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Statement of Non-Discrimination

SWOSU does not discriminate against any individual based on 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. The following person has been designated to handle staff inquiries regarding the non-discrimination policies:

Assistant Vice President for Human Resources
100 Campus Drive
Weatherford, OK 73096
580.774.6582 fax 

Equal Employment Opportunity

SWOSU, to the extent required by law, 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, Section 402 of the Readjustment Assistance Act of 1974, Americans with Disabilities Act  of 1990, the American with Disability Act as Amended in 2009 and other federal laws and regulations does not discriminate on the basis of race, color, national origin, gender, age, religion, disability, sexual orientation, genetic information or status as a veteran in any of its policies, practices or procedures. This includes, but is not limited to, employment, promotion, assignment, discharge and other terms and conditions of employment.

Title IX Statement

SWOSU is endeavors to provide an environment free 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.”

SWOSU does not discriminate against any individual based on race, color, national origin, gender, age, religion, disability, sexual orientation, genetic information or status as a veteran in any of its policies, practices or procedures. This includes but not limited to admissions, employment, financial aid, housing, services, educational programs, or activities the University Operates.

The SWOSU community is dedicated to equity and access without prejudice. To that end, the President has named Co-Title IX Coordinators: Assistant Vice President of Human Resources David Misak 580.774.3275 and Dean of Students Cindy Dougherty 580.774.3767.

Conditions of Employment

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.

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. As a condition of 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: 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.Additionally, SWOSU reserves the right to complete background checks on employees. Information gathered from the background checks will be considered confidential, to the extent possible.

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.

By signing the document mentioned above, employees agree not to disclose any type of information or records to unauthorized individuals while working for SWOSU, or after their employment at SWOSU.

Conflicts of Interest

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 that 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.

Political Activities

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.).

Outside Employment

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 be used for such conduct.

If, in the judgment of SWOSU, an employee’s outside work interferes with their performance or ability to meet the requirements of the employee’s position with SWOSU, the employee may be subject to disciplinary action, up to and including termination.