Discrimination, Harassment, and Retaliation
It is the policy of Cal Poly Pomona, by direction of the CSU Chancellor's Office, to maintain an academic and work environment free of discrimination, discriminatory harassment, and retaliation for all students and employees. This policy applies to all programs and activities, and employment practices and operations; including the conduct of all students and employees arising out of their employment, educational or academic status, as well as to the conduct of all guests, visitors, vendors, contractors, subcontractors and others who do business with Cal Poly Pomona.
Prospective and current students, student organizations, job applicants, and employees will be informed of policies and procedures regarding discrimination, discriminatory harassment, and retaliation.
Discrimination or discriminatory harassment based upon individual characteristics protected under institution policy, state law or federal law ("protected status") is prohibited. In addition, any form of retaliation against students or employees will not be tolerated and allegations of discrimination will be investigated to the fullest extent.
Prohibited Discrimination and Harassment Against Students:
No student may be discriminated or harassed against on the basis of race, color, creed, religion, age, sex, sexual orientation, gender identity or expression, national origin, ancestry, disability, pregnancy, marital or parental status, or any other category protected by law, including physical condition or developmental disability as defined in CSU Executive Order 1097R. The provision includes access admission to, or participation in, or the benefits of, any service, program, course or facility.
Prohibited Discrimination and Harassment Against Employees:
No employee may be discriminated or harassed against on the basis of race, color, creed, religion, age, sex, sexual orientation, gender identity or expression, national origin, ancestry, disability, pregnancy, marital or parental status, genetic information, arrest record, conviction record, military service, veteran status, use or nonuse of lawful products off the employer's premises during nonworking hours, declining to attend a meeting or participate in any communication about religious matters or political matters, or any other category protected by law as defined in CSU Executive Order 1096R . This provision includes employment-related actions, such as recruitment, interviewing, testing, screening, selection, placement, classification, evaluation, transfer, promotion, training, compensation, fringe benefits, layoffs, and /or dismissal