It is the policy of Auburn University, at all levels of employment, to take affirmative action to employ, advance in employment and otherwise treat qualified individuals with disablities without discrimination based on their physical or mental disability in all employment practices, including the following:

• Recruitment, advertising and job application procedures;
• Hiring, upgrading, promotion, awarding of tenure, demotion, transfer, layoff, termination, right of return from layoff, and re-hiring;
• Rates of pay or any other form of compensation and changes in compensation;
• Job assignments, job classifications, organization structures, position descriptions, lines of progression and seniority lists;
• Leaves of absence, sick leave, or any other leave;
• Fringe benefits available by virtue of employment;
• Selection and financial support for training, including apprenticeship, professional meetings, conferences, and other related activities, and selection for leaves of absence to pursue training;
• Activities sponsored by Auburn University including social or recreational programs.

Auburn University's policy is consistent with the requirements and objectives set forth by §§ 503 and 504 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. §§ 793 and 794, and the Americans with Disabilities Act of 1990, 42 U.S.C. §§ 1201 et seq.

Responsibility for monitoring, supervising compliance and continued implementation of this policy in employing, advancing in employment, and otherwise treating qualified individuals with disabilities fairly is assigned to the Executive Director of Affirmative Action/Equal Employment Opportunity.

Employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:

1. Filing a complaint;
2. Assisting or participating in an investigation, compliance review, hearing or any other activity related to the administration of § 503 of the Rehabilitation Act of 1973, or any other federal, state or local law requiring equal opportunity for disabled persons;
3. Opposing any act or practice made unlawful by § 503, its implementing regulations, or any other federal, state or local law requiring equal opportunity for disabled persons; or
4. Exercising any other right protected by § 503 or its implementing regulations.