Bureau of Mines, Room 318
1000 E University Ave, Dept 4307
Laramie, WY 82071
"The University is committed to equal opportunity for all persons in all facets of the University's operations. The University's policy has been, and will continue to be, one of nondiscrimination, offering equal opportunity to all employees and applicants for employment on the basis of their demonstrated ability and competence without regard to such matters as race, sex, gender, color, religion, national origin, disability, age, veteran status, sexual orientation, genetic information, political belief, or other status protected by state and federal statutes or University Regulations. It shall also be the policy of the University to utilize an affirmative action approach in the recruiting, hiring and promotion of women, people of color and other persons from designated groups covered by federal statutes, executive orders and implementing regulations in order to achieve a diverse workforce and student body."
For more information, please see UW Regulation 1-3 (Equal Employment Opportunity/Diversity Program)
“The University of Wyoming does not discriminate on the basis of sex in its education programs and activities, consistent with Title IX that requires it not to discriminate in such a manner. The University Wyoming's Title IX Coordinator: Oneida D. Blagg, Director, Diversity and Employment Practices, Bureau of Mines, Room 318, 307-766-3459; firstname.lastname@example.org”
For more information, please see Title IX of the Education Amendments Act of 1973
Please feel free to print and display these posters at your UW location.
"It is a violation of University policy to interfere with or circumvent in an inappropriate manner the employment or educational pursuits of any member of the University community. Discrimination and retaliation are specifically prohibited. Violations of this policy will be addressed promptly, with appropriate corrective action taken; violations of a severe or persistent nature are considered serious and may result in separation from the University."
For more information, please see UW Regulation 1-5 (Civil Rights Discrimination)
The University of Wyoming strives to create a respectful, safe, and non-threatening environment for its students, faculty and staff. This policy sets forth resources available to students, describes prohibited conduct, and establishes procedures for responding to sexual misconduct incidents (including sexual assault, sexual harassment, and other unwelcome sexual behavior).
For more information, please see Sexual Misconduct Policy and Procedures
"No otherwise qualified handicapped individual in the United States ...shall, solely by reason of his handicap, be denied the benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance."
For more information, please see Section 504 of the Rehabilitation Act of 1973
"No qualified individual with a disability shall, on the basis of disability, be excluded from participation in or be denied the benefits of the services, programs, or activities of a public entity, or be subjected to discrimination by any public entity." The University of Wyoming's ADA Coordinator is: Oneida D. Blagg, Director, Diversity and Employment Practices, Bureau of Mines, Room 318, 307-766-3459; email@example.com”
For more information, please see Title II, Americans with Disabilities Act of 1990
"No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance."
For more information, please see Title VI of the Civil Rights Act of 1964
"No person in the United States shall, on the basis of age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance."
For more information, please see the Age Discrimination Act of 1975
"It shall be an unlawful employment practice for an employer to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin."
For more information, please see Title VII of the Civil Rights Act of 1964
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Further, VEVRAA requires federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). DOL’s Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement.
For more information, please see the Vietnam Era Veterans' Readjustment Assistance Act.
Section 503 of the Rehabilitation Act of 1973 prohibits discrimination and requires employers with federal contracts or subcontracts that exceed $10,000 to take affirmative action to hire, retain, and promote qualified individuals with disabilities. All covered contractors and subcontractors must also include a specific equal opportunity clause in each of their nonexempt contracts and subcontracts. This law is enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor.
For more information, please see Section 503 of the Rehabilitation Act of 1973
It is the policy of the University of Wyoming to provide equal access to restrooms, locker rooms, or changing facilities to all members of our community. To that end, the University has designated as many campus restrooms as possible as "family" or gender neutral. When such a restroom is unavailable, transgendered individuals may use a restroom in accordance with their gender identity.
The University of Wyoming will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the employer’s legal duty to furnish information.