Equal employment opportunity

The purpose of this Policy is to assert Lynn University’s commitment to provide equal employment opportunity for all qualified persons at the University without regard to race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and Florida State law, as well as to reference procedures to address complaints for those who believe they have been subjected to discrimination and/or harassment in violation of this policy.

Equal Employment Opportunity has been, and will continue to be, a fundamental principle at Lynn University, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and Florida State law. Lynn University prohibits and will not tolerate any such discrimination or harassment.

This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment.

Discrimination— the unfavorable, unfair or inequitable treatment of a person or a “class” of people based on race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and applicable state law (“protected characteristics”) that is so severe, persistent or pervasive that it excludes an individual from participation in, denies the individual the benefits of, treats the individual differently or otherwise adversely affects a term or condition of an individual’s employment, education, or participation in a Lynn University program or activity. Examples of unlawful discrimination include denying an individual a job or a promotion, or denying a student the opportunity to participate in an educational activity or program because of his or her protected characteristic(s).

Harassment— as the unlawful harassment against an individual on the basis of his or her race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other legally protected characteristic in accordance with federal and applicable state law when the conduct is either:

• Sufficiently serious (i.e., severe, pervasive, or persistent) and objectively offensive so as to deny or limit the individual’s ability to participate in or benefit from the University’s programs or activities; or
• The conduct has the purpose or effect of unreasonably interfering with an individual’s employment or education.

Incidents of discrimination or harassment based on an individual’s sex, sexual orientation, sexual identity, gender, gender expression, or gender identity will be investigated and resolved pursuant to the Lynn University Sexual and Gender-Based Misconduct Policy. Incidents of discrimination and harassment not based on an individual’s sex, sexual orientation, sexual identity, gender, gender expression, or gender identity will be investigated and resolved pursuant to the University’s Discrimination and Harassment Policy .

Employee Services has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees’ questions or concerns should be referred to Employee Services or the Office of General Counsel.

To learn more about this policy or the supporting procedures, please contact Employee Services.