Equal Opportunity: SWOSU in compliance with Title VI and Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Vietnam Era Veterans Readjustment Assistance Act of 1974, the Americans with Disabilities Act and, to the extent required by these and other federal laws and regulations, does not discriminate on the basis of race, color, religion, national origin, age, gender, qualified disability, sexual orientation, genetic information, or veteran status in any of its policies, practices, or procedures. This includes, but is not limited to, admissions, employment, financial aid, housing services, educational programs, or activities the University operates.
SWOSU endeavors to provide an environment free of discrimination or harassment. This includes sexual and gender related discrimination as covered by Title IX which states in part: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal financial assistance.”
The SWOSU community is dedicated to equity and access without prejudice and to creating a safe campus community environment. SWOSU provides in-depth periodic educational opportunities to faculty, staff, and students on the subject of Title IX including, but not limited to, sexual misconduct, sexual harassment, and sexual violence. Individuals with a concern or seeking assistance on this matter may contact the Dean of Students Office, Human Resources Office, Campus Police Department, Student Health Services and/or any senior administrator. While these administrative offices will, to the extent possible, treat such conversations as confidential, they are required to take appropriate responsive action. Individuals who desire to have a privileged conversation (that has additional rights to confidentiality) may contact Student Health Services and speak to one of the department’s counselors and/or the Campus Nurse.
Inquiries regarding SWOSU’s statement of Non-Discrimination policies may be directed to the Assistant Vice President of Human Resources.
Drug Free Workplace: The unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on SWOSU property, or as a part of any SWOSU student sponsored activity, is prohibited. Employees must abide by this policy as a condition of employment. (See Drug Free School/Workplace)
Employment Eligibility Verification: SWOSU employs only United States citizens and aliens who are authorized to work in the United States and is committed to complying with various state and federal laws governing employment practices. Upon accepting employment, each employee must have a properly completed Employment and Eligibility Form I-9 with appropriate supporting documents to establish eligibility for employment. Newly hired employees must complete Section 1 of Form I-9 in its entirety on or before the first day of work. Additionally, SWOSU is an E-Verify employer.
Screening/Reference Verification: SWOSU reserves the right to complete background checks on employees and volunteers. Information gathered from the background checks will be considered confidential, to the extent possible. Additionally, at the discretion of SWOSU, various screenings and verification checks may be conducted. This may include, but not limited to: reference checks, driving records, degrees, licensure and certification verifications.
Loyalty Oath: As required by state statute, employees are required to sign a Loyalty Oath upon employment by SWOSU.
Confidentiality Statement: As a result of employment by SWOSU, some individuals may have access to student, employee, or business records which contain confidential information. The disclosure of such information is governed by the Family Educational Right and Privacy Act of 1974 (FERPA), Open Records Act and other mandates. Upon accepting employment, employees are required to sign the University’s Confidentiality Statement acknowledging they understand that disclosure of confidential information to any unauthorized person could subject them to criminal and civil penalties imposed by law. It is also a violation of SWOSU’s policy and could result in disciplinary action, including termination of employment. Additionally, it is understood that employees are not allowed to alter, modify, add, or delete information on university records or documents unless specifically instructed to do so by an authorized SWOSU official.
Employees must conduct SWOSU business within guidelines that prohibit actual or potential conflicts of interest. The following procedure identifies areas of conflict that are prohibited by the Oklahoma Ethics Commission and state law. The information contained within this policy is not comprehensive but serves as a guideline to provide general direction so employees can seek further clarification on issues related to the subject of acceptable standards of operation.
- An employee shall not knowingly receive, directly or indirectly, money or other valuable item(s) for the performance or non-performance of their duties other than the compensation allowed by law.
- Employees shall not, directly or indirectly, solicit, receive, or agree to receive anything of value for agreeing to appoint, appointing or procuring the appointment of another person to any state office or job.
- An employee shall not use their official position to solicit or secure special privileges, exemptions or compensations for themselves or others except in performance of their duties allowed by law.
- An employee shall neither disclose nor offer to disclose confidential information acquired by reason of their official position, nor use such confidential information for their own personal gain or benefit.
- An employee shall not accept or solicit compensation or employment that would impair their independence or judgment in the performance of their public duties.
- Except as permitted by the Oklahoma Ethics Commission and state law, an employee shall not rent, lease, sell, offer to sell, or cause to be sold--either as an individual or through any business enterprise in which they hold a substantial financial interest--goods, services, buildings or property to SWOSU.
- Neither an employee nor an immediate family member of an employee may, directly or
indirectly, solicit, receive, or agree to receive anything of value in excess of the
amount allowed by state law in aggregate in a calendar year from a person who the
employee knows or should know. Examples include, but are not limited to:
- a lobbyist or lobbyist principal
- a person seeking to do business with SWOSU
- anyone who has a substantial financial interest in matters or actions before or affecting SWOSU
Employees desiring additional information concerning the Oklahoma Ethics Commission's complete rulings on conflicts of interest and other ethics issues may contact HR and/or the Ethics Commission.
Except as prohibited by the laws of the State of Oklahoma, relationship by consanguinity or by affinity shall not, in itself, be a bar to appointment, employment, or advancement in universities governed by RUSO. No two persons who are related by affinity or consanguinity within the third degree shall be given positions in which either one is responsible for making recommendations regarding appointment, employment, promotion, salary, or tenure for the other, nor shall either of two persons so related, who hold positions in the same internal budgetary unit, be appointed to an executive or administrative position for said internal unit. Performance evaluations and recommendations for compensation and promotion will be made by one not related to the individual being evaluated, although the President of SWOSU may grant waivers. RUSO shall be notified of any such waivers at its next meeting.
Relatives that are within the third degree of relationship to an employee by blood or marriage are as follows: spouse, parent, grandparent, great-grandparent, brother or sister, son or daughter, uncle or aunt, niece or nephew, grandson or granddaughter, great-grandson or great-granddaughter, and any of these relatives by marriage.
An employee who participates in political activities must do so in a manner that does not
- Imply, directly or indirectly, that SWOSU endorses such activities
- Interfere with the rights and privileges of other employees of SWOSU
- Interfere with the rights and privileges of students attending SWOSU
- Interfere or disrupt the normal routine operation of SWOSU
- Interfere with the assigned duties of the employee
- Utilize SWOSU materials or supplies (postage, stationary, telephone, email, etc.)
Employees may hold employment outside of SWOSU’s normal working hours, provided such employment does not interfere with the individual’s responsibilities and duties to the University. Employees will be judged by the same performance standards and will be subject to SWOSU's scheduling demands regardless of existing outside work requirements. Tasks or activities associated with outside employment should not be performed during an employee’s scheduled work time, nor should university resources or facilities be used for such conduct.
If, in the judgment of SWOSU, an employee’s outside work interferes with their performance, their ability to meet the requirements of the employee’s position with SWOSU, or that work time and/or SWOSU resources have been utilized in connection with the outside employment the employee may be subject to disciplinary action, up to and including termination.