List of Policies
Disability-Related Policies and Laws
Disability-Related Policies and LawsThe University of California, in accordance with applicable federal and state laws and university policy, prohibits discrimination against or harassment of any person at the University on the basis of pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), and age, in addition to other protected categories. These policies cover admission, employment, access, and treatment in University programs and activities. The University of California also prohibits employment discrimination based on genetic information (including family medical history).
The University of California is also committed to supporting an information technology (IT) environment that is accessible to all.
Below are policies, laws, and procedures that govern UCI's investigations and commitment to an accessible university:
- Affirmative Action
- Per federal regulations, UCI will take affirmative action to ensure equal employment opportunities for all qualified applicants and employees regardless of race, color, religion, sex, national origin, disability, or veteran status.
- UCI faculty, staff and students who believe that they have been discriminated against based on any of the protected categories listed in the applicable policy above have the right to seek resolution through the Office of Equal Opportunity & Diversity (OEOD). OEOD offers both formal and informal resolution options.
- UC Information Technology Accessibility Policy
- The University seeks to deploy information technology that has been designed, developed, or procured to be accessible to people with disabilities, including those who use assistive technologies.
- Additional Policies for staff with disabilities
- Additional Policies for faculty/academic appointees with disabilities
- Americans with Disabilities Act of 1990 (ADA)
Federal law that prohibits discrimination in the areas of employment, public services and transportation, public accommodations, and telecommunication services against individuals with disabilities.
- Federal Family and Medical Leave Act (FMLA) of 1993
Allows eligible employees 12 work weeks of unpaid leave during any 12-month period for (1) the birth of a child; (2) the placement of a child with the employee for adoption or foster care; (3) the care of a spouse, child, or parent with a serious health condition; or (4) the care of an employee's serious health condition that renders the employee unable to perform job duties.
- Pregnancy Discrimination Act (PDA)
Amendment to Title VII that makes it illegal for employers with 15 or more employees: (1) to refuse to hire a woman because she is pregnant; (2) to fire a woman because she is pregnant; (3) to force a pregnant employee to leave work if she is willing and able to work; or (4) to stop the accrual of seniority for an employee who has taken a leave of absence to give birth or have an abortion, unless seniority does not accumulate for other disabled employees during a leave of absence.
- Rehabilitation Act of 1973 (sections 503 and 504)
Covers employers with government contracts in excess of $10,000 (503) and recipients of federal financial assistance (504). Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. Section 504 prohibits discrimination on the basis of physical or mental disability in any program or activity receiving Federal financial assistance.
Complaint ProceduresThe Office of Equal Opportunity and Diversity (OEOD) is UCI's discrimination complaint office. Their responsibilities include investigating complaints/allegations of violations that are related to discrimination and equal opportunity laws, policies and procedures.
The purpose of investigations is to gather facts and determine if there is probable cause that University Policies have been violated. If OEOD finds probable cause that a violation occurred, a report of findings is forwarded to the appropriate authority for action and/or resolution. For more information about OEOD's complaint procedures, please visit OEOD's Discrimination Complaints Procedures web page or review UCI's Guidelines for Reporting and Responding to Reports of Discrimination and Harassment.