Employee Experience Team
Equal Opportunity
| Name | Title | Phone |
|---|---|---|
| General Inquiries: eo-adacompliance@usf.edu | ||
| Oriana Thomas | Associate EO Officer | 813-974-0639 |
| Sonja Jenkins | EO and Diversity Consultant | 813-974-4255 |
| Mandy McLaughlin | Labor Relations/Employee Relations/EO Lead | 813-396-0794 |
Equal Opportunity (EO) Compliance is responsible for conflict resolution and investigating complaints related to protected class discrimination, harassment, and retaliation. Students, staff, and faculty must report all allegations of discrimination, harassment, and retaliation covered under University of South Florida (USF) Policy 0-007: Diversity and Equal Opportunity: Discrimination and Harassment, and USF Policy 0-108: Disability and Accommodations to EO Compliance.
It is the policy and practice of the University of South Florida to comply fully with the requirements of Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, and all other federal and state laws and regulations prohibiting discrimination and harassment on the basis of a Protected Class.
Title VI of the Civil Rights Act of 1964 prohibits discrimination based on race, color, or national origin in programs or activities receiving federal financial assistance. All federal agencies that provide grants of assistance are required to enforce Title VI. The U.S. Department of Education gives grants of financial assistance to schools and colleges and to certain other entities, including vocational rehabilitation programs.
Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.