relations or to punish that person for rejecting or reporting such advances.
MSU Billings considers such behavior unacceptable. Sexual harassment is furthermore a violation of state and federal equal opportunity and nondiscrimination regulations.
In keeping with the University’s policy on sexual harassment, Montana State University Billings desires to create a working environment for employees and a learning environment for students which is free of sexual harassment and intimidation. Materials such as calendars, posters, post cards, photographs and cartoons that contain sexually explicit images or language can create an intimidating, hostile or offensive environment and may subject persons of either sex to humiliation, embarrassment or discomfort because of their gender. Such materials are inappropriate and should be removed from the workplace.
This policy applies to space provided by the University for the conduct of its business such as offices, shops, classrooms, hallways, lounges and study carrels.
This policy does not apply to: (1) libraries, resource rooms, or research collections; (2) materials related to course content or assignments used in the educational setting; (3) displays and exhibits in galleries and museums, or (4) private rooms or family housing units rented from the University.
Disciplinary action will be taken when instances of sexual harassment are identified and confirmed. Retaliation against persons who file complaints is also a violation of laws prohibiting discrimination and will lead to disciplinary action against offenders.
Supervisors who knowingly condone or fail to report incidents of harassment will themselves be subject to discipline.
Students who fail to comply with this policy may be in violation of the Code of Student Conduct, and may be subject to student disciplinary action.
Employees or students who wish to report incidents of sexual harassment should contact the Director of Human Resources/EEO Officer, McMullen Hall 310, 657-2278.
MSU BillingsConflict of Interest Policy
This policy is adopted pursuant to Board of Regents Policy 770, Conflict of Interest, and applies to all 0.5 FTE or greater employees (hereafter, employees) at Montana State University Billings and Montana law, Standards of Conduct Code of Ethics, Title 2, Chapter 2, Part 1, MCA. Procedures for Conflict of Interest can be found at www.msubillings.edu/humres/policies.
Montana State University Billings affirms its commitment to nondiscrimination on the basis of disability and its intention to comply with all laws prohibiting such discrimination including Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act.
In order to assure nondiscrimination on the basis of disability, the University will provide appropriate and reasonable accommodation for members of the public, employees and students with disabilities, as defined by these laws.
All University administrators, faculty, staff and students have a responsibility to adhere to the philosophy of equal access and opportunity which is the basis for this nondiscrimination commitment.
An individual may be required to provide relevant, written documentation in order to establish that he/she is a person with a disability and entitled to a reasonable accommodation under the law.
The University’s ADA coordinators are the Director of Human Resources and the Director of Disability Support Services.
Any employee or applicant with disabilities concerned about accessibility and/or accommodation issues should contact the Human Resources, McMullen Hall 310, (406) 657-2278 (Voice/TTY).
Any student with disabilities concerned about accessibility and/or accommodation issues should contact Disability Support Services, Academic Support Center (406) 657-2283 (Voice/TTY).
Disability Support Services reviews complaints by students regarding discrimination and/or harassment on the basis of physical or mental disability relating to disability accommodations in the classroom and physical access to facilities. The full grievance policy is on the DSS website at www.msubillings.edu/dss.
In November of 1990, the Student Right-to-Know Act was signed into law and is now known as the Jeanne Clery Act. The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act mandates that institutions of higher education report and make available to both current and prospective students and employees the occurrences of specific crimes at each respective campus. In addition to the number of reported specified crimes, the institutions must report the number of arrests for liquor violations, drug-abuse violations, and weapon violations. The report is available online, through the Vice Chancellor for Student Affairs, (406) 657-2307, or the Office of Human Resources /EEO-AA, (406) 657-2278.