Explore UWG’s Policies and Procedures
University-wide policies and procedures communicate UWG’s expectations of its community
members, enhance operational efficiency, mitigate risk, and support compliance.
View all policies or explore by topic.
Anti-Harassment Policy Statement
UWG is committed to maintaining a safe, inclusive, and respectful environment for living, working, and studying. Consistent with federal and state law, University System of Georgia policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status by any member of the University Community (defined below) on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for any member of the University Community.
Click through to review the full policy: UWG Policy 6.2.3 (PDF KB).
Faculty Handbook 123 - Personal Relationships
While close working relationships are encouraged among faculty, staff, and students, the University strictly prohibits all faculty and staff, including graduate research assistants, from pursuing sexual relationships with undergraduates who they are currently supervising or teaching. It is misconduct, subject to disciplinary action, for an individual to exercise direct supervisory, evaluation, instructional, and/or advising responsibilities, or participate in hiring, retention, promotion, or award decisions, for someone with whom there exists an amorous relationship or to whom they are related by blood, law, or marriage. Both the fact and semblance of any exploitation must be avoided. The relative difference in power – actual or perceived – in
working relationships must be recognized by faculty and staff and not be employed to anyone’s advantage or disadvantage. Even in relationships that appear consensual, both the power and the trust embedded in the role of teacher renders dubious that student’s purported consent.
It is misconduct, subject to disciplinary action for a University employee to engage in sexual activity with any enrolled student of the institution, other than his or her spouse, who is a minor below the age of 18 years.
The University strongly discourages sexual relationships between faculty or administrators and graduate students, as well as between staff members and any subordinates whose work they supervise. Anyone involved in a sexual relationship with someone over whom he or she has supervisory power must recuse himself or herself from decisions that affect the evaluation, employment conditions, instruction, and /or academic status of the subordinate involved.
The full policy is available in the Faculty Handbook (PDF).
Employment Page Affirmative Action Policy
It is the policy of the University of West Georgia to follow federal law in regards to affirmative action and equal opportunity. The University of West Georgia.s affirmative action program and related policies are developed in compliance with Executive Orders 11246 and 11375, as amended; Title VII of the Civil Rights Act of 1964; the Rehabilitation Act of 1973 (Sections 503 & 504) and the Americans with Disabilities Act of 1990 (Title II) and their implementing regulations; the Age Discrimination in Employment Act of 1967; and the Vietnam Era Veterans Readjustment Assistance Act of 1974, as it amends 38 U.S.C. 4212.
More information about Affirmative Action and Employment can be obtained from Human Resources.
Equal Opportunity Policy
UWG is committed to maintaining a safe, inclusive, and respectful environment for living, working, and studying. Consistent with federal and state law, University System of Georgia policy, and University policy, the University prohibits harrassment of or discrimination against any person because of race, color, sex (including sexual harrassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status by any member of the University community on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for any member of the University community.
It is the policy of the University of West Georgia to follow federal law in regards to affirmative action and equal opportunity. The University of West Georgia’s affirmative action program and related policies are developed in compliance with Executive Orders 11246 and 11375, as amended; Title VI and VII of the Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; the Age Discrimination in Employment Act of 1967; the Vietnam Era Veterans Readjustment Assistance Act of 1974, as it amends 38 U.S.C. 4212; the Rehabilitation Act of 1973 (Sections 503 & 504); the Pregnancy Discrimination Act of 1978; the Americans with Disabilities Act of 1990 (Title II) and their implementing regulations.
Click through for more information about Equal Opportunity Policies.
Faculty & Administrative Positions
Faculty and Staff with Disabilities
The University of West Georgia Employee Handbook - Americans with Disabilities Act (ADA) (PDF) provides the following policy:
The University of West Georgia prohibits discrimination against qualified individuals with disabilities who can perform the essential functions of the job, with or without reasonable accommodation(s). An individual is disabled under the Act if he or she:
- Has a physical or mental impairment that substantially limits one or more major life activities; or
- Has a record of such an impairment; or
- Is regarded as having such impairment.
The University of West Georgia has and will continue to provide reasonable accommodations to enable the institution to hire and retain qualified employees who are able to perform the essential functions of their positions. Any person wishing to self-identify as disabled or request a reasonable accommodation due to a disability should contact the Human Resources Department.
Authorized Reasons for Using Family Leave
Consistent with the provisions of the federal Family and Medical Leave Act (FMLA) of 1993, an eligible employee may be entitled to up to 12 work weeks of leave during any 12-month period. An eligible employee is defined as any employee (including part-time and temporary) of the University of West Georgia, who has:
- been employed by the University of West Georgia for at least 12 months total (not necessarily the last 12 months) and
- worked at least 1,250 hours during the 12-month period immediately preceding the leave.
Leave under FMLA may be taken for one or more of the following reasons:
- The employee's own serious health condition, including an on-the-job injury or occupational disease covered by Worker's Compensation, which causes the employee to be unable to perform the functions of his or her job.
- The care of an immediate family member with a serious health condition.
- The birth and care of a newborn child.
- The legal placement of a child with the employee for adoption or foster care.
- A spouse, son, daughter, or parent being on active duty or having been notified of an impending call or order to active duty in the Armed Forces. Leave may be used for any "qualifying exigency" arising out of the service member's current tour of active duty or because the service member is notified of an impending call to duty in support of a contingency operation.
Click through to see full policy: Family Leave Policy (PDF).
Notice of Non-Discrimination
The Office of Equal Opportunity and Title IX provides the following Notice of Non-Discrimination:
The University of West Georgia does not discriminate on the basis of sex in its education programs, activities, employment and admissions, and prohibits such discrimination by students, faculty and staff.
Non-discrimination on the basis of sex is mandated by Title IX of the Education Amendments of 1972 (20 U.S.C. §§ 1681 et seq.) and the corresponding implementation regulations (34 C.F.R. Part 106). Title IX specifically states that:
“No person in the United States shall on the basis of sex be excluded from participation in, denied the benefits of or be subjected to discrimination under any education program or activity receiving Federal financial assistance.”
At the University of West Georgia, the term “sexual misconduct” encompasses sexual harassment, sexual exploitation, non-consensual sexual contact, non-consensual sexual intercourse, dating violence, domestic violence, and stalking.
The UWG Sexual Misconduct Policy applies to the entire university community, including students, faculty and staff, as well as contractors, vendors, visitors, and guests.
Non-Discrimination and Anti-Harassment Procedure
Sexual Misconduct Policy
The Office of Human Resources outlines the following Sexual Misconduct Policy:
The University of West Georgia is committed to providing a positive and rewarding educational experience and a safe campus environment which acknowledges the dignity and worth of every individual. The purpose of this policy is to prohibit any form of sexual misconduct by or against any campus constituent and to ensure that every report of sexual misconduct is taken seriously and that prompt and appropriate action is taken.
The University will follow the Board of Regents Sexual Misconduct Policy 6.7 as well as the Board of Regents Policy Standards for Institutional Student Conduct Investigation and Disciplinary Proceedings 4.6.5 for all allegations involving student sexual misconduct. All allegations of discrimination and harassment involving employees, students, or third party respondents based on protected categories, not covered by the Board of Regents Student Sexual Misconduct Policy, will be handled by the UWG Non-Discrimination & Anti-Harassment (NDAH) Policy.
This policy was last modified by the Board of Regents on August 8, 2017.
The policy is outlined at greater length at the link above.
Staff & Administrative Positions
Student Absence Policy
The University encourages students to be their most authentic selves, from participating in university events to engaging wholly with their religious beliefs. This includes defining policies that allow them to miss class under some circumstances without penalty. The Student Absence Policy states:
Class attendance policies are determined by each instructor for his or her courses and may be found in the syllabus. Since course policies differ, students are responsible for understanding attendance requirements for each course. Failure to comply with those requirements may significantly affect grades.
Students are expected to attend each class meeting. Students absent from class while officially representing the University or observing religious holidays should generally not be penalized in the calculation of final grades, as long as they provide advance notice and expeditiously make arrangements to complete any missed work.
For more information, view the full policy in the UWG Undergraduate Academic Policies.
Student Code of Conduct
The Student Code of Conduct, as laid out in the Student Handbook (PDF), states:
Students are admitted to the University of West Georgia with the expectation that they will have
developed acceptable personal standards of conduct and ethics. Students are expected to have
a responsible attitude toward regulations and standards of the University and the laws of the
community, state, and nation and to show respect for their fellow students.
Upon completing the application for admission to the University of West Georgia, the student
agrees to abide by the rules and regulations of the University. University regulations go into effect
at the time a student enrolls and matriculates, and will continue until the time of graduation or
Temporary Staff Hiring Procedures
The following document outlines procedures for hiring procedures of tempory staff positions, including practices for equity. To view these procedures: Temporary Staff Hiring Procedures (PDF).