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decisions related to recruitment, hiring, promotion,
compensation, benefits, transfers, university sponsored
training and education, social and recreational programs,
termination, and other terms and conditions of
employment. The Vice Chancellor for Human Resources is
the person designated by TCU to coordinate its efforts to
comply with and carry out its responsibilities under Title
VII, the Age Discrimination Act of 1975, and other Equal
Opportunity and Affirmative Action regulations and laws.
Inquiries about TCU’s policies or compliance with these
laws should be directed to:
Ms. Yohna Chambers
Vice Chancellor for Human Resources
TCU Box 298200
2701 W. Berry St.
817/257-6222
III. Conduct Prohibited by this Policy
The following conduct, as defined in this section, is
prohibited by this policy. These definitions will be used
by the Coordinator and during TCU’s internal grievance
processes when evaluating whether this policy has been
violated. In some instances, where conduct may constitute
a criminal offense under Texas law, the Texas statutory
definitions are provided in a footnote for educational and
awareness purposes only.
*Discrimination: The unlawful treatment of an
individual based on the individual’s age, race, color,
religion, sex, sexual orientation, gender, gender identity,
gender expression, national origin, ethnic origin, disability,
predisposing genetic information, covered veteran status,
and any other basis protected by law that unreasonably
interferes with or limits: or limits:
• A student’s or applicant for admission’s ability to
participate in, access, or benefit from educational
programs, services or activities (e.g., admission,
academic standing, grades, assignment, campus
housing);
• An employee’s or applicant for employment’s access
to employment or conditions and benefits of
employment (e.g., hiring, advancement, assignment);
• An authorized volunteer’s ability to participate in a
volunteer activity; or
• A guest’s or visitor’s ability to participate in, access,
or benefit from TCU’s programs.
Discrimination includes failing to provide reasonable
accommodations, consistent with State and federal law, to
qualified persons with disabilities.
*Harassment: Unwelcome conduct based on an
individual’s age, race, color, religion, sex, sexual
orientation, gender, gender identity, gender expression,
national origin, ethnic origin, disability, predisposing
genetic information, covered veteran status, and any other
basis protected by law, when (a) submitting to or enduring
such conduct is made implicitly or explicitly a term or
condition of a person’s instruction, academic standing,
See Texas Senate Bill 212 for the source of this definition.
employment or participation in any TCU program,
activity, or benefit, (b) submission to or rejection of such
conduct is used, implicitly or explicitly, as the basis for
decisions affecting an individual’s education (e.g.,
admission, academic standing, grades, assignment);
employment (e.g., hiring, advancement, assignment); or
participation in a TCU program, activity or benefit, (c) in
the employment context, such conduct unreasonably
interferes with a person’s work performance or creates an
intimidating, hostile, or offensive work environment, or (d)
in the education context, such conduct is sufficiently
severe, persistent, or pervasive that the conduct interferes
with the student’s ability to participate in or benefit from
educational programs or activities at TCU.
A hostile environment can be created by persistent or
pervasive conduct or by a single or isolated incident, if
sufficiently severe. The more severe the conduct, the less
need there is to show a repetitive series of incidents to
prove a hostile environment, particularly if the conduct is
physical. A single incident of non-consensual sexual
contact or intercourse, for example, may be sufficiently
severe to constitute a hostile environment. In contrast, the
perceived offensiveness of a single verbal or written
expression, standing alone, is typically not sufficient to
constitute a hostile environment.
*Sexual Harassment
: Unwelcome sex-based verbal
or physical conduct when (a) submitting to or enduring
such conduct is made implicitly or explicitly a term or
condition of a person’s instruction, academic standing,
employment, or participation in any TCU program,
activity, or benefit, (b) submission to or rejection of such
conduct is used, implicitly or explicitly, as the basis for
decisions affecting an individual’s education (e.g.,
admission, academic standing, grades, assignment);
employment (e.g., hiring, advancement, assignment); or
participation in a TCU program, activity or benefit, (c) in
the employment context, such conduct unreasonably
interferes with a person’s work performance or creates an
intimidating, hostile, or offensive work environment, or (d)
in the education context, such conduct is sufficiently
severe, persistent, or pervasive that the conduct interferes
with the student’s ability to participate in or benefit from
educational programs or activities at TCU .
*Gender-Based Harassment: Unwelcome conduct based
on gender, sexual orientation, gender identity, or gender
expression, which may include acts of aggression,
intimidation, or hostility, whether verbal or non-verbal,
graphic, physical, or otherwise, even if the acts do not
involve contact of a sexual nature, when(a) submitting to
or enduring such conduct is made implicitly or explicitly a
term or condition of a person’s instruction, academic
standing, employment, or participation in any TCU
program, activity, or benefit, (b) submission to or rejection
of such conduct is used, implicitly or explicitly, as the
basis for decisions affecting an individual’s education
(e.g., admission, academic standing, grades, assignment);
employment (e.g., hiring, advancement, assignment); or