2.2.1 General Personnel Policies

a. Equal Employment Opportunity
It is the policy of Stanford University to provide equal employment opportunities for all applicants and employees in compliance with all applicable laws. This policy applies in all aspects of the employment relationship including (but not limited to) recruiting, selection, placement, supervision, working conditions, compensation, training, promotion, demotion, transfer, layoff, and termination. All University personnel policies, procedures, and practices must be administered consistent with the intent of this basic policy.

b. Non-discrimination
(1) Stanford University does not discriminate on the basis of race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex, age, sexual orientation, gender identity, veteran status, or any other characteristic protected by law, in connection with any aspect of employment at Stanford.
(2) Harassment on the basis of any legally protected characteristic is a form of discrimination and is likewise prohibited by this University policy. Prohibited harassment occurs if a hostile environment has been created that is sufficiently severe, pervasive, or persistent so as to unreasonably interfere with a person's work performance or participation in University activities.

Prohibited harassment may take the form of (but is not limited to) offensive slurs, jokes, and other offensive oral, written, computer-generated, visual or physical conduct which is aimed at an individual or group because of their protected status.

c. Affirmative Action
As a matter of institutional policy and consistent with its obligation as a federal government contractor, Stanford University is committed to principles of diversity and affirmative action, and will comply with all affirmative action requirements in accordance with law.

d. Non-retaliation
Stanford University policy prohibits retaliation against individuals who raise concerns of perceived discrimination or harassment or who participate in the investigation of any claim of discrimination or harassment. Retaliation is an adverse action taken against an individual because that individual has made a good faith complaint of discrimination or harassment or has participated in the investigation of a claim of discrimination or harassment. An adverse action is any action that materially affects that individual's terms and conditions of employment.

e. Complaint procedure
Employees or applicants who believe they have been discriminated against, harassed, or retaliated against in violation of this policy may direct their complaint to their supervisor, to the Director of Employee & Management Services (at 650/723-1743), to the Director of the Office of Diversity and Access (at 650/725-0326), to the Senior Associate Provost for Faculty Affairs (at 650/725-2545), to the School of Medicine Office of Employee Relations (at 650/725-8607), or to the SLAC Manager of Employee Relations and Training (at 650/926-2358). In regard to sexual harassment, employees are referred to Admin Guide Memo 2.2.4 and the resources listed there. Reports of discrimination, harassment, or retaliation should be made in writing and as soon as possible: the earlier the report, the easier it is to investigate and take appropriate remedial action.

Making a false report or providing false information may be grounds for discipline in the absence of a good faith belief that the report/information is true.

The University is committed to investigating and remediating claims of discrimination, harassment and retaliation. All individuals covered by this policy are expected to fully participate and cooperate in the investigation of any claim of discrimination, harassment, or retaliation. Failure to participate and/or cooperate in an investigation when requested is grounds for discipline. Depending upon an individual's category of employment (e.g., faculty, academic staff, regular staff, postdoctoral scholar, etc.) and the nature of the complaint, applicable grievance or other procedures may be used:http://elr.stanford.edu/grievance-procedures. The University Ombuds (at 650/723-3682) and School of Medicine Ombuds (at 650/498-5744) are also available as confidential resources to discuss concerns. Anonymous concerns can be made to the Compliance Hotline.

f. External Reporting
Discrimination, harassment, and retaliation is prohibited by state and federal law. In addition to the internal resources described above, individuals may pursue complaints directly with the government agencies that deal with unlawful harassment, discrimination, and retaliation claims, e.g., the U.S. Equal Employment Opportunity Commission (EEOC), the State of California Department of Fair Employment and Housing (DFEH), and/or the U.S. Department of Education's Office for Civil Rights (OCR). These agencies are listed in the Government section of the telephone book. A violation of this policy may exist even where the conduct in question does not violate the law.

a. Compensation for Work Performed
It is the policy of Stanford University to pay salaries and wages that equitably reflect the duties, responsibilities, value, amount, and quality of the work performed by an employee in comparison with other University employees, regardless of the sources of funds.

b. Compensation Practices
It is the intention of the University to set salary scales that are competitive with those of other employers for similar work under similar working conditions insofar as it is within the financial ability of the University to do so.