Nondiscrimiation Policies
In complying with the letter and spirit of the applicable laws and in pursuing its own goals of diversity, the University of Maine System shall not discriminate on the grounds of race, color, religion, sex, sexual orientation, including transgender status or gender expression, national origin or citizenship status, age, disability, or veterans status in employment, education, and all other areas of the University. The University provides reasonable accommodations to qualified individuals with disabilities upon request.
Questions and complaints about discrimination in any area of the University should be directed to Vice President for Administration Sheri R. Stevens, University of Maine at Augusta, 46 University Drive, Augusta, Maine 04330, telephone (207) 621-3100 (voice) or 1-800-316-3600 (TTY).
Inquiries or complaints about discrimination in employment or education may also be referred to the Maine Human Rights Commission. Inquiries or complaints about discrimination in employment may be referred to the U.S. Equal Employment Opportunity Commission.
Inquiries about the University’s compliance with Title VI of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, and national origin; Section 504 of the Rehabilitation Act of 1973 and Title II of the Americans with Disabilities Act of 1990, which prohibit discrimination on the basis of disability; Title IX of the Education Amendments of 1972, which prohibits discrimination on the basis of sex; and the Age Discrimination Act of 1975, which prohibits discrimination on the basis of age, may also be referred to the U.S. Department of Education, Office for Civil Rights (OCR), Boston, MA 02109-4557, telephone (617) 223-9662 (voice) or (617) 2239695 (TTY/TDD). Generally, an individual may also file a complaint with OCR within 180 days of alleged discrimination.
Sexual Harassment Policy
In accordance with its policy of complying with nondiscrimination laws, the University will regard freedom from sexual harassment as a right which will be guaranteed as a matter of policy. Any employee or student will be subject to disciplinary action for violation of this policy. Sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education;
- submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual; or
- such conduct has the purpose or effect of interfering with an individual’s academic or work performance or creating an intimidating, hostile or offensive employment or educational environment.
Consenting relationships may constitute sexual harassment under this policy. When a professional power differential exists between members of the University and a romantic or sexual relationship develops, there is a potential for abuse of that power, even in relationships of apparent mutual consent. A faculty or staff member should not engage in such relationships. Further, the University prohibits the abuse of power in romantic or sexual relationships.
To ensure that power is not abused and to maintain an environment free of sexual harassment, a faculty or staff member must eliminate any current or potential conflict of interest by removing himself or herself from decisions affecting the other person in the relationship. Decisions affecting the other person include grading, evaluating, supervising or otherwise influencing that person’s education, employment or participation in athletics or any other University activity.
It is the policy of the University to ensure fair and impartial investigation that will protect the rights of the person(s) filing sexual harassment complaints, the person complained against, and the University as a whole.
Nonsexist Language
The University, as an equal opportunity educational institution, is committed to both academic freedom and the fair treatment of all individuals. It therefore discourages the use of sexist language. Language that reinforces sexism can arise from imprecise word choices that may be interpreted as biased, discriminatory, or demeaning, even if they are not intended to be. Accordingly, all University communications, whether delivered orally or in writing, shall be free of sexist language.
Each member of the University community is urged to be sensitive to the impact of language and to make a commitment to eliminate sexist language.
Student Confidentiality Under The Family Educational Rights & Privacy Act (FERPA)
The Family Educational Rights and Privacy Act (FERPA) is a federal law designed to protect the privacy of a student’s education records. The law applies to all schools which receive funds under an applicable program of the U.S. Department of Education. FERPA gives parents certain rights with respect to their children’s education records. These rights transfer to the student, or former student, who has reached the age of 18 or is attending any school beyond the high school level. Students and former students to whom the rights have transferred are called eligible students.
Eligible students have the right to inspect and review all of the student’s education records maintained by the school. Schools are not required to provide copies of materials in education records unless, for reasons such as great distance, it is impossible for eligible students to inspect the records. Schools may charge a fee for copies.
Eligible students have the right to request that a school correct records believed to be inaccurate or misleading. If the school decides not to amend the record, the eligible student then has the right to a formal hearing. After the hearing, if the school still decides not to amend the record, the eligible student has the right to place a statement with the record commenting on the contested information in the record.
Generally, schools must have written permission from the eligible student before releasing any information from a student’s record. However, the law allows schools to disclose records, without consent, to the following parties:
- school employees who have a need to know
- other schools to which a student is transferring
- certain government officials in order to carry out lawful functions
- appropriate parties in connection with financial aid to a student
- organizations conducting certain studies for the school
- accrediting organizations
- individuals who have obtained court orders or subpoenas
- persons who need to know in cases of health and safety emergencies; and state and local authorities, within a juvenile justice system, pursuant to specific state law
Schools may also disclose, without consent, “directory” type information such as a student’s name, address, telephone number, date and place of birth, current major, grade level, degrees earned, honors and awards, enrollment status, and dates of attendance. However, students may request that directory information be suppressed by contacting the Registrar’s Office. If a student chooses to have directory information suppressed, the University will release information to those not authorized under the act only in emergency situations.
Jeanne Clery Disclosure Act
The University of Maine at Augusta issues an annual security report in compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act of 1998. This report contains safety and security policies and procedures for students, employees, and visitors as well as selected crime statistics. A copy of this report is available through our web site or from the Office of Administrative Services, University of Maine at Augusta, 46 University Drive, Augusta, Maine 04330 (207-621-3100 or toll-free in-state 1-877-UMA-1234).
Information in this Catalog Covers the Academic Year 2007-2008
The University of Maine at Augusta reserves the right to revise, amend, or change items set forth in the catalog from time to time. Accordingly, readers of this catalog should inquire as to whether any such revisions, amendments or changes have been made since the date of publication. The University of Maine at Augusta reserves the right to cancel course offerings, to set the minimum and maximum sizes of classes, to change the designated instructors in courses, and to make decisions affecting the academic standing of anyone participating in a course or program offered by the University of Maine at Augusta.